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RESULTS BASED MANAGEMENT SYSTEM (RPMS)DEPED ORDER 2, S. 2015

GUIDELINES ON THE ESTABLISHMENT AND IMPLEMENTATION OF THE RPMS IN THE DEPARMENT OF EDUCATION

This aims to provide comprehensive guidelines for the adoption of the Civil Service Commission (CSC) Strategic Performance Management System (SPMS) in the DepEdSince deped is a unique department of all the departments and agencies we called it RPMS2SCOPE OF POLICYThese guidelines stipulate the specific mechanisms, criteria and processes for the performance target setting, monitoring, evaluation and development planning for schools and offices, covering all officials and employees, school-based, in the Department holding regular plantilla positions. Personnel under contracts of service/job order and LGU-funded employees shall likewise be covered, but for purposes of performance evaluation only.

SCOPE AND POLICYThis 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

School based are those employees who are working in the school, even the non-teaching.. Non-school based are those in the division,regional and central offices4SCOPE AND POLICYThe DepEd sets guidelines on the establishment and implementation of RPMS stipulating the strategies, methods, tools and rewards for assessing the accomplishments vis-a-vis the commitments. This will be used for measuring and rewarding higher levels of performance of the various units and development planning of all personnel in all levels.Rewarding in the sense that if youll get an outstanding performance you will be rewarded, step inc, this will be our basis for training need anlysis5SCOPE AND POLICY . For non school-based personnel, the RPMS shall provide for an objective and verifiable basis for rating and ranking the performance of units and individual personnel in view of the granting of the Performance-Based Bonus (PBB) starting 2015SCOPE AND POLICY .For School-based personnel, the RPMS shall be used only as an appraisal tool, which shall be the basis for training and development. The granting of PBB shall be governed by the existing PBB guidelinesTraining and development- meaning if you are low in the area ofthis will be the basis..this also be the basis for your promotion,7SCOPE AND POLICYThe DepEd RPMS shall follow the four-stage performance management system cycle as prescribed by the CSC

Phase I - Performance planning and commitment Phase II- Performance monitoring and coaching Phase III- Performance review and evaluation Phase IV- Performance rewarding and development planningThis will be discussed by Mam bebs8RATING THE OBJECTIVESNumerical RatingADJECTIVAL RATINGDESCRIPTION OF MEANING OF RATING5OutstandingPerformance represents an extraordinary level of achievement and commitment in terms of quality and time, technical skills and knowledge, ingenuity, creativity and initiative. Employees at this performance level should have demonstrated exceptional job mastery in all major areas of responsibility. Employee achievement and contributions to the organization are of marked excellence.Numerical RatingADJECTIVAL RATINGDESCRIPTION OF MEANING OF RATING4Very SatisfactoryPerformance exceeded expectations. All goals, objectives and targets were achieved above the established standards3SatisfactoryPerformance met expectations in terms of quality of work, efficiency and timeliness. The most critical annual goals were met.Numerical RatingADJECTIVAL RATINGDESCRIPTION OF MEANING OF RATING2UnsatisfactoryPerformance failed to meet expectations, and/or one or more of the most critical goals were not met1PoorPerformance was consistently below expectations, and/or reasonable progress toward critical goals was not made. Significant improvement is needed in one or more important areasProcess in Computing KRAsThe rater and ratee shall ensure that each KRA has been assigned weight according to priorityAs an option, the rater and the ratee may assign weights to objectives which shall be equal to the total weight assigned to a particular KRAKRA 1- weight assigned is 40%Objective 1 20%Objective 2 10%Objective 3 10%Objective 4 10%The Score per KRA shall be computed using the formula:Rating per KRA- Weight x RatingTotal/Final Rating KRA 1 + KRA + KRA 3 +KRA 4 (PF)SAMPLE COMPUTATIONKRAsWeight per KRAObjectivesWeight per ObjectivesRatingScoreKRA 160Objective 120%40.80020%51.00020%30.600KRA 140Objective 110%40.400020%51.00010%30.300Final Rating4.1RANGEADJECTIVAL RATING4.500 -5.00Outstanding

3-500 4.499Very satisfactory

2.500 3.499Satisfactory

1.500 2.499

Below 1.499Unsatisfactory

PoorAnalysis of the IPCR shall be submitted to the Office of the School Head, copy furnished the SDODIVISION PMTSCHOOL PMTChair : ASDS

Members:Chair: Principal

Members : Planning Officer IIIAccountant IIIChief AO VOne (1) Education SupervisorOne (1) Principals RepresentativeOne (1) Representative from the Teacher associationOne (1) NEU-Div. Chapter representativeFour Master Teacher/Head TeacherOne representative from the School Planning TeamOne Administrative Officer representative from non-teaching groupOne representative from the teacher association COMPOSITION OF PERFORMANCE MANAGEMENT TEAM

FUNCTIONS AND RESPONSIBILITUES OF THE PMT

The Secretariat at each level sets consultation meeting of all Heads of Offices for the purpose of discussing the targets set in the office performance commitment and rating formThe Planning Office shall ensure that Office performance targets and measures, as well as the budget are aligned with those of the agency and that work distribution of offices/units is rationalizedPMT recommends approval of the office performance commitment and rating of the Head of AgencyPersonnel Division identifies potential top performers and provide inputs to the PRAISE committee for grant of awards and incentivesPMT adopts its own internal rules, procedures and strategies in carrying out the above responsibilities including schedule of meetings and deliberations and delegation of authority to representatives in case of absence of its membersCOMPOSITION OF THE GRIEVANCE COMMITTEESchools Division OfficeChair : SDS

Members:Legal OfficerHRMOEPSAccountantPESPA representativeNEU

SchoolsChair: ASDS

Members:PSDSHRMOPrincipalMaster Teacher/Head TeacherTeachers AssociationCOMPOSITION OF THE GRIEVANCE COMMITTEE

DIVISION OFFICEDivision Office

RATEE

Superintendent

Asst. SDSRATER

Asst. Regional Director

SuperintendentAPPROVING AUTHORITY

Regional Director

Asst. RD3. Chief of DivisionASDSSDS4. Educ. Prog. SupervisorChief of DivisionAsst SDS5. District SupervisorChief of DivisionAsst SDS

6. Section Chief/Unit HeadChief of DivisionAsst. SDS7. StaffSection ChiefHead of DivisionSIGNING AUTHORITIESSchools

RATEE

Principal

Head/Master TeacherRATER

Asst.Superintendent

PrincipalAPPROVING AUTHORITY

Superintendent

Superintendent3. Teacher

Head Teacher/Master TeacherPrincipal4. Non-TeachingPrincipalAdministrative Office V SDOPLAN YOUR WORK, WORK YOUR PLAN