Republic of the Philippines

Department of Education
Region I
Pangasinan DIVISION II
Binalonan
San Quintin National High School

INDIVIDUAL PERFORMANCE AND COMMITMENT REVIEW FORM (IPCRF)

Name of Employee: Name of Rater: EMELDA T. HERNANDEZ

Position: HEAD TEACHER III Position: PRINCIPAL III
Bureau/Center/Division: PANGASINAN DIVISION II Date of Review:
Rating Period: OCTOBER 2020- JULY 2021

TO BE FILLED IN DURING PLANNING TO BE FILLED IN DURING EVALUATION

Performance Indicators Actual Result RATING

Weight
MFO KRAs Objectives Timeline SCORE
per KRA Quality Efficiency Timeliness Q E T Ave.
I. SCHOOL 1. Initiated physical Year Round 10% 5 - 4 or more tangible 5 5 5 5.00 0.50
LEADERSHIP development/ tangible projects
(30%) projects 4- 3 tangible projects
3 - 2 tangible projects
MOV's: 2- 1 tangible project
a. Deed of Donation/ 1- no tangible project
Acceptance
b. Pictures

2. Performance 5 5 5 5.00 0.50

Indicators

Year Round 10%

5-
98-100% promotion

2.1. Drop Out 4- 95-97% promotion

Reduction Program
(DORP) 3- 92-94% promotion

MOVs: 2- 89-91% promotion

a. DORP Quarterly
Report 1- 88% and below
b. Report on promotion
Promotion/Dropout/Failu
res
2.2 Promotion Rate Year Round 10% Promotion was of the ff. 5 5 5 5.00 0.50
rate:

5 – 100%
4 – 95 – 99.99 %
3 – 90 – 94.99 %
2 – 85 – 89.99 %
MOVs: 1 – 84.99 % and
Below

3. Conducted mentoring Year Round 10% 5 – 100% of teachers were 100% of teachers were 5 5 5 5.00 0.50
and coaching to 100% of coached and mentored coached and mentored
teachers within the within the school year within the school year
school year 4 – 95 to 99% of teachers
were coached and mentored
MOVs: within the school year
-Supervisory Plan 3 – 90 to 94% of teachers
-Supervisory Report were coached and mentored
-Performance within the school year
Monitoring and 2 – 85 to 89% of teachers
Coaching Form/TA were coached and mentored
Report within the school year
a. Consolidated Report 1 – 80 to 84% of teachers
on Learners Grades were coached and mentored
b. SF 6 c. within the school year
Report on
Promotion/Dropout/Failu
res
II. INSTRUCTIONAL 1. Conducted 2 Year Round 10% The MOVs were met as 5- Conducted 2 classroom Conducted 2 classroom 5 5 5 5.00 0.50
LEADERSHIP classroom observations follows: observations per teacher observations per
(20%) and post conferences per teacher within the
teacher within the 5 - All MOVs were met
school year
school year for the
improvement of teaching 4 - 4 MOVs were met
and learning process 3- Conducted 1
MOVs: 3 - 3 MOVs were met classroom obervation per
a. Supervisory Plan teacher
b. Supervisory Report 2 - 2 MOVs were met
c. COT rating sheets
d. Observation notes 1 – 1 or no MOV was
form presented 1-
e. DLP of teachers no classroom observation
conducted

2. Checked/ inspected Year Round 5% 100% of the teachers 5 5 5 5.00 0.25

class records of 100% of have class records with
teachers complete parts
MOV:
a. Class record
 3. Monitored the
implementation of the
budgeted lessons of the
teachers
MOVs:
a. Summary of
curriculum audit in every
quarter
b. Budgeted Lesson
Plan/ Subject Allocation
Per Quarter
Quarterly 5% 5 – 95 – 100% of the 5 – 100% of the MELCs were 100% of the MELCs 5 5 5 5.00 0.25
teachers have implemented implemented within the allotted were implemented
their budgeted lessons quarter within the allotted
quarter by all teachers
4 – 90 – 94.99% of the 4 – Only 95 – 99.99% of the
teachers have implemented MELCs were implemented within
their budgeted lessons the allotted quarter
3 – 85 – 89.99% % of the 3 – Only 90 – 94.99% of the
teachers have implemented MELCs were implemented within
their budgeted lessons the allotted quarter
2 – 80 – 84.99% of the 2 – Only 85 – 89.99% of the
teachers have implemented MELCs were implemented within
their budgeted lessons the allotted quarter

