Results - based Performance Management System (RPMS) for DepEd

1. Results - based Performance Management System (RPMS) for DepEd Lead, Engage, Align & Do! (LEAD)

2. RPMS Key Deliverables • Conceptualization / Design • Briefing of Technical Working Group on Proposed Methodology • Benchmarking • Workshop on Identifying Competencies on breaking down strategic priorities into KRAs and Objectives • Validation Workshops • Final Draft presented to Technical Working Group • Documentation (Facilitator’s Guide, Manager’s Manual, Employee’s Manual, Forms) • Crafting of Position Profiles / Validation / Change Management / Communication Workshop • Approval of Civil Service Commission • Pilot Test

3. 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.

4. 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.

5. DepEd Core Values • Maka-Diyos • Makatao • Makabayan • Makakalikasan

7. The DepEd’s Strategic Planning Process is aligned with the Results framework of DBM-OPIF.

8. DepEd’s Framework Based on DBM’s OPIF Inclusive Growth and Poverty Reduction Societal Goal Equitable Access to Adequate Quality Societal Services and Assets Sectoral Outcomes Sub-Sector Outcomes Knowledge, skills, attitude and values of Filipinos to lead productive lives enhanced Improved Access to Quality Basic Education Filipino Artistic & Cultural Traditions Preserved & Promoted Organizational Outcomes Major Final Output (MFOs) 2 Education Governance 3 Regulatory and Developmental Services for Private Schools 1 Basic Education Services • 4 • Informal Education Services • Children Television Devt. Services 5 Book Industry Devt. Services

9. Mandate from DEPEDThe PMS Concept: Development Impact • FOCUS: Performance Measures at the Organizational, Divisional or Functional and Individual Levels • EMPHASIS: Establish strategic alignment of Organizational, Functional and Individual Goals Functional Literate Filipino With 21st century skills

10. WHAT VISION, MISSION, VALUES (VMV) HOW Strategic Priorities Values Department/ Functional Area Goals Competencies KRAs and Objectives DEPED RPMS FRAMEWORK The framework aligns efforts to enable DepEd to actualize its strategic goals and vision.

11. The DepEd RPMS is aligned with the SPMS of CSC which has 4 Phases: 2. Performance Monitoring and Coaching 1. Performance Planning and Commitment 4. Performance Rewarding and Development Planning 3. Performance Review and Evaluation

12. What is Performance Management? An organization-wide process to ensure that employees focus work efforts towards achieving DepEd’s Vision, Mission and Values (VMV). A systematic approach for continuous and consistent work improvement and individual growth.

13. 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.

14. RPMS Linkages to Other HR Systems Agency Planning and and Directions Career Succession HR Planning and Recruitment RPMS Training and Manpower Development Job Design and Work Relationships Rewards and Recognition Compensation and Benefits Employee Relations

15. Overall Design of DepEd RPMS Lead, Engage, Align & Do! (LEAD)

16. General Features • Anchored on the Vision, Mission and Values (VMV) of DepEd. • CSC mandates 100% results orientation to make it uniform with other government agencies. Competencies are used for development purposes. • Coverage : All regular managers and employees of DepEd; teaching and non-teaching staff. • Basis for rewards and development. • Covers performance for the whole year.

17. RPMS Cycle Non Teaching Positions

18. Teaching Positions

19. Forms The mechanism to capture the KRAs, Objectives, Performance Indicatorsand Competencies is the Performance Commitment and Review Form (PCRF). It is a change in mindset!

20. DepEd Forms • Office Performance Commitment and Review Form (OPCRF) • Individual Performance Commitment and Review Form (IPCRF) • Managers • Staff and Teaching - related Employees • Teaching

21. How = Competencies What = Results + (Skills, Knowledge & Behaviors used to accomplish results) (Results & Objectives of a position) Components of Performance Management

22. Phase 1 Performance Planning and Commitment

24. 1. Discuss Unit’s Objectives The Office head discuss the office’s KRAs and Objectives with direct reports. Then, break this down to individual KRAs and Objectives.

25. 2. Identify KRAs, Objectives and Performance Indicators Identify your responsibilities by answering the following question: “What major results/outputs am I responsible for delivering?”

26. What is the definition of KRAs?KRAs define the areas in which an employee is expected to focus his/her efforts.

27. What is the definition of Objectives?Objectives are the specific things you need to do, to achieve the results you want.

28. SMART Criteria for Objectives

29. 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

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

31. Effectiveness Effectiveness can include both quality and quantity. Example: Achieved a rating of 4 in running all batches of train-the-trainers program.

32. 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.

33. Timeliness Measures whether a deliverable was done correctly and on/before the deadline. Example: Timely submission of quarterly reports. reports

34. Attainable Should be challenging yet attainable, something the person can influence to effect change or ensure results

35. Relevance • Objectives that state your share of specific department / functional areas goals • Aligned with the directions of the unit

36. Time Bound Objectives 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.

37. Example

38. Identify Performance Indicators or Measures (refer to PCPs)

39. 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

40. Example 1

41. Example 2

42. 3. Discuss Competencies Required and Additional Competencies Needed

43. Why do we have Competencies? • 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).

44. Manager’s Competencies

45. Staff & Teaching-related Competencies

46. Teaching Competencies

47. 4. Reaching Agreement Once the form is completed : KRAs + Objectives + Performance Indicators + Competencies • Rater schedules a meeting with Ratee. • Agree on the listed KRAs, Objectives, Performance Indicatorsand assigned Weight per KRA. • Where to focus on the Competencies

48. 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).

50. LET’S TRY IT OUT!