Republic of the Philippines

Department of Education
Region V- Bicol
Schools Division of Masbate Province
Mobo North District
MOBO NATIONAL HIGH SCHOOL

MODULE 4

TOPIC 2. Performance Management and Professional Initiatives towards Development

Let’s Try It!

I. Analyze the situation and reflect on the questions that follow.

Teacher A has served the school for seven years, has pursued post graduate studies
and been taped as Division facilitator and speaker. The District called for an assessment
for promotion and he decided to join the said evaluation. Upon screening of the documents,
he was outranked as he failed to present a performance rating for the last three Years.

1. What do you think are the possible reasons Teacher A was not able to present the
performance rating?

2. What should the school head have dove done so that Teacher A will get a higher
teaching position?

I think teacher A did not prepare or accomplish the performance appraisal tool or the
RPMS-IPCRF. Or he was ashamed to present his ratings because of Poor Rating
performance on that past three years.

The school head should strictly perform his task to assist during the performance
assessment process using the RPMS tool of 4 cycle events to help the teachers and
personnel to ensure of their ratings and performance.
 Republic of the Philippines
Department of Education
Region V- Bicol
Schools Division of Masbate Province
Mobo North District
MOBO NATIONAL HIGH SCHOOL

II.
Reflect on the performance management and professional development initiatives that you
have in your school. Objectively assess yourself regarding your practice on performance
management and professional development of school personnel by ticking the column that
determines your agreement with the statement say.

Initiatives Agree Disagree

(2) (1)
1. I know he purpose of performance management /
2. I am aware of ad commit to achieve the set targets of the /
school
3. I plan and commit with the school personnel regarding their /
targets
4. I track and record the demonstrated behaviors, /
competencies and performance of the school personnel as the
needs arises
5. I provide an enabling environment and intervention to /
improve the school performance and develop individual
potentials
6. I determine the progress of the school personnel in /
achieving the targets
7. I discuss with the school personnel the set of competencies /
observed during the school year
8. I provide qualitative comments and recommendations in the /
individual employee’s performance commitment and significant
incidents
9. I know how to assess the development needs of the school /
personnel
10. I am familiar with the different interventions or learning and /
development activities

With your level of proficiency along performance management and professional

initiatives in school, what are you planning to do in the implementation of such?
Advanced. I need to read more about, analyze and proper application of the guidelines
and policies of the DepEd regarding the RPMS and PPST Manuals released to make myself
familiar to with the different interventions and leaning for the development of myself and the
school personnel.
 Republic of the Philippines
Department of Education
Region V- Bicol
Schools Division of Masbate Province
Mobo North District
MOBO NATIONAL HIGH SCHOOL

What does the result of self-assessment tell you?

Self-assessment tells me that I want to be expert in conducting performance
management to my colleagues/school personnel. To help them, their personal development
for the sake of expected performance targets of individuals affects the school performance
target too.

Packed Facts!

I. PM Sent! Know the laws, policies, guidelines and issuances about performance
management and send the right message.

But first, consider Teacher B’s situation.

Teacher B does not want to submit herself for a classroom observation, does not have

The means of verification, and is not willing to present what is required along performance

management. Likewise, she is saying that Result-based Performance Management System

(RPMS) rating is just a number and will not define her as a teacher.

Now, if you were the school head of Teacher B, what would you do?

If I were the school head of Teacher B, I will issue a school memorandum to talk to her
discussing the importance of the RPMS and its purpose, and if necessarily, I give her an
advice regarding her opinion or idea. Give her a chance to change for a few days. If her
reason were the same, I can’t force her what was in her mind set. It was clearly showing of
her attitude tells her performance.
 Republic of the Philippines
Department of Education
Region V- Bicol
Schools Division of Masbate Province
Mobo North District
MOBO NATIONAL HIGH SCHOOL

Let’s Practice! 1

1. Study the performance cycle which applies to school-based personnel. Identify

the description of the activities, timeline and outputs for each phase.

Phases Activities Timeline Outputs

Performance Planning & ●Discussion of the ● Accomplished
Commitment. (Planning Guidelines, Issuances August SAT
with Individual ●RPMS Tools preparation 15,2023 ●Development
personnel to and development planning Plans based on SAT
agreement) ●Signed IPCRF
Performance Monitoring ●Conduct review of ●Part IV of
& Coaching. personnel performance December IPCRF/Development
(Accomplishing the 28, 2023 Plan
Development plan: ●Conduct assessment of ●Accomplished
Focus on the Needs, individual performance in MACF with
the mid-year. Agreement
●IPCRF
●CRA 1-5 MOVs
● COT
Performance Review ●Conduct review and July 10, ●Accomplished
&Evaluation assessment. 2024 IPCRF with Final
●Conduct evaluation of Rating
portfolios. ●Part II, III, IV
●Computation of Final
IPCRF Rating
Performance Rewarding ●Conduct discussion on July 14, ●Rewards &
& Development individual needs to be 2024 Recognition
Planning focus on the next cycle for ●IPCRF Parts: I, II,
monitoring and III, and
development planning. Accomplished
●Conduct school Development Plan
awarding/recognition as part IV.

