results - based performance management system (rpms) for deped lead, engage, align & do! (lead)
TRANSCRIPT
Results - based Performance Management
System (RPMS) for DepEd
Lead, Engage, Align & Do! (LEAD)
DepEd Vision
We dream of Filipinoswho passionately love their countryand whose values and competencies
enable them to realize their full potentialand contribute meaningfully to building the nation.
As a learner - centered public institution, the Department of Education
continuously improves itself to better serve its stakeholders.
DepEd Order No. 2, s. 2015
Dated: August 29, 2015
Guidelines on the Establishment and Implementation of Results- Based Performance Management System
(RPMS) in the Department of Education
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.
DepEd Core Values
• Maka-Diyos
• Makatao
• Makabayan
• Makakalikasan
Equitable Access to Adequate Quality Societal Services and Assets
1
Basic Education Services
2
Education Governance
3Regulatory and Developmental
Services for Private Schools
Major Final Output (MFOs)
Organizational Outcomes
Knowledge, skills, attitude and values of Filipinos to lead productive lives enhanced
Filipino Artistic & Cultural Traditions Preserved &
Promoted
5
Book Industry Devt. Services
4
Informal Education Services- Children
Television Devt. Services
Sub-Sector Outcomes
Sectoral Outcomes
Improved Access to Quality Basic Education
Inclusive Growth and Poverty ReductionSocietal Goal
DepEd’s Framework Based on DBM’s OPIF
The framework aligns efforts to enable DepEd to actualize its strategic goals and vision.
VISION, MISSION, VALUES (VMV)
Strategic Priorities
Department/ Functional Area Goals
KRAs and Objectives
Values
CENTRAL
REGIONAL
DIVISION
SCHOOLS
DEPED RPMS FRAMEWORK
Competencies
WHAT HOW
The DepEd RPMS is aligned with the SPMS of CSC which has 4 Phases:
1. Performance Planning and Commitment
3. Performance Review and Evaluation
2. Performance Monitoring and Coaching
4. Performance Rewarding and Development Planning
A systematic approach for continuous and consistent work improvement and individual growth.
What is Performance Management?
An organization-wide process to ensure that employees focus work efforts towards achieving DepEd’s Vision, Mission and Values (VMV).
Objectives of the Performance Management System
• Align individual roles and targets with DepEd’s direction.
• Track accomplishments against Objectives to determine
appropriate corrective actions, if needed.
• Provide feedback on employees’ work progress and
accomplishments based on clearly defined goals and objectives.
• A tool for people development.
RPMS
Rewards and Recognition
Training and Manpower
Development
Employee Relations
Job Design and Work
Relationships
Career Succession HR Planning
and Recruitment
Compensation and Benefits
Agency Planning and and Directions
RPMS Linkages to Other HR Systems
Overall Design of DepEd RPMS
Lead, Engage, Align & Do! (LEAD)
Performance Planning
• Q1• January
Mid-Year Review
• July
Year-End Results
Q4
December
RPMS CycleNon Teaching Positions
Performance Planning
• Q1• June
Mid-Year Review
• November
Year-End Results
• Q4• March
Teaching Positions
Forms
The mechanism to capture the KRAs, Objectives, Performance Indicators and Competencies is the Performance Commitment and Review Form (PCRF).
It is a change in mindset!
DepEd Forms
1. Office Performance Commitment and Review Form (OPCRF)
2. Individual Performance Commitment and Review Form (IPCRF)• Managers• Staff and Teaching - related Employees• Teaching
What =
Results
How =
Competencies+(Results & Objectives
of a position)
(Skills, Knowledge & Behaviors used to accomplish results)
Components of Performance Management
Phase 1 Performance Planning
and Commitment
What is the definition of KRAs?
KRAs define the areas in which an employee is expected to focus his/her efforts.
KRAs of Teacher 1 Position?
1. Teaching-Learning Process2. Pupils/Students Outcomes3. Community Involvement4. Professional Growth and Development4. Coordinatorship
What is the definition of Objectives?
Objectives are the specific things you need to do, to achieve the results you want.
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
SpecificWell written objectives are stated in specific terms to avoid any confusion about what is to occur or what is to improve
MeasurableIt is important to define measurements that enable progress to be determined and results to be measured. A measurable objective defines quantity, cost or quality.
EffectivenessEffectiveness can include both quality and quantity.
Example: Achieved a rating of 4 in running all batches of train-the-trainers program.
EfficiencyTo 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.
TimelinessMeasures whether a deliverable was done correctly and on/before the deadline.
Example: Timely submission of quarterly reports. reports
AttainableShould be challenging yet attainable, something the person can influence to effect change or ensure results
Relevance• Objectives that state your share of specific department /
functional areas goals
• Aligned with the directions of the unit
Time BoundObjectives must be time bound.
Example:• Achieved running 20 RPMS program
within 2014.• Responded to all participants’ suggestions
one week after the meeting.• Did not exceed Php 200,000 a month for
conducting a workshop.
Example
KRAs Objectives
Recruitment and Selection Processes
Posted 20 vacant positions within the CSC prescribed period and per requirements (for 1st, 2nd, and 3rd level positions)
Gathered and submitted required documents for 20 nominees for screening by the PSB/NSC
Processed 20 appointment papers for selection and promotion before June 2014
Conducted one-day orientation seminar for 20 newly hired employees within two weeks upon hiring
Example
KRAs Objectives KRA
Performance Indicators
• 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
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 DepEd’s culture.
• For DepEd, competencies will be used
for development purposes (captured in
the form).
Why do we have Competencies?
Manager’s 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).
Phase 2Performance Monitoring
and Coaching
1. Performance Tracking
2. Coaching/Feedback
Heart of the RPMS
“Behind every successful
person, there is one
elementary truth.
Somewhere, someway,
someone cared about
their growth and development.”
- Donald Miller, UK Mentoring Programme
