POSITION AND COMPETENCY PROFILE PCP NO.

________ Revision Code: 00

Department of Education

Position Title : Salary Grade : 19

Parenthetical Title :
Office Unit : Effectivity Date :
Reports to : Page/s :
Position Supervised : Classroom Teachers, School Personnel
JOB SUMMARY
Sets the mission, vision, goals and objectives of the School, creates an environment that is conducive to teaching-learning process, monitors
and assesses the school curriculum and accountable for higher learning outcomes
Coordinates with the subject area division supervisors in preparing teacher training and implements school policies and regulations.
QUALIFICATION STANDARDS
A. CSC Prescribed Qualifications
Bachelor's degree in Elementary/Secondary Education or Bacahelor's Degree with 18 professional education
Education
units with appropriate field of specialization

Head Teacher for 1 year or Teacher-In-Charge for 2 years or Master teacher for 2 years or Teacher for 5
Experience
years

Eligibility RA 1080
Trainings 40 hours relevant training
B. Preferred Qualifications
Education MA Graduate with at least 18 units Leadership and Management Subject
Experience At least 5 years of teaching experience (inclusive of 2 years as Teacher-In-Charge or Officer-In-Charge
Eligibility LET, PBET, NQESH
Trainings NEAP, Leadership; Management/SBM Trainings
Performance Rating VS 2 rating periods
 Office Performance Commitment and Review Form

Name of Employee EDGARDO S. GOLO Name of RaterCORAZON P. ROA, EdD

Position: HEAD TEACHER III Position: ASST. SCHOOLS DIVISION SUPERINTENDENT
Review Period: JANUARY TO DECEMBER 2020 Date of Revie Dec-20
JAMOYAON ELEMENTARY SCHOOL
Bureau/Center/Serv
TO BE FILLED IN DURING PLANNING TO BE FILLED DURING EVALUATION

RATING
MFOs KRAs OBJECTIVES TIMELINE Weight per PERFORMANCE INDICATORS (Quality, Efficiency, ACTUAL
KRA Timeliness) RESULTS
Q E T Aver
age

Instructio Provide 5- Provided coaching and guidance to 6 teachers

nal coaching and effectively
guidance to 6
Leadrship teachers by 4- Provided coaching and guidance to 5 teachers
observing and effectively
gathering data
on their
strengths and
3- Provided coaching and guidance to 4 teachers
weakneses to
effectively
20% 4 5 4 4.33
improve
classroom 2- Provided coaching and guidance to 3 teachers
instruction effectively

1- Provided coaching and guidance to 2 teachers

effectively

Performed 5- Conducted Observation and coaching session 6

Instructional teachers an Above per month
Supervision to
achieve
learning 4-Conducted Conducted Observation and coaching
outcomes 4 teachers per month

3-Conducted Conducted Observation and coaching

session 3 teachers per month
20% 5 5 5 5.00

2-Conducted Conducted Observation and coaching

session 2 teachers per month

1-Conducted Conducted Observation and coaching

session 1 teacher and below per month
Learning Provide safe 5 - 130% and above accomplishments
and child
Environme friendly
on the following (supported by evidence
nt learning and such as school policy, reports,
school information materials, advocacy
environment activities, regular meetings, inventory)-
for learners
Adhered to Child-Friendly environment
standards and Prog- programs -
Institutionalized child protection
mechanisms and processes (per DO 40,
s. 2012) - Provided ICT facilities/
workshop rooms as learning support
systems -Has clear DRRM mobilization
plans

20% 4 5 5 4.67
4 - All mechanisms are present except
for some minimal requirements

3 - All mechanisms are present but

without evidences

2 - Incomplete mechanisms and absence

of reports

1 - Mechanisms and reports are missing

SCHOOL Performed 5 - With clear financial management system for the

LEADERSH school school supported by eviden- ces such as reports,
leadership, account logs, database system - Allocate/Prioritized
IP,MANAG management funds for programs and school facilities impro-
EMENT and operations vement and mainte- nance -Monitored,
AND functions accountedand reported utilization of school fund -
OPERATIO Reported sources and uses of funds - Ensured
quality stan- dards for facilities given to the
NS school Coordinated with stakeholders on
resource mobilization -Maintained school EMIS
and regularly submit MIS reports to the Division
Office

15% 5 4 5 4.67
 4 - With clear financial and resource manage- ment
15% system but one or requirements were missing, were 5 4 5 4.67
negligible (with complete evidence)

