2. DEPED VISION
We dream of Filipinos
who passionately love their country
and whose values and competencies
enable them to realize their full potential
and contribute meaningfully to building the nation.
As a learner - centered public institution,
the Department of Education
continuously improves itself
to better serve its stakeholders.
Lead, Engage, Align & Do! (LEAD)
3. DEPED MISSION
To protect and promote the right of every Filipino to quality, equitable, culture-
based, and complete basic education where:
• Students learn in a child-friendly, gender-sensitive, safe and motivating
environment.
• Teachers facilitate learning and constantly nurture every learner.
• Administrators and staff, as stewards of the institution, ensure an enabling
and supportive environment for effective learning to happen.
• Family, community and other stakeholders are actively engaged and share
responsibility for developing life-long learners.
Lead, Engage, Align & Do! (LEAD)
5. INDIVIDUAL PERFORMANCE
COMMITMENT AND REVIEW
FORM (IPCRF 2018)
Concentrated on the actual job of the teacher.
1. Classroom Instruction/Teaching (60%)
2. Classroom Management (20%)
3. Plus Factor/Innovations and other assignments (10%)
4. Community Activity/Outreach including PTA activities (5%)
5. Professional Growth (5%)
6. CLASSROOM
INSTRUCTION/TEACHING (60%)
1. To administer 9 quizzes per subject
quarterly.
2. To conduct 5-hour remedial instruction.
3. To reduce failure from 15 to 5.
4. To reduce dropout from 2 to 0.
5. To reduce physical absence from 20 to 5
days; tardiness from 30 to 5.
6. To engage and select the technique that
best encourages the level of thinking
(Lasley, Matczynski, & Rowley, 2002)
8. PLUS FACTOR/INNOVATIONS AND
OTHER ASSIGNMENTS (10%)
1. Innovations
2. Special assignments
3. Coach, coordinatorship, etc.
4. To produce and train contestants for
specific competitions.
5. To initiate 1 inset for the school year.
6. To conduct 1 action research for the year.
13. Name of Employee: Name of Rater:
Position: Position:
Review Period: Date of Review:
Division:
TO BE FILLED IN DURING PLANNING
To be filled in during
evaluation
MFOs KRAs OBJECTIVES TIMELINE Weight
per KRA
Performanc
e Indicators
(Quality,
Efficiency,
Timeliness)
Actual
Results
Rating Score
To get the score, the rating is multiplied by the weight
assigned
Overall
Rating for
Accomplish
ments
________________ ________________
Rater Ratee
Attack on employee's personality - Authority as the Rater should be used properly. Be factual about your evaluation.
Monologue - Engage the employee in a dialogue. Give him/her a chance to explain him/herself.
A chance to wield power and authority - Performance reviews often make people uncomfortable and defensive. Make the discussion positive. The key themes are continuous improvement and development, even if a person hadn't wasn't able to meet objectives or demonstrated competencies effectively.
Paper activity - Do not simply comply but manage the RPMS as a process and not a one-time even.
An opportunity to gain "pogi points" with staff - The goal of RPMS is to improve performance and develop people.