The document discusses guidelines for implementing the Results-Based Performance Management System (RPMS) for teachers in the Philippines. The RPMS aims to align teacher performance evaluations with the Philippine Professional Standards for Teachers (PPST) over a multi-year cycle to assess competencies, support professional development, and enable career progression. Teachers will submit portfolio evidence of their performance annually based on the 37 PPST indicators, and school principals and other administrators will evaluate the portfolios to rate teacher performance.

1. Results-Based Performance
Management System (RPMS) -
Individual Performance Commitment
and Review Form (IPCRF)
ELMER V. FABROS
EPSA

2. The RPMS is being implemented in
consonance with the Civil Service
Commission’s (CSC) Strategic Performance
Management System (SPMS)
It follows the four-phase cycle of SPMS
prescribed in CSC Memorandum Circular No. 6,
s. 2012 and aims to ensure that both teaching
and non-teaching personnel focus work efforts
toward achieving the Department’s vision,
mission, values, and strategic priorities.

3. DepEd Order No. 2, s. 2015
Guidelines on the Establishment and
Implementation of RPMS in DepEd
Policy Statement
The DepED sets the guidelines on the establishment and
implementation of the RPMS in the Department, stipulating the
strategies, methods, tools and rewards for assessing the
accomplishments in relation to commitments.
The RPMS shall provide for an objective and verifiable
basis for rating and ranking the performance of units and
individual personnel in view of the granting of the
Performance - Based Bonus starting 2015.

4. Furthermore, the changes introduced by various national
and global frameworks such as the K to 12 law, ASEAN
integration, globalization, and other changing character
of the 21st century learners necessitate the
improvements and call for the rethinking of the National
Competency-Based Teacher Standards (NCBTS) which
resulted in the development of the PPST.
This is enclosed in the DepEd Order No. 42, s. 2017,
otherwise known as National Adoption and
Implementation of the Philippine Professional Standards
for Teachers.

5. DepEd Order No. 008, s. 2023
Multi-Year Guidelines of the Results-Based
Performance Management System –Philippine
Professional Standards for Teachers
Geared towards competency-based performance
management, professional development, and career
progression, the PPST- based RPMS for teachers shall
utilize all the 37 indicators of the PPST and shall be
distributed acroos three school years.
It covers all teachers in public elementary and secondary
schools and community learning centers (CLCs),
including those assigned to teach ALS.

6. Multi-Year RPMS
Timeline and RPMS
Cycle for Teachers
To ensure teacher quality, the
Results-based Performance
Management System (RPMS) aligns
the performance targets and
accomplishments with the Philippine
Professional Standards for Teachers
(PPST). This alignment covers teacher
performance for one school year,
starting in May (last week or a week
after the opening of classes) and
ending in April (first week or a week
after graduation and/or moving up
ceremonies)

7. Who uses the RPMS Tools?
Raters refer to the School Heads (e.g. Principals, designated
Teachers-in Charge), Assistant Principals, Head Teachers
and/or Master Teachers who rate teacher portfolios to assess
teacher performance
Ratees are the teachers who submit their portfolios as evidence of
their teaching performance. This refers to Teacher I-III and Master
Teacher I-IV, including: implementers of Alternative Learning
System (ALS); Madrasah Education teachers/Asatidz; Indigenous
Peoples Education (IPEd) teachers; Special Education Teachers;
Senior High School teachers (including those who are in
probationary status, and Special Science Teacher I)