Republic of the Philippines

DEPARTMENT OF EDUCATION
Region 1
SCHOOLS DIVISION OFFICE I PANGASINAN
BURGOS NATIONAL HIGH SCHOOL
Burgos

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW FORM

Name of Employee: CHARITO C. MANUEL Name of Rater: ERNESTO P. CABUDOY

Position: Administrative Assistant II Position: Principal IV
Review Period: January – December 2022 Date of Review: January 2023

TO BE FILLED DURING PLANNING TO BE FILLED DURING EVALUATION

PERFORMANCE ACTUAL RESULTS
MFOs KRAs OBJECTIVES TIMELINE WT/KRA RATING SCORE*
INDICATOR Q E T
1. Communications Records 1. Prepare consolidated 5-Communication records
/Reports summary reports of the are properly:
Department Heads
a.Prepared & consolidated
Monthly
b. Recorded
c.Completed
d.Managed & controlled
2.Transaction have been 4- lacks 1 indicators
properly recorded
IMPROVED ARCA in the book Daily 25% 5 5 5 5 1.25
3-lacks 2 indicators
2-lacks 3 indicators
3.       Complete the final copy 1-no indicators
of communications Year round
4.Manage & control
confidential documents
Year round
 2. Records Management
3. Administrative and Technical
Support
IMPROVED ARCA
4. Office Procedures and Forms
ERNESTO P. CABUDOY
1. Receive & records documents 5-Records are properly
properly labeled a. Received, recorded &
Year round labeled
b. Drafted and
composed accurately
c. Proofreads and edited
2. Drafts & composed variety d. Filed for safekeeping
of letters, memo’s, reports for school
head signature 4-lacks 1 indicators
As required 3-lacks 2 indicators
30% 2- lacks 3 indicators
4 5 5 4.67 1.40
1-no indicators
3. Proofreads and edits various
letters and reports Year round
4. File records and documents
for safekeeping Year round
1. Provide support to 5- a. provided on various
administrators on various matters
matters Year round b. served between departments
and other constituencies
c. given in planning variety
of projects
2. Serves as Liaison between d. coordinated schedules for
departments and other Administrators
constituencies Year round
25% 4-lacks 1 indicators 5 5 5 5 1.25
3-lacks 2 indicators
3. Assist in plkanning various 2- lacks 3 indicators
1-no indicators
aspects of special projects Monthly
4. Coordinates an Administrator's
schedule Year round
1. Develops and modifies 5- office procedures and
office procedure & forms forms are
to ensure efficiency and a. Developed accurately
Year round b. Modified efficiently
accuracy c. Disseminated on time
d. Maintained for cosistency
4-lacks 1 indicators
20% 3-lacks 2 indicators
2. Disseminating information 2- lacks 3 indicators
to appropriate personnel 1-no indicators
constituencies Year round
4 4 5 4.33 0.87
OVERALL RATING FOR
ACCOMPLISHMENTS 4.77
OUTSTANDING
CHARITO C. MANUEL RAFAEL IRWIN G. NICOLAS, Ed. D.
Principal IV Administrative Assistant II Admnistrative Officer V
Rater Ratee Approving Authority
 Republic of the Philippines
DEPARTMENT OF EDUCATION
Region
SCHOOLS DIVISION OF

INDIVIDUAL PERFORMANCE COMMITMENT & REV

Name of Employee: LEON O. TARECTECAN

Position: SECURITY GUARD II
Review Period: JANUARY - DECEMBER 2021

MFO KRAs Objectives

Improved ARCA Protected people and property within the area of responsibility.

PREVENTION (20%)
Maintained peace and order within area of responsibility.

Remained visible at all times while on tour of duty.

Maintained proper decorum and courtesy to all incoming and

VISIBILITY (20%) outgoing officials, employees and visitors

Assisted in the conduct of emergency response.

Maintained alertness & kin while on tour of duty especially to

danger and to something that is wrong.

Inspected the bringing out and returning of properties

VIGILANCE (20) when used outside.

Checked completeness vehicles documents when brought

out.
Prepared invesigation reports on offenses and violations for
submission to immediate officers

OBSERVE AND Safeguarded evidences of a reported incident

REPORT (20%)

Gathered complete and accurate information about an

incident
Turned over properly reports and information to in coming guard
on duty.
TEAM PLAYER (20%) Coordinated with change of shift.

* To get the score, the rating is multiplied by the weight assigned.

