RPMS RE-ORIENTATION

Objectives:
Re-orient personnel in the alignment of
individual roles with the Division Office
Performance Key Result Areas

Align Objectives with the KRAs and PIs with

the objectives

Define operationally performance indicators

per objective using QET criteria

Enhance capability of the raters in assessing

performance of personnel
 WHAT VISION, MISSION,
VALUES (VMV) HOW

Strategic Values
Priorities

Department/ CENTRAL
Functional
Area Goals REGIONAL Competencies

DIVISION
KRAs and
Objectives
SCHOOLS

DEPED RPMS FRAMEWORK

The framework aligns efforts to enable DepEd to actualize its strategic goals and vision.
The DepEd RPMS is aligned with the SPMS
of CSC which has 4 Phases:

1. Performance 2. Performance
Planning and Monitoring and
Commitment Coaching

4. Performance
3. Performance
Rewarding and
Review and
Development
Evaluation
Planning
RPMS Cycle
Non Teaching Positions

Performance Mid-Year Review Year-End Results

Planning

Q4
Q1 July
January December
Teaching Positions

Performance Mid-Year Review Year-End Results

Planning
Q4
Q1 November March
June
Funding Requirements
74. Funds for training, and or monitoring and evaluation related to RPMS
including preparation of materials/forms shall be charged against Human
Resource Training and Development Funds (HRTD).
 Annex A - Signatories
School Level
Principal
Rater: ASDS
Approving Authority: SDS
Teacher
Rater: HT/MT
Approving Authority Principal
Non-Teaching
Rater: Principal
Approving Authority: AO-V
 Annex A - Signatories
Division Office
Superintendent
Rater: ARD
Approving Authority: RD
ASDS
Rater: Superintendent
Approving Authority: ARD
Chiefs
Rater: ASDS
Approving Authority: SDS
 Annex A - Signatories
Division Office
EPS
Rater: Chief of Division
Approving Authority: ASDS
PSDSs
Rater: Chief of the Division
Approving Authority: ASDS
 Annex A - Signatories
Division Office
Section Chief/Unit Head
Rater: Chief of Division
Approving Authority: ASDS
Staff
Rater: Section Chief
Approving Authority: Head of
Division
CSCs Revised Policies on the Strategic Performance Management
System (SPMS)
MC 6 s. 2012
NUMERICAL ADJECTIVAL
DESCRIPTION OF MEANING OF RATING
RATING RATING
5 Outstanding 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.
4 Very Satisfactory Performance exceeded expectations. All goals, objectives and targets
were achieved above the established standards.
3 Satisfactory Performance met expectations in terms of quality of work, efficiency and
timeliness. The most critical annual goals were met.
2 Unsatisfactory Performance failed to meet expectations, and/or one or more of the most
critical goals were not met.
1 Poor 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.

From 130% to 100% Outstanding Rating

DEPARTMENT OF EDUCATION
 QET PERFORMANCE INDICATORS POINT SCALE

Scale Adjectival Description

Performance of 81 to 100% of the planned targets
Outstanding
5 achieved/accomplished
(81-100%)

Performance of 61% to 80% of the planned targets

Very Satisfactory achieved/accomplished
4
(61-80%)

Satisfactory Performance of 41% to 60% of the planned targets

3
(41-60%) achieved/accomplished

Unsatisfactory Performance of 21% to 40% of the planned targets

2
(21-40%) achieved/accomplished

Poor Performance of 1-20% of the planned targets

1 achieved/accomplished
(1-20%)
DETERMINING THE OVERALL RATING FOR
ACCOMPLISHMENTS

RANGE ADJECTIVAL RATING

4.500 5.000 Outstanding

3.500 4.499 Very Satisfactory

2.500 3.499 Satisfactory

1.500 2.499 Unsatisfactory

below 1.499 Poor

Key Result Areas (KRAs)
Are broad categories of general outputs or
outcomes

It is the mandate or function of the office and

or/individual employee

Is the reason why an office and/or job exist

It is an area where the office and/or

individual employee are expected to focus on
Key Result Areas - SDS
1. Curriculum Implementation

