Result-based performance in place — DepEd Division official PDF Print E-mail
Tuesday, 02 September 2014 12:11

By JOCELYN CANDIDO-BATUCAN

 

The Division of City Schools here through Supt.Pedro Melchor M.Natividad has recently announced that the salient features and the mechanics of the Results-based Performance Management System (RPMS) have been implemented since last year.

Natividad said the Result Based Performance Management System (RPMS) of DepEd absolutely supports the vision, mission and values of DepEd. Moreover, he stressed that this continuously supports its endeavors to evolve as a learner-centered in public institution.

Further, the official pointed out that the RPMS is on HROD intervention that aims to help ensure the strategic,responsive,and effective delivery of Human Resource Management and Development (HRMD) vis -a-vis the services of all levels of DepEd so that it can effectively facilitate and implement a learner-centered as well as school based management system. Along with these the K to 12 strategies will also enhance the quality of education more particularly among public schools. The performance management is an organization-wide process with the rationale of ensuring that employees focus on work efforts, that is, towards achieving the DepEd’s Vision, Mission and Values (VMV). This scheme serves a systematic approach for continuous and consistent work improvement and individual growth as well.

The four-fold objectives include:1. Align individual roles and targets with DepEd direction; 2.Track accomplishment against objectives to determine appropriate corrective actions, that is, if ever needed; 3. Provide feedback on employees’ work progress and accomplishments based on clearly defined goals and objectives; and 4. Become a tool for people’s development.

The framework has also strategic priorities. The departmental or functional area goals which are translated into individual Key Result Areas (KRA’s) and objectives. The same enable individuals and units to contribute to organizational success. The competencies must be at play when individuals perform their jobs.

The superintendent again explain that the RPMS framework has four phases which are:

1. Performance Planning and Commitment; 2.Performance Monitoring an d Coaching; 3.Performance Review and Evaluation; and 4. Performance Rewarding and Planning. It has also been elucidated that the RPMs has replaced the old Performance Appraisal System for Teachers or the PAST. The new system remains consistent with the Civil Service Commission and the Department of Budget and Management’s OPIF,one intervention that support the impflamentation of K to 12,it was likewise emphasized.