1 – 79% and below of the 1 – Only 84% and below of the

teachers have implemented MELCs were implemented within
their budgeted lessons the allotted quarter

III. FISCAL/ 2. Kept 100% inventory Year Round 10% 5 5 5 5.00 0.50
MATERIAL of school properties
RESOURCES MOVs:
MANAGEMENT
(20%) a. Classroom Inventory

b. Inventory of
Laboratory Equipment
 Year Round 10% 5 – 95 – 100% of the school/ 5 5 5 5.00 0.50
classroom properties were
declared

4 – 90 – 94.99% of the
school/ classroom properties
were declared

3 – 85 – 89.99% of the
school/ classroom properties
were declared

2 – 80 – 84.99% of the
school/ classroom properties
were declared

1 – 75 – 79.99% of the
school/ classroom properties
were declared

IV. HUMAN 1. Provided technical Year Round 10% The MOVs were met as 5 – 100% of the teachers 5 5 5 5.00 0.50
RESOURCE assistance to 100% of follows: participated in the DLAC
MANAGEMENT the teachers through the Session
AND conduct of Department 5 – All MOVs were met
DEVELOPMENT Learning Action Cell 4 – 95 – 99.99% of the
(30%) Sessions (D-LACS) 4 – 3 MOVs were met teachers participated in the
within the school year DLAC Session
for professional 3 – 2 MOVs were met
enhancement and 3 – 90 – 94.99% of the
performance 2 – 1 MOVs were met teachers participated in the
improvement DLAC Session
1 – 1 MOV was met
MOVs: 2 – 85 – 89.99% of the
a. Activity teachers participated in the
Request/Authority to DLAC Session
Conduct/LAC Plan/LAC
Monitoring Tool 1 – 84% and below of the
b. Training Matrix teachers participated in the
c. Narrative/ DLAC Session
Accomplishment
Reports
d. Attendance
2. Encouraged teachers’ 5%
attendance to trainings/
seminars
MOVs:
a. Summary of teachers’
seminars and trainings
attended
b. Certificates of
participation of teachers
to seminars and trainings
(one per activity)
c. Travel Order
d. Memorandum of
trainings/ seminars/
conferences attended
e. Contingency plans
The MOVs were met as 5 – 100% of the teachers 100% of the teachers 5 5 5 5.00 0.25
follows: attended trainings/ seminars attended trainings/
seminars
5 – 4 or more MOVs were 4 – 95 – 99.99% of the
met teachers attended trainings/
seminars
4 – 3 MOVs were met
3 – 90 – 94.99% of the
3 – 2 MOVs were met teachers attended training/
seminar
2 – MOVs were met
2 – 85 – 89.99% of the
1 – No MOV was met teachers attended trainings/
seminars
1 – 84% and below of the
teachers attended trainings/
seminars
 3. Encouraged/convinced Year Round 5% 5- 2 teachers earned 9 units 5 5 5 5.00 0.25
teachersto enroll in in Graduate School
Graduate School for
professional and
personal enhancement
MOV's:
a. Transcript of Records 3- 2 teachers earned 9
b. Registration/ units in Graduate School
Enrollment Form

1- no teacher
enrolled in Graduate School

V. PLUS 10% National (5) Regional (4) Division (3) District (2) School (1)
FACTOR 1. Speakership/ as
Trainer

2. Winnings (academic 2% 0.06

or non-academic)

Presented/ defended AR/

W/ Approved Proposal (AR)/
With COC (5) For COC/ Certification (4) Permit to Conduct (IWP) Proposal Only (1)
Permit to TrypOut (IWP) (3)
(2)

3. Action Research/
Innovation
2 years or more (5) 18-23 months (4) 12-17 months (3) 6-11 months (2) 5 months or less (1)

4. Coordinatorship/
Chairmanship 4% 0.2
5. Special Designation/
Functions
6. Special Awards from
BSP/GSP/CSC
4% 0.12

0.38

4.50

Overall Rating for Accomplishments 4.88

Adjectival Rating Outstanding

EMELDA T. HERNANDEZ ARLENE B. CASIPIT, EdD

Head Teacher III Principal III OIC, Assistant Schools Division Superintendent
Ratee Rater Approving Authority
 PART III: SUMMARY OF RATINGS FOR DISCUSSION

Final Performance results Rating Adjectival Rating

Accomplishments of KRAs and Objectives 4.820 OUTSTANDING

Rater- Ratee Agreement

The signatures below confirm that the employee and his/her superior have agreed on content of this appraisal form and the performance rating.