2. Administrative Management

3. Resource Management

4. Performance Management

5. Quality Assurance/Monitoring and Evaluation

6. Partnership and Support Services

Objectives
-are specific tasks, which an office and/or employee need
to do to achieve their specific KRAs
- In objective setting, the SMART criteria shall be
considered and agreed upon by the rater and the rate
Guide questions to develop SMART Objectives
that will help us reach our goal
1. What do you want to achieve? (Include the
number you can measure.)
2. How do you want to achieve it? And for
whom? Remember to specify results.
3. Use QET criteria (by the) (when)
SMART Objectives
Capacitated 10 Schools District Supervisors in the
provision of Technical Assistance to Elementary
and Secondary School Heads both public and
private schools in the implementation of K to 12
Basic Education Curriculum and Special Programs
Performance Indicators (PIs)
- are exact quantification of objectives expressed
through rubrics
- They are assessment tools, which gauge whether a
performance is positive or negative
QET Criteria
Quality/Effectiveness
- the extent to which actual performance compares
targeted performance
- the degree to which objectives are achieved and
extent to which targeted problems are solved
- in management, effectiveness relates to getting
the right things done
QET Criteria
Efficiency
- the extent to which time or resources is used for
the intended task or purpose
- measures whether targets are accomplished with
a minimum amount or quantity of waste, expense,
or unnecessary effort
- in management, efficiency relates to doing the
things right
QET Criteria
Timeliness
- measures whether the deliverable was done on
time based on the requirements of the rules and
regulations, and/or clients/stakeholders
- time related performance indicators evaluate such
things as project completion deadlines, time
management skills and other time-sensitive
expectations
PIs Using QET Criteria
RPMS Cycle
Non Teaching Positions

Performance Mid-Year Review Year-End Results

Planning

Q4
Q1 July
January December
Teaching Positions

Performance Mid-Year Review Year-End Results

Planning
Q4
Q1 November March
June
PIs Rubrics
Points Percentage of
Accomplishments
5 100%
4 85 99%
3 70 84%
2 55 69%
1 54% & Below
 Plus Factor
P9, No.43 The Plus Factor shall be
considered as another KRA. These are
value adding accomplishments, which
are not covered within the regular duties
and responsibilities. The weight of the
plus factor shall not exceed the weight of
the highest mandated KRA.
 Plus Factor
P9,No. 43

For Teachers, the plus factor shall be

limited to work/activities, which
contribute to the teaching learning
process.
 USES OF PEFORMANCE RATING
1.Rater in identifying and providing the kinds of
interventions needed, based on the development
needs identified.
2. BHROD or NEAP in consolidating and
coordinating developmental interventions which
shall form part of the HR Plan and shall be the
basis for rewards and incentives.
3. PMT in identifying potential PRAISE Awards
nominees for various awards categories such as
Lingkod Bayan Award and Metrobank Outstanding
Teachers
4. PRAISE Committee in determining top
performers of the agency who qualify for awards
and incentives.
USES OF PEFORMANCE RATING
Page 11, No.55
The PMT at each level shall validate the
Outstanding Performance Ratings and shall
recommend employees for performance-based
rewards.

Employees and Officials who obtained an

Unsatisfactory or Poor Rating for one (1) rating
period shall be provided with appropriate
developmental interventions by the head of office
and supervisor to address competency-related
performance gaps.
Submission of Accomplished Forms
Page 12, No.58
File copy of accomplished and duly signed RPMS
forms (OPCRF and IPCRF) shall be submitted by
all offices to the Personnel Division at each level,
which shall be attached to the individual
personnels 201 File.

Employees and Officials who obtained an

Unsatisfactory or Poor Rating for one (1) rating
period shall be provided with appropriate
developmental interventions by the head of office
and supervisor to address competency-related
performance gaps.
Analysis of Accomplished RPMS
Forms

Analysis of the IPCRF shall be submitted as

follows:
Central Office Human Resource
Development Division
Regional Office Regional HRDD
Division Office HRD Section
Schools Office of the School Head, copy
furnished the SDOs.
Composition of the Performance
Management Team
Page 13, no.60
Chair: Principal
Members:
Four (4) Master Teacher/Head Teacher
One (1) Representative from the School Planning
Team
One (1) Administrative Officer/Representative from
non-teaching group
One (1) Representative from the teacher association
Observer: One (1) PTA Representative
Secretariat: Administrative Office
VIII. Disqualification Criteria
Page 15, no.66

Unless justified and accepted by the PMT,

non-submission of the OPCRF to the
Planning Office and the IPCRF to the BHROD
within the specified dates shall be ground
for employees disqualification for
performance-based personnel actions that
require the rating for the given period such
as promotions, training, scholarship grants,
and PBB, if the failure of the submission is
due to the fault of the employee.
IX. SANCTIONS
Page 15, no.67

- Any violation of reasonable office rules

and regulations and simple neglect of duty
for the supervisors or employees
responsible for the delay or non-
submission of the OPCRF and IPCRF shall
be dealt with administratively.
IX. SANCTIONS
Page 15, no.67

- Failure on the part of the head of office to

comply with the required notices to their
subordinates for their unsatisfactory or poor
performance during a rating period shall be
a ground for an administrative offense for
neglect of duty.
KINDERGARTEN/BRIGADA ESKWELA
AND ABOT-ALAM

