Republic of the Philippines

Department of Education
Region VIII
SCHOOLS DIVISION OF WESTERN SAMAR
BRGY 7, CATBALOGAN CITY
Annex F
INDIVIDUAL
OFFICE PERFORMANCE
PERFORMANCE
COMMITMENT
COMMITMENT
AND
AND
REVIEW
REVIEW
FORM
FORM
(OPCRF)
(IPCRF)

SCHOOLS DIVISION OF WESTERN SAMAR

Name of Employee: Name of Rater:

Position: Position:
Bureau/Center/Service/Division: Date of Review:
Rating Period:

TO BE FILLED IN DURING PLANNING TO BE FILLED DURING EVALUATION

Weight per PERFORMANCE INDICATORS RATING
MFOs KRAs OBJECTIVES TIMELINE ACTUAL RESULTS SCORE
KRA QUALITY EFFICIENCY TIMELINESS Q E T Ave
#DIV/0! #DIV/0!

5 5

4 4 4

3 3 3

2 2 2

1 1 1

#DIV/0! #DIV/0!

5 5 5
4 4 4

3 3 3

2 2 2

1 1 1

#DIV/0! #DIV/0!

5 5 5

4 4 4

3 3 3

2 2 2

1 1 1
#DIV/0! #DIV/0!

5 5 5
4 4 4

3 3 3

2 2 2

1 1 1

#DIV/0! #DIV/0!

5 5 5

4 4 4

3 3 3

2 2 2
 1 1 1

#DIV/0! #DIV/0!

5 5 5

4 4 4

3 3 3

2 2 2

1 1 1

OVERALL RATING FOR

GRAND TOTAL 100% OVERALL RATING
ACCOMPLISHMENTS #DIV/0!
DESCRIPTIVE RATING O
ADJECTIVAL RATING
4.500 - 5.000 = Outstanding
3.500 - 4.499 = Very Satisfactory
2.500 - 3.499 = Satisfactory
1.500 - 2.499 = Unsatisfactory
Below 1.499 = Poor
Ratee Rater Approving Authority

DEPED RPMS Form for Head of Office

 PART II: COMPETENCIES

CORE BEHAVIORAL COMPETENCIES Teamwork : LEADERSHIP COMPETENCIES

Self-Management: Willingly does his/her share of responsibilty. Leading People:

Sets personal goals and direction, needs and development.
Undertakes personal actions and behaviors that are clear and
purposive and takes into account personal goals and values
congruent to that of the organization.
Displays emotional maturity and enthusiasm for and is
challenged by higher goals
Prioritize work tasks and schedules (through gantt charts,
checklists, etc.) to achieve goals.
Sets high quality, challenging, realistic goals for self and others
Promotes collaboration and removes barriers to teamwork
and goal accomplishment across the organization
Applies negotiation principles in arriving at win-win
agreements.
Drives consensus and team ownership of decisions.
Works constructively and collaboratively with others and
across organizations to accomplish organizational goals and
objectives.
Service Orientation :

Professionalism and Ethics: Can explain and articulate organizational directions, issues
Demonstrates the values and behavior enshrined in the Norms and problems.
of Conduct and Ethical Standards for public officials and Takes personal responsibilty for dealing with and/or
correcting costumer service issues and concerns People Performance Management:
employeeethical
Practices (RA 6713).
and professional behavior and conduct taking Initiates activities that promotes advocacy for men and
into account
Maintains the impactimage:
professional of his/her actions
being and decisions.
trustworthy, regularity of women empowerment.
attendance and punctuality, good grooming and Participates in updating of office vision, mission, mandates
communication. & strategies
Develops andbased
adoptsonservice
DepEd improvement
strategies andprograms
directions.
Makes personal sacrifices to meet the organization's needs. through simplified procedures that will further enhance
Acts with a sense pf urgency and responsibility to meet the service delivery.
organization's needs, improves systems and help others improve Innovation:
their effectiveness. Examines the root cause of problems and suggests effective
Result Focus: solutions. Fosters new ideas, processes, and suggests
bettter ways to do things (cost and/or operational
efficiency).
Demonstrates an ability to think "beyond the box".
Achieves results with optimal use of time and resources most of Continuously focuses on improving personal productivity to People Development:
the time. create higher value and results.
Avoids rework, mistakes and wastage through effective work Promotes a creative climate and inspires co-workers to
Delivers
methodserror-free outputs
by placing most of theneeds
organizational time bybefore
conforming to standard
personal needs. develop original ideas or solutions.
operating procedures correctly and consistently. Able to produce very Translates creative thinking into tangible changes and
satisfactoy quality of work in terms of usefulness/acceptability and solutions that improve the work unit and organization.
completeness with no supervision required.
Expresses a desire to do better and may express frustration at waste or Uses ingenious methods to accomplish responsibilties.
inefficiency. May focus on new or more precise ways of meeting goals Demonstrates resourcefulness and the ability to succeed
set. with minimal resources.

Makes specific changes in the system or in own work methods

to
ERSHIP COMPETENCIES
ng People:
Uses basic persuasion techniques in a discussion or presentation e.g.,
staff mobilization, appeals to reason and/or emotions, uses data and
examples, visual aids.
Persuades, convinces or influences others, in order to have a specific
impact or effect.
"Sets a good example", is a credible and respected leader; and
demonstrates desired behavior.
Forwards personal, professional and work unit needs and interests in
an issue.
Assumes a pivotal role in promoting the development of an inspiring,
relevant vision for the organization and infuences others to share
ownership of DepEd goals, in order to create an effective work
environment.
eMakes
Performance Management:
specific changes in the performance management system or in own work
methods to improve performance (e.g., does something better, faster, at lower
cost, more efficiently; improves quality, costumer satisfaction, morale,
Sets performance standards and measures progress of employees
revenues).
based on office and department targets.
Provides feedback and technical assistance such as coaching for
performance improvement and action planning.
States performance expectations clearly and checks understanding and
committment.
Performs all the stages of Results-based Performance Management
System supported by evidence and required doccuments/forms.

e Development:
Improves the skills and effectiveness of individuals through employing a
range of development
Facilitates strategies. through coaching and
workforce effectiveness
motivating/developing people within a work environment that
promotes mutual trust and respect.
Conceptualizes and implements learning interventions to meet
identified training needs.

Does long-term coaching or training by arranging appropriate and

helpful assignments, formal training, or other experiences for the
purpose
Cultivatesofasupporting a person's learning
learning environment and development.
by structuring interactive
experiences such as looking for the future opportunities that are in
support of achieving individual career goals.

OVERALL COMPETENCY RATINGS

CORE BEHAVIORAL COMPETENCIES
LEADERSHIP COMPETENCIES
OVERALL RATING
 PART III: SUMMARY OF RATINGS FOR DISCUSSION

Final Performance Results Rating Adjectival Rating

Accomplishments of KRAs and Objectives

Rater - Ratee Agreement

The signatures below confirm that the employee and his/her superior have agreed on content of this appraisal form and the performance rating.

Name of Employee: Name of Superior:

Signature Signature
Date: Date:

PART IV: DEVELOPMENT PLANS

Action Plan
(Recommended
Strengths Development Needs Timeline Resources Needed
Developmental
Intervention)

Rater Ratee Approving Authority

P
____________________ ___________________________ _________________________________
Position Position Approving Authority
DEPED RPMS form - DEPED RPMS form -For Head of Office | 6