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Performance Management

In its pursuit to adhere to the policy of the Department of Education to strictly adhere to the principles of merit, competence, fitness, and equality, and to the Civil Service Commission's application of equal employment opportunity, the Schools Division Office Caloocan City, under the close supervision and management of its Human Resource Management Office, Personnel Unit, and the Human Resource Merit Promotion and Selection Board, presents the Recruitment Selection and Placement (RSP) procedure and guidelines.

This section shall give its Human Resources and all those who shall take interest to serve SDO Caloocan, a clearer understanding of the RSP processes and procedures, the essential and required documents to present in order to qualify for employment, reclassification, reappointment, reemployment, promotion and other personnel actions and opportunities.

Four Phases of PERFORMANCE MANAGEMENT

Four Phases of Performance Management Prescribed in CSC Memorandum Circular No. 6, S. 2012

PERFORMANCE MANAGEMENT TIMELINE

Performance Planning

Phase I

May

Mid-Year Review

Phase II

November

Year-End Results

Phase III & IV

April

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PERFORMANCE REVIEW AND EVALUATION

A. Reflect actual accomplishments and results;

B. Rate each of the objectives;

C. Compute for the score per objective;

D. Determine the overall rating for accomplishment 

E. Reach an agreement; and

F. Assess the competence.

The rater and the ratee shall discuss and agree on the actual accomplishments and results-based on the performance commitments and measure made at the beginning of the rating period. They shall be given equal opportunity upon the evaluation of each objective whether it has been observed or not.

NUMERICAL RATING

ADJECTIVAL RATING

DESCRIPTION OF MEANING OF RATING

5

Outstanding

Performance represents an extraordinary level of achievement and commitment in terms of quality and time, technical skills and knowledge, ingenuity, creativity, and initiative.  Employees at this performance level should have demonstrated exceptional job mastery in all major areas of responsibility. Employee achievement and contributions to the organization are marked excellence.

4

Very Satisfactory

Performance exceeded expectations. All goals, objectives, and targets were achieved above the established standards.

3

Satisfactory

Performance met expectations in terms of quality of work, efficiency, and timeliness. The most critical annual goals were met.

2

Unsatisfactory

Performance failed to meet expectations, and/or one or more of the most critical goals were not met.

1

Poor

Performance was consistently below expectations, and/or reasonable progress toward critical goals was not made. Significant improvement is needed in one or more important areas.

Plus factor achievements are those not covered within the regular duties and responsibilities. Its weight shall not exceed the weight of the highest mandated KRA.

RANGE

ADJECTIVAL RATING

4.500-5.000

Outstanding

3.500-4.499

Very Satisfactory

2.500-3.499

Satisfactory

1.500-2.499

Unsatisfactory

BELOW 1.499

Poor

The rater and the ratee shall reach agreement by signing the OPCRF/IPCRF guided by the equal opportunity principle (EOP).

SCALE

DEFINITION

5

Role Model

4

Consistently demonstrates

3

Most of the time demonstrates

2

Sometimes demonstrates

1

Rarely demonstrates

How to fill-up ipcrf

Downloadables

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Executive Order No. 292, s. 1998

Administrative Code of the Philippines

Executive Order No. 8, s. 2012

Directing the Adoption of a Performance-Based Incentive System for Government Employees

Executive Order No. 201

Modifying the Salary Schedule for Civilian Government Personnel and Authorizing the Grant of Additional Benefits for Both Civilian and Military and Uniformed Personnel

Presidential Decree No. 966 July 20, 1976

Declaring Violations of the international convention of the elimination of all forms of racial discrimination to be criminal offenses and providing penalties therefor;

Republic Act No. 10524

An act expanding the positions reserved for persons with a disability, amending for the purpose of Republic Act No. 7277, as amended, otherwise known as the Magna Carta for Persons with Disability

Republic Act No. 10911

An act prohibiting discrimination against any Individual in Employment on Account of Age and Providing Penalties therefor;

Republic Act No. 6725

An act strengthening the prohibition on discrimination against women with respect to terms and conditions of employment, amending for the purpose article one hundred thirty-five of the labor code, as amended

Republic Act 7277

 

Magna Carta for Women, An Act Providing for the Rehabilitation, Self-Development, and Self-Reliance of Disabled Persons and their Integration into the Mainstream of Society and for Other Purposes

Republic Act 6713

Code of Conduct and Ethical Standards

CSC Resolution No. 1000432, dated Nov. 22, 2010.

Guidelines on the Availment of the Special Leave Benefits for Women under R.A. 9710 (An act Providing for the Magna Carta of Women) –

CSC MC No. 07 Series of 2007

(Program on Awards and Incentives for Service Excellence)

DepEd Order No. 29, s. 2002

 

Merit Selection Plan of the Department of Education

DepEd Order No. 9, s. 2002

Establishing the PRAISE in the Department of Education

Our Team

our team

MS. ALINE A. CAYANONG

Administrative Officer V

MR. JUSTINN NORIEL BALMORES

Administrative Officer II

MS. MELISSA T. BINARAO

Administrative Officer II

MS. EDERLYN N. CASTILLO

Administrative Officer IV

MS. MITCHELLE ALLYSON T. BEZA

Administrative Officer II

MS. RODALYN A. ORBACIDO

Administrative Aide III

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Kindly answer our PRIME-HRM survey form

Performance Management Survey

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