This document contains a teacher evaluation form that lists requirements and evidence for teacher performance measures (MOVs) in several categories such as classroom observation, student assessment, communication with stakeholders, professional development activities, and use of information and communication technology. For each measure, the form requires submission of documentation like observation and assessment forms, meeting minutes, lesson plans, reflection notes, certificates, and reports to demonstrate fulfillment of the objective.
This document is a mid-year review form evaluating a Teacher II named Rachelle O. Abalos. It assesses her performance on 15 key result areas related to content knowledge, teaching strategies, curriculum planning, assessment, and professional development. For each area, it lists objectives, timelines, evaluation criteria, and ratings from Ms. Abalos and her rater, Principal Ardy T. Manibog. Documentation is required to demonstrate fulfillment of the objectives, such as classroom observation forms, attendance records, lesson plans, and communication with stakeholders. The review serves to evaluate progress halfway through the school year and set goals for further improvement.
The mid-year review form summarizes a teacher's performance over the 2023-2024 rating period based on objectives aligned with their position and responsibilities. It includes ratings from both the teacher and principal on objectives related to content knowledge, pedagogy, learning environment, curriculum and assessment, professional development, and community involvement. Documentation is required to support the ratings, which are meant to help the teacher improve and inform their professional development plan for the second half of the year.
This document contains a teacher's portfolio and performance review based on the Results-Based Performance Management System (RPMS). It includes 15 objectives across 5 Key Result Areas (KRAs) - Content Knowledge and Pedagogy, Learning Environment and Diversity of Learners, Curriculum and Planning, Assessment and Reporting, and Personal Growth and Professional Development. Progress for each objective is measured using various Means of Verification like classroom observations, participation in professional development activities, and samples of work.
- The document is a mid-year performance review form for a Teacher III evaluating their performance from August 2022 to February 2023 based on 4 key result areas (KRAs): content knowledge and pedagogy; learning environment and diversity of learners; curriculum and planning; and assessment and reporting.
- For each KRA, there are 3-6 objectives with associated performance targets and indicators for quality, efficiency, and timeliness. The teacher's accomplishments are rated against classroom observation forms, proofs of attendance, notes from meetings, and examples of assessment and monitoring of student progress.
- The form provides a structured way to document the teacher's performance against objectives for each KRA over the review period and identify
Annex A1 RPMS Tool for Proficient Teachers SY 2022-2023 (1).pdfMerryDollEsolana1
This document contains an RPMS (Results-Based Performance Management System) tool for proficient teachers for the 2022-2023 school year. It includes 6 key result areas (KRA) related to a teacher's content knowledge, pedagogy, learning environment, and diversity of learners. Each KRA has 3-5 objectives that are measured using a classroom observation tool, with ratings ranging from outstanding to poor. The objectives focus on topics like applying knowledge of content, using various teaching strategies, developing higher-order thinking, managing classroom structure, and differentiating instruction for diverse learners.
This document outlines the performance evaluation tool for proficient teachers for the 2022-2023 school year. It includes 5 key result areas (KRAs) related to content knowledge and pedagogy, learning environment and diversity of learners. Each KRA contains 3-4 objectives that will be measured through classroom observation using a standardized form. Teachers will receive ratings on a 5-point scale for quality of teaching and efficiency in meeting objectives. Ratings will be based on analyzing scores from multiple classroom observations.
This document outlines the performance evaluation tool for proficient teachers for the 2022-2023 school year. It includes 5 objectives across 2 key result areas (KRAs): 1) Content Knowledge and Pedagogy and 2) Learning Environment and Diversity of Learners. Teachers will be evaluated on their ability to meet each objective based on classroom observations and other means of verification. Their performance will be rated on a 5-point scale for both quality and efficiency in meeting each objective.
This document is a mid-year review form evaluating a Teacher II named Rachelle O. Abalos. It assesses her performance on 15 key result areas related to content knowledge, teaching strategies, curriculum planning, assessment, and professional development. For each area, it lists objectives, timelines, evaluation criteria, and ratings from Ms. Abalos and her rater, Principal Ardy T. Manibog. Documentation is required to demonstrate fulfillment of the objectives, such as classroom observation forms, attendance records, lesson plans, and communication with stakeholders. The review serves to evaluate progress halfway through the school year and set goals for further improvement.
The mid-year review form summarizes a teacher's performance over the 2023-2024 rating period based on objectives aligned with their position and responsibilities. It includes ratings from both the teacher and principal on objectives related to content knowledge, pedagogy, learning environment, curriculum and assessment, professional development, and community involvement. Documentation is required to support the ratings, which are meant to help the teacher improve and inform their professional development plan for the second half of the year.
