Performance management and performance appraisal are different processes. Performance appraisal is restricted to evaluating past performance once or twice a year, considers it a system, and takes an individualistic approach. It determines promotion and compensation. Performance management is an ongoing, continuous process involving multiple stakeholders that fosters growth and is strategic and flexible according to organizational values. While performance appraisal is conducted by HR, performance management identifies, evaluates, and develops employee performance to help the organization achieve its goals and benefit employees.

1. CASUMPONG,
LEDESMA,
MARGELIZ ANN M.

2. Are Performance Management
and Appraisal the same?
Source: Education and Manpower Bureau

3. Teacher’s Performance Management
• is a continuous process for identifying,
evaluating and developing the work
performance of teachers, so that the goals
and objectives of the school are more
effectively achieved, while at the same
time benefiting teachers in terms of
recognition of performance, professional
development and career guidance.

4. Objectives:
1.Accountability
2.Staff Motivation
3.Professional Development

5. Components
How
Competencies
(Skills, Knowledge
and Behaviors used
to accomplish
results)
What
Results
(Objectives
and Results)
Source: Philippines-Australia Human Resource
and Organisational Development Facility

6. Vision and Mission
School Management Committee
Goals and Plans
Personnel Policies Resource Policies
Instructional Policies
External
Assesmsment
Self-Evaluation
Students’ Learning
Outcomes
Source: Education and Manpower Bureau

7. What’s in?

8. Performance Appraisal
It is the system of evaluating on
a regular basis and is restricted on
evaluating the past performance
conducted once or twice a year.

9. Structure of Teacher Appraisal
Source: Education and Manpower Bureau

10. Structure of Teacher Appraisal
Source: Education and Manpower Bureau
1. Appraisal Cycle- schedule of the
appraisal process among teachers
2. Training of Appraisers- raters/appraisers
should be trained based on vision and
mission upheld

11. Structure of Teacher Appraisal
Source: Education and Manpower Bureau
3. Areas and Criteria- the said should be
identified to decide the appropriate MOVs
4. Appraisal Methods- determine the way
how the rating will be gotten

12. Structure of Teacher Appraisal
Source: Education and Manpower Bureau
5. Appraisal Report- it communicates the
results of the appraisal
6. Follow-Up- action-driven plan shall be
realized to help the teacher improve on his/her
weaknesses based on the appraisal report

13. Are Performance Management and
Appraisal the same?
NO! The following
summarizes
why:

14. Source: www.upraise.io
Performance Appraisal Performance Management
-determines promotion and
compensation
-fosters growth within the
organization
-once or twice a year -ongoing process
-conducted by HR department -multiple stakeholders participate
-considered as merely a ‘system’ -considered as a ‘process’
-typically inflexible -completely flexible
-individualistic approach -according to values of the
organization
-operational tool -strategic tool

15. CASUMPONG,
LEDESMA,
MARGELIZ ANN M.