Name of Employee: JEANIFER G. DELA CRUZ Name of Superior: EMELDA T. HERNANDEZ

Signature: Signature:
Date: 6-Jul-20 Date: 6-Jul-20

PART IV: DEVELOPMENTAL PLANS OF THE IPCRF (IPCRF-DP)

Action Plan (Recommended
Strengths Developmental Needs Developmental Intervention) Timeline Resources Needed

A. Functional Competencies (PPST)

Objective 1, KRA I
Initiated physical development/tangible
projects/activities/programs

Objective 2.3, KRA I Intensify the conduct of remedial class

Promotion Rate and home visitation to low performing June to March Principal, Department Heads,
students Teachers,Students,Parents

B. Core Behavioral Competencies

* Self - management *Results Focus Incorporating in the next in -service

* Teamwork * Innovation training (INSET) particularly on service April or May Local or School Fund
orientation

JEANIFER G. DELA CRUZ EMELDA T. HERNANDEZ ELY S. UBALDO, EdD.

Head Teacher III School Principal III Assistant Schools Division Superintendent
(Ratee) (Rater) (Approving Authority)
 PART II: COMPETENCIES
CORE BEHAVIORAL COMPETENCIES
Self-Management 4.8
5 Sets personal goals and direction, needs and development.
5 Undertakes personal actions and behaviors that are clear and purposive and takes
into account personal goals and values congruent to that of the organization.
5 Displays emotional maturity and enthusiasm for and is challenged by higher goals.
5 Prioritize work tasks and schedules (through grant chart, checklists, etc.) to
achieve goals.
4 Sets high quality, challenging, realistic goals for self and other.
Professionalism and Ethics 4.8
5 Demonstrates the values and behavior enshrined in the Norms of Conduct and
Ethical Standards for public officials and employees (RA 6713).
5 Practices ethical and professional behavior and conduct taking into account the
impact of his/her actions and decisions.
4 Maintains a professional image: being trustwothy, regularity of attendance and
punctuality, good grooming and communication.
5 Makes personal sacrifices to meet the organization's needs.
5 Acts with a sense of urgency and responsibility to meet the organization's needs,
improve systems and help others improve their effectiveness.
Results Focus 4.6
4 Achieves results with optimal use of time and resources most of the time.
5 Avoids rework, mistakes and wasted through effective work methods by placing
organizational needs before personal needs.
4 Delivers error-free outputs most of the time by conforming to standard operating
procedures correctly and consitently. Able to produce very satisfactory quality of work
in terms of usefulness/acceptability and completeness with no supervisio required.
5 Expresses a desire to do better and may express frustration at waste or inefficiency.
May focus on new or more precise ways of meeting goals set.
5 Makes specific changes in the system or in own work method to improve performance.
Examples may include doing something better, faster, at a lower cost, more efficiently;
or improving quality, customer satisfaction, marale, without setting any specific goal.
 LEGEND:
5 – Role model; 4 – Consistently demonstrates; 3 – Most of the time demonstrates;
2 – Sometimes demonstrates; 1 – Rarely demonstrates
Note: These ratings can be used for the developmental plans of the
employee.
Teamwork 5
5 Willingly does his/her share of resposibility.
5 Promotes collaboration and removes barriers to teamwork and goal accomplishment
across the organization.
5 Applies negotiation principles in arriving at win-win agreements.
5 Drives consensus and team ownership of decisions.
5 Works constructively and collaboratively with others and across organizations to
accomplish organizational goals and objectives.
Service Orientation 4.8
4 Can explain and articulate organizational directions, issues and problems.
5 Takes personal responsibility for dealing with and/or correcting customer service
issues and concerns.
5 Initiates activities that promotes advocacy for men and women empowerment.
5 Participates in updating of office vision, mission, mandates and strategies based on
DepEd Strategies and directions.
5 Develops and adopts service improvement programs through simplified procedures
that will further enhance service delivery.
Innovation 4.6
5 Examines the root cause of problems and suggests effective solution. Fosters new
ideas, processes and suggests better ways to do things (cost and/or operational
efficiency).
4 Demonstrates an ability to think "beyond the box". Continuously focuses on improving
personal productivity to create higher value and results.
5 Promotes a creative climate and inspires co-workers to develop original ideas or
solutions.
4 Translates creative thinking into tangible changes and solutions that improve the work
unit and organization.
5 Uses ingenious methods to accomplish responsibilities. Demonstrates resourcefulness
and the ability to succeed with minimal resources.
`
OVERALL COMPETENCY RATINGS 4.767