Professional Documents
Culture Documents
Performance Indicators
Performance Indicators
Performance Indicators
Instructional
Basic Education
Services
Competence
(30%)
OBJECTIVES
TIMELIINE
1. Carried regular
teaching loads with
180 DLL/LP using
at least 10
instructional
materials per subject
area within the rating
period to enhance
learning
competence.
June 2016 to
March 2017
2. Enriched the
curriculum of his/her
field of
specialization/ grade
assignment through
the use of ICT/ and
or other instructional
materials at least
June 2016 to
March 2017
Weight per
KRA
10%
10%
PERFORMANCE INDICATORS
Quality
Efficiency
Timeliness
5 Used ICT/ instructional materials in the delivery 5 100% of the targeted number of teachers/
of the lesson and such materials were borrowed
participants borrowed/ adopted the
/ adopted by other teachers.with borrowers
instructional materials
logbook
2. Enriched the
June 2016 to
curriculum of his/her March 2017
field of
specialization/ grade
assignment through
the use of ICT/ and
or other instructional
materials at least
once in every quarter
available to the
learners and other
teachers to increase
the performance of
the learners
3. Interpreted/
utilized and
consolidated
competency
assessment results
for 1 quarter only for
the assigned grade/
subject to improve
instruction
June 2016 to
March 2017
10%
10%
e scheduled
eduled date/
the scheduled
er the scheduled
materials before
materials at the
materials 1 day
materials 2 days
materials 3 days
before the
on the schedule
ed.
NUMERICAL RATING
ADJECTIVAL RATING
Outstanding
Very Satisfactory
Satisfactory
Unsatisfactory
Poor
Performance represents an extraordinary level of achievment and commitment in terms of quality and time, technical skills and kno
ingenuity, creativity and initiative. Employees at this performance level should have demonstrated exceptional job mestery in all major
responsibility. Employee achievement and contributions to the organization are of marked excellence.
Performance exceeded expectations. All goals, objectives and targets were achieved above the established standards.
Performance met expectations in terms of quality of work, efficiency and timeliness. The most critical annual goals were met.
Performance failed to meet expectations, and/ or one or more of the most critical goals were not met.
Performance was consistently below expectations, and/ or reasonable progress towards critical goals was not made. Significant improveme
needed in one or more important areas.
This rating scale is based on the Civil Service Commission Circular No. 06, series of 2012 that sets the guidelines on the establishment and implementation of the Strategic Performance Management
System (SPMS) in all government agencies.
The overall rating/ assessment for the accomplishments shall fall within the following adjectival ratings and shall be in
three (3) decimal points.
RANGE
4.500- 5.000
3.500- 4.499
2.500- 3.499
1.500- 2.499
below 1.499
Competencies shall be monitored for the developmental purposes. In evaluating the individual's de
competencies, this rating scale shall apply.
ADJECTIVAL RATING
SCALE
DEFINITION
Outstanding
Very Satisfactory
Satisfactory
Unsatisfactory
Poor
5
4
3
2
1
Role model
Consistently demonstrates
Most of the time demonstrate
Sometimes demonstrates
Rarely demonstrates
A Grievance Committee shall be created in each level of the organization to act as appeals board and final arbiter of all issues
relating to the implementation of the RPMS
The office performance assessment as discussed in the performance review and evaluation phase shall be final and not
appealable. Any issue/ appeal on the initial performance assessment of an office shall be discussed and decided during the
performance review conference.
The Grievance Committee shall decide on the appeals within one (1) month from receipt. Appeals lod
shall follow the hierarchial jurisdiction of various Grievance Committees within the agency. For exam
Grievance Committee is appealble to the Regional Grievance Committee, which decision is in turn
Grievance Committee.
Individual employees who feel aggrieved or dissatisfied with their final performance ratings can file an appeal with the
Grievance Committee at their level within ten (10) working das from date of receipt of notice of their final evaluation rating
from the rater. The rate, however, shall not be allowed to protest the performance ratings of co-employees. Ratings obtained
by the rate can only be used as basis for reference for comparizon in appealing the individual performance rating.
ablished standards.
t.