 Republic of the Philippines
EPARTMENT OF EDUCATION
Region
SCHOOLS DIVISION OF

RMANCE COMMITMENT & REVIEW FORM

Name of Rater : ERNESTO P. CABUDOY

Position: PRINCIPAL IV
Date of Review : JANUARY 2022

Actual Results
Timeline Wt per KRA Performance Indicators RATING SCORE
Q E T
- Logbook of employees and visitors.
10 5 4 4 4.33 0.43
JAN-DEC
- Logbook/Record book of
10 security guards. Incident Report.
5 5 4 4.67 0.47
- Signed form 48, Attendance
10 logbook 5 4 5 4.67 0.47

JAN-DEC 5 - Complete uniform and gadgets. 5 5 4 4.67 0.23

- Feedbacks and reports from

5 employees, and clients.
4 4 5 4.33 0.22
- Logbook, Incident Report
10 4 5 5 4.67 0.47

- Approved pass slip,

JAN-DEC memorandum receipt. Office order
5 5 4 4 4.33 0.22

- Approved trip tickets, log book

5 5 4 4 4.33 0.22
Incident Reports submitted, duly
10 filled-up logbooks 4 4 5 4.33 0.43
Logbooks, Secured filing cabinet
JAN-DEC 5 4 5 4 4.33 0.22

Incident Reports submitted, duly

5 filled-up logbooks 5 5 4 4.67 0.23

Logbooks
10 5 4 4 4.33 0.43

JAN-DEC Logbooks
10 5 4 4 4.33 0.43

Over-all Rating for

Accomplishments 4.47
Over-all Rating for
Accomplishments 4.47

CORE BEHAVIORAL COMPETENCIES
Self-Management
5 Sets personal goals and direction, needs and development
4 Undertake personal actions and behaviors that are clear and purposive
and takes into account personal goals and values congruent to that of
the organization.
4 Displays emotional maturity and enthusiasm for and is challenged by
higher goals.
4 Prioritize work tasks and schedules (through Gantt charts, checklists,
etc.) to achieve goals.
4 Sets high quality, challenging, realistic goals for self and others.
Professionalism and Ethics
4 Demonstrate the values and behavior enshrined in the Norms of
Conduct and Ethical Standards for public officials and employees (RA
6713).
4 Practices ethical and professional behavior and conduct taking into
account the impact of his/her actions and decisions.
3 Maintains a professional image: being trustworthy, regularity of
attendance and punctuality, good grooming and communication.
4 Makes personal sacrifices to meet organization’s need.
4 Acts with a sense of urgency and responsibility to meet the
organization’s needs, improve systems and help others improve their
effectiveness.
Result Focus
4 Achieves result 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 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 usefulness/acceptability and
completeness with no supervision required.
4 Express 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.
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
satisfaction, morale, without setting any specific goal.
PART II. COMPETENCIES
Teamwork
5 Willingly does his/her share of responsibility.
5 Promotes collaboration and removes barriers to teamwork and goal
accomplishment across the organization.
4 Applies negotiation principles in arriving at win-win agreements.
4 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 Can explain and articulate organizational directions, issues and
problems.
5 Takes personal responsibility for dealing with and/or correcting customer
service issues and concerns.
4 Initiates activities that promotes advocacy for men and women
empowerment
4 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
5 Examines the root cause of problems and suggests effective solutions.
Fosters new ideas, processes, and suggests better ways to do things
(cost and/or operational efficiency).
5 Demonstrates an ability to think “beyond the box”. Continuously focuses
on improving personal productivity to create higher value and results.
4 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.
4.27 CORE BEHAVIORAL COMPETENCIES
4.53 CORE SKILLS
4.40 OVERALL RATING
CORE SKILLS
Oral Communication
5 Follows instruction accurately.
4 Expresses self clearly, fluently and articulately.
5 Uses appropriate medium for the message
4 Adjust communication styles to others.
4 Guides discussions between and among peers to meet an objective
Written Communication
4 Knows the different written business communication formats used in the
DepEd.
4 Writes routine correspondence/communications, narrative and
descriptive report based on a readily available information data with
minimal spelling or grammatical error/s (e.g. memos, minutes, etc.).
5 Secures information from required references (i.e., Directories,
schedules, notices, instructions) for specific purposes.
4 Self-edits words, numbers phonetic notation and content, if necessary
4 Demonstrates clarity, fluency, impact, conciseness and effectiveness in
his/her written communications.
Computer/ICT Skills
5 Prepares basic compositions (e.g., letters, reports, spreadsheets and
graphics presentation using Word Processing and Excel.
5 Identifies different computer parts, turns the computer on/off, and work
on a given task with acceptable speed and accuracy and connects
computer peripherals (e.g. printers, modems, multimedia projectors,
etc.).
5 Prepares simple presentation using Powerpoint.
.
5 Utilizes technologies to: access information to enhance professional
productivity, assists in conducting research and communicate through
local and global professional networks.
5 Recommends appropriate and updated technology to enhance
productivity and professional practice.
OVER-ALL COMPETENCY RATINGS
 PART III: SUMMARY OF RATINGS FOR DISCUSSION
Final Performance Results RATING Adjectival Rating
Accomplishments KRAs and Objectives 4.77 OUTSTANDING

Employee-Superior Agreement
The signatures below confirm that the employee and his/her superior have agreed to the contents of the performance as captured in this form.

