Phase 1

Performance Planning
and Commitment
Group Activity
1. What competencies would you
like your teachers to develop?
2. How would you achieve it?
3. Formulate a good objective
based on your answers in Q1 &
Q2.


1. Discuss Units Objectives
2. Identify Individual KRAs, Objectives
and Performance Indicators
3. Discuss Competencies Required and
Additional Competencies Needed
4. Reaching Agreement
1. Discuss Units Objectives

The Office head discuss the
offices KRAs and Objectives
with direct reports. Then,
break this down to individual
KRAs and Objectives.


DepEd Strategic
Priorities
DUTIES AND RESPONSIBILITIES OF A TEACHER
Teaches or more grades/levels using appropriate and innovative teaching strategies
Facilitates learning in the elementary/secondary schools through functional lesson
plans (for new teachers up to 3 years) Daily Log (for teachers teaching 4 years and
above) of activities and appropriate, adequate and updated instructional materials
Monitors and evaluates pupils/students progress
Undertakes activities to improve performance indicators
Maintains updated pupils/students progress regularly
Supervises curricular and co-curricular projects and activities
Maintains updated pupil/student school records
Counsels and guides pupils/students
Supports activities of governmental and non-governmental organizations
Conducts Action Plan/Research
Maintains Daily Routine (classroom cleanliness, classroom management, overall
physical classroom atmosphere
Maintains harmonious relationship with fellow teachers and other school personnel as
well as with parents and other stakeholders
Does related work
Master
Teachers
DUTIES AND RESPONSIBILITIES OF A PRINCIPAL
Supervises and directs all school teaching and non-teaching personnel
Manages instructional system
Sets up goals and objectives
Leads and implements educational programs
Organizes and conducts INSETs
Promotes and coordinates services for the holistic development of school personnel and pupils
Directs, coordinates and manages school funds according to prioritized needs
Assigns teachers where they best fit to teach (grades, learning areas, special assignments, etc.)
Requests and distributes instructional materials
Initiates and compiles teachers professional documents in portfolios
Practices equitable distribution of teaching loads and observes teacher-learner ratio
Inspects regularly Daily Lesson Logs (DLL)
Monitors teachers upkeep of students records
Provides EPA compliant accommodation to learners amidst shortages
Prepares/consolidates reports
Rates all school personnel performance and recommends promotion
Creates committee to assess learning outcomes
Establishes linkages with stakeholders
Ensures compliance to existing laws, policies and orders of fund raising projects for the school
Evaluates the school plant, physical facilities fitness, safety and sufficiency with the assistance of
specialists
Formulates intervention programs/innovations for learners development
Organizes special classes for learners with special needs
Meets parents regularly to confer/inform about school accomplishments
Determines the strengths, weaknesses, opportunities and threats of the school
Designs programs with stakeholders to address school needs
Recognizes accomplishments of stakeholders
Promotes welfare of stakeholders
Mediates and ensures resolution of conflicts in school
Formulates school policies with stakeholders
Harnesses participation of alumni and other organizations (NGOs, LGUs, PPP)
Promotes school discipline with stakeholders
Leads the preparation of SIP/AIP and ensures participation of stakeholders
DUTIES AND RESPONSIBILITIES OF A DISTRICT SUPERVISOR
Analyzes and interprets education indicators
Conducts action researches on academic and non-academic
factors affecting learning progress and achievement
Visits and monitors schools for curricular supervision
Provides technical assistance to school heads on matters of
instructional supervision, when solicited
Assists and serves as resource person and facilitator i n INSET
Monitors implementation of ALS programs
Evaluates performance of ALS district coordinators as delegated
by SDS
Assists school heads in self-management, school-based decision-
making and to utilization and development of school resources
when solicited
Serves as learnng area supervisor at DO, if assigned/designated
2. Identify KRAs, Objectives and
Performance Indicators
Identify your responsibilities by
answering the following question:


What major results/outputs am I
responsible for delivering?

What is the definition of KRAs?

KRAs define the areas in which an employee is
expected to focus his/her efforts.

Hyperlink
What is the definition of Objectives?

Objectives are the specific things you need to do,
to achieve the results you want.
SMART Criteria for Objectives

Review SMART Criteria
Specific
Well written objectives are stated in specific terms to avoid
any confusion about what is to occur or what is to improve.




Example :

Conducted one action
research related to school concerns
within a school year.

Measurable
It is important to define measurements that enable progress
to be determined and results to be measured. A measurable
objective defines quantity, cost or quality.

Example :

Conducted one action research
related to school concerns within a school
year which is utilized division-wide.

Effectiveness
Effectiveness can include both quality and quantity.

Example:
Achieved a rating of 4 in running all batches of train-the-trainers
program.

Efficiency
To measure cost specifically: money spent, percentage over
or under budget, rework or waste

Example:
Do not exceed Php 100,000 a month in running 2 training
programs.

Timeliness
Measures whether a deliverable was done correctly and
on/before the deadline.

