VIII.

Performance Evaluation

In line with our school’s goal of continuous improvement, all academic personnel will undergo performance evaluation on a
periodic basis. The evaluation will be on a set of criteria based on the duties and responsibilities of academic personnel.

The results of the evaluation will be the basis for the distribution of the annual merit increases for all academic personnel.

A. Criteria and Weights

Performance evaluation will be based on the criteria and point system as specified below. All academic personnel are
encouraged to submit ideas for the improvement of the criteria, weights and methodology of the performance
evaluation process.

For the department heads, performance evaluation from the principal, the teachers and self-evaluation, will be
combined to form 10%. This will take the place of the points from the Performance Evaluation for Teachers by The
Department Head.

Performance Evaluation Components N/K to Grade 7-12

Grade 6
For Teachers
By the Principal 50% 20%
By the Students 20%
By the Department Head 10%
Self-Evaluation 5% 5%
For the Department Heads
By the Principal 5%
By the Teachers 5%
For the Principal
By the Teachers
Self-Evaluation
Other Criteria
Professional Growth and Development 20% 20%
Attendance and Punctuality 15% 15%
School and Community Service 10% 10%
. B. Performance Evaluation for Teachers

1. By The Principal

The principal will observe each teacher’s performance throughout the school year. For one or two days during the
semester, the principal will conduct a formal classroom observation of the teacher to be rated. This formal
classroom observation can either be scheduled or un-announced or a combination of both. Towards the end of
each semester, the principal will rate the teacher’s performance, based on the questions on the Form PETPR2020.

Principal will only have one formal classroom evaluation, to be done any time during the 1 st semester. The
principal will have tentative scores on the evaluation form. For teachers with low scores during this first
evaluation, the principal has the option of an unannounced evaluation during the 2 nd semester for the low scoring
teacher(s).

At the end of the year, the principal finalizes the evaluation form based on formal classroom observation, un-
announced observation and personal interaction with the teacher concerned.

2. By The Students

Prior to the end of each semester, 10% or 5 students, whichever is higher, from each class will be randomly
selected to rate all the teachers for each of the students’ subjects. All of the students will be gathered in a room
and will be given the accompanying Form PETST2020.

The principal or representative will explain the evaluation process and proceed to read and explain each question,
giving enough time for the students to rate all their teachers. When all the questions are done, the students will be
given enough time to write any other comment about each of their teachers.

For each teacher rated, the top 3 scores and the bottom 3 scores will be removed before computing for the teacher
average rating.

3. By The Department Heads

Similar to the principal, the Department Heads will also rate the teachers under their supervision. However,
unlike the principal, classroom observation will only be optional. The department heads will do the rating twice a
year, towards the end of each semester.

In addition to the regular questions in the Principal Evaluation, the Department Head Rating Form PETDH2020
for teachers includes questions relating to lesson plan preparation, departmental exam preparation, participation in
planning and implementation of various departmental activities.

At least once a year, the Department Head will do a formal classroom observation for each of the teachers under
their supervision.

4. Self-Evaluation

This exercise is done to allow the teachers to rate themselves, using Form PETSE2020, according to the standards
that the principal, their students and the teachers/department heads rate them. Variances among the ratings will
be discussed with the principal during the performance evaluation summary and review. Hopefully, the teachers
will receive tips and feedback on how to improve their effectiveness.

C. Performance Evaluation for Department Heads

In addition to having a performance evaluation as teachers, the department heads will also undergo a
performance evaluation in their roles as department heads. The principal, the teachers for the department and
the department head himself will do the performance evaluations
 The principal evaluation will be worth 5 points and the average of the teachers evaluations will be worth
another 5 points. These points will take the place of the performance evaluation of the teachers by the
department heads.

This rating will be done on the same schedule and frequency as the Performance Evaluation for Teachers by
the Department Heads.

The principals and the teachers will use Form PEDPT2020.

The evaluations will be collated by the principal and included in the Performance Evaluation Summary for
each teacher.

