Rpms Cycle PPT 1

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Bureau of Human Resource and

Organizational Development

POLOMOLOK NATIONAL HIGH SCHOOL


Senior High School Language Department

Result-based Performance Management


System (RPMS) PHASE 1 Orientation
(Performance Planning and Commitment
Capacity Building, Presentation of RPMS Tools
in the time of COVID-19 cum Self-Assessment
with Initial Development Planning)
October 25-26, 2021
Bureau of Human Resource and
Organizational Development

Terminal Objective:
To deepen the Senior High School
Language Department teachers’
understanding of the Result-based
Performance Management System (RPMS)
PHASE 1 specifically on Performance
Planning and Commitment Capacity
Building, Presentation of RPMS Tools in the
time of COVID-19 and Self-Assessment
with Initial Development Planning.
Bureau of Human Resource and
Organizational Development

Terminal Objective:
To deepen the Senior High School
Language Department teachers’
understanding of the Result-based
Performance Management System (RPMS)
PHASE 1 specifically on Performance
Planning and Commitment Capacity
Building, Presentation of RPMS Tools in the
time of COVID-19 and Self-Assessment
with Initial Development Planning.
Bureau of Human Resource and
Organizational Development

Enabling Objectives
• To plan-out the target performance and
commitment of the teachers inline with the
RPMS Tools.
• To capacitate teachers in the content of
the RPMS.
• To review the RPMS Tools in the time of
COVID-19.
• To assess oneself through initial
development planning
Bureau of Human Resource and
Organizational Development

Understanding the RPMS


in the time
of COVID-19
Bureau of Human Resource and
Organizational Development
Bureau of Human Resource and
Organizational Development

What is the impact


of the COVID-19
pandemic on SY
2020-2021?
Bureau of Human Resource and
Organizational Development

Context
The impact of the
COVID-19 pandemic on
SY 2020-2021:
 Change in the
demand for teaching
and learning
 Shift to distance
learning delivery
modalities
 Development of
learning resources for
distance learning
 Need to upskill and
retool teachers on the
new learning delivery
Bureau of Human Resource and
Organizational Development

Context
• As the learning delivery changes, so do the duties of
teachers to their learners and the performance
expected of them.
• The expectations of teachers must be captured in their
performance assessment through a more
contextualized Results-based Performance
Management System (RPMS).
Bureau of Human Resource and
Organizational Development

Context
Modifications in RPMS, its tools, processes, and
protocols, for SY 2020-2021 were made on the
following:

 Objectives taken from the PPST priority indicators


 Means of verification
 Performance indicators
 Classroom observation processes and protocols
(alternatives)
 Timeline in the RPMS cycle (adjusted)
Bureau of Human Resource and
Organizational Development

The development of RPMS in the


context of COVID-19
Consultations with DepEd
officials and partners
Series of meetings
within BHROD and
with RCTQ to review
and finalize tools Focus Group Discussion
Revision on tools were based Held on 29 July 2020;
on quantitative and qualitative
data gathered from April to RPMS participated by teachers, ALS
teacher, master teachers, head
October 2020
SY 2020-2021 teachers, school heads, PSDS,
EPS, and representatives from
in the time of BLD, BEA, BHROD

COVID-19
Validation of tools, Document Analysis
processes, protocols Literatures on emergency remote
Held on 9-14 September 2020; learning; DepEd issuances such
participated by teachers, ALS & as the BE-LCP in the time of
SPED teachers, special science COVID-19, memoranda on
teachers, master teachers, head learning delivery; Data from BE-
teachers, assistant principals, LCP dry run and Learner
Enrollment and Survey
school heads, specialists, and
EPS from 16 DepEd regions
Bureau of Human Resource and
Organizational Development

PPST Priority Indicators


• 11 PPST priority indicators chosen as RPMS
objectives for SY 2020-2021
• Selected based on being more responsive and
appropriate to the current context of the
teachers, learners, and the learning
environment
Bureau of Human Resource and
Organizational Development

RPMS Objectives taken from


PPST Priority Indicators
for Teacher I-III (Proficient
Teachers)
Bureau of Human Resource and
Organizational Development

RPMS Objectives taken from PPST Priority Indicators


for Teacher I-III (Proficient Teachers)
1. Applied knowledge of content within and across curriculum teaching areas