Packed Facts

II. Getting Started. Begin to move and move with them.

But first, let’s know Teacher C’s case.

 Republic of the Philippines
Department of Education
Region V- Bicol
Schools Division of Masbate Province
Mobo North District
MOBO NATIONAL HIGH SCHOOL

Teacher C thinks that the preparation done every beginning of the school is confined
Through cleaning and restructuring his classroom, compiling his school forms, writing his
first entry on his daily learning log.

Now, if you were the school head of Teacher C, what would you do?

If I were the school head of Teacher C, I will ensure their task are not on that what he think. I
call a meeting to set a planning by individual performance and their commitment using the
adopted PPST aligned to the RPMS.

Let’s Practice 2

Performance Planning and Commitment is a prerequisite of a successful implementation of

performance management system. In relation to this, answer the following questions.

1. How will you ensure that all your personnel will understand their KRAs, Objectives
and Performance Indicators?

By setting a meeting for the discussion of the KSAs, Objectives and the Indicators using
the RPMS Manual tools. Monitoring and Coaching the individual personnel about their
Development Plans based on their Self-Assessment Tools (SAT) and signed IPCRF.

2. How will you identify your own and the school personnel’s development needs
along core behavioral competences and functional competencies?

Through monitoring and Evaluation, considering the individual E-SAT, Development

needs to be focus and the commitment agreement for individual progress/development to
meet the goal through action planning.

Packed Facts

III. Moving Ahead. Coach and monitor them for improved performance and behavior.

If I were the school head of Teacher D, I will set a time as post conference to ask
Teacher D to discover what indicators in the tool that which were not exhibited by the guided
questions that point out the indicators which were not clear to the observers.

Let’s Practice 3

1. Using the accomplished COT of one of your teachers during the previous
performance management cycle, write your feedback to his/her performance exhibited
during the CO.
 Republic of the Philippines
Department of Education
Region V- Bicol
Schools Division of Masbate Province
Mobo North District
MOBO NATIONAL HIGH SCHOOL

Teacher Lea prepared Mathematics lesson. From Motivation, drills discussion to guided
practice she applied a range of teaching strategies to develop critical and creative thinking
skills. It was done in more motive and art of questioning that learners were giving chances to
give their owned ideas to clarify the different answers of the particular situation.

She prepared also an activity that raised to brainstorming. Most of the learners mostly the
fast learners were actively engaged in exchanging ideas and the other groups of basic
learners.

However, the skills that she developed to the learners become more effective if the
learners have a follow up questions that reflect the concept to the real scenario of their
experiences to connect the ideas of the given situations and different examples to apply it in
their daily life situations or experiences.

2. How will you help him/her address the development needs that surfaced during the
CO?

I can help her by giving a direct feedback during the individual post conference regarding
the result of her demonstration teaching based on what real scenario of her lesson that I
have found out in which needs to improve the particular teaching strategy.

Packed Fact

IV. Arriving at actual Results. Review and evaluate their performance.

But first, let’s see Administrative Assistant situation.

Two weeks after the SY had closed. Administrative Assistant reprinted her IPCRF from
the previous SY and was rated for each objective without the MOV. There has been an
annual
Submission of an IPCRF as it is requirement for the performance-based Bonus (PBB).

Now, if you were the school head of Administrative Assistant, what should you have
done?
If I were the School Head, I must have to follow the guidelines cycle of performance
management strictly because performance rating can be use not only for PBB, but for the
promotion and other purposes. It is clearly an occurrence that defeat the real purpose of
RPMS on the school heads part.
 Republic of the Philippines
Department of Education
Region V- Bicol
Schools Division of Masbate Province
Mobo North District
MOBO NATIONAL HIGH SCHOOL

Let’s Practice 4

Revisit the performance review and evaluation you did last SY. What best
practice did you do? How about the points for improvement?

One of the best practices I’ve done was I have individually conducted review and
assessment through conference. Let their prepared MOVs finalized. Evaluate their prepared
MOVs with discussion of their performance concerns. Have a final IPCRF rating.

The points for improvement should be put in the Action Plan of the Part IV. Have an
agreement that it should be the focus on the next cycle on Rewarding and Development
Planning to improve the weaknesses they possessed, development needs and targeted goal
that did not achieve this school year.

Let’s Practice 5

Development plans are important part of the RPMS performance cycle. Review your
school’s learning and development plan and check whether if follows the guidelines stated in
the Division Memorandum No. 215, s. 2021. If you haven’t drafted a plan yet, prepare one
with the help of school L & D Coordinator. (Please attach the PSDS-signed L & D Plan as an
output of this activity.