Republic of the Philippines

Department of Education
Region I
Pangasinan Division II
Binalonan,Pangasinan

Office Performance Commitment and Review (OPCRF)

Name of Employee: MERCEDES M. RUIZ Name of Rater: JOANN A. CORPUZ, CESO V
Position: PRINCIPAL II Position: Assistant Schools Division Superintendent
Review Period: SY 2015-2016 Date of Review: April 22,2016
KRAs Weight per Objectives Weight per Objective Rating
KRA
Objective 1 20.00% 4
KRA 1 40 Objective 2 1000.00% 4
Objective 3 10.00% 4

Objective 1 10.00% 4
KRA 2 30 Objective 2 10.00% 3
Objective 3 10.00% 4

Objective 1 5.00% 4
KRA 3 10 Objective 2 5.00% 4

Objective 1 5.00% 5
KRA 4 10 Objective 2 5.00% 4

Objective 1 4.00% 5
KRA 5 5 Objective 2 3.00% 4
Objective 3 3.00% 4
 Final Rating:
Adjectival Rating

Legend:
Range Adjectival Rating
4.500-5.000 Outstanding
3.500-4.499 Very Satisfactory
2.500-3.499 Satisfactory
1.500-2.499 Unsatisfactory
below 1.499 Poor

RATEE: RATER:

MERCEDES M. RUIZ JOANN A. CORPUZ, CESO V

PRINCIPAL II Assistant Schools Division Superintendent
RPUZ, CESO V
on Superintendent

Score
0.800
0.400
0.400

0.400
0.300
0.400

0.200
0.200

0.250
0.200

0.200
0.120
0.120
 4.046
Very Satisfactory
 Republic of the Philippines
Department of Education
Region I
Pangasinan Division II
Binalonan,Pangasinan

Office Performance Commitment and Review Form (OPCRF)

Name of Employee: MERCEDES M. RUIZ Name of Rater: MERCEDES

JOANN A.M.CORPUZ,
RUIZ CESO V
Position: Principal II Position: Assistant Schools Division Superintendent
Review Period: April 22, 2016 Date of Review: Aprill 22, 2016

Final Performance Results Rating Adjectival Rating

Accomplishments of KRAs and Objectives

4.046 Very Satisfactory

Rater - Ratee Agreement

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

Name of Employee Name of Superior

MERCEDES M. RUIZ JOANN A. CORPUZ
Signature Signature

Date Date
22-Apr-16 22-Apr-16
 Republic of the Philippines
Department of Education
Region I
Pangasinan Division II
Binalonan,Pangasinan

Development Plans
Name of Employee: MERCEDES M. RUIZ Name of Rater: JOANN A. CORPUZ, CESO V
Position: Principal II Position: Assistant Schools Division Superintendent
Final Evaluation: April 22, 2016 Final Evaluation: April 22, 2016

Action Plan
Strengths Development Needs (Recommended Developmental Timeline Resources Needed
Intervention)
Expresses a desire to do better and seminars and Attend In-Service Training (INSET) Year Round Financial Assistance,
may express frustration at waste workshops to enhance in the municipality and in the Resource Speaker
or inefficiency. herself to do better. division.

Demonstrate resourcefulness and Motivation of people to Conduct Social Gatherings/activities Year Round MOOE and other funds
the ability to succeed with the participate a workforce that promotes mutual trust and respect Resource Speaker
minimal resources environment

Has a basic knowledge/skills Seminar/Training Attend In-Service Training on ICT Year Round Financial Assistance,
in Computer assistance through Ask assistance from an ICT Expert Resource Speaker
an ICT Expert Laptop, Internet Connection
RATEE: RATER: APPROVING AUTHORITY

MERCEDES M. RUIZ JOANN A. CORPUZ ATTY. DONATO D. BALDERAS JR.

Name Name Name
Principal II Assistant Schools Division Superintendent Schools Division Superintendent
 Republic of the Philippines
Department of Education
Region I
Pangasinan Division II
Binalonan,Pangasinan

COMPETENCIES
Name of Employee: MERCEDES M. RUIZ
Position: PRINCIPAL II
Review Period: SY 2015-2016

CORE BEHAVIORAL COMPETENCIES

Self- Management Teamwork Leading People
4 Sets personal goals and direction, needs and development
5 Willingly does his/her share of responsibility.
4

4 Undertakes personal actions and behaviors that are clear and purposive and takes into account personal
goals and values congruent to that of the organization
4 Promotes collaboration and removes barriers to teamwork and goal accomplishment across
the organization.
4

4 Displays emotional maturity and enthusiam for and is challenged by higher goals. 5 Applies negotiation principles in arriving at win-win agreements. 4
4 Prioritize work tasks and schedules (through Gantt charts, checklists, etc.) to achieve goals. 5 Drives consensus and team 4
4 4
Sets high quality, challenging, realistic goals for self and others. Sets high quality, challenging, realistic goals for self and others.
4
Professionalism and Ethics Service Orientation People Performance Management
5 Demonstrates the values and behavior enshrined in the Norms of Conduct and Ethical Standards for public
officials and employees (RA 6713)
5
4 Can explain and articulate organizational directions, issues and problems.

