Performance Monitoring

and Coaching for the

Department of
Education

DEPED VISION
We dream of Filipinos
who passionately love their country
and whose values and competencies
enable them to realize their full potential
and contribute meaningfully to building the nation.
As a learner - centered public institution,
the Department of Education
continuously improves itself
to better serve its stakeholders.

DEPED MISSION
To protect and promote the right of every Filipino to
quality, equitable, culture-based, and complete basic education
where:
Students

learn in a child-friendly, gender-sensitive, safe and

motivating environment.
Teachers

facilitate learning and constantly nurture every learner.

Administrators

and staff, as stewards of the institution, ensure an

enabling and supportive environment for effective learning to
happen.
Family,

community and other stakeholders are actively engaged

and share responsibility for developing life-long learners.

DEPED CORE VALUES

Maka-Diyos
Maka-tao
Makakalikasan
Makabansa

THE BIG DREAM

DepEd has introduced the Results-based

Performance Management System (RPMS) to

help operationalize the Big Dream (Vision, Mission,
Values).

WHAT
Strategic
Priorities

VISION,
MISSION,
VALUES
(VMV)

Department
/ Functional
Area Goals

HOW
Values

Competencie
s

KRAs and
Objectives

DEPED RPMS FRAMEWORK

The framework aligns efforts to enable DepEd to actualize its strategic goals and vision.

DEPED RPMS IS ALIGNED WITH THE CSC

SPMS WHICH HAS 4 PHASES

1.
Performan
ce
Planning
and
Commitme
nt

4.
Performanc
e
Rewarding
and
Developme

2.
Performanc
e
Monitoring
and
Coaching

3.
Performa
nce
Review
and
Evaluatio

Performance Monitoring
and Coaching

THE RPMS HAS 4 PHASES

1

1. Monitoring
2. Coaching / Feedback
Phase 2: Heart of the RPMS

WHY MONITOR PERFORMANCE?

To gather data to compare

actual performance vs.
planned performance

COMMON TRACKING SOURCES

Reports

Complaint Logs

Surveys

Manager Observation

Informal Interview

Audit Results

Evaluations

Certificates of Completion

Quality Specifications

Journals

Time Logs

Feedback from Others --VALIDATE!

WHY ARE DATA IMPORTANT?

To have a fact-based,
more objective basis for
rating performance

Feedback Giving

WHAT IS FEEDBACK?

It is any information seen and observed

by others about a person.
It could be anything like behaviors,
action, words, performance indicators,
etc.

Behaviors shown by actions and words.

TYPES OF FEEDBACK

Positive
Negative
Feedback for Improvement

WHY GIVE FEEDBACK?

Reinforces effective performance
Redirects unsatisfactory and unaligned
performance
Provides guidelines for maximized performance
Builds enthusiasm and motivation to do more
Enables employees to learn from successes and
mistakes

HOW AND WHEN FEEDBACK IS GIVEN?

Must be Specific, Timely and Balanced

Specific STAR
Timely Immediately for good performance and when
changes are needed for unsatisfactory and unaligned
performance
Balanced Employees know what they are doing well and
what they can improve on

STAR APPROACH

Situatio
n

Action
*developed by Development Dimensions
International (DDI)

Task

Result/s

ABCs OF FEEDBACK

Test
Accurate verifiable; can be proven true, based on
objective facts like records, reports, significant incidents,
direct observations
Behavior-based describes what someone does,
describes a specific action, not a personality trait

ABCs OF FFEDBACK

Test
Concise both positive and negative incidents recorded
not just unsatisfactory performance
Consistent repeatable, seen more than once and over a
period of time

TIPS IN RECEIVING FEEDBACK

Give the other person an
undivided attention.
Separate facts from opinion.
But opinions should not be
discounted.
Ask for specifics for clarity of
received Feedback.
Thank the person for the
Feedback, whether it is
positive or negative.

TIPS ON GETTING FEEDBACK FROM

UNCOMMUNICATIVE PEOPLE
Rehearse how you will respond if there is
no reaction.
Practice speaking slowly and taking long
pauses.
Make it clear that you expect a reply and
are willing to wait for one.
Ask open-ended questions that will help
the person come up with a plan/response.

Coaching

IS THERE A DIFFERENCE BETWEEN

COACHING AND MENTORING?

