Republic of the Philippines

Department of Education
Region I
SCHOOLS DIVISION OFFICE I PANGASINAN

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW FORM

S.Y. 2023

Name of Employee: ARNOLD F. BARTOLME Name of Rater: MERLY C. VALIENTE

Position:ADMINISTRATIVE OFFICER II Position: MERLY C. VALIENTE
Review Period: FEBRUARY 2023-JULY 2023 Date of Review: OCTOBER 9, 2023
Schools Division Office I Pangasinan /Torre Elementary School

To be filled in during planning: To be filled during evaluation

WEIGHT PERFORMANCE INDICATORS ACTUAL RESULTS RATING
MFOs KRAs OBJECTIVES TIMELINE SCORE
PER KRS (Quality, Efficiency, Timeliness) Q E T Ave.
Personnel 1. Process and submit ERF of qualified Teachers, Annually 5% Pertinent Papers, ERF, Appointment 4.5 4.5 4.5 4.5 4.50 0.23
Administration validate the completenes of documents of qualified
applicants for promotion, ERF and deployment

2. Update and maintain records of 201 files and any other Monthly 10% 201 Files, Service Record, Service/ 5 5 5 5 5.00 0.50
personal information of school personnel (Service Record/Service Credits), Leave Credits, Daily Time Record (DTR)
Consolidate and monitor records of attendance/absences of and Leave of Absence (Form 6)
school personnel and report to school head issues and concerns

3. Monitor, compute and prepare notices of Step Increment, Salary Monthly 10% Notice of Step Increment (NOSI) 4.7 4.7 4.7 4.7 4.70 0.47
Adjustments of school personnel and submit to HRMO for verification. Notice of Salary Adjustment (NOSA)
Process benefits of school personnel for indorsement by the School Head

4. Update school personnel of the latest HR-related policies. Annually/ 5% Regional/Division Memorandum Circular 4.5 4.5 4.5 4.5 4.50 0.23
Develop and present to the School Head innovative strategies in improving Monthly Creation of Process Flow on Transactions
HR practices in the school.
Property 1. Ensure that supplies, materials, equipment and other learning resource Monthly 5% Storage in Steel Cabinet and shelves 4.7 4.7 4.7 4.7 4.70 0.24
Custodianship materials are stored properly in a secured facility.

2. Issue and update records of inventory of all supplies, materials, Monthly 10% Ledger of Inventory, Inventory 5 5 5 5 5.00 0.25
equipment, textbooks and other learning resource materials Custodian Slip (ICS), Stock Card,
Distributed List
3. Prepare and submit reports on all property accountability of the school Annually 5% RCPPE, RCPI, NSBI, Report on School 4.5 4.5 4.5 4.5 4.50 0.23
Site Development, DCP Report

4. Prrepare school's Annual Procurement Plan (APP) Annually 5% APP report, APP Supplemental Report, 4.5 4.5 4.5 4.5 4.50 0.23
Monitor and update information and reports on PhilGEPS School's PhilGEPS account

General 1. Process and submit school personnel's Leave of Absences, request for Service Daily 5% Timely submission of Form 6, Special Order 4.7 4.7 4.7 4.7 4.70 0.24
Administrative Credits, Step Increment, Salary Adjustments, Change of Information/Status for Service Credits, Request for Strp
Support Return to Duty (RTD) and other documents related to personnel Increment, Salary Adjustment, GSIS
information, Civil Status and others

2. Update school personnel on the yearly submission of SALN, PDS and Work Annually 5% Timely submission of PDS & WES, SALN 4.7 4.7 4.7 4.7 4.70 0.24
Experience Sheet (WES)

3. Process/submits request for bonuses, allowances and claims of Monthly/ 5% List of Actual Employees to be Paid, First 4.5 4.5 4.5 4.5 4.50 0.23
teaching and non teaching school personnel such as Chalk Allowance, Annually Indorsement, 201 File, Payslips, Individual
Performance Enhancement Incentive, Performance Based Bonus, Performance Commitment and Review Form
Loyalty Claims, Maternity Benefits, , etc. (IPCRF)

4. Assist the school head in performance management and practices Daily 5% School Memorandum, Database site 4.5 4.5 4.5 4.5 4.50 0.23
implementation in the school, encoding of reports and preparation of
documents.
Financial Records 1. Prepare/assist the School Head on the monitoring of Cash Disbursement Daily 10% Liquidation Reports and its supporting 4.5 4.5 4.5 4.5 4.50 0.45
and Reports Register, preparation of liquidation reports and monitoring of School account documents
(Cash Advances and Expenditures) and procurement

2. Prepares Summary reports on Donations including Monthly 5% Summary of Donations, ICS and 5 5 5 5 5.00 0.25
supporting documents (based on DPDS report) Property Acknowledgement Receipt (PAR)

3. Perform other functions as may be assigned by the School Head such as Monthly 5% Monthly Canteen Reports 4.5 4.5 4.5 4.5 4.50 0.23
Canteen Reports.
100% OVERALL RATING FOR ACCOMPLISHMENTS 4.40
 ARNOLD F. BARTOLOME MERLY C. VALIENTE RAFAEL IRWIN G. NICOLAS, EdD
Ratee Rater
Ratee Administrative Officer V
Date: ___________________________________ Date: ___________________________ Approving Authority
 PART II: COMPETENCIES

CORE BEHAVIORAL COMPETENCIES

Self-Management
o Sets personal goals and direction, needs and development
o Undertakes personal actions and behaviors that are clear and purposive and takes into account personal goals and values congruent to that of the organization.
o Displays emotional maturity and enthusiasm for and is challenged by higher goals.
o Sets high quality, challenging, realistic goals for self and others.

