RPMS Phase 1

5/24/2018

RPMSPhase1-slidepdf.com

Phase 1 Performance Planning and Commitment http://slidepdf.com/reader/full/rpms-phase-1

1/46

5/24/2018


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. http://slidepdf.com/reader/full/rpms-phase-1

2/46

5/24/2018


1. Discuss Unit’s Objectives

2. Identify Individual KRAs, Objectives and Performance Indicators

3. Discuss Competencies Required and Additional Competencies Needed

4. Reaching Agreement http://slidepdf.com/reader/full/rpms-phase-1

3/46

5/24/2018


1. Discuss Unit’s Objectives The Office head discuss the office’s KRAs and Objectives

with direct reports. Then,

break this down to individual KRAs and Objectives. http://slidepdf.com/reader/full/rpms-phase-1

4/46

5/24/2018


DepEd Strategic Priorities

http://slidepdf.com/reader/full/rpms-phase-1

5/46

5/24/2018


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


6/46

5/24/2018


Master Teachers


7/46

5/24/2018

                          

RPMSPhase1-slidepdf.com 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 stakeholder’s Promotes welfare of stakeholders’



Mediates and ensures resolution of conflicts in school Formulates school policies with stakeholders http://slidepdf.com/reader/full/rpms-phase-1 Harnesses participation of alumni and other organizations (NGOs, LGUs, PPP)  

8/46

5/24/2018


        



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 decisionmaking and to utilization and development of school resources when solicited Serves as learnng area supervisor at DO, if assigned/designated


9/46

5/24/2018


2. Identify KRAs, Objectives and Performance Indicators Identify your responsibilities by answering the following question:

“What major responsible forresults/outputs delivering?” am I


10/46

5/24/2018


Hyperlink

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


11/46

5/24/2018


What is the definition of Objectives? Objectives are the specific things you need to do, to achieve the results you want.


12/46

5/24/2018


SMART Criteria for Objectives


13/46

5/24/2018


Review SMART Criteria Specific

Well written objectives are stated in specific terms to avoid any confusion about what is to occur or what is to improve. Example : one concerns action researchConducted related to school within a school year.


14/46

5/24/2018


Measurable It is important to define measurements that enable progress to be determined and results to be measured. A measurable objective defines quantity, cost or quality. Example : Conducted one action research related to school concerns within a school year which is utilized division-wide.


15/46

5/24/2018


Effectiveness Effectiveness can include both quality and quantity. Example: Achieved a rating of 4 in running all batches of train-the-trainers program.


16/46

5/24/2018


Efficiency To 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.


17/46

5/24/2018


Timeliness Measures whether a deliverable was done correctly and on/before the deadline. Example: Observe at least 15 teachers with Post Observation Conference per month.


18/46

5/24/2018


Attainable Should be challenging yet attainable, something the person can influence to effect change or ensure results Example : Conducted at least 3 in-service training in a school year.


19/46

5/24/2018


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.


20/46

5/24/2018


Time Bound Objectives must be time bound. Example: •

Responded to all participants’ suggestions one week after the meeting.

•

Did not exceed Php 200,000 a month for conducting a workshop. • Prepared daily lesson plans with five parts.


21/46

Example ( School Heads )

5/24/2018


KRA

Instructional Leadership


OBJECTIVES

Alignm ent to the d u t i e s an d responsibilities

1. Attained 75% MPS in the NAT.

Sets up goals and objectives.

2. Observed 15 classes within a month with Post Observation Conference (POC).

Supervises and directs all teaching personnel.

22/46

5/24/2018


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


23/46

5/24/2018


KRA – Instructional Leadership Objective: Attained 75% MPS in the NAT PERFORMANCE INDICATORS Outstanding (5) NAT performance is 130% and above

Very Satisfactory (4) NAT performance is 115 % – 129%.

Satisfactory

Unsatisfactory

Poor

(3)

(2)

(1)

NAT performance is 100 % – 114%.

NAT performance is 51% - 99%.

NAT performance is 50% and below.

(75/75) 100 = = 107 100% (80/75) 100 % ( (Satisfactory) 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) http://slidepdf.com/reader/full/rpms-phase-1

24/46

5/24/2018


KRA – Instructional Leadership Objective: Observed a month with POC. 15 classes within PERFORMANCE INDICATORS Outstanding (5)

Very Satisfactory (4)

Satisfactory

Unsatisfactory

Poor

(3)

(2)

(1)

Observed 20

Observed 17

Observed 15

Observed 8 – Observed 7

and more classes with POC.

– 19 classes with POC.

– 16 teachers with POC.

14 classes within a month with POC.


and below classes within a month.

25/46

KRA – Human Resource Management & Development Objective: Conducted one (1) training on

5/24/2018


teaching strategies within a school year. PERFORMANCE INDICATORS Outstanding (5) Conducted two (2) trainings with complete evidences.

Very Satisfactory (4) Conducted two (2) trainings with incomplete evidences.

Satisfactory

Unsatisfactory

Poor

(3)

(2)

(1)

Conducted one (1) training with complete evidences.

Conducted one (1) training with incomplete evidences.

Did not conduct a training.

Training Design, (Participants’ Outputs, Narrative and Pictorial Report, Attendance Sheet of Participants.)


26/46

Example 1 ( for Teachers)

5/24/2018



27/46

Example 2 ( for Master Teachers)

5/24/2018



28/46

3. Discuss Competencies Required and Additional Competencies Needed

5/24/2018



29/46

5/24/2018


Why do we have Competencies? •

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).


30/46

Manager’s Competencies

5/24/2018


Core Behavioral Competencies

Leadership Competencies

• Self Management

•Leading People

• Professionalism and ethics • Results focus • Teamwork

•People Performance Management •People

• Service Orientation • Innovation


Development

31/46

Staff & Teaching-related Competencies

5/24/2018


Core Behavioral Competencies

Staff Core Skills

• Self Management

•Oral

• Professionalism and ethics • Results focus • Teamwork

Communication • Written Communication • Computer/ICT

• Service Orientation • Innovation


Skills

32/46

Teaching Competencies

5/24/2018


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

33/46

5/24/2018


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


34/46

5/24/2018


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). http://slidepdf.com/reader/full/rpms-phase-1

35/46

5/24/2018



36/46

5/24/2018


Get this one…

Hyperlink


37/46

5/24/2018



38/46

5/24/2018


Activity • •

•

Choose one ( 1 ) KRA Formulate three (3) objectives for each KRA. Create a performance indicator for each objective.

•

Present a hypothetical result and determine the score for the KRA based on the percentage assigned to it.


39/46

5/24/2018



40/46

5/24/2018


Its Show Time… http://slidepdf.com/reader/full/rpms-phase-1

41/46

5/24/2018


Assignment http://slidepdf.com/reader/full/rpms-phase-1

42/46

5/24/2018


Individual Activity •

•

•

Choose three (3) KRAs related to your position. For each KRA, have at most three (3) objectives. Complete the Individual Performance Commitment and Review Form.


43/46

5/24/2018


•

Renewed

• •

Professionals Moving

•

Securely

• • • •


Rumaragasang Pagbabago tungo sa Maunlad na Sistema 44/46

5/24/2018



45/46

5/24/2018



46/46

RPMS Phase 1

Recommend Documents