Kindergarten
Who can be enrolled in Kinder (DO # 5,
s.2016
- Children who are 5 years old by June 1,
2016
- Those who will turn 5 within June 2-30, the
school head should secure written
permission from the SDS.
KINDERGARTEN/BRIGADA ESKWELA
AND ABOT-ALAM

Brigada Eskwela
- No construction for BE only for Adopt a
School
- BE is focused on repair and maintenance
- DepEd Memo # 18, s.2016 June 14
deadline for submission of entry document
for Division 2016 Brigada Eskwela Search.
KINDERGARTEN/BRIGADA ESKWELA
AND ABOT-ALAM

Brigada Eskwela
- June 15-17, Selection and Deliberation of
entries in the search by the Division
Steering Committee at DO, Conference
Room
- June 20-24, Validation at the school level
of the Top 3 entries/category
- June 29, Submission of Division entries to
the Regional Search
KINDERGARTEN/BRIGADA ESKWELA
AND ABOT-ALAM

Brigada Eskwela
- July 16 Aug. 8, Regional Validation of
Division Entries to the Regional Search
- July 30, Division BE Awards Program and
Submission of BE 2016 Accomplishment
Report Division level
- Sept. 1-30, Conduct of BE Regional Award
Program
KINDERGARTEN/BRIGADA ESKWELA
AND ABOT-ALAM

Brigada Eskwela
- August 15, Submission of Regional Entries
to the National Search
- November 24, 2016 BE National Awards
Program
- All reports should have transmittal letter
as to whether the school is participating in
the search or not signed by the SH.
KINDERGARTEN/BRIGADA ESKWELA
AND ABOT-ALAM

Abot-Alam Program
- 13, 987 -Total Abot-Alam OSYs mapped in
the LIS
- 1,441 Total Abot-Alam OSYs registered in
the ALS (On-line registration)
- 199 Total A & E Abot-Alam OSYs Takers
- June 16, Multi-Sectoral Meeting of Abot-
Alam Partners (Sponsor: IPHO)
SCIENCE
June 6-17, delivery of NSTIC Materials &
Equipment for Elem. Schools
- secure copy of List of materials
and equipment received, copy
furnish Mam Gubalane
-Science Work Plan for SY 2016 2017 (should
focused on improvement of Science
performance)
-Selected G5 Science Teachers are crafting are
the 1st quarter Lesson Plan
SCIENCE
- Submit report on enrolment of STE, EESM,
and SSES implementing schools
Filipino
- Last week of July ikaanim na Kongreso ng
Wika at Panitikan (Pambansang Seminar
Worksyap sa Filipino in coordination with
Komisyon sa Wikang Filipino at Kapisanan ng
mga Guro sa Filipino National Level
- August Buwan ng Wikang Filipino
* Pansangay na Tuklas Talino at Talento 2016
- Kalendaryo ng Pagbasa
MTBMLE
- June 2016 Language Assessment for
Primary grades
- Papag Kinaray-a (A section in the library
with Kinaray-a published books,
orthography, etc.)
- Hangkat Kinaray-a 2016
ENGLISH
A. Accomplishments
- Journalism
* Over-all Champion in the Regional Schools
Press Conference (RSPC 2016)
- NSPC Winners: Broadcasting English (Elem.)
1st Place Best Anchor Felianah Angel De
Ocampo (SAC)
1st Place Best News Presenter Ayeshka
Kenzie Galarpe (SJA)
Best News Presenter:
3rd Place Joebelle Marie Pe (SAC)
ENGLISH
Best News Presenter:
5th Place Jannah Ericka Matillano
Bugasong CS
6th Place Denise Tacaisan (LSD)
ENGLISH
Secondary
5th Place Shara Jessica Arnaiz (AVS)
Photojournalism
7th Place Best in Tech. Application (E)
7th Pace Best in Tech. Application (F)
- Jane Marie Sandoy (ANS)
- Goldy Tyra Naprel Talagtag (ANS)
- Aleah Donelle Arceo (ANS)
Overall Champion (Language Festival) RL
ENGLISH
-Reports Submitted for Clearance
10 out of 24 Districts
15 out of 54 Secondary Schools
-Submit the no. of G2 non-readers in English
for early intervention
-FLAMES Inc. has conducted 10-day
Division-based specialized training in
English
Edukasyon sa Pagpapakatao
-Submission of GAD Plan SY 2016-2017
-Submission of Best Practices in EsP
- List of identified SARDO for 2016-2017 and
list of Open High School enrolment
- Private School enrolment SY 2016-2017
- Certificate of Recognition for recognized
schools
-Provisional permit to operate/implement
SHS
- Report required last week meeting
ALS
-75 learners required per CLC
-Submission of weekly accomplishment report
- Monthly accomplishment report is a
requirement in signing DTR
- DTR should be in electronic form (Biometric)
- School Principal where the Mobile Teacher is
connected will be the one to sign the DTR
-Mobile Teachers are required to attend the
Flag Raising Ceremony every 1st Monday of the
month
- Incorporate in the Div. M&E tool ALS
implementation
SENIOR HIGH SCHOOL
-Contingency measures to address gaps in
the implementation of SHS
-Classes start on time in the track offered
-SHS Classrooms
-SHS Class program
-Schools absorptive capacity of SHS
enrollees
-SHS Teachers are assigned in their
specialized area
 Milestones of Learning
Resource Management
and Development System
(LRMDS)
LRMDS Activities
JULY 2015 - PRESENT
- Harvested Learning Resources from Schools.
OCTOBER 2015 - NOVEMBER 2015
- Organized School and District LR Teams.
OCTOBER 22 - 30, 2015
- Conducted LRMDS Orientation and Planning Workshop.
(6 Batches; 479 ES, 54 HS; School Heads & School LR Coordinators; 22
District Coordinators)
LRMDS Activities
OCTOBER 2015 - PRESENT
- Assessed and Evaluated MTB LRs.
NOVEMBER 2015
- Created LRMDS Facebook Group: (lrmds Antique).
- Established LR Help Desk.
- Organized Pool of LR Evaluators, Pool of Writers/
Editors per learning area, and Pool of IT support
personnel.
- Conducted Run for Reading in celebration of the
2015 Reading Month Celebration.
LRMDS Activities
PRESENT
- Distribution of the 15 Presidents of the
Republic of the Philippines Poster to 22
Districts (3 copies per District)
- Distribution of WIKApedia: Balarila at Aralin sa
Filipino to 54 Secondary Schools (2 copies) and
22 Districts (10 copies except Belison with only
8 copies)
List of Equipment in the LRMDS
Desktop Computers with internet connectivity
for downloading of LMs/TMs/PDMs and for
production and development/redevelopment
of materials
Duplo Machine
DSLR Camera with Tripod
CD/DVD Duplicator
Internet Connectivity (for wireless connection)
LRMDS Next Steps
Orientation of LRMDS Quality Assurance (QA)
System team
Writing of Lesson Exemplars for CLI
Capability Building for LRMDS Illustrators and IT
Support Team
Finalization and Launching of LRMDS Webpage
Division Learning Resource (LR) Fair
 Reminders
For PSDS, Public ES and HS School Heads and
teachers, sign up for your DepEd official email
address to register and access the LRMDS Portal
For private schools, use gmail account to register
and access the LRMDS Portal
(http://lrmds.deped.gov.ph)
Call/Message LRMDS staffs to schedule use of
LRMDS facilities
SPECIAL PROGRAMS

