PaGE 1 Individual Performance Commitment and Review Form

Name of Employee: ELMERLYN A. DIONISIO FERDINAND

Name of Rater: CECIL C. PASCUAL
Q. ALVARAN
Position: TEACHER 1 Position: HEAD TEACHER II
Review Period: January to December 2015 Date of Review: MATCH 2016
Bureau/Center/Service/Division:

TO BE FILLED IN DURING PLANNING TO BE FILLED DURING EVALUATION

Weight RATING
MFOs KRAs OBJECTIVES TIMELINE PERFORMANCE INDICATORS (Quality, Efficiency, Timeliness) ACTUAL RESULTS
per KRA Quality Efficiency Timeliness Average

1 5
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TO BE FILLED IN DURING PLANNING TO BE FILLED DURING EVALUATION

Weight RATING
MFOs KRAs OBJECTIVES TIMELINE PERFORMANCE INDICATORS (Quality, Efficiency, Timeliness) ACTUAL RESULTS
per KRA Quality Efficiency Timeliness Average

*To get the score, the rating is multiplied by the weight assigned OVERALL RATING FOR ACCOMPLISHMENTS
Rater Ratee Approving Authority
EVALUATION

*SCORE

0
EVALUATION

*SCORE
 NUMERICAL RATING ADJECTIVAL RATING DESCRIPTION OF MEANING OF 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
responsibilities. Employee achievement and contributions to the organization are marked
excellence.

4 Very Satisfactory Performance exceeded expectations. All goals, objectives and targets were achieved above
established standards.

3 Satisfactory
2 Unsatisfactory
1 Poor
Performance met expectations in terms of quality of work, efficiency and timeliness. The most
crucial annual goals were met.
Performance failed to meet expectations, and/or one or more of the most crucial goals were not
met.
Performance was consistently below expectations, and/or reasonable progress toward critical
goals was not made. Significant movement is needed in one or more important areas.

This rating scale is based on the Civil Service Commission Memorandum Circular No. 06, series of 2012 that sets guidelines on the establishment
and implementation of the Strategic Performance Management System (SPMS) in all government agencies.

RANGE ADJECTIVAL RATING RANGE ADJECTIVAL RATING

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 time 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 Competencies shall be monitored for developmentak purposes. In evaluating the individual's
following adjectival ratings and shall be in three (3) decimal points. 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 appelable. Anyy issue/appeal on the initial performanc assessment of an office shall be discussed and 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 within ten (10) working days from date of receipt of notice of their final
performance evaluation rating from the rater. The ratee, however, shall nit be allowed to protest the performance ratings of co-employees. Ratings obtained by the ratee can only be used as basis for reference for comparison in appealing the
individual performance rating.

4. The Grievance Committe shall decide on the appeals within one (1) month from reciept. Appeals lodge at any Grievance Committee shall follow the hierarchical jurisdiction of various Grievance Committees 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.
 PART II: COMPETENCIES
CORE BEHAVIORAL COMPETENCIES Teamwork CORE SKILLS
4 Willingly does his/her share of responsibility.

4 Promotes collaboration and removes barriers to teamwork and goal Oral Communication
Self-Management accomplishment across the organization.

3 Sets personal goals and direction, needs and development. 3 Applies negotiation principles in arriving at win-win agreements. 3 Follows instructions accurately.

3 Undertakes personal actions and behaviors that are clear and purposive and takes into 3 3
account personal goals and values congruent to that of the organization. Drives consensus ad team ownwership of decisions. Express self clearly, fluently and articulately.

Works constructively and collaboratively with others and across

4 Displays emotional maturity and enthusiasm for and is challenged by higher goals. 4 organizations to accomplish organizational goals and objectives. 3 Uses appropriate medium for the message.

4 Prioritize work tasks and schedules (through Gantt Chart, checklists, etc.) to achieve goals. Service Orientation 3 Adjust communication style to others.

4 Sets high quality, challenging, realistic goals for self and others. 3 Can explain and articulate organizational directions, issues and problems.
3 Guides discussions between and among peers to meet an objective.

3 Takes personal responsibility for dealing with and/or correcting customer

Professionalism and Ethics service issues and concerns. Written Communication
Demonstrates the values and behavior enshrined in the Norms of Conduct and Ethical Standards for public Initiates activities that promotes advocacy for men and women
4 officials and employees (RA 6713). 3 empowerment. 3 Knows the different written business communication formats used in DepEd.

Practices ethical and professional behavior and conduct taking into account the impact of Writes routine correspondents/communications, narrative and descriptive reports based on
Participates in updating of office vision, mission, mandates, and strategies based on
4 his/her actions and decisions. 4 DepEd strategies and directions. 3 readily available information, data with minimal spelling or grammatical error/s (e.g. memos,
minutes, etc.).

Maintains professional image: being trustworthy, regularity of attendance and punctuality, Develops service improvement programs through simplified procedures that will Secures information from required referrences (i.e., directories, schedules, notices, instructions)
4 good grooming and communication. 3 further enhance service delivery. 3 for specific purposes.

4 Makes personal sacrifices to meet the organizations needs.

3 Self-edits words, numbers, phonetic notations and content, if necessary.

3 Acts with a sense of urgency and responsibility to meet the organization's needs, improve 3 Demonstrates clarity, fluency, impact, conciseness and effectiveness in his/her written
systems and help others improve their effectiveness. Innovation communications.

Examines the root cause of problems and suggets effective solutions. Fosters new
4 idea, processes, and suggests better ways to do things (cost and/or operational
Efficiency efficiency). Computer/ICT Skills
3 Achieve results with optimal use of time and resources most of the time. 3 Demonstrates an ability to think "beyond the box".Continously focuses on 4 Prepare basic compositions (e.g., letters, reports, spreadsheets and graphic presentations using
improving personal productivity to create higher value and results. word processing and Excel).

Avoids rework, mistakes and wastage through effective work methods by placing organizational Promotes a creative climate and inspires co-workers to develop original Identifies different computer parts, turns the computer on/off, and work on a given task with
4 needs before personal needs.
4 ideas or solutions.
4 acceptable speed and accuracy and connects computer peripherals (e.g. printers, modems,
multimedia projectors, etc.).

3 Delivers error-free outputs most of the time by confirming 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.
4 Express 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.
Makes specific changes in the system or in own work methods to improve performance. Examples may
3 include doing something better, faster, at a lower cost, more efficiently; or improving quality, customer
satisfaction, morale, without setting any specific goal.
3 Translates creative thinking into tangible changes and solutions that
improve the work unit and organization.
3 Uses ingenius methods to accomplish responsibilities. Demonstrates
resourcefulness and the ability to succeed with minimal resources.
5 Prepares simple presentations using Powerpoint.
Utilizes technologies to: access information to enhance professional productivity,
5 assists in conducting research and communicate through local and global professional
networks.
4 Recommends appropriate and updated technology to enhance productivity and
profesionalpractice.

OVERALL COMPETENCY RATINGS

CORE BEHAVIORAL COMPETENCIES 3.5

CORE SKILLS 3.47

OVERALL RATING 3.49
 PART III: SUMMARY OF RATINGS FOR DISCUSSION
Final Performance Results Rating Adjectival Rating
Accomplishments of KRAs and Objectives 3.919 Very Satisfactory

Rater - Ratee Agreement

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

Name of Employee: ELMERLYN A. DIONISIO Name of Superior: ELVIRA Q. PAHATI

Signature Signature

Date Date

PART IV: DEVELOPMENT PLANS

Action Plan (Recommended Developmental
Strengths Development Needs Timeline Resources Needed
Intervention)

Oral Communication Skills ; Written More practice; attend seminar;Improve English

Resourceful Communication Profiency
Jan - Dec. 2016 Trainings and seminar
Attendance to related trainings like LAC Session or
Computer Skills Service-oriented seminar Jan - Dec. 2016 Trainings and seminar
CECIL Q. ALVARAN ELMERLYN A. DIONISIO ELVIRA Q. PAHATI
Rater Ratee Approving Authority