DEFINITION
Role model
Consistently demonstrates
Most of the time demonstrate
Sometimes demonstrates
Rarely demonstrates
one (1) month from receipt. Appeals lodged at any Grievance Committee
ommittees within the agency. For example, the decision of the Division
e Committee, which decision is in turn appealable to the Central Office
l.
CORE SKILLS
Teamwork
Oral Communication
Undertakes personal actions and behaviors that are clear and purposive and takes into account
personal goals and values congruent to that of the organization.
Promotes collaboration and removes barriers to teamwork and goal accomplishment across the
organization.
Displays emotional maturity and enthusiasm for and is challenged by higher goals.
Prioritizes work tasks and schedules (through Gantt charts, checklists, etc.) to achieve goals.
Works constructively and collaboratively with others and across organizations to accomplish
organizational goals and objectives.
Sets high quality, challenging, realistic goals for self and others.
Demonstrates the values and behavior enshrined in the Norms of Conduct and Ethical Standards for
public officials and employees (RA 6713).
Practices ethical and professional behavior and conduct taking into account the impact of his/her
actions and decisions.
Maintains a professional image: being trustworthy, regularity of attendance and punctuality, good
grooming and communication.
Acts with a sense of urgency and responsibility to meet organizations needs, improve systems and
help others improve their effectiveness.
Result Focus
1
Achieves results with optimal use of time and resources most of the time.
Avoids rework, mistakes and wastage through effective work methods by placing organizational
needs before personal needs.
Delivers error-free outputs most of the time by conforming to standard operating procedures
correctly and consistently. Able to produce very satisfactory quality of work in terms of
usefulness/acceptability and completeness with no supervision required.
Service Orientation
Expresses a desire to do better and may express frustration at waste or inefficiency. May focus on
new or more precise ways of meeting goals set.
Makes specific changes in the system or in own work methods to improve performance. Examples
may include doing something better, faster, at a lower cost, more efficiently, or improving quality,
customer satisfaction, morale, without setting any specific goal.
Takes personal responsibility for dealing with and/or correcting customer service issues and
concerns.
Initiates activities that promotes advocacy for men and women empowerment.
Participates in updating of office vision, mission, mandates and strategies based on DepEd
strategies and directions.
Develops and adopts service improvement programs through simplified procedures that will further
enhance service delivery.
Innovation
Examines the root cause of problems and suggests effective solutions. Fosters new ideas,
processes, and suggests better ways to do things (cost and/or operational efficiency).
2
Demonstrates an ability to think beyond the box. Continuously focuses on improving personal
productivity to create higher value and results.
Computer/ICT Skills
Promotes a creative climate and inspires co-workers to develop original ideas or solutions.
4
Written Communication
Translates creative thinking into tangible changes and solutions that improve the work unit and
organization.
Uses ingenious methods to accomplish responsibilities. Demonstrates resourcefulness and the
ability to succeed with minimal resources.
OVERALL RATING
tion accurately.
ation from required references (i.e., Directories, schedules, notices, instructions) for
es.
ent computer parts, turns the computer on/off, and work on a given task with
eed and accuracy and connects computer peripherals (e.g. printers, modems,
ectors, etc.)
ENCY RATINGS
RAL COMPETENCIES
0.00
0.00
NG
0.00
Rating
Adjectival Rating
#REF!
#REF!
Rater-Ratee Agreement
The signatures below confirm that the employee and his/her superior have agreed on the contents of this appraisal form and the performance rating.
Name of Employee
Name of Superior
#REF!
#REF!
#REF!
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Signature
Signature
Date
Date
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Rating
Rater:
Action Plan
(Recommended Developmental Intervention)
Development Needs
Ratee:
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Timeline
#REF!
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Resources Needed
Approving Authority:
#REF!
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Output
(Result)
Impact on Job
(Outcome)
Action Plan
(Reinforce/ Redirect)
an
edirect)
Signature of
Ratee
Rater
Development Needs
Action Plan
(Recommended Developmental Intervention)
Timeline
Feedback:
wwww
Rater:
Ratee:
Approving Authority:
#REF!
#REF!
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ne
Resources Needed
ority:
#REF!
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