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.
Our OBJECTIVES
1
To guide the Performance Management Team at the SDO-Caloocan and public schools concerning the phases of the Performance Management System
4
To utilize the tools and data gathered in providing technical assistance (TA) to non-school based and school-based personnel
2
To define the four (4) phases of the Performance Management System and perform its processes and cycles
5
To set guidelines on grievance mechanism arising from the OPCRF/IPCRF rating; and
3
To implement the processes and cycles of the Performance Management System (PMS) in enhancing performance through workplace learning, coaching, mentoring, and development planning
6
To ensure timeliness of the implementation of RPMS-related activities throughout the year.
Four Phases of PERFORMANCE MANAGEMENT
Four Phases of Performance Management Prescribed in CSC Memorandum Circular No. 6, S. 2012
PERFORMANCE MANAGEMENT TIMELINE
PHASE 1 - PERFORMANCE PLANNING AND COMMITMENT
STEP 1
Discuss Unit's Objectives
STEP 2
Identify individual KRAs, Objective and Performance Indicators
STEP 3
Discuss competencies required and additional competencies needed
STEP 4
Reach agreement
PHASE 2 - PERFORMANCE MONITORING AND COACHING
STEP 1
The rater identifies the performance gap or the opportunity to improve.
STEP 2
The coach and coachee agree on:
1. Problems to address
2. Opportunity to move job performance to two notches higher.
STEP 3
The coach and coachee create action plan to address the gap.
STEP 4
Set follow-up meeting to check the status of the agreed action plan.
PHASE 3 - PERFORMANCE REVIEW AND EVALUATION
STEP 1
The rater shall conduct a mid-year assessment to determine the process in achieving the objectives of the employees.
STEP 2
The rater shall assess the performance of the ratee vis-a-vis the committed targets at the beginning of the performance cycle.
STEP 3
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.
STEP 4
The final rating shall based on the accomplishment of the specific objectives as measured by the Performance Indicators.
PHASE 4 - PERFORMANCE PLANNING AND COMMITMENT
STEP 1
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.
STEP 2
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.
STEP 3
The summary of Development Plans Form shall be the basis for development planning.
How to fill-up ipcrf
Downloadables
LEGAL BASIS
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 |
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SCHOOLS DIVISION
OFFICE OF CALOOCAN
10th Ave., cor. P. Sevilla St., Grace Park, Caloocan City