3 - With clear financial and resource manage-

ment system but two requirements and/or reports
were lacking

2 - Financial Manage- ment system and reporting

were in its initial stages

1 -No Financial Manage- ment System and/or

reports observed

HUMAN Provide 5 - 7 and above of teachers -Provided with techni-

RESOURCE technical assis cal assistance with corresponding eviden- ces -
tance to Teachers portfolio containing observation reports,
MANAGEM teachers on TSNA results, performance analyses and
ENT AND matters recommendations for development interventions,
DEVELOP pertaining to perfor- mance contracts, and performance evalua-
enhancement tion results in pres- cribed tools - Performed RPMS
MENT of class- room processes among130% and above school personnel
management, with the following as evidences: -Performance
skills and
contracts, and performance eva- luation results in
instructional
pres- cribed tools and pro- posed development
compe- tence
and to non-
plans
teaching
personnel for
support
services within
the RPMS cycle

10% 4 - At least 5 of school personnel provided with 5 4 4 4.33

technical assistance with the required evidences

3 - At least 4 of school personnel provided with

technical assistance with therequired evidences
 2 - At least 2 of school personnel provided with
technical assistance with therequired evidences

1 - 1 and below of school personnel provided with

technical assistance with the required evidences

PARENTS Established 5 - Has stakeholders partnership/mobiliza- tion

INVOLVE- school and plan (complete with reports and docu- mentations
family and of meetings, agreements) -Organized programs
MENT AND community withstakeholders, esp. parents for academic and
partnership for other purposes (esp. strategic planning) Obtained
COMMUNI school resources for the school through stakeholders
performance partnership
TY
PARTNERS
HIP

4 - Has mobilization plan and occasionally meets

stakeholders in meet- ings and activities but some
10% elements (e.g. not enough resources raised) 5 4 4 4.33

3 - Has mobilization plan and occasionally meets

stakeholders but not resulting to resources
generated and eviden- ces are missing

2 - Poor mobilization skills and seldom meets

stakeholders

1 - No evidence in this area

PLUS 5-Serves as facilitator in the region

FACTOR
4-Serves as facilitator in the division

5% 3-Serves as facilitator in the district 2 2 2 2.00

2-Serves as facilitator in the school

1-Did not serve as facilitator

OVER ALL
* To get the score, the rating is multiplied by the weight assigned. RATING FOR
ACCOMPLISHMEN
T
 VERY SATISFACTORY

EDGARDO S. GOLO, HT-III CORAZON P. ROA, Ed.D NELIA S. LOMOCSO,Ph.D, CESO V

School Head Assistant Schools Division Superintendent Schools Division Superintendent
Ratee Ratee Approving Officer

DEPED RPMS form - DEPED form - For Head of Office |3

DURING EVALUATION

SCORE*

0.867

1.000
0.933

0.700
0.700

0.433
0.433

0.100

4.467
MOCSO,Ph.D, CESO V
sion Superintendent

EPED form - For Head of Office |3

 COMPETENCIES

CORE BEHAVIORAL COMPETENCIES

improve performance. Examples may include doing something better, faster,
Self-Management at alower cost, more efficiently; or improving quality, costumer satisfaction,
morale, without setting any specific goal.
1 Sets personal goals and direction, needs and development. 5

Undertakes personal actions and behaviors that are clear and Teamwork
2 4.4
purposive and takes into account personal goals and values congruent 5 1
Willingly does his/her share of responsibilty. 5
to that of the organization.
2 Promotes collaboration and removes barriers to teamwork and goal
accomplishment across the organization 5 4.6
3 Displays emotional maturity and enthusiasm for and is challenged by 4
higher goals
Prioritize work tasks and schedules (through gantt charts, checklists, 3
4 4
Applies negotiation principles in arriving at win-win agreements.
4
etc.) to achieve goals.
5 Sets high quality, challenging, realistic goals for self and others 4 4 Drives consensus and team ownership of decisions. 4
5
Works constructively and collaboratively with others and across organizations
Professionalism and Ethics 5
to accomplish organizational goals and objectives.

