RPMS Phase 1

5/24/2018 RPMS Phase 1

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Phase 1

Performance Planningand Commitment


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Group Activity

1. What competencies would you

like your teachers to develop?

2. How would you achieve it?

3. Formulate a good objective

based on your answers in Q1 &Q2.


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1. Discuss Units Objectives

2. Identify Individual KRAs, Objectivesand Performance Indicators

3. Discuss Competencies Required andAdditional Competencies Needed

4. Reaching Agreement


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1. Discuss Units Objectives

The Office head discuss the

offices KRAs and Objectives

with direct reports. Then,

break this down to individual

KRAs and Objectives.
http://localhost/var/www/apps/conversion/tmp/scratch_10/PCP/TEACHING/MASTER-TEACHER.doc


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DepEd StrategicPriorities
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DUTIES AND RESPONSIBILITIES OF A TEACHER

Teaches or more grades/levels using appropriate and innovative teaching strategies

Facilitates learning in the elementary/secondary schools through functional lesson

plans (for new teachers up to 3 years) Daily Log (for teachers teaching 4 years and

above) of activities and appropriate, adequate and updated instructional materials

Monitors and evaluates pupils/students progress

Undertakes activities to improve performance indicators

Maintains updated pupils/students progress regularly

Supervises curricular and co-curricular projects and activities Maintains updated pupil/student school records

Counsels and guides pupils/students

Supports activities of governmental and non-governmental organizations

Conducts Action Plan/Research

Maintains Daily Routine (classroom cleanliness, classroom management, overall

physical classroom atmosphere

Maintains harmonious relationship with fellow teachers and other school personnel as

well as with parents and other stakeholders

Does related work


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Master

Teachers
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DUTIES AND RESPONSIBILITIES OF A PRINCIPAL

Supervises and directs all school teaching and non-teaching personnel

Manages instructional system

Sets up goals and objectives

Leads and implements educational programs

Organizes and conducts INSETs

Promotes and coordinates services for the holistic development of school personnel and pupils

Directs, coordinates and manages school funds according to prioritized needs

Assigns teachers where they best fit to teach (grades, learning areas, special assignments, etc.)

Requests and distributes instructional materials

Initiates and compiles teachers professional documents in portfolios

Practices equitable distribution of teaching loads and observes teacher-learner ratio

Inspects regularly Daily Lesson Logs (DLL)

Monitors teachers upkeep of students records

Provides EPA compliant accommodation to learners amidst shortages Prepares/consolidates reports

Rates all school personnel performance and recommends promotion

Creates committee to assess learning outcomes

Establishes linkages with stakeholders

Ensures compliance to existing laws, policies and orders of fund raising projects for the school

Evaluates the school plant, physical facilities fitness, safety and sufficiency with the assistance of

specialists

Formulates intervention programs/innovations for learners development

Organizes special classes for learners with special needs

Meets parents regularly to confer/inform about school accomplishments

Determines the strengths, weaknesses, opportunities and threats of the school

Designs programs with stakeholders to address school needs

Recognizes accomplishments of stakeholders

Promotes welfare of stakeholders

Mediates and ensures resolution of conflicts in school

Formulates school policies with stakeholders

Harnesses participation of alumni and other organizations (NGOs, LGUs, PPP)


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DUTIES AND RESPONSIBILITIES OF A DISTRICT SUPERVISOR

Analyzes and interprets education indicators Conducts action researches on academic and non-academic

factors affecting learning progress and achievement

Visits and monitors schools for curricular supervision

Provides technical assistance to school heads on matters of

instructional supervision, when solicited

Assists and serves as resource person and facilitator i n INSET

Monitors implementation of ALS programs

Evaluates performance of ALS district coordinators as delegated

by SDS

Assists school heads in self-management, school-based decision-

making and to utilization and development of school resources

when solicited

Serves as learnng area supervisor at DO, if assigned/designated


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2. Identify KRAs, Objectives and

Performance Indicators

Identify your responsibilities by

answering the following question:

What major results/outputs am Iresponsible for delivering?
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What is the definition of KRAs?

KRAs define the areas in which an employee is

expected to focus his/her efforts.

Hyperlink
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What is the definition of Objectives?

Objectives are the specific things you need to do,

to achieve the results you want.


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SMART Criteria for Objectives


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Review SMART CriteriaSpecific

Well written objectives are stated in specific terms to avoid

any confusion about what is to occur or what is to improve.

Example :

Conducted one actionresearch related to school concernswithin a school year.


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Measurable

It is important to define measurements that enable progressto be determined and results to be measured. A measurable

objective defines quantity, costor quality.

Example :

Conducted one action researchrelated to school concerns within a schoolyear which is utilized division-wide.


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Effectiveness

Effectiveness can include both quality and quantity.

Example:

Achieved a rating of 4 in running all batches of train-the-trainers

program.


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Efficiency

To measure cost specifically: money spent, percentage overor under budget, rework or waste

Example:

Do not exceed Php 100,000 a month in running 2 trainingprograms.


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Timeliness

Measures whether a deliverable was done correctly and

on/before the deadline.

Example:

Observe at least 15 teachers with Post Observation Conferenceper month.


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Attainable

Should be challenging yet attainable, something the person

can influence to effect change or ensure results

Example :

Conducted at least 3 in-servicetraining in a school year.