Name of Employee: CHARITO C.MANUEL Name of Superior: ERNESTO P. CABUDOY

Signature: Signature:
Date: January 20, 2023 Date: January 20, 2023

PART IV: DEVELOPMENT PLANS

Action Plan
Strengths Development Needs (Recommended Developmental Timeline Resources Needed
Intervention)
Professionalism and
Ethics Team Work Self-managed Learning Daily 5,000.00
Result Focus Innovations Benchmarking Daily 5,000.00
Self Management Seminar or Workshops Monthly 10,000.00
Service Orientation Development/Lateral Career Moves Monthly 10,000.00

ERNESTO P. CABUDOY CHARITO C. MANUEL RAFAEL IRWIN G. NICOLAS, Ed. D.

Principal IV Administrative Assistant II Admnistrative Officer V
Rater Ratee Approving Authority
 NUMERICAL RATING ADJECTIVAL RATING
5 Outstanding
4 Very Satisfactory
3 Satisfactory
2 Unsatisfactory
1 Poor
DESCRIPITION OF MEANING OF RATING
Performance represents an extraordinary level of achievement and commitment in terms of quality and time, technical skills
and knowledge, ingenuity, creativity and initiative. Employees at this performance level should have demonstrated exceptional
job mastery in all major areas of responsibility. Employee achievement and contributions to the organization are of marked
excellence.
Performance exceeded expectations. All goals, objectives and targets were achieved above the established standards.
Performance met expectations in terms of quality of work, efficiency and timeliness. The most critical annual goals were met.
Performance failed to meet expectations, and/or one or more of the most critical goals were not met.
Performance was consistently below expectations, and/or reasonable progress toward critical goals was not made.
Significant improvement is needed in one or more important areas.

RANGE ADJECTIVAL RATING SCALE DEFINITION

4.500-5.000 Outstanding 5 Role model
3.500-4.499 Very Satisfactory 4 Consistently demonstrates
2.500-3.499 Satisfactory 3 Most of the demonstrates

1.500-2.499 Unsatisfactory 2 Sometimes demonstrates

below 1.499 Poor 1 Rarely demonstrates
The overall rating / assessment for the accomplishments shall fall within the Ratings of co-employee shall be monitored for developmental purposes. In evaluating
following adjectival ratings and shall be in three ( 3 ) decimal points. the individual’s demonstration of competencies, this rating scale shall apply.

Grievances and Appeals

1. A Grievance Committee shall be created in each level of the organization to act as appeals board and final arbiter of all issues relating to the implementation of RPMS.
2. The office performance assessment as discussed in the performance review and evaluation phase shall be final and not eppealable. Any issue/appeal on the initial performance assessment shall be reviewed
during the performance review conference.
3. Individual employees who feel aggrieved or dissatisfied with their final performance ratings can file an appeal with the Grievance Committee at their level ten (10) working days from date of receipt of notice ot their
The rate, however, shall not be allowed to protest the performance comparison in appealing the individual performance.
4. The Grievance Committee shall decide on the appeals within one (1) month from receipt. Appeals lodged at any Grievance Committee shall follow the hierarchical jurisdiction of carious Grievance
Division Grievance Committee is appealable to the Regional Grievance Committee, which decision is in turn appealable to the Central Office Grievance Committee.
5.        The decision of the Central Office Grievance Committee is final.
Attachment to CS Form No. 212
WORK EXPERIENCE SHEET
Instructions: 1. Include only the work experiences relevant to the position being
applied to.
2. The duration should include start and finish dates, if known, month in
abbreviated form, if known, and year in full. For the current position, use

·      Duration: February 11, 2011 – present

·      Position: Human Resource Management Officer III
·      Name of Office/Unit: Finance and Administrative Service
·      Immediate Supervisor: Maria Estrada
·      Name of Agency/Organization and Location: Department of Human Resources,
Metro Manila

·         List of Accomplishments and Contributions (if any)

o   Developed recruitment plan

o   Designed training program for retirees under EO 366

·         Summary of Actual Duties

o   Responsible for the management of the recruitment and

selection process and the coordination of training activities of

·       Duration: January2, 2002 – February 10, 2011

·      Position: Administrative Officer III
·      Name of Office/Unit: Finance and Administrative Division
·      Immediate Supervisor: Celia Romano
·      Name of Agency/Organization and Location: Department of Finance

·         List of Accomplishments and Contributions (if any)

·         Summary of Actual Duties

o   Responsible in performing administrative and technical

tasks e.g., pre-screening of applicants, , preparation of monthly

(Signature over Printed Name of Employee/Applicant)

Date:
n Resources,