This document contains a teacher's portfolio and performance review based on the Results-Based Performance Management System (RPMS). It includes 15 objectives across 5 Key Result Areas (KRAs) - Content Knowledge and Pedagogy, Learning Environment and Diversity of Learners, Curriculum and Planning, Assessment and Reporting, and Personal Growth and Professional Development. Progress for each objective is measured using various Means of Verification like classroom observations, participation in professional development activities, and samples of work.
- The document is a mid-year performance review form for a Teacher III evaluating their performance from August 2022 to February 2023 based on 4 key result areas (KRAs): content knowledge and pedagogy; learning environment and diversity of learners; curriculum and planning; and assessment and reporting.
- For each KRA, there are 3-6 objectives with associated performance targets and indicators for quality, efficiency, and timeliness. The teacher's accomplishments are rated against classroom observation forms, proofs of attendance, notes from meetings, and examples of assessment and monitoring of student progress.
- The form provides a structured way to document the teacher's performance against objectives for each KRA over the review period and identify
Annex A1 RPMS Tool for Proficient Teachers SY 2022-2023 (1).pdfMerryDollEsolana1
This document contains an RPMS (Results-Based Performance Management System) tool for proficient teachers for the 2022-2023 school year. It includes 6 key result areas (KRA) related to a teacher's content knowledge, pedagogy, learning environment, and diversity of learners. Each KRA has 3-5 objectives that are measured using a classroom observation tool, with ratings ranging from outstanding to poor. The objectives focus on topics like applying knowledge of content, using various teaching strategies, developing higher-order thinking, managing classroom structure, and differentiating instruction for diverse learners.
This document outlines the performance evaluation tool for proficient teachers for the 2022-2023 school year. It includes 5 key result areas (KRAs) related to content knowledge and pedagogy, learning environment and diversity of learners. Each KRA contains 3-4 objectives that will be measured through classroom observation using a standardized form. Teachers will receive ratings on a 5-point scale for quality of teaching and efficiency in meeting objectives. Ratings will be based on analyzing scores from multiple classroom observations.
This document outlines the performance evaluation tool for proficient teachers for the 2022-2023 school year. It includes 5 objectives across 2 key result areas (KRAs): 1) Content Knowledge and Pedagogy and 2) Learning Environment and Diversity of Learners. Teachers will be evaluated on their ability to meet each objective based on classroom observations and other means of verification. Their performance will be rated on a 5-point scale for both quality and efficiency in meeting each objective.
Annex A1 RPMS Tool for Proficient Teachers SY 2022-2023 (1).pdfPETERJRPAMA
This document contains the performance standards and evaluation criteria for teachers categorized as "Proficient" for the school year 2022-2023. It includes 6 key result areas (KRA) related to content knowledge and pedagogy, learning environment and diversity of learners. Each KRA contains 3-6 objectives that teachers will be evaluated on using a classroom observation tool and rubric. Ratings are on a scale of 1 to 5 and are based on demonstrating strategies, managing classroom structures, applying discipline approaches and differentiating instruction.
This document is a mid-year review form for evaluating a teacher's performance over the rating period. It contains the teacher's personal information and lists their key result areas (KRAs), objectives, timeline, and means of verification for each objective. For each objective, the form requires a mid-year self-rating by the teacher and a mid-year rating by their evaluator, along with any remarks. The objectives cover content knowledge, teaching strategies, classroom management, curriculum planning, assessment of students, and professional development goals. Upon completion, the form will be reviewed by an approving authority to determine if the teacher is meeting performance targets for the year.
The document is an Individual Performance Commitment and Review Form (IPCRF) used to evaluate teachers. It contains 11 key result areas (KRAs) with objectives and performance indicators to rate teachers. Teachers are rated on a 5-point scale in areas such as content knowledge, pedagogy, learning environment, curriculum and assessment. Evidence like classroom observations, participation in meetings, and analysis of learner data is used to determine ratings and help teachers improve their performance.
The document outlines a performance evaluation tool for teachers with 5 key result areas (KRA). Each KRA contains multiple performance objectives that are measured on quality and efficiency. Quality is measured based on classroom observation ratings using a standard Classroom Observation Tool (COT). Teachers are rated on a 5-point scale from outstanding to poor based on demonstrating specific levels of competencies within the allotted timeframes.