COACHING IS
a process that enables
learning and development to
occur and thus performance to
improverequires a
knowledge and understanding
of process as well as the
variety of styles, skills and
techniques that are appropriate
to the context in which the
coaching takes place
Eric Parsloe,The Manager as Coach and Mentor(1999)

MENTORING IS
off-line help by one person to
another in making significant
transitions in knowledge, work or
thinking
David Clutterbuck & David Megginson are both founder
members ofThe European Mentoring and Coaching Council

a professional relationship in which a

more-experienced (usually older)
person helps a less-experienced
(usually younger) person develop
knowledge and skills that will help his
professional and personal growth.

WHAT IS COACHING?

Coaching is an interactive process

where raters and ratees aim to
close performance gaps, teach
skills,

impart

knowledge

and

inculcate values and desirable

work behaviors.

Coaching Model for DepEd

Coach for
Work
Improvement

Application
Opportunities

Coach for
Build
Maximum
Awarene
Performance

ss

Coach to
Move to Skills,
Strengthen
Action
Competencies
and
Behaviors

COMPETENCIES OF AN EFFECTIVE COACH

Self-clarity
Communication
Critical thinking
Build relationships and
inspire

Coach for Work

Improvement

COACH FOR WORK IMPROVEMENT

Identify Performance Gaps Performance Gaps are

the difference between a subordinates current
performance and what is required.
Behavior or skill or both?

IDENTIFYING PERFORMANCE GAPS

1. Routinely check employee performance against
stated performance metrics or built monthly or
quarterly milestones vs. subordinates annual goals.
2. Scrutinize the tasks that the employee is not doing
well.
3. Identify the causes, behaviors that interfere with goal
accomplishment (controllable/uncontrollable
situations).
4. Try to draw facts from other sources when possible.
5. Avoid premature judgments.

Catch a problem early!

POSSIBLE CAUSES OF POOR

PERFORMANCE

Inefficient Processes
Check work process before
looking into faults in the people
who run them.

Personal Problems

POSSIBLE CAUSES OF POOR

PERFORMANCE

Work Overload Demand is

too much or too fast-paced

Relationship Conflicts at Work

Examples: Jealousy, office romances, competition for
attention or for a promotion, mainit ang dugo ko sayo

Coach for Maximum

Performance

WHY AND WHEN DO WE DO IT?

For continuous performance improvement

For special assignments

WHY AND WHEN DO WE DO IT?

For developmental plans and

promotion
For succession planning
For career development

Strengthening Skills,
Competencies and
Behaviors

WHY DO WE DO IT?
Develop closer working
relationship between the
managers and employees
Boost morale and
confidence of employees
Opportunity to develop new
skills

WHY DO WE DO IT?
Cultivate and raise the level of
culture of performance
Recognize outstanding
performance
Leave a legacy for
performance excellence

Coaching Model for DepEd

Coach for
Work
Improvement

Application
Opportunities

Coach for
Build
Maximum
Awarene
Performance

ss

Coach to
Move to Skills,
Strengthen
Action
Competencies
and
Behaviors

4-Step Process of
Coaching

4-STEP PROCESS OF COACHING

OBSERVATION The rater identifies a performance
gap or an opportunity to improve.
DISCUSSION and AGREEMENT Coach and
coachee agree on (1) problems to be fixed (2) an
opportunity to move job performance two notches
higher.
ACTIVE COACHING Coach and coachee create
and agree on the action plan to address the gap.
FOLLOW-UP Setting follow-up sessions to check
on the status of the agreed on action plan.

CONDUCTING DISCUSSION AND

AGREEMENT SESSIONS
Step 1 Opening / Climate Setting / Establishing Rapport
(achieving a comfort level that encourages openness)

Greet employee with a smile ; establish eye

contact
Ask employee: How are you? and listen to
his / her answer with interest
Simply acknowledge the answer by a nod,
and maintain eye contact

CONDUCTING DISCUSSION AND

AGREEMENT SESSIONS
Step 1 Opening / Climate Setting / Establishing Rapport
(achieving a comfort level that encourages openness)

Thank employee for making time for the

meeting
Express your hope that you will find the
meeting useful

CONDUCTING DISCUSSION AND

AGREEMENT SESSIONS
Step 2: Objective Setting

Tell employee things he/she is doing right ; express

sincere appreciation
Tell your reason for calling the meeting with him/her
Give Feedback on performance deficiency you
have observed
Listen with empathy, i.e. give an empathic
response, paraphrase what he/she had said, and
reflect his/her feelings

CONDUCTING DISCUSSION AND

AGREEMENT SESSIONS
Step 3: Discussion and Agreement Proper

Tell what you want him/her to do, how you want it

done, and why (standards of performance)
If possible, show (model) how it is to be done
Then ask him/her to do it while you observe
Give positive Feedback and/or correction; offer
suggestions