2. Ensured the positive use of ICT to facilitate the teaching and learning
process 
3. Applied a range of teaching strategies to develop critical and creative
thinking, as well as other higher-order thinking skills
4. Established a learner-centered culture by using teaching strategies that
respond to their linguistic, cultural, socioeconomic and religious
backgrounds 
5. Planned and delivered teaching strategies that are responsive to the
special educational needs of learners in difficult circumstances, including:
geographic isolation; chronic illness; displacement due to armed conflict,
urban resettlement or disasters; child abuse and child labor practices
6. Used strategies for providing timely, accurate and constructive feedback to
improve learner performance

7. Selected, developed, organized and used appropriate teaching and


learning resources, including ICT, to address learning goals
Bureau of Human Resource and
Organizational Development

RPMS Objectives taken from PPST Priority Indicators


for Teacher I-III (Proficient Teachers)
8. Set achievable and appropriate learning outcomes that are aligned with
learning competencies
9. Built relationships with parents/ guardians and the wider school
community to facilitate involvement in the educative process 
10. Participated in professional networks to share knowledge and to
enhance practice 
11. Developed a personal improvement plan based on reflection of one’s
practice and ongoing professional learning

7 - Classroom Observable Objectives


4 - Non-Classroom Observable Objectives
1 - Plus Factor .
12 RPMS-PPST Objectives
Bureau of Human Resource and
Organizational Development

Parts of the RPMS Tools

Key Result Areas


1
These are general
outputs or outcomes. In
the context of the RPMS
Tools, the KRAs capture
the Domains of the
PPST.

2 Objectives
These objectives are the
indicators of the PPST. In the RPMS Tools, teachers target twelve
(12) objectives to realize the five (5) KRAs.
Bureau of Human Resource and
Organizational Development

Parts of the RPMS Tools


Means of Verification (MOV)
3 It is a list of documents that can show
teachers’ attainment of objectives.

Performance
4
Indicators
They provide descriptions
of quality and quantity
given five performance
levels:
5-Outstanding,
4-Very Satisfactory,
3-Satisfactory,
2-Unsatisfactory,
and 1-Poor.
Bureau of Human Resource and
Organizational Development

Clarifying the RPMS Cycle


with adjusted timeline for
SY 2020-2021
Bureau of Human Resource and
Organizational Development

The RPMS Cycle

Source: RPMS Updated Manual 2019 (pg. 10)


Bureau of Human Resource and
Organizational Development

DO No. 2, s. 2015
Guidelines on the Establishment and Implementation of the Results-based Performance
Management System (RPMS) in the Department of Education

SCOPE OF POLICY

This DepEd Order provides for the establishment and


implementation of the RPMS in all DepEd schools and offices,
covering all officials and employees, school-based and non
school-based, in the Department holding regular plantilla
positions.
Source: DO No. 2, s. 2015, Enclosure, p.1
Bureau of Human Resource and
Organizational Development

Raters
refer to the School Heads (e.g. Principals, Teachers-in-
Charge), Assistant Principals, Head Teachers, and/or
Master Teachers who rate teacher portfolios to assess
teacher performance.
Source: Updated RPMS Manual, p.11
Bureau of Human Resource and
Organizational Development

Ratees
are Teacher I-III and Master Teacher I-IV (including ALS
implementers, Madrasah Education teachers, IPED teachers,
SPED teachers, SHS teachers) who submit their portfolios
as evidence of their teaching performance.

Source: Updated RPMS Manual, p.11


Bureau of Human Resource and
Organizational Development

Matrix of Ratee, Rater, and Approving Authority in the RPMS

Source: DO No. 2, s. 2015, Enclosure, p.18


Bureau of Human Resource and
Organizational Development

Matrix of Ratee, Rater, and Approving Authority in the RPMS


Ratee/Teacher Rater/Observer Approving Authority
Head Teacher Principal/ School Head Superintendent
Master Teacher Small and Medium Divisions
Assistant Superintendent
Large and Very Large Divisions
Teacher Principal/ School Head Superintendent
Small and Medium Divisions
Assistant Superintendent
Large and Very Large Divisions
Teacher Master Teacher/ Head Teacher/ Principal/ School Head
Assistant Principal
ALS Implementers Master Teacher/ Head Teacher/ Principal/ School Head
(school-based) Assistant Principal
ALS Implementers Education Program Specialist for Chief of Curriculum
(community learning ALS Implementation Division (CID)
centers-based)
Bureau of Human Resource and
Organizational Development