This document outlines the performance standards and evaluation criteria for teachers categorized as "Proficient" for the school year 2024-2025. It includes 6 key result areas related to content knowledge, pedagogy, and learning environment. Each objective is assessed based on classroom observations of quality and efficiency. Quality is measured on a scale of 1 to 7 based on demonstrated teaching skills, while efficiency considers whether the objective was achieved within the allotted time. Teachers are rated on a 5-point scale and must provide evidence from classroom observations or demonstrations to be evaluated on their performance.
This document outlines the performance evaluation criteria for teachers categorized as "Proficient". It includes 5 key result areas (KRA) related to content knowledge and pedagogy, learning environment and diversity of learners, data collection and analysis, partnership with stakeholders, and teacher engagement and development. Within each KRA are 3-4 objectives that teachers will be evaluated on using a classroom observation tool and rubric ranging from outstanding to poor performance. Scoring is based on demonstrating strategies, skills and techniques within allotted timeframes.
This document outlines the performance standards and evaluation criteria for teachers categorized as "Proficient" under the Republic of the Philippines' RPMS (Rating Performance Management System) for the 2023-2024 school year. It includes 6 key result areas (KRA) with specific objectives and performance indicators for evaluating teachers. Teachers will be rated on a 5-point scale for quality and efficiency based on classroom observations and other means of verification like demonstration teaching sessions. The criteria aim to assess teachers' content knowledge and pedagogy, learning environment management, and ability to address diversity among learners.
Annex A2 RPMS Tool for Proficient Teachers SY 2023-2024.pdfalicemapanao1
This document outlines the performance standards and evaluation criteria for teachers categorized as "Proficient" under the Philippines' RPMS (Results-Based Performance Management System). It includes 6 key result areas (KRA) with objectives, performance indicators, and quality and efficiency criteria for each. Teachers will be evaluated based on classroom observation tools and ratings on a 5-point scale. The document provides guidance for evaluators on calculating final performance ratings for teachers.
This document outlines the performance evaluation tool for teachers categorized as proficient for the school year 2023-2024. It includes 6 key result areas (KRA) with specific objectives, performance indicators, means of verification, and quality and efficiency criteria. Teachers will be evaluated based on classroom observation using a standardized form, with ratings ranging from outstanding to poor. Scores from multiple observations will be averaged and converted to an overall performance rating for each objective.
This document is a mid-year review form for Teacher I-III Alein Joy D. Salamanca. It evaluates her performance from August 2023 to January 2024 based on key result areas such as content knowledge and pedagogy, learning environment and diversity of learners, curriculum planning and assessment. The principal gave Teacher Salamanca high ratings of 5 out of 5 for most objectives based on classroom observation results. The principal remarks that Teacher Salamanca demonstrated advanced levels of teaching competencies in her classroom instruction. Overall, the mid-year review indicates Teacher Salamanca is performing well in her role.
#3 DESIGN MTI-IV RPMS 2023-2024-A4 for highly proficient.pptxJenniferSayong1
This document outlines the performance standards and requirements for Juana Dela Cruz, a Master Teacher I, to meet for her performance review. It lists 8 key performance standards she will be evaluated on relating to areas like modeling effective teaching strategies, evaluating teaching strategies with colleagues, and developing lesson plans aligned with learning outcomes. For each standard, it provides examples of evidence she can present, such as classroom observation forms, coaching records, and lesson plans demonstrated in training sessions. She is expected to gather evidence like these from across the school year to demonstrate she has met the high standards required for her role as a Master Teacher.
This document is a mid-year review form evaluating teacher Catherine C. Leaño's performance from August 2023 to January 2024. It assesses her performance on 15 key result areas related to content knowledge, teaching strategies, curriculum planning, assessment, learning environment, diversity of learners, professional development, and community engagement. For each area, it lists objectives, timelines, evaluation criteria, and ratings from Ms. Leaño and her reviewer, Master Teacher Djemna C. Garcia. Overall results and remarks are also included.
This document is a mid-year review form for evaluating the performance of teacher Amor P. Gonzales at Tambo Elementary School in Camarines Sur. It outlines their key result areas, objectives, performance targets, means of verification, and ratings. The form is used to assess the teacher's content knowledge, learning environment, curriculum planning, assessment/reporting skills, and professional development. Objectives are evaluated on quality, efficiency, and timeliness. The teacher and principal provide ratings and remarks on progress toward objectives at the mid-year point.