Example:
Observe at least 15 teachers with Post Observation Conference
per month.
Attainable
Should be challenging yet attainable, something the person
can influence to effect change or ensure results
Example :

Conducted at least 3 in-service
training in a school year.
Relevance
Objectives that state your share of specific department /
functional areas goals

Aligned with the directions of the unit
Example :

Attained at least 75% MPS in the NAT.
Time Bound
Objectives must be time bound.

Example:


Responded to all participants suggestions
one week after the meeting.
Did not exceed Php 200,000 a month for
conducting a workshop.
Prepared daily lesson plans with five
parts.

Example ( School Heads )

KRA OBJECTIVES Alignment to the
duties and
responsibilities



Instructional
Leadership
1. Attained 75% MPS
in the NAT.
Sets up goals and
objectives.
2. Observed 15
classes within a
month with Post
Observation
Conference (POC).
Supervises and
directs all teaching
personnel.
Performance Indicators (PI)


They are EXACT QUANTIFICATION OF OBJECTIVES.
It is an assessment tool that gauges whether a performance
is good or bad.
Agree on acceptable tracking sources
Outstanding

(5)
Very
Satisfactory
(4)
Satisfactory

(3)
Unsatisfactory

(2)
Poor

(1)
NAT
performance
is 130% and
above
NAT
performance
is 115 %
129%.
NAT
performance
is 100 %
114%.
NAT
performance
is 51% - 99%.
NAT
performance
is 50% and
below.
KRA Instructional Leadership
Objective: Attained 75% MPS in the
NAT
PERFORMANCE INDICATORS
(75/75) 100 = 100% (Satisfactory)
(80/75) 100 = 107 % ( Satisfactory)
(88/75) 100 = 117% ( Very Satisfactory)
(95/75) 100 = 127% ( Very Satisfactory)
(98/75) 100 = 131 % ( Outstanding)
( 65/75) 100 = 80% ( Unsatisfactory)
(54/75) 100 = 72% (Unsatisfactory)

Outstanding

(5)
Very
Satisfactory
(4)
Satisfactory

(3)
Unsatisfactory

(2)
Poor

(1)
Observed 20
and more
classes with
POC.
Observed 17
19 classes
with POC.
Observed 15
16 teachers
with POC.
Observed 8
14 classes
within a
month with
POC.
Observed 7
and below
classes within
a month.
KRA Instructional Leadership
Objective: Observed 15 classes within
a month with POC.

PERFORMANCE INDICATORS
Outstanding

(5)
Very
Satisfactory
(4)
Satisfactory

(3)
Unsatisfactory

(2)
Poor

(1)
Conducted
two (2)
trainings with
complete
evidences.
(Training Design,
Participants
Outputs, Narrative
and Pictorial
Report,
Attendance Sheet
of Participants.)
Conducted
two (2)
trainings with
incomplete
evidences.
Conducted
one (1)
training with
complete
evidences.
Conducted
one (1)
training with
incomplete
evidences.
Did not
conduct a
training.
KRA Human Resource Management &
Development
Objective: Conducted one (1) training on
teaching strategies within a school year.
PERFORMANCE INDICATORS
Example 1 (for Teachers)

Example 2 ( for Master Teachers)

3. Discuss Competencies Required and
Additional Competencies Needed
The RPMS looks not only at results, but
HOW they are accomplished.
Competencies help achieve results.
Competencies support and influence
the DepEds culture.
For DepEd, competencies will be used
for development purposes (captured in
the form).
Why do we have
Competencies?

Managers Competencies
Core Behavioral
Competencies
Self Management
Professionalism
and ethics
Results focus
Teamwork
Service
Orientation
Innovation
Leadership
Competencies
Leading People
People
Performance
Management
People
Development
Staff & Teaching-related Competencies
Core Behavioral
Competencies
Self Management
Professionalism
and ethics
Results focus
Teamwork
Service
Orientation
Innovation
Staff Core Skills
Oral
Communication
Written
Communication
Computer/ICT
Skills
Teaching Competencies
Core Behavioral
Competencies
Self Management
Professionalism
and ethics
Results focus
Teamwork
Service
Orientation
Innovation
Teaching
Competencies
Note: CB PAST was
used as basis for the
new PCPs for teaching
positions.

Achievement
Managing
Diversity
Accountability
4. Reaching Agreement
Once the form is completed :
KRAs + Objectives + Performance Indicators +
Competencies

1. Rater schedules a meeting with Ratee.
2. Agree on the listed KRAs, Objectives,
Performance Indicators and assigned Weight
per KRA.
3. Where to focus on the Competencies

Rater and Ratee agree on the
Key Result Areas (KRAs),
Objectives, Performance
Indicators and assign Weight
Per KRA and sign the
Performance Commitment
and Review Form (PCRF).
Get this one
Hyperlink
Activity
Choose one ( 1 ) KRA
Formulate three (3) objectives for
each KRA.
Create a performance indicator for
each objective.
Present a hypothetical result and
determine the score for the KRA
based on the percentage assigned to
it.
Its Show
Time
Assignment
Individual Activity
Choose three (3) KRAs related to
your position.
For each KRA, have at most three
(3) objectives.
Complete the Individual Performance
Commitment and Review Form.

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