Demonstrates the values and behavior enshrined in the Norms of Service Orientation
Conduct and Ethical Standards for public officials and employee (RA 1
1 6713). 5 Can explain and articulate organizational directions, issues and problems. 4
2
Practices ethical and professional behavior and conduct taking into
2 4.2 Takes personal responsibilty for dealing with and/or correcting costumer 4
account the impact of his/her actions and decisions. 4 service issues and concerns 4
Maintains professional image: being trustworthy, regularity of 3 Initiates activities that promotes advocacy for men and women
3 4 4
attendance and punctuality, good grooming and communication. empowerment.
4
Participates in updating of office vision, mission, mandates & strategies
4 Makes personal sacrifices to meet the organization's needs.
4 based on DepEd strategies and directions. 4
Acts with a sense pf urgency and responsibility to meet the 5
Develops and adopts service improvement programs through simplified
5 organization's needs, improves systems and help others improve their
4 procedures that will further enhance service delivery. 4
effectiveness.
Result Focus Innovation
1 Examines the root cause of problems and suggests effective solutions.
Achieves results with optimal use of time and resources most of the
1 Fosters new ideas, processes, and suggests bettter ways to do things (cost
time. 4 5
and/or operational efficiency).
2
Avoids rework, mistakes and wastage through effective work methods Demonstrates an ability to think "beyond the box". Continuously focuses on
2
by placing organizational needs before personal needs. 4 improving personal productivity to create higher value and results. 4
Delivers error-free outputs most of the time by conforming to 3
standard operating procedures correctly and consistently. Able to
Promotes a creative climate and inspires co-workers to develop original ideas
3 produce very satisfactoy quality of work in terms of 4.2 4.4
or solutions.
usefulness/acceptability and completeness with no supervision
required. 4 5
Expresses a desire to do better and may express frustration at waste 4
Translates creative thinking into tangible changes and solutions that improve the work unit and
4 or inefficiency. May focus on new or more precise ways of meeting organization.
goals set. 5 4
5 Uses ingenious methods to accomplish responsibilties. Demonstrates resourcefulness and the
5 Makes specific changes in the system or in own work methods to 4 ability to succeed with minimal resources. 4
5 - Role Model; 4 - Consistently demonstrates; 3 - Most of the time demonstrates; 2 - Sometimes demonstrates; 1 - Rarely demonstrates
DEPED RPMS form - DEPED form - For Head of Office |4
 LEADERSHIP COMPETENCIES People Development
Leading People Improves the skills and effectiveness of individuals through employing a
1 range of development strategies. 4
Uses basic persuasion techniques in a discussion or presentation e.g., 2 Facilitates workforce effectiveness through coaching and
1 staff mobilization, appeals to reason and/or emotions, uses data and 4.2 motivating/developing people within a work environment that promotes 4.4
examples, visual aids. 4 mutual trust and respect. 5
Persuades, convinces or influences others, in order to have a specific Conceptualizes and implements learning interventions to meet identified
2 4
impact or effect. 4 3 training needs.
Does long-term coaching or training by arranging appropriate and helpful
"Sets a good example", is a credible and respected leader; and assignments, formal training, or other experiences for the purpose of
3
demonstrates desired behavior. 4 4 supporting a person's learning and development. 5
Cultivates a learning environment by structuring interactive experiences
4 Forwards personal, professional and work unit needs and interests in succh as looking dfor the future opportunities that are in support of
an issue. 5 5 achieving individual career goals. 4
Assumes a pivotal role in promoting the development of an inspiring,
relevant vision for the organization and infuences others to share
5
ownership of DepEd goals, in order to create an effective work
environment. 4
People Performance Management
1 Makes specific changes in the performance management system or in
own work methods to improve performance (e.g., does something
4.27
better, faster, at lower cost, more efficiently; improves quality,
costumer satisfaction, morale, revenues). 4
Sets performance standards and measures progress of employees
2 based on office and department targets. 4 4
Provides feedback and technical assistance such as coaching for
3 performance improvement and action planning. 4
States performance expectations clearly and checks understanding
4 and committment. 4

Performs all the stages of Results-based Performance Management

5 System supported by evidence and required doccuments/forms. 4

5 - Role Model; 4 - Consistently demonstrates; 3 - Most of the time demonstrates; 2 - Sometimes demonstrates; 1 - Rarely demonstrates

Note: These ratings can be used for the developmental plans of the employee.

