The Results-based Performance Management System (RPMS) of DepED supports the Vision, Mission, and Values of the agency as it continuously endeavors to evolve as a learner-centered public institution.

We dream of Filipinoswho passionately love their countryand whose values and competencies

enable them to realize their full potentialand contribute meaningfully to building the

nation.

As a learner - centered public institution, the Department of Education

continuously improves itself to better serve its stakeholders.

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.

Maka-Diyos

Makatao

Makabayan

Makakalikasan

The RPMS is on HROD intervention that will help ensure the strategic, responsive, and effective delivery of Human Resources Management and Development (HRMD) services of all levels of DepEd so that it can effectively implement a learner-centered, school-based management system and the K to 12 strategies to improve the quality of education in public schools.

This guidelines stipulate the specific mechanisms, criteria, and processes for the performance target setting, monitoring, evaluation, and development planning for schools and offices, covering all officials, and employees, school based and non-school based, in the DepartmentHolding regular plantilla positions.

Personnel under contracts of service/job order and LGU fundedemployees shall likewise be covered, but for the purposes of performance evaluation only.

5. This DepEd Order provides for the establishment and implementation of RPMS in all DepEd schools and officers, covering all officials and employees, school-based and non school-based, in the Department holding regular plantilla positions. It stipulates the specific mechanisms, criteria and processes for the performance target setting, monitoring, evaluation, and development planning,

6. The following personnel shall likewise be covered be covered by these guidelines but for the purposes of performance evaluation only:

i. Personnel under contracts of service/job order, pursuant to CSC MC

No. 17, s. 2002 entitled “Policy Guidelines for Contract of Services”, and

ii. LGU funded employee

For purposes of this Order, the following termsshall be defined and understood as:

Refers to the approving authority enumerated in Annex who determines the final performancerating of individual employees based on theproof of performance.

is the form that shall reflect theIndividual commitments and performance,Which shall be accomplished byindividual employees.

Is a broad category of general outputs or outcomes. It is the mandate or functionof the office and/or individual employee. The KRA is the reason why an office and/or job exist. It is an area where the office and/or job exist. It is an area where office and/or individual employee are expected tofocus

Is a good or service that an organization, unit and/or individual personnel is mandated to deliver to internal and external clients through the achievement of specific objectives under the key result areas.

Include all regular/permanent, LGU-funded and contract of service/job order personnel assigned and /or detailed in DepEd offices, from the central office to the schools division offices.

Is a specific task that an office and/or individual employee needs to do to achieve the major final outputs underthe key result areas.

Is the form that shall reflect the office commitments and performance, which shall be accomplished by the head of office.

Is a results based management approach being mainstreamed by the Government of the Phils. (GOP) as one of the pillars of its public expenditure management. (PEM) reforms.

Is a top-up bonus give to a government personnel in accordance to their contributions to the accomplishment of the organization’s overall targets and commitments.

Is an exact quantifications of objectives,which shall serve as an assessment tool that gauges whether a performanceis positive or negative.

Is a mechanism to manage, monitor, and measurePerformance.

Is the form intended for capturing the significant incidents.

The following are the designated PlanningOffices at each level:

a.Central Office – Planning and Programming Division-Office of the Planning Serviceb.Regional Office – Regional Planning Unitc.Schools Division Office –Division Planning Unitd.School – School Planning Team

are the minimum and basic requirements for positions in the government.

These shall serve as the basic guide in the selection of personnel

and in the evaluationappoint to all positions in the government.

Refers to the individualemployee concerned.

Refers to the immediate superior who directlysupervises the performance of the individualemployee and gives the preliminary rating for approval of thehead of office at the end of the rating periodbased on the performance measures.

Refers to the DepEd contextualized SPMS. It is an organization wide process of ensuring thatemployees focus work efforts towards achievingDepEd vision, mission, values, and strategic priorities. It is also a mechanism to manage monitor andmeasure performance, and identify human resourceand organizational development needs.

Include all regular/permanent, LGU-funded and Contract of service/job order teacher, teaching-related and non-teaching personnel assignedand/or detailed in the schools.

Are actual events and behaviors in which positiveand negative performances are observedand documented.

Refers to the criteria by which the objectivesare identified.

Refers to the criteria by which the objectivesare identified.

Refers to the CSC PMS that gives emphasisto the strategic alignment of the organizational goals with the day-to-day operationof units and individual personnel.