AUTOMATED IPCRF with Annotation & Coaching form for T1-T3-MT

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AUTOMATED IPCRF with Annotation & Coaching form for T1-T3-MT

The Department of Education (DepEd) is committed to provide the members of its organization with opportunities to:

  • Link their individual achievements and make a meaningful contribution to the attainment of the institution’s Vision and Mission.
  • Promote individual and team growth, participation and commitment.
  • Grow professionally and personally.

In line with this Philosophy, DepEd implements a Results-Based Performance Management System. It is a shared undertaking between the superior and the employee that allows an open

discussion of job expectations, Key Results Areas, Objectives and how these align to overall departmental goals. It provides a venue for agreement on standards of performance and

behaviors which lead to professional and personal growth in the organization.

This form is divided into four parts:

PART I Accomplishments of KRAs and Objectives – Each employee plays a vital part in the achievement of his/her department’s objectives. At the beginning of the Results-Based Performance Management Cycle, the employee and his/her superior jointly determines goal and measures that will lead to the achievement of the overall departmental goals. After which, weights are assigned to those goals based on priorities. The total of the weights should not exceed 100. At the end of the performance cycle, the employee is rated on the

effectiveness/quality, efficiency (including cost), and timeliness in delivering the goals agreed upon.

PART II Competencies – The success of the employee in fulfilling his/her role and delivering exceptional performance is dependent on how s/he applies various competencies on the job. The

employee is rated based on the effectiveness and consistency by which s/he demonstrates behaviors relevant to the competencies. The overall rating is computed by adding the rating for

each competency and dividing the sum by the total number of competencies. Half-points (e.g. 3.5) may be given if the employee’s performance level falls in between descriptions of the

scale positions.

PART III Summary of Ratings for Discussion

PART IV Development Plans – The areas where the employee excels and areas for development are both identified. In this manner, the employee’s strengths are highlighted and recognized.

Development needs on the other hand are addressed through formal and informal training and development approaches.

Here in this page you can download the “Automated RPMS Ready IPCRF with Annotations and Coaching Form” Included that is applicable for Teacher 1, 2, 3 and for Master Teachers, to Download just click on below download links.

You may Also like to Download: RPMS Materials for SY 2019-2020

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