Performance Cycle/Process
The RPMS Cycle shall cover performance for one
whole year. All school-based personnel shall follow a
performance cycle starting in April of the current year
and ending in March of the following year (SY 2021-
2022: SEPTEMBER OF THE CURRENT YEAR
AND ENDING IN JULY OF THE FOLLOWING
YEAR); while non school-based personnel shall follow
a performance cycle starting in January and ending in
December.
Source: DO No. 2, s. 2015, Enclosure, p.4
Bureau of Human Resource and
Organizational Development
Bureau of Human Resource and
Organizational Development

First week of January


2021

Adjusted
RPMS Cycle
Timeline
only for
 
July 2021
Year-round (coaching &
 
mentoring); March 2021
(mid-year review)

SY 2020-2021

A  week after graduation/


third week of June 2021
Bureau of Human Resource and
Organizational Development

Phase Performance Planning


I and Commitment

e k o f
t w e
Firs 2 0 2 1*
nu a r y
Ja

*Based on the adjusted RPMS Cycle timeline only for SY 2020-2021


Bureau of Human Resource and
Organizational Development

Phase
I
O B E R
OC T
2 0 2 1*
Bureau of Human Resource and
Organizational Development

I PERFORMANCE PLANNING
AND COMMITMENT

Activity:
• Discussion/Issuance of RPMS
Tools; Self-assessment
Forms:
• IPCRF, SAT, IPCRF-Development
Plans
Output:
• Signed IPCRF-Development Plans
School Head Teacher
based on SAT
• Signed IPCRF

Phase I Phase II Phase III Phase IV


Bureau of Human Resource and
Organizational Development

RPMS Tools in the time of


COVID-19
 
Bureau of Human Resource and
Organizational Development

Sample Development Plans (Part A)

Source: RPMS Updated Manual 2019 (pg. 53)

Phase I Phase II Phase III Phase IV


Bureau of Human Resource and
Organizational Development

Sample Development Plans (Part B)

Source: RPMS Updated Manual 2019 (pg. 53)

Phase I Phase II Phase III Phase IV


Bureau of Human Resource and
Organizational Development

*Based on the adjusted RPMS Cycle timeline only for SY 2020-2021

January
to March
*

Phase I Phase II Phase III Phase IV


Bureau of Human Resource and
Organizational Development

Phase I Phase II Phase III Phase IV


Bureau of Human Resource and
Organizational Development

*Based on the adjusted RPMS Cycle timeline only for SY 2020-2021

January
to March
*

Phase I Phase II Phase III Phase IV


Bureau of Human Resource and
Organizational Development

Phase Performance Monitoring


II and Coaching

u n d ;
e a r- ro
Y 0 2 0 *
a r c h 2
M
*Based on the adjusted RPMS Cycle timeline only for SY 2020-2021
Bureau of Human Resource and
Organizational Development

Phase Performance Monitoring


II and Coaching

u n d ;
e a r- ro
Y 0 2 0 *
a r c h 2
M
*Based on the adjusted RPMS Cycle timeline only for SY 2020-2021
Bureau of Human Resource and
Organizational Development

I PERFORMANCE MONITORING
IActivity:
AND COACHING

• Performance Monitoring and Coaching; Mid-year


Review and Assessment

Hi! Let’s talk I am glad to


about your hear about your
performance comments,
rating. Ma’am.

Phase I Phase II Phase III Phase IV


Bureau of Human Resource and
Organizational Development

I PERFORMANCE MONITORING
I AND COACHING
Forms:
• RPMS Tools, IPCRF, SAT,
IPCRF-DP using PMCF;
Mid-year Review Form
Output:
• Agreements based on
PMCF, MRF, updated
IPCRF-DP and Portfolio

Phase I Phase II Phase III Phase IV


Bureau of Human Resource and
Organizational Development

Performance monitoring shall provide key inputs


and objective basis for rating. It shall facilitate
feedback and provide evidence of performance.