Mid year review form for S.Y. 2023 -2024LauriceFrojo3
This document contains a mid-year review form for a teacher with the following information:
- Personal details of the teacher and rater (principal)
- Objectives, timelines, weights and means of verification for the teacher's key result areas
- Mid-year review ratings and remarks from both the teacher and principal
- Space for signatures of the teacher, principal and approving authority.
The document contains artifacts from a teacher's portfolio documenting how they meet the Philippine Professional Standards for Teachers (PPST). It includes 15 classroom observation reports, annotations describing how each observation demonstrates a different PPST standard, as well as other documents like certificates of participation in professional development activities. Overall, the portfolio provides evidence that the teacher effectively applies a range of teaching strategies, engages learners, assesses student understanding, collaborates with others, and continually improves their practice in accordance with the PPST.
- This document is a mid-year review form for teacher Juan Dela Cruz covering the period of August to January 2024. It details his performance targets and ratings for various metrics related to his teaching duties.
- The form includes 15 key result areas that Juan is evaluated on, such as content knowledge, teaching strategies, classroom management, curriculum planning, and communication with stakeholders.
- For each metric, the means of verifying Juan's performance are listed, such as classroom observations, participation in professional development, and monitoring of student progress. Juan's self-ratings and the principal's ratings at mid-year are also included.
This document outlines a teacher's objectives and performance metrics for the 2022-2023 school year based on a results-based performance management system. It includes 6 objectives related to content knowledge and pedagogy, learning environment and diversity, curriculum and planning, and assessment. The teacher's progress on each objective is measured using classroom observation tools and ratings. The document provides examples of annotated classroom observation forms showing the teacher receiving high ratings on indicators aligned with each objective.
This document outlines a teacher's objectives and performance metrics for the 2022-2023 school year based on a results-based performance management system at Iba National High School. The teacher's objectives are evaluated in six domains: content knowledge and pedagogy; learning environment and diversity of learners; curriculum and planning; assessment and reporting; personal growth and professional development; and school culture and community partnerships. Progress is measured using classroom observation tools and ratings from an OIC/Head Teacher. The document provides examples of annotated classroom observation results for several of the teacher's objectives.
- This document appears to be a mid-year performance review for a teacher conducted by a principal. It assesses the teacher's performance based on 5 key result areas (KRAs) related to teaching duties over the 2022-2023 school year.
- The review rates the teacher's performance on 15 objectives within the KRAs, which include content knowledge, learning environment, curriculum planning, assessment, and professional development. Various means of verification are listed to support each rating.
- At the mid-year point, the principal provides ratings and remarks for the teacher's performance on each objective, while the teacher also provides self-ratings and remarks. The full review will be used to guide the teacher's continued professional
The document outlines the Results-based Performance Management System (RPMS) for teachers for the 2022-2023 school year. It includes 5 Key Result Areas (KRAs): 1) Content Knowledge and Pedagogy, 2) Learning Environment and Diversity of Learners, 3) Curriculum and Planning, 4) Assessment and Reporting, and 5) Personal Growth and Professional Development. Each KRA contains multiple objectives and Means of Verification (MOV) for assessing teacher performance, primarily through classroom observation tools. The MOVs also include elements like participation in professional development activities, communicating with stakeholders, and involvement in additional teaching-related work.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
Annex A1 RPMS Tool for Proficient Teachers SY 2022-2023 (1).pdfPETERJRPAMA
This document contains the performance standards and evaluation criteria for teachers categorized as "Proficient" for the school year 2022-2023. It includes 6 key result areas (KRA) related to content knowledge and pedagogy, learning environment and diversity of learners. Each KRA contains 3-6 objectives that teachers will be evaluated on using a classroom observation tool and rubric. Ratings are on a scale of 1 to 5 and are based on demonstrating strategies, managing classroom structures, applying discipline approaches and differentiating instruction.
This document is a mid-year review form for evaluating a teacher's performance over the rating period. It contains the teacher's personal information and lists their key result areas (KRAs), objectives, timeline, and means of verification for each objective. For each objective, the form requires a mid-year self-rating by the teacher and a mid-year rating by their evaluator, along with any remarks. The objectives cover content knowledge, teaching strategies, classroom management, curriculum planning, assessment of students, and professional development goals. Upon completion, the form will be reviewed by an approving authority to determine if the teacher is meeting performance targets for the year.
The document is an Individual Performance Commitment and Review Form (IPCRF) used to evaluate teachers. It contains 11 key result areas (KRAs) with objectives and performance indicators to rate teachers. Teachers are rated on a 5-point scale in areas such as content knowledge, pedagogy, learning environment, curriculum and