CONDUCTING DISCUSSION AND

AGREEMENT SESSIONS

Step 3: Discussion and Agreement Proper

Let him/her know you respect his/her ability

Agree upon appropriate actions; employees and
yours
Let him/her know you will closely monitor his/her
performance

ELEMENTS OF ACTION PLANS

A statement of the current
situation
Specific goals
Timeline (Milestones of Progress)
Action Steps
The raters and ratees Role

CONDUCTING DISCUSSION AND

AGREEMENT SESSIONS
Step 4: Closing

Share how you feel about the meeting

Ask him/her how he/she feels about the meeting
Schedule a follow-up meeting on a specific date
Thank him/her and express confidence that
he/she can do it. Assure him/her of your support
Shake hands and smile, while maintaining eye
contact

4-STEP PROCESS OF COACHING

OBSERVATION The rater identifies a performance
gap or an opportunity to improve.
DISCUSSION and AGREEMENT Coach and
coachee agree on (1) problems to be fixed (2) an
opportunity to move job performance two notches
higher.
ACTIVE COACHING Coach and coachee create
and agree on the action plan to address the gap.
FOLLOW-UP Setting follow-up sessions to check
on the status of the agreed on action plan.

WHY FOLLOW-UP?
It provide opportunities to remind
employees about goals and the
importance of these goals.
Periodic checks give you a
chance to offer positive
Feedback about the good things
that employees do.
These checks can help spot
small problems before they
become large ones.

More Guidelines and

Tips in Coaching

Is there a difference?

MANAGING AND COACHING

Managing focuses on:

Telling
Directing
Authority
Immediate Needs
A Specific Outcome

Coaching focuses on:

Exploring
Facilitating
Partnership
Long-term improvement
Many possible outcomes

Performance Coaching is
advice giving and does not involve
not
the coach sharing their experience
or opinions
a one time process
fault finding and put the employee
down

CREATE THE RIGHT ATMOSPHERE

Mutual Trust this has several sources

Demonstrated concern for the coachees well-being and

success. Showing empathy, genuine interest,
consultation, providing opportunities for the coachee to
move ahead are demonstrations of concern.
Experience in the matter at hand. Trust can be gained
when the coach has a reputation of success in the area.
Being as good as your word. Trust is built through
repeated demonstration. Do what you say everytime.
Not disclosing information held in coachees desire for
confidentiality.

CREATE THE RIGHT ATMOSPHERE

Accountability for Results
A person who isnt held accountable for results will not

take Coaching seriously.

Formal Coaching plan- this makes accountability
explicit.

CREATE THE RIGHT ATMOSPHERE

Motivation to Learn and Improve here are workplace

motivation that encourage people:

Mastering an important skill will open the door to

advancement.
An employee sees that improved productivity is reflected
in her paycheck.
A person knows that his job is in danger unless he learns
to do a particular task better.
An employee has reached the point where she is eager
to learn something new or move on to a more
challenging job.

PRACTICE ACTIVE LISTENING

Active listening encourages communication and puts
other people at ease. An Active Listener pays attention to
the speaker and practices the following good listening
skills:

Maintain eye contact

Smile at appropriate moments
Be sensitive to body language
Listen first, and evaluate later
Never interrupt except to ask for clarification
Indicate that youre listening by repeating what was said
about critical points

ASK THE RIGHT QUESTIONS

Asking the right questions will

help the coach to understand the
coachee and get to the bottom of
performance problems.
Two Forms of Questions:
Open-ended
Closed-ended

OPEN-ENDED QUESTIONS
These questions invite
participation and idea sharing.
These helps the coach to know
the coachees feelings, views
and deeper thoughts on the
problem, and in turn help to
formulate better advice.

OPEN-ENDED QUESTIONS
To explore alternatives:
What would happen if?
To uncover attitudes: How do
you feel about our progress
to date?
To establish priorities and
allow elaboration: What do
you think the major issues
are with this project?

CLOSED-ENDED QUESTIONS

These questions lead to

YES or NO answers
To focus the response:
Is the program / plan on
schedule?
To confirm what the other person
has said:
So, your big problem is
scheduling your time?

DEPED RPMS

1.
Performan
ce
Planning
and
Commitme
nt

4.
Performanc
e
Rewarding
and
Developme

2.
Performanc
e
Monitoring
and
Coaching

3.
Performa
nce
Review
and
Evaluatio