Ratee Rater
Phase I Phase II Phase III Phase IV
Bureau of Human Resource and
Organizational Development

Sample Performance Monitoring and


Coaching Form (PMCF)

Source: RPMS Updated Manual 2019 (pg. 48)


Phase I Phase II Phase III Phase IV
Bureau of Human Resource and
Organizational Development

Performance coaching
and feedback are an
ongoing process.

These are provided by


the rater and shall be
sought by the ratee to
improve work
performance and
behavior.

Source: RPMS Updated Manual 2019 (pg. 74)

Phase I Phase II Phase III Phase IV


Bureau of Human Resource and
Organizational Development

Mid-year Review Form (MRF)

Mid-year Review gives the chance to confer with


the teachers for them to improve performance.

It is only for performance monitoring and


coaching. The final rating of the teacher depends
on the year-end evaluation.

Source: RPMS Updated Manual 2019 (pg. 49)

Phase I Phase II Phase III Phase IV


Bureau of Human Resource and
Organizational Development

*Based on the adjusted RPMS Cycle timeline only for SY 2020-2021

March
to June*

Phase I Phase II Phase III Phase IV


Bureau of Human Resource and
Organizational Development

*Based on the adjusted RPMS Cycle timeline only for SY 2020-2021

March
to June*

Phase I Phase II Phase III Phase IV


Bureau of Human Resource and
Organizational Development

Phase Performance Review


III and Evaluation

a ft e r
w e ek rd
A io n /3
d ua t
gr a J u n e
e k o f
we 1 *
2 0 2
*Based on the adjusted RPMS Cycle timeline only for SY 2020-2021
Bureau of Human Resource and
Organizational Development

Phase Performance Review


III and Evaluation

*Based on the adjusted RPMS Cycle timeline only for SY 2020-2021


Bureau of Human Resource and
Organizational Development

II PERFORMANCE REVIEW AND EVALUATION


IActivity:
• Year-end Review & Assessment,
Evaluation of Portfolio &
Computation of Final Rating
Forms:
• RPMS Tools, IPCRF, SAT,
IPCRF-DP using PMCF
Output:
• Signed Portfolio and IPCRF with
Computed Final Rating
Phase I Phase II Phase III Phase IV
Bureau of Human Resource and
Organizational Development

*Based on the adjusted RPMS Cycle timeline only for SY 2020-2021

June
2 021*
Phase I Phase II Phase III Phase IV
Bureau of Human Resource and
Organizational Development

Phase Performance Rewarding

IV
and Development
Planning

2 0 21 *
Ju l y
*Based on the adjusted RPMS Cycle timeline only for SY 2020-2021
Bureau of Human Resource and
Organizational Development

PERFORMANCE REWARDING AND


IV DEVELOPMENT PLANNING
Activity:
• Ways Forward and Development Planning

Form:
• Final IPCRF-DP

Output:
• Reward, Recognition, IPCRF-DP

Phase I Phase II Phase III Phase IV


Bureau of Human Resource and
Organizational Development

Strengths are Development Needs


competencies which the are qualitative
competencies which
ratee demonstrated ratee rarely
comments
consistently and areas demonstrates and areas
that meet or exceed where the ratee has
observations
expectations. room for improvement
and has not met the
expectations.
recommendations

Source: RPMS Updated Manual 2019 (pg. 202)

Phase I Phase II Phase III Phase IV


Bureau of Human Resource and
Organizational Development

Phase I Phase II Phase III Phase IV


Bureau of Human Resource and
Organizational Development
Bureau of Human Resource and
Organizational Development

THANK YOU

KAREN A. ZAMBRA, M.A.


MT-I
Bureau of Human Resource and
Organizational Development

Caveat: This slide presentation


contains copyrighted texts which
are allowed for educational
purposes but not for mass
reproduction and commercial
purposes. Please do not use this
presentation for commercial
purposes.

DEPARTMENT OF EDUCATION
Bureau of Human Resource and
Organizational Development

Presentation Slides adopted from


Dr. Allen A. Espinosa
RCTQ Senior Program Manager
espinosa.aa@pnu.edu.ph

Donnadette SG. Belza


RCTQ Project Officer
belza.ds@pnu.edu.ph

Jonathan J. Lumanog, Jr.


RCTQ Research Officer
lumanog.jj@pnu.edu.ph

Contacts
Phone +63 2 53171768 Local 763/764
Telefax +63 2 53369755
Web http://www.rctq.ph/
Email rctq@pnu.edu.ph

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