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Performance
Management
System (RPMS) for
DepEd
Lead, Engage, Align & Do! (LEAD)
Roll-Out Support
Video Presentation
Managers and Employees Manuals on CDs
Frequently Asked Questions (FAQs)
Slides/Scripted Facilitators Guide
Complete Position Competency Profiles
Workshop Agenda
May 27 29, 2014
Day 2
AM Walk through (Facilitators Guide)
PM Gather as a plenary (REAP
discussion)
Day 3
Change Management
Communication Plan
Facilitation Tips
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.
Maka-Diyos
Makatao
Makabayan
Makakalikasan
The DepEds Strategic Planning Process is aligned with the Results
framework of DBM-OPIF.
Strategic Priorities
Governance
Reforms institutionalized
Online enrolment
K to 12 curriculum implemented
Sectoral Outcomes Equitable Access to Adequate Quality Societal Services and Assets
1 2 3 4 5
Regulatory and
Basic Education Developmental Informal Education Book Industry
Education Governance Services for Services Devt. Services
Services Private Schools -Children
Television Devt.
Services
Mandate from DEPED
The PMS Concept: Development
Impact
Improved Functional
Strengthen Culture K to 12 Literate
Access to
of Performance and School Based Filipino
Accountability in Quality With 21st
Management Basic
DepEd century
ACCESs Education skills
16
VISION, MISSION,
WHAT VALUES (VMV)
HOW
Strategic Values
Priorities
Department/ CENTRAL
Functional
Area Goals REGIONAL Competencies
DIVISION
KRAs and
Objectives
SCHOOLS
1. Performance 2. Performance
Planning and Monitoring and
Commitment Coaching
4. Performance
3. Performance
Rewarding and
Review and
Development
Evaluation
Planning
What is Performance Management?
Rewards and
Recognition Compensation
Employee and Benefits
Relations
Overall Design
of DepEd RPMS
Q4
Q1 July
January December
Teaching Positions
It is a change in mindset!
DepEd Forms
1. Office Performance Commitment and Review Form
(OPCRF)
What = How =
Results
(Results & Objectives
+ Competencies
(Skills, Knowledge &
of a position) Behaviors used to
accomplish results)
Phase 1
Performance Planning
and Commitment
1. Discuss Units Objectives
4. Reaching Agreement
1. Discuss Units Objectives
Example:
Achieved a rating of 4 in running all batches of train-the-trainers
program.
Efficiency
To measure cost specifically: money spent, percentage over
or under budget, rework or waste
Example:
Do not exceed Php 100,000 a month in running 2 training
programs.
Timeliness
Measures whether a deliverable was done correctly and
on/before the deadline.
Example:
Timely submission of quarterly reports. reports
Attainable
Should be challenging yet attainable, something the person
can influence to effect change or ensure results
Relevance
Objectives that state your share of specific department /
functional areas goals
Example:
Achieved running 20 RPMS program within
2014.
Responded to all participants suggestions
one week after the meeting.
Did not exceed Php 200,000 a month for
conducting a workshop.
Example
KRAs Objectives
Core Behavioral
Staff Core Skills
Competencies
Self Management Oral
Professionalism Communication
and ethics Written
Results focus Communication
Teamwork Computer/ICT
Service Skills
Orientation
Innovation
Teaching Competencies
Results focus
Achievement
Teamwork
Managing
Service Diversity
Orientation
Accountability
Innovation
4. Reaching Agreement
2. Coaching/Feedback
Peter Drucker
Facilitates feedback.
Provides evidence.
Critical Incidents
performance
Situation Task
Action Result/s
Track your
performance
against your plan.
Use JOURNALS!
*developed by the Civil Service Commission (CSC)
Remember:
Manage the system as a
process, NOT a one-time
event!
It is important to teach
performance on certain
frequencies and provide
feedback and coaching.
2. Coaching/Feedback
For the Raters:
During Performance Phase
always:
Provide COACHING to your
subordinates to improve work
performance and behavior.
Provide FEEDBACK on the
progress of work performance
and behavior change.
For the Ratees:
During Performance Phase, always seek the coaching of your
leader specially when you realize that you need
improvements in your results.
FEEDBACK: Know where and how to get helpful feedback for
important aspects of your job
Phase 3
Performance Review and
Evaluation
1. 1.
Review Performance
Reviewing Performance
Be a positive experience
Have no surprises
Be a two-way discussion
No interruptions; no surprises
2. Enhance or maintain self-esteem
Express appreciation
Encourage self-appraisal
performance
Be supportive
Performance Evaluation is not:
Attack on employees
personality
Monologue
An opportunity to gain
pogi points with staff
Steps for Evaluating Objectives
and Competencies
2. Development Planning
1. Rewards
Link to PBIS (EO 80 s. 2012)
Performance Based Bonus (PBB)
Step Increment
2. Development Planning