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.
To guide the Performance Management Team at the SDO-Caloocan and public schools concerning the phases of the Performance Management System;
To define the four (4) phases of the Performance Management System and perform its processes and cycles;
To implement the processes and cycles of the Performance Management System (PMS) in enhancing performance through workplace learning, coaching, mentoring, and development planning;
To utilize the tools and data gathered in providing technical assistance (TA) to non-school based and school-based personnel;
To set guidelines on grievance mechanism arising from the OPCRF/IPCRF rating; and
To ensure timeliness of the implementation of RPMS-related activities throughout the year.
Discuss Unit's Objectives
Identify individual KRAs, Objective and Performance Indicators
Discuss competencies required and additional competencies needed
The rater identifies the performance gap or the opportunity to improve.
The coach and coachee agree on: 1. Problems to address 2. Opportunity to move job performance to two notches higher.
The coach and coachee create action plan to address the gap
Set follow-up meeting to check the status of the agreed action plan
The rater shall conduct a mid-year assessment to determine the process in achieving the objectives of the employees
The rater shall assess the performance of the ratee vis-a-vis the committed targets at the beginning of the performance cycle
The rater and the ratee shall discuss and agree on the individual assessment based on the actual accomplishments of each of the KRAs and objectives.
The final rating shall based on the accomplishment of the specific objectives as measured by the Performance Indicators
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.
DESCRIPTION OF MEANING OF RATING
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.
Performance exceeded expectations. All goals, objectives, and targets were achieved above the established standards.
Performance met expectations in terms of quality of work, efficiency, and timeliness. The most critical annual goals were met.
Performance failed to meet expectations, and/or one or more of the most critical goals were not met.
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.
The rater and the ratee shall reach agreement by signing the OPCRF/IPCRF guided by the equal opportunity principle (EOP).
Most of the time demonstrates
The rater shall discuss and provide qualitative comments, observations, and recommendations in the individual employee's performance commitment, competency assessment and significant incidents which shall be used for training and professional development.
The rater and the ratee shall identify and discuss the individual strengths and development needs following the equal opportunity principle (EOP) and reflect them in the Part IV-Development Plans of the OPCRF/IPCRF.
The summary of Development Plans Form shall be the basis for development planning.
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
Administrative Officer V
Administrative Officer II
Administrative Officer IV
Administrative Aide III
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