5 Practices ethical and professional behavior and conduct taking into account the impact of his/her actions and
decisions.
5 Takes personal responsibility for dealing with and/or correcting customer service issues and
concerns.
4
5 Maintains a professional image: being trustworthy, regularity of attendance and punctuality, a good
grooming and communication.
4 Initiates activities that promotes advocacy for men and women empowerment. 4

5 Makes personal sacrifices to meet the organization's needs. 5 Partcipates in updating of office vision, mission, mandates and strategies based on DepEd
strategies and directions.
4
5 Acts with a sense of urgency and responsibility to meet the organization's needs, improve systems and help
others improve their effectiveness.
5 Develops and adopts service improvement programs through simplified procedures that will
further enhance service delivery.
4

Result Focus Innovation People Development

4 Examines the root cause of problems and suggests effective solutions. Foster new
ideas,processes, and suggests better ways to do things (cost and or operational efficiency).
4
4 Achieve results with optimal use of time and resources most of the time.

4 Avoids rework, mistakes and wastage through effective work methods by placing organizational needs
before personal needs. 4 Demonstrates an ability to think " beyond the box". Continously focuses on improving
personal productivity to create higher value and results.
4

4 Delivers error-free outputs most of the time by conforming to standard operating procedures correctly and
consistently. Able to produce very satisfactory quality of work in terms of usefullness/acceptability and 4 Promotes a creative climate and inspires co-workers to develop original ideas or solutions. 5
completeness with no supervision required.
4 Expresses a desire to do better and may express frustration at waste or inefficiency. May focus on new or
moreprecise ways of meeting golas set. 4 Translates creative thinking into tangible changes and solutions that improve the work unit
and organization.
5
4 Makes specific changes in the system or in own work methods to improve performance. Examples may
include doing something better, faster, at a lower cost, more efficiently; or improving quality , customer 5 Uses ingenious methods to accomplish responsibilities. Demonstrates resourcefulness and
the ability to succedd with the minimal resources.
5
satisfaction, morale without setting any specific goal.

OVERALL COMPENTENCY RATINGS

RATEE: RATER:

____________________________ ___________________________________________
MERCEDES M. RUIZ JOANN A. CORPUZ, CESO V
Principal II Assistant Schools Division Superintendent
 Name of Rater: JOANN A. CORPUZ
Position: Assistant Schools Division Superintendent
Date of Review: April 22, 2016

Leading People
Uses basic persuasion techniques in a discussion or presentation e.g., staff mobilization , appeals to reason
and/or emotions, uses data & examples, visual aids.

Persuades, convinces or influences others, in order to have a specific impact or effect.

"Set a good example", is a credible and respected leader; and demonstrates desired behavior.

Forwards personal,professional and work unit needs and interest in an issue.

Assumes a pivotal role in promoting the development of an inspiring, relevant vision for the organization and
influence to thers to share ownership of DepEd goals, in order to craete an effective work environment.

People Performance Management

Makes specific changes in the performance management system or in own work methods to improve
performance (e.g. does something better, faster, at lower cost, more efficiently; improves quality, customer
satisfaction, morale revenues).

Sets performance standards and measures progress of employees based on office and department targets.

Provides feedback and technical assistance such as coaching for performance improvement and action planning.

States performance expectations clearly and checks understanding and commitment.

Performs all the stages of result-based performance management system supported by evidence and required
documents/forms.

People Development
Improves the skills and effectiveness of individuals through employing a range of development strategies.

Facilitates workforce effectiveness through coaching and motivating/ developing people within a work force
environment that promotes mutual trust and respect.

Conceptualizes and implements learning interventions to meet identified training needs.

Does long-term coaching or training by arranging approapriate and helpful asignments, formal training , or other
experiences for the purpose of supporting a person's learning and development.
Cultivates a learning environment by structuring interactive experiences such as looking for future opportunities
that are in support of achieving individual career goals.

OVERALL COMPENTENCY RATINGS

CORE BEHAVIORAL COMPETENCIES - 4.400 4.400
LEADERSHIP COMPENTENCIES - 4.267 4.267
OVERALL RATING = 4.333
4.333