The document discusses the Results-based Performance Management System (RPMS) used in the Philippines' Department of Education. It describes the four phases of the RPMS cycle: (1) performance planning and commitment, (2) performance monitoring and coaching, (3) performance review and evaluation, and (4) performance rewarding and development planning. It provides details on the forms, activities, and outputs for each phase of the cycle, which is used to assess teacher and staff performance and provide feedback to improve work and meet objectives.

1. Bureau of Human Resource and
Organizational Development
Reviewing the RPMS Cycle

2. Bureau of Human Resource and
Organizational Development
The RPMS Cycle
Source: RPMS Updated Manual 2019 (pg. 10)

3. Bureau of Human Resource and
Organizational Development
DO No. 2, s. 2015
Guidelines on the Establishment and Implementation of the Results-based
Performance Management System (RPMS) in the Department of Education
SCOPE OF POLICY
This DepEd Order provides for the establishment
and implementation of the RPMS in all DepEd schools
and offices, covering all officials and employees, school-
based and non school-based, in the Department holding
regular plantilla positions.
Source: DO No. 2, s. 2015, Enclosure, p.1

4. Bureau of Human Resource and
Organizational Development
refer to the School Heads (e.g. Principals, Teachers-
in-Charge), Assistant Principals, Head Teachers,
and/or Master Teachers who rate teacher portfolios to
assess teacher performance
Raters
Source: Updated RPMS Manual, p.11

5. Bureau of Human Resource and
Organizational Development
are Teacher I-III and Master Teacher I-IV (including
ALS implementers, Madrasah Education teachers,
IPED teachers, SPED teachers, SHS teachers) who
submit their portfolios as evidence of their teaching
performance
Ratees
Source: Updated RPMS Manual, p.11

6. Bureau of Human Resource and
Organizational Development
Matrix of Ratee, Rater, and Approving Authority in the RPMS
Source: DO No. 2, s. 2015, Enclosure, p.18

7. Bureau of Human Resource and
Organizational Development
Matrix of Ratee, Rater, and Approving Authority in the RPMS
Ratee/Teacher Rater/Observer Approving Authority
Head Teacher
Master Teacher
Principal/ School Head Superintendent
Small and Medium Divisions
Assistant Superintendent
Large and Very Large Divisions
Teacher Principal/ School Head Superintendent
Small and Medium Divisions
Assistant Superintendent
Large and Very Large Divisions
Teacher Master Teacher/ Head Teacher/
Assistant Principal
Principal/ School Head
ALS Implementers
(school-based)
Master Teacher/ Head Teacher/
Assistant Principal
Principal/ School Head
ALS Implementers
(community learning
centers-based)
Education Program Specialist
for ALS
Chief of Curriculum
Implementation Division
(CID)

8. Bureau of Human Resource and
Organizational Development
Performance Cycle/Process
The RPMS Cycle shall cover performance for one whole year.
All school-based personnel shall follow a performance cycle
starting in August of the current year and ending in June of
the following year; while non school-based personnel shall
follow a performance cycle starting in January and ending in
December.
Source: DO No. 2, s. 2015, Enclosure, p.4

9. Bureau of Human Resource and
Organizational Development
Performance Cycle/Process
• In exceptional cases, and only if the situation warrants, a
one-time recalibration of office and individual Objectives
shall be allowed during the mid-year review.
• Exceptional cases shall include instances when high level
decisions are taken into effect such as changes in strategic
directions, and circumstances beyond the control of the
ratee such as natural and/or man-made calamities, including
typhoon, earthquake and other fortuitous events.
Source: DO No. 2, s. 2015, Enclosure, p.7

10. Bureau of Human Resource and
Organizational Development
Performance Planning
and Commitment
Phase
I

11. Bureau of Human Resource and
Organizational Development
I PERFORMANCE PLANNING
AND COMMITMENT
Activity:
• Discussion/Issuance of RPMS
Tools; Self-assessment
Forms:
• IPCRF, SAT, IPCRF-Development
Plans
Output:
• Signed IPCRF-Development Plans
based on SAT
• Signed IPCRF
Phase I Phase II Phase III Phase IV
Teacher
School
Head

12. Bureau of Human Resource and
Organizational Development
Sample Development Plans (Part A)
Phase I Phase II Phase III Phase IV
Source: RPMS Updated Manual 2019 (pg. 53)

13. Bureau of Human Resource and
Organizational Development
Sample Development Plans (Part B)
Phase I Phase II Phase III Phase IV
Source: RPMS Updated Manual 2019 (pg. 53)

14. Bureau of Human Resource and
Organizational Development
Sample IPCRF with Actual Results
Phase I Phase II Phase III Phase IV
Source: RPMS Updated Manual 2019 (pg. 45)

15. Bureau of Human Resource and
Organizational Development
Sample Excel Version of the IPCRF
Phase I Phase II Phase III Phase IV
Outstanding
4.699
Source: RPMS Updated Manual 2019 (pg. 44)