- IPEd Submit Contextualized Lesson Plan

- EESM Submit enrolment
Directive Informational

- I suggest that . . .
- One alternative is . . .
- You could have . . .
- Which alternative do you wish to try . . .
- In my own teaching experienced Ive found that . . .
Collaborative

- When the teacher or group is functioning at

moderate or mixed developmental levels
- - When the teacher or group and the supervisor
have approximately the same degree of expertise
- - When the teacher or group and the supervisor
will both be involved in carrying out the decision
and both will be held accountable for showing the
results
- - When the teacher or group and the supervisor
are both committed to solving the problem
-
Nondirective
When the teacher or group is functioning at
high developmental level
When the teacher or group possesses
knowledge and expertise concerning the
issue
When the teacher or group has full
responsibility for carrying out decision
When the teacher or group is committed to
solving the problem
 C4 Agreements
You should have told the teacher to do the following vital steps he missed in his
delivery:

Enhance the fixation of learned concepts and skills by the students through
relating lessons to real life situation

Ask students to share their own experiences related to the lesson

Finalize and summarize the learned concepts (Clearing gray areas)

 C4 Action Taken

Setting another schedule of TA provision

The principal welcomes another TA from the EPS or PSDS

Another commendation for the teacher was given by the principal

 C5 Signature of Principal

C6 - Remarks

Instructional supervision was based on the summarized Competency-Based

Performance Appraisal System for Teachers (CB-PAST Form 1)

Teacher was observed following the Instructional Competence he identified and

reflected as to specific area, category and performance indicator for coaching.

Prepared and submitted by:

EPS/PSDS
 INSTRUCTIONAL AND SUPERVISORY
REPORT
C6 Signature of Teacher
C7 Remarks

The teachers manifested confidence in delivering the

lesson. He was able to manage classroom discipline the
whole period.