Results - based Performance Management

System (RPMS) for DepEd

Lead, Engage, Align & Do! (LEAD)

DepEd Vision

We dream of Filipinoswho passionately love their countryand whose values and competencies

enable them to realize their full potentialand contribute meaningfully to building the nation.

As a learner - centered public institution, the Department of Education

continuously improves itself to better serve its stakeholders.

DepEd Order No. 2, s. 2015

Dated: August 29, 2015

Guidelines on the Establishment and Implementation of Results- Based Performance Management System

(RPMS) in the Department of Education

DepEd Mission

To protect and promote the right of every Filipino to quality, equitable, culture-based, and complete basic education where:

• Students learn in a child-friendly, gender-sensitive, safe and motivating environment.

• Teachers facilitate learning and constantly nurture every learner.

• Administrators and staff, as stewards of the institution, ensure an enabling and supportive environment for effective learning to happen.

• Family, community and other stakeholders are actively engaged and share responsibility for developing life-long learners.

DepEd Core Values

• Maka-Diyos

• Makatao

• Makabayan

• Makakalikasan

Equitable Access to Adequate Quality Societal Services and Assets

1

Basic Education Services

2

Education Governance

3Regulatory and Developmental

Services for Private Schools

Major Final Output (MFOs)

Organizational Outcomes

Knowledge, skills, attitude and values of Filipinos to lead productive lives enhanced

Filipino Artistic & Cultural Traditions Preserved &

Promoted

5

Book Industry Devt. Services

4

Informal Education Services- Children

Television Devt. Services

Sub-Sector Outcomes

Sectoral Outcomes

Improved Access to Quality Basic Education

Inclusive Growth and Poverty ReductionSocietal Goal

DepEd’s Framework Based on DBM’s OPIF

The framework aligns efforts to enable DepEd to actualize its strategic goals and vision.

VISION, MISSION, VALUES (VMV)

Strategic Priorities

Department/ Functional Area Goals

KRAs and Objectives

Values

CENTRAL

REGIONAL

DIVISION

SCHOOLS

DEPED RPMS FRAMEWORK

Competencies

WHAT HOW

The DepEd RPMS is aligned with the SPMS of CSC which has 4 Phases:

1. Performance Planning and Commitment

3. Performance Review and Evaluation

2. Performance Monitoring and Coaching

4. Performance Rewarding and Development Planning

A systematic approach for continuous and consistent work improvement and individual growth.

What is Performance Management?

An organization-wide process to ensure that employees focus work efforts towards achieving DepEd’s Vision, Mission and Values (VMV).

Objectives of the Performance Management System

• Align individual roles and targets with DepEd’s direction.

• Track accomplishments against Objectives to determine

appropriate corrective actions, if needed.

• Provide feedback on employees’ work progress and

accomplishments based on clearly defined goals and objectives.

• A tool for people development.

RPMS

Rewards and Recognition

Training and Manpower

Development

Employee Relations

Job Design and Work

Relationships

Career Succession HR Planning

and Recruitment

Compensation and Benefits

Agency Planning and and Directions

RPMS Linkages to Other HR Systems

Overall Design of DepEd RPMS

Lead, Engage, Align & Do! (LEAD)

Performance Planning

• Q1• January

Mid-Year Review

• July

Year-End Results

Q4

December

RPMS CycleNon Teaching Positions

Performance Planning

• Q1• June

Mid-Year Review

• November

Year-End Results

• Q4• March

Teaching Positions

Forms

The mechanism to capture the KRAs, Objectives, Performance Indicators and Competencies is the Performance Commitment and Review Form (PCRF).

It is a change in mindset!

DepEd Forms

1. Office Performance Commitment and Review Form (OPCRF)

2. Individual Performance Commitment and Review Form (IPCRF)• Managers• Staff and Teaching - related Employees• Teaching

What =

Results

How =

Competencies+(Results & Objectives

of a position)

(Skills, Knowledge & Behaviors used to accomplish results)

Components of Performance Management

Phase 1 Performance Planning

and Commitment

What is the definition of KRAs?

KRAs define the areas in which an employee is expected to focus his/her efforts.

KRAs of Teacher 1 Position?

1. Teaching-Learning Process2. Pupils/Students Outcomes3. Community Involvement4. Professional Growth and Development4. Coordinatorship

What is the definition of Objectives?

Objectives are the specific things you need to do, to achieve the results you want.

What is the definition of Objectives?

Objectives are the specific things you need to do, to achieve the results you want.

SMART Criteria for Objectives

Review SMART Criteria

SpecificWell written objectives are stated in specific terms to avoid any confusion about what is to occur or what is to improve

MeasurableIt is important to define measurements that enable progress to be determined and results to be measured. A measurable objective defines quantity, cost or quality.

EffectivenessEffectiveness can include both quality and quantity.

Example: Achieved a rating of 4 in running all batches of train-the-trainers program.

EfficiencyTo 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.

TimelinessMeasures whether a deliverable was done correctly and on/before the deadline.

Example: Timely submission of quarterly reports. reports

AttainableShould 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

• Aligned with the directions of the unit

Time BoundObjectives must be time bound.

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

Recruitment and Selection Processes

Posted 20 vacant positions within the CSC prescribed period and per requirements (for 1st, 2nd, and 3rd level positions)

Gathered and submitted required documents for 20 nominees for screening by the PSB/NSC

Processed 20 appointment papers for selection and promotion before June 2014

Conducted one-day orientation seminar for 20 newly hired employees within two weeks upon hiring

Example

KRAs Objectives KRA

Performance Indicators

• 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

3. Discuss Competencies Required and Additional Competencies Needed

• The RPMS looks not only at results, but

HOW they are accomplished.

• Competencies help achieve results.

• Competencies support and influence

the DepEd’s culture.

• For DepEd, competencies will be used

for development purposes (captured in

the form).

Why do we have Competencies?

Manager’s Competencies

Core Behavioral Competencies

• Self Management• Professionalism

and ethics• Results focus• Teamwork• Service

Orientation• Innovation

Leadership Competencies

•Leading People• People

Performance Management

• People Development

Staff & Teaching-related Competencies

Core Behavioral Competencies

• Self Management• Professionalism

and ethics• Results focus• Teamwork• Service

Orientation• Innovation

Staff Core Skills

• Oral Communication

• Written Communication

• Computer/ICT Skills

Teaching Competencies

Core Behavioral Competencies

• Self Management• Professionalism

and ethics• Results focus• Teamwork• Service

Orientation• Innovation

Teaching Competencies

• Note: CB – PAST was used as basis for the new PCPs for teaching positions.

•Achievement•Managing

Diversity•Accountability

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 Weight per KRA. 3. Where to focus on the Competencies

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).

Phase 2Performance Monitoring

and Coaching

1. Performance Tracking

2. Coaching/Feedback

Heart of the RPMS

“Behind every successful

person, there is one

elementary truth.

Somewhere, someway,

someone cared about

their growth and development.”

- Donald Miller, UK Mentoring Programme