16. Bureau of Human Resource and
Organizational Development
Phase I Phase II Phase III Phase IV

17. Bureau of Human Resource and
Organizational Development
Phase I Phase II Phase III Phase IV

18. Bureau of Human Resource and
Organizational Development
Performance Monitoring
and Coaching
Phase
II

19. Bureau of Human Resource and
Organizational Development
II
PERFORMANCE MONITORING
AND COACHING
Activity:
• Performance Monitoring and Coaching; Mid-year
Review and Assessment
Hi! Let’s talk
about your
performance
rating.
I am glad to
hear about your
comments,
Ma’am.
Phase I Phase II Phase III Phase IV

20. Bureau of Human Resource and
Organizational Development
II
PERFORMANCE MONITORING
AND COACHING
Forms:
• RPMS Tools, IPCRF, SAT,
IPCRF-DP using PMCF;
Mid-year Review Form
Output:
• Agreements based on
PMCF, MRF, updated
IPCRF-DP and Portfolio
Phase I Phase II Phase III Phase IV

21. Bureau of Human Resource and
Organizational Development
Rater
Performance monitoring shall provide key inputs
and objective basis for rating. It shall facilitate
feedback and provide evidence of performance.
Phase I Phase II Phase III Phase IV
Ratee

22. Bureau of Human Resource and
Organizational Development
Sample Performance Monitoring and
Coaching Form (PMCF)
Phase I Phase II Phase III Phase IV
Source: RPMS Updated Manual 2019 (pg. 48)

23. Bureau of Human Resource and
Organizational Development
Performance coaching
and feedback are an
ongoing process.
These are provided by
the rater and shall be
sought by the ratee to
improve work
performance and
behavior.
Phase I Phase II Phase III Phase IV
Source: RPMS Updated Manual 2019 (pg. 74)

24. Bureau of Human Resource and
Organizational Development
Mid-year Review Form (MRF)
Phase I Phase II Phase III Phase IV
Mid-year Review gives the chance to confer with
the teachers for them to improve performance.
It is only for performance monitoring and
coaching. The final rating of the teacher depends
on the year-end evaluation.
Source: RPMS Updated Manual 2019 (pg. 49)

25. Bureau of Human Resource and
Organizational Development
Phase I Phase II Phase III Phase IV

26. Bureau of Human Resource and
Organizational Development
Phase I Phase II Phase III Phase IV

27. Bureau of Human Resource and
Organizational Development
Performance Review
and Evaluation
Phase
III

28. Bureau of Human Resource and
Organizational Development
III PERFORMANCE REVIEW AND EVALUATION
Activity:
• Year-end Review & Assessment,
Evaluation of Portfolio &
Computation of Final Rating
Forms:
• RPMS Tools, IPCRF, SAT,
IPCRF-DP using PMCF
Output:
• Signed Portfolio and IPCRF with
Computed Final Rating
Phase I Phase II Phase III Phase IV

29. Bureau of Human Resource and
Organizational Development
Phase I Phase II Phase III Phase IV

30. Bureau of Human Resource and
Organizational Development
Performance Rewarding
and Development
Planning
Phase
IV

31. Bureau of Human Resource and
Organizational Development
IV
PERFORMANCE REWARDING AND
DEVELOPMENT PLANNING
Activity:
• Ways Forward and Development Planning
Form:
• Final IPCRF-DP
Output:
• Reward, Recognition, IPCRF-DP
Phase I Phase II Phase III Phase IV

32. Bureau of Human Resource and
Organizational Development
Development Needs
are competencies which
ratee rarely
demonstrates and areas
where the ratee has
room for improvement
and has not met the
expectations.
Strengths are
competencies which the
ratee demonstrated
consistently and areas
that meet or exceed
expectations.
Phase I Phase II Phase III Phase IV
observations
qualitative
comments
recommendations
Source: RPMS Updated Manual 2019 (pg. 202)

33. Bureau of Human Resource and
Organizational Development
Phase I Phase II Phase III Phase IV

34. Bureau of Human Resource and
Organizational Development
Questions?

35. Bureau of Human Resource and
Organizational Development
Related Links
All RPMS Materials 2019-
2020
http://deped.in/RPMSPPST
SY20192020
RPMS Orientation
Materials
http://deped.in/Orientation
RPMS Manual 2019 http://deped.in/RPMSManu
alver2019
Supplemental Document
to the RPMS Manual 2018
http://deped.in/RPMSSuppl
emental
RPMS Tools for SY 2019-
2020
http://deped.in/RPMSY1TO
OLS2019

36. Bureau of Human Resource and
Organizational Development
References
Department of Education. (2015, Feb 6). Guidelines on the
establishment and implementation of the Results-based
Performance Management System (RPMS) in the Department
of Education [DO No. 2, s.2015].
Department of Education – Bureau of Human Resource and
Organizational Development. (2019). Results-based
Performance Management System (RPMS) updated manual for
teachers and school heads.

37. Bureau of Human Resource and
Organizational Development
Presentation Slides prepared by
Dr. Allan S. Reyes, PNU Faculty Researcher
reyes.allan@pnu.edu.ph
Dr. Jennie V. Jocson, RCTQ Deputy Director
jocson.jv@pnu.edu.ph
Donnadette SG. Belza, RCTQ Research Officer
belza.ds@pnu.edu.ph
Lizette Ann L. Carpio, RCTQ Project Officer
carpio.lal@pnu.edu.ph
Contact Us
Phone +63 2 53171768 Local 763/764
Telefax +63 2 53369755
Web http://www.rctq.ph/
Email rctq@pnu.edu.ph