Professionalism and Ethics

o Demonstrates the values and behavior enshrined in the Norms of Conduct and Ethical Standards for public officials and employees (RA 6713).
o Practices ethical and professional behavior and conduct taking into account the impact of his/her actions and decisions.
o Maintains a professional image: being trustworthy, regularity of attendance and punctuality, good grooming and communication.
o Makes personal sacrifices to meet the organization’s needs.
o Acts with a sense of urgency and responsibility to meet the organization’s needs, improve systems and help others improve their effectiveness.

Result Focus
o Achieves results with optimal use of time and resources most of the time.
o Avoids rework, mistakes and wastage through effective work methods by placing organizational needs before personal needs.
o 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.
o Expresses 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.
o 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.
Teamwork
o Willingly does his/her share of responsibility.
o Promotes collaboration and removes barriers to teamwork and goal accomplishment across the organization.
o Applies negotiation principles in arriving at win-win agreements.
o Drives consensus and team ownership of decisions.
o Works constructively and collaboratively with others and across organizations to accomplish organizational goals and objectives.

Service Orientation
o Can explain and articulate organizational directions, issues and problems.
o Takes personal responsibility for dealing with and/or correcting customer service issues and concerns.
o Initiates activities that promotes advocacy for men and women empowerment.
o Participates in updating of office vision, mission, mandates and strategies based on DepEd strategies and directions.
o Develops and adopts service improvement programs through simplified procedures that will further enhance service delivery.
Innovation
o 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).
o Demonstrates an ability to think "beyond the box". Continously focuses on improving personal productivity to create higher value and results.
o Promotes a creative climate and inspires co-workers to develop original ideas or solutions.
o Translates creative thinking into tangible changes and solutions that improve the work unit and organization.
o Uses ingenious methods to accomplish responsibilities. Demonstrates resourcefulness and the ability to succeed with minimal resources.
CORE SKILLS

Oral Communication
o Follows instructions accurately.
o Expresses self clearly, fluently and articulately.
o Uses appropriate medium for the message.
o Adjust communication style to others.
o Guides discussions between and among peers to meet an objective.

Written Communication
o Knows the different written business communication formats used in the DepEd.
o Writes routine correspondence/communications, narrative and descriptive report based on readily available information data with minimal spelling and grammatical error/s (e.g. memos, minutes, etc).
o Secures information from required references (i.e., Directories, schedules, notices, instructions) for specific purposes.
o Self-edits words, numbers, phonetic notation and content, if necessary.
o Demonstrates clarity, fluency, impact, conciseness and effectiveness in his/her written communications.

Computer/ICT Skills
o Prepares basic compositions (e.g., letters, reports, spreadsheets and graphics presentation using Word Processing and Excel.
o 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).
o Prepares simple presentation using powerpoint.
o Utilizes technology to: access informationto enhance professional productivity, assist in conducting research and communicative through local and global professional network.
o Recommends appropriate and updated technology to enhance productivity and professional practice.

OVERALL COMPETENCY RATINGS

CORE BEHAVIORAL COMPETENCIES 4.40

CORE SKILLS 4.40

OVERALL RATING 4.40

 PART III: SUMMARY OF RATINGS FOR DISCUSSION

Final Performance Results Rating Adjectival Rating

Accomplishments KRAs and Objectives 4.40 VERY SATISFACTORY

Rate-Ratee Agreement

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

Name of Employee: ARNOLD F. BARTOLOME Name of Superior: MERLY C. VALIENTE

Signature Signature
Date Date

PART IV: DEVELOPMENT PLANS

Strengths Development Needs Action Plan Timeline Resources Needed

(Recommended Development Intervention)

Self-Management Teamwork Self- managed Learning Daily P 5,000.00

Professionalism and Ethics Innovation Benchmarking Daily P 5,000.00
Result Focus Job Enrichments/ Redesign Daily P 5,000.00
Flexibility Functional Cross- posting Monthly P 5,000.00
Adaptability Seminar or Workshops Monthly P 10,000.00
Developmental/ Lateral Career Moves Monthly P 5,000.00
Coaching/ Counseling Monthly P 10,000.00

MERLY C. VALIENTE ARNOLD F. BARTOLOME RAFAEL IRWIN G. NICOLAS, Ed.D.

Rater Ratee Administrative Officer V
Date: ___________________________________ Date: ___________________________ 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 appealable. Any issue/appeal on the initial performance assessment of an office shall be decided 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 final performance evaluation rating from the
rater. 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 Committee within the agency. For example, the decision of the
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.