Reflection #10: IPCRF/OPCRF

Student: STEVEN MELVIN II V. DELANTE

Ph.D. Educational Management

Subject: DEM 321

AY: 2022-2023

There are different documents that teachers must accomplish, such as School

Forms and IPCRF. Individual Performance Commitment and Review Form (IPCRF) is an

effective tool to assess and rate government employees for their annual accomplishments.

It provides a platform for standards of performance and behaviors which can lead to

professional and personal growth in the organization or in an educational institution. During

the service of teachers, every administrator identifies the teacher’s performance through a

tool called a Results-Based Performance Management System (RPMS).

Individual performance is fueled mainly by the different kinds of motivation that a

teacher usually experiences. In the world of teaching, several factors greatly affect the kind

of output that a teacher will be able to attain. Based on what I learned it can be divided into

internal and external factors. Internal factors include 1) the kind of management that an

educational institution’s head implements in order to guide the teacher towards the

attainment of their goals; 2) the relationship that teachers have with their colleagues or co-
workers; 3) the attitude and response of learners towards their teaching process and 4) the

quality of training that an educator has gone through changing time of education. External

factors are connected mainly to family profile and lifestyle. In most cases, a good family

background triggered the virtuous performance of an educator. The Department of

Education uses Individual Performance Commitment Rating Form (IPCRF) to help and

empower the teachers in the use of their skills and competencies in performing the

teaching-learning process in both public elementary and secondary Schools. The goal of

the Department of Education in the use of this system is to precisely measure the output of

teachers using the well-documented proof of evidence compiled as an individual portfolio.

Everyone can be a teacher, but to be an effective and competitive teacher is another

perspective that only a few teachers can possess these qualities. The challenge is, how to

become an effective teacher. The Philippines Professional Standards for Teachers (PPST)

provided a rating tool for educators which is the Results-Based Performance Management

System (RPMS) this was also signed into law by the Department of Education through

DepEd Order No. 42, s. 2017. The school year 2018-2019 was the pilot implementation of

such a rating tool which brought confusion to my fellow teachers. Some found it very

difficult and challenging since there are a bunch of hurdles in complying and meeting the

necessary outputs in every objective considering the daily routine or task of every

educators.
 I came up with the understanding which that the problems encountered among my

fellow teachers in dealing or accomplishing the RPMS during our class discussion. William

Arthur Ward stated, “The mediocre teacher tells. The good teacher explains. The superior

teacher demonstrates and the great teacher inspires” (National Education Association,

2014). It is clearly explained by these words is currently instilled in the minds of every

teacher. Thus, RPMS inspires and boosts teachers’ confidence in dealing with different

teaching-related activities and some of the teachers though find it challenging, still know the

value of the said requirement. It is the responsibility of the administrators to recognize

which teachers are really effective in the classroom and which are striving to become.

It is imperative to say that nowadays a student learns and gets the best education in

classrooms because the government had set standards that require different school

administrators to hire the best and most qualified teacher applicants. The teacher will

undergo a comprehensive application process and must be able to meet certain criteria to

be eligible for teaching.