DEPED RPMS form - DEPED form - For Head of Office |4

 CORE SKILLS Computer / ICT Skills
Oral Communication Prepares basic compositions ( e.g., letters, reports, spreadsheets and
1 graphic presentations using Word Processing and Excel. 1

1 Follows instructions accurately.
2 Expresses self clearly, fluently and articulately.
3 Uses appropriate medium for the message.
4 1
Adjust communication style to others.
5 Guides discussions between and among peers to meet an objective.
Written Communication
Knows the different written business communication formats used in
1 the DepEd.
Identifies different computer parts, turns the computer on/off, and work on a
4 1
given task with acceptable speed and accuracy and connects computer
4 2 peripherals ( e.g., printers, modems, multi-media projectors, etc.) 1
4 3 Prepares simple presentations using Powerpoint. 1
Utilizes technologies to : access information to enhance professional
productivity, assists in conducting research and communicate through local
4 4 and global professional networks. 1
Recommends appropriate and updated technology to enhance productivity
4 5 and professional practice.
5

Writes routine correspondence/communications, narrative and

descriptive report based on ready available information data with 4.4
minimal spelling or grammatical error/s (e.g. Memos, minutes, etc.)
2 4
Secures information from required references (i.e., Directories,
3 schedules, notices, instructions) for specific purposes. 5 OVERALL COMPETENCY RATINGS
Self-edits words, numbers, phonetic notation and content, if
4 necessary. 4 CORE BEHAVIORAL COMPETENCIES 4.30
Demonstrates clarity, fluency, impact, conciseness, and effectiveness
5 in his/her written communications. 4 LEADERSHIP COMPETENCIES 3.67

OVERALL RATING 3.98

5 - Role Model; 4 - Consistently demonstrates; 3 - Most of the time demonstrates; 2 - Sometimes demonstrates; 1 - Rarely demonstrates

Note: These ratings can be used for the developmental plans of the employee.

DEPED RPMS form - DEPED form - For Teachers |4

 PART III: SUMMARY OF RATINGS FOR DISCUSSION

Final Performance Results Rating

Accomplishments of KRAs and Objectives 4.467

Employee-Superior Agreement

The signatures below confirm that the employee and his/her superior have agreed to the contents of the performance as captured in this form.

Name of Employee: EDGARDO S. GOLO Name of Superior: CORAZON P. ROA, Ed.D.

Signature: Signature:

Date: Date:
 PART IV: DEVELOPMENT PLANS

Action Plan (Recommended

Strengths Development Needs Developmental Intervention) Timeline Resources Needed

COMPETENCIES
TEAMWORK: Identifies different computer parts,
turns the computer on/off, and
work on a given task with
acceptable speed and accuracy and
connects computer peripherals
( e.g., printers, modems, multi- Resource Person,
Works constructively and
collaboratively with others and across
media projectors, etc.) Attend seminar, workshop, training on Computer unit ,
Year Round
Promotes collaboration
organizations and removes
to accomplish Basic ICT laptop,
Identifies different computer parts,
barriers to teamwork
organizational andobjectives.
goals and goal budget from MOOE
turns the computer on/off, and
accomplishment across the
work on a given task with
organization
acceptable speed and accuracy and
connects computer peripherals
( e.g., printers, modems, multi-
media projectors, etc.)

EDGARDO S. GOLO, HT-III CORAZON P. ROA, Ed.D NELIA S. LOMOCSO,Ph.D, CESO V

School Head Assistant Schools Division Superintendent Schools Division Superintendent

Ratee Rater Approving Officer

DEPED RPMS form - DEPED RPMS form -For Head of Office | 6

MOV
Objective 2 KRA 1
5- Conducted Observation and
coaching session 130% an Above per
month
4-Conducted Conducted Observation
and coaching session 115%-129% per
month
3-Conducted Conducted Observation
and coaching session 100%-114% per
month
2-Conducted Conducted Observation
and coaching session 51%-99% per
month
1-Conducted Conducted Observation
and coaching session 50% and below
per month
Q E
26 Observation based
on Individual Plans/
26 or more
Data based Observation
observations/mo
with coaching form duly
signed by administartor
23-25 Observation
based on Individual
Plans/ Data based
23-25 Observations /mo Observation with
coaching form duly
signed by administartor
20-22 Observation
based on Individual
Plans/ Data based
20-22 Observations/mo Observation with
coaching form duly
signed by administartor
10-19 Observation
based on Individual
10-19 Observations/Mo Plans/ Data based
Observation with
coaching form
9 and below
Observation based on
9 and Below
Individual Plans/ Data
Observations/Mo
based Observation with
coaching form
 T

Monthly

Monthly

Monthly

Monthly

Monthly