Rpms Cycle PPT 1
Rpms Cycle PPT 1
Rpms Cycle PPT 1
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
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:
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
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
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
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
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
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.
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
Adjusted
RPMS Cycle
Timeline
only for
July 2021
Year-round (coaching &
mentoring); March 2021
(mid-year review)
SY 2020-2021
e k o f
t w e
Firs 2 0 2 1*
nu a r y
Ja
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
January
to March
*
January
to March
*
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
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
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
Ratee Rater
Phase I Phase II Phase III Phase IV
Bureau of Human Resource and
Organizational Development
Performance coaching
and feedback are an
ongoing process.
March
to June*
March
to June*
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
June
2 021*
Phase I Phase II Phase III Phase IV
Bureau of Human Resource and
Organizational Development
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
Form:
• Final IPCRF-DP
Output:
• Reward, Recognition, IPCRF-DP
THANK YOU
DEPARTMENT OF EDUCATION
Bureau of Human Resource and
Organizational Development
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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