D. Performance Evaluation for the Principal

At the end of each semester, after the rating process, the teachers will also answer a rating form (Form PEPTE2020)
for the principal. The forms will be accumulated by the assistant registrar and submitted to the president for review
with the principal.

The principal will likewise do a self-evaluation using the same set of questions in a different form (Form
PEPSE2020). The results of these evaluations will be reviewed by the president with the principal.

E. Other Criteria

1. Professional Growth and Development

The purpose of including this rating is to further encourage teachers to continuously develop their
knowledge, skills and teaching capabilities. The points given out per teacher will be based on the
following:

 Teacher Educational History for educational background

 School enrolment form, transcript of grades for completed doctoral or masteral units
 Teacher Information Sheet for PRC license
 Log Book and Leave Forms for external seminars attended
 Principal/Registrar records for internal seminars

This rating is done only at the end of the year.

Points System
Points Educational/Professional Background
20 Doctoral Degree Graduate
18 Currently enrolled in Doctoral Degree
16 LET Teacher with Master’s Degree
13 LET Probationary Teacher with Master’s Degree
11 Non LET Teacher with Master’s Degree
10 LET Teacher currently enrolled in Master’s Degree
9 LET Probationary Teacher currently enrolled in Master’s Degree
8 Non LET Teacher currently enrolled in Master’s Degree
8 LET Probationary Teacher enrolled in Master’s Degree
7 Non LET Teacher currently enrolled in Master’s Degree
6 LET Permanent Teacher
5 Contractual Teachers
4 Probationary LET Teachers with at least 2 years’ experience
3 Probationary LET Teachers
2 Probationary Non-LET Teachers with at least 2 years’ experience
1 Probationary Non-Let Teachers
Notes:
 Additional 1 point for every seminar (i.e. echo seminars and tutorials), with prior approval of
the principal, CONDUCTED by the teacher for the school year (maximum 2 points)
 Additional 1 point for every seminar, with prior approval of the principal, ATTENDED by the
teacher for the school year (maximum 2 points)
 Cum Laude Graduates of Master’s and Doctoral Degrees will get additional 3 bonus points.
 Non-JRI teaching years will be included for Probationary Teachers for the purpose of counting
teaching experience.
 2. Attendance and Punctuality

Attendance and Punctuality Rating will be at the end of the year. The assistant registrar will be in
charge of collating attendance and punctuality records on a daily basis. At the end of each month, a
monthly summary of tardiness and absences will be posted at the bulletin board. These monthly
records will be the basis for the absences points.

Points System

Points Absence/Tardiness/Undertime Allowances

Attendance 5 points
5 No absence, no leaves
4 1-2 days absent or leave
3 3-4 days absent or on leave
2 5-7 days absent or on leave
1 8-10 days absent or on leave
0 >=10 days absent or on leave
Punctuality 5 points
5 No tardiness
4 <5 times late
3 <10 times late
2 <15 times late
1 <20 times late
0 >=20 times
Under Time
5 Points
5 No under time
4 <5 times under time
3 <10 times under time
2 <15 times under time
1 <20 times under time
0 >=20 times under time

Notes:

 Tardiness during Flag ceremony is equivalent to 2 counts of tardiness.

 Scope is one semester. Final rating is average of ratings for each semester.
3. School and Community Service

This rating is meant to recognize teachers, who by their service, effort or accomplishment, present a positive
and admirable image to the school and to the community.

This rating is done only once a year.

Points System
Points Awards
Choose only the highest accomplishment
3 Has won a Teacher Competition from a reputable organization or has been awarded by
a respected, bona fide award giving body, with a national award ex. Ten Most
Outstanding Teachers
2 Has won a Teacher Competition from a reputable organization or has been awarded by
a respected, bona fide award giving body, with a regional award.
1 Has won a Teacher Competition from a reputable organization or has been awarded by
a respected, bona fide award giving body, with a provincial or local level award.
Plus: (choose only the highest accomplishment)
3 or For the current school year, has coached, tutored or mentored students who won
nationwide awards.
2 or For the current year, has coached, tutored or mentored students who won regional
awards.
1 or For the current year, has coached, tutored or mentored students who won provincial or
local awards.
Plus: Choose all that applies but maximum points for all is limited to 10.
1 and/or Is currently an officer of good standing of the community, church or barangay.
1 and/or Is currently an adviser of any of the school based organization (student council, math
club, science club etc…) or a department head or a coach
1 and/or Has taught summer classes for the school during the previous summer.
1 and/or Has been involved with community/town projects for the year.
1 or 2 or 3 or 4 Plus 1 or 2 or 3 or 4 points, as per the prerogative of the principal, for the teacher’s
role in the success in any of the school’s or school endorsed, activities for the school
year.

F. Performance Evaluation Summary

When the rating processes are complete at the end of each semester, the principal will review the ratings from the principal, the
department head, the students and the self-evaluation with each of the teachers. Wide variances among the different raters will be
discussed to determine areas of improvement.

Notable comments from the students, the teachers and/or the department heads, together with the principal comments, will be
relayed to the teacher concerned to give the teacher a chance to process these comments. In form PESUM2020, the “From” column
will contain “DL” for Department Leaders, “PR” for Principal, “ST” for students, “TE” for Teachers. The Frequency column will
contain the number of times the comment was made.

These comments plus the rating grade per criteria will form part of the summary for each teacher. The teacher will, if she so
chooses, write her own comments on the rating process, after which she will sign. This document will be completed at the end of
the 2nd semester and will be filed together with the other relevant employment information in the teacher’s 201 records.
3. School and Community Service

This rating is meant to recognize teachers, who by their service, effort or accomplishment, present a
positive and admirable image to the school and to the community.

This rating is done only once a year.

Points System
Points Awards
Choose only the highest accomplishment
3 Has won a Teacher Competition from a reputable organization or has been
awarded by a respected, bona fide award giving body, with a national award
ex. Ten Most Outstanding Teachers
2 Has won a Teacher Competition from a reputable organization or has been
awarded by a respected, bona fide award giving body, with a regional award.
1 Has won a Teacher Competition from a reputable organization or has been
awarded by a respected, bona fide award giving body, with a provincial or
local level award.
Plus: (choose only the highest accomplishment)
3 or For the current school year, has coached, tutored or mentored students who
won nationwide awards.
2 or For the current year, has coached, tutored or mentored students who won
regional awards.
1 or For the current year, has coached, tutored or mentored students who won
provincial or local awards.
Plus: Choose all that applies but maximum points for all is limited to 10.
1 and/or Is currently an officer of good standing of the community, church or
barangay.
1 and/or Is currently an adviser of any of the school based organization (student
council, math club, science club etc…) or a department head or a coach
1 and/or Has taught summer classes for the school during the previous summer.
1 and/or Has been involved with community/town projects for the year.
1 or 2 or 3 or 4 Plus 1 or 2 or 3 or 4 points, as per the prerogative of the principal, for the
teacher’s role in the success in any of the school’s or school endorsed,
activities for the school year.
F. Performance Evaluation Summary

When the rating processes are complete at the end of each semester, the principal will review the
ratings from the principal, the department head, the students and the self-evaluation with each of
the teachers. Wide variances among the different raters will be discussed to determine areas of
improvement.

Notable comments from the students, the teachers and/or the department heads, together with the
principal comments, will be relayed to the teacher concerned to give the teacher a chance to
process these comments. In form PESUM2020, the “From” column will contain “DL” for
Department Leaders, “PR” for Principal, “ST” for students, “TE” for Teachers. The Frequency
column will contain the number of times the comment was made.

These comments plus the rating grade per criteria will form part of the summary for each teacher.
The teacher will, if she so chooses, write her own comments on the rating process, after which she
will sign. This document will be completed at the end of the 2 nd semester and will be filed together
with the other relevant employment information in the teacher’s 201 records.