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Relevance

Objectives that state your share of specific department /

functional areas goals

Aligned with the directions of the unit

Example :

Attained at least 75% MPS in the NAT.


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Time BoundObjectives must be time bound.

Example:

Responded to all participants suggestionsone week after the meeting.

Did not exceed Php 200,000 a month forconducting a workshop.

Prepared daily lesson plans with fiveparts.

E l ( S h l H d )


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Example ( School Heads )

KRA OBJECTIVES Al ignm ent to thedut ies and

responsibi l i t ies

InstructionalLeadership

1. Attained 75% MPSin the NAT.

Sets up goals and

objectives.

2. Observed 15classes within amonth with PostObservationConference (POC).

Supervises anddirects all teaching

personnel.


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Performance Indicators (PI)

They are EXACT QUANTIFICATION OF OBJECTIVES.

It is an assessment tool that gauges whether a performance

is good or bad.

Agree on acceptable tracking sources


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Outstanding

(5)

VerySatisfactory

(4)

Satisfactory

(3)

Unsatisfactory

(2)

Poor

(1)

NATperformanceis 130% andabove

NATperformanceis 115 %129%.

NATperformanceis 100 %114%.

NATperformanceis 51% - 99%.

NATperformanceis 50% andbelow.

KRA Instructional Leadership

Objective: Attained 75% MPS in the

NAT

PERFORMANCE INDICATORS

(75/75) 100 = 100% (Satisfactory)(80/75) 100 = 107 % ( Satisfactory)(88/75) 100 = 117% ( Very Satisfactory)(95/75) 100 = 127% ( Very Satisfactory)(98/75) 100 = 131 % ( Outstanding)( 65/75) 100 = 80% ( Unsatisfactory)

(54/75) 100 = 72% (Unsatisfactory)


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Outstanding

(5)

VerySatisfactory

(4)

Satisfactory

(3)

Unsatisfactory

(2)

Poor

(1)

Observed 20

and moreclasses withPOC.

Observed 17

19 classeswith POC.

Observed 15

16 teacherswith POC.

Observed 8

14 classeswithin amonth withPOC.

Observed 7

and belowclasses withina month.

KRA Instructional Leadership

Objective: Observed 15 classes withina month with POC.

PERFORMANCE INDICATORS


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Outstanding

(5)

VerySatisfactory

(4)

Satisfactory

(3)

Unsatisfactory

(2)

Poor

(1)

Conductedtwo (2)trainings withcompleteevidences.

(Training Design,Participants

Outputs, Narrativeand PictorialReport,Attendance Sheetof Participants.)

Conductedtwo (2)trainings withincompleteevidences.

Conductedone (1)training withcompleteevidences.

Conductedone (1)training withincompleteevidences.

Did notconduct atraining.

KRA Human Resource Management &

Development

Objective: Conducted one (1) training on

teaching strategies within a school year.PERFORMANCE INDICATORS


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Example 1 (for Teachers)

E ample 2 ( )


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Example 2 ( for Master Teachers)

3 Discuss Competencies Required and


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3. Discuss Competencies Required and

Additional Competencies Needed


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The RPMS looks not only at results, but

HOWthey are accomplished.

Competencies help achieve results.

Competencies support and influence

the DepEdsculture.

For DepEd, competencies will be used

for development purposes (captured in

the form).

Why do we have

Competencies?


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Managers Competencies

Core BehavioralCompetencies

Self Management

Professionalismand ethics

Results focus

Teamwork

ServiceOrientation

Innovation

LeadershipCompetencies

Leading People

PeoplePerformanceManagement

People

Development


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Staff & Teaching-related Competencies


Self Management


Results focus

Teamwork

ServiceOrientation

Innovation

Staff Core Skills

Oral

Communication Written

Communication

Computer/ICT

Skills


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Teaching Competencies


Self Management


Results focus

Teamwork

ServiceOrientation

Innovation

TeachingCompetencies

Note: CB PAST wasused as basis for the

new PCPs for teachingpositions.

Achievement

ManagingDiversity

Accountability


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4. Reaching Agreement

Once the form is completed :

KRAs + Objectives + Performance Indicators +Competencies

1. Rater schedules a meeting with Ratee.

2. Agree on the listed KRAs, Objectives,

Performance Indicators and assigned Weightper KRA.

3. Where to focus on the Competencies


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Rater and Ratee agree on the

Key Result Areas (KRAs),

Objectives, Performance

Indicators and assign Weight

Per KRA and sign the

Performance Commitment

and Review Form (PCRF).


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Get this one

Hyperlink
http://localhost/var/www/apps/conversion/tmp/scratch_10/Sample%20Form.docx


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Activity

Choose one ( 1 ) KRA Formulate three (3) objectives for

each KRA.

Create a performance indicator foreach objective.

Present a hypothetical result anddetermine the score for the KRA

based on the percentage assigned to

it.


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Its ShowTime


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Assignment


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Individual Activity

Choose three (3) KRAs related to

your position.

For each KRA, have at most three

(3) objectives.

Complete the Individual PerformanceCommitment and Review Form.


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Renewed

Professionals Moving

Securely Rumaragasang

Pagbabago tungo sa

Maunladna Sistema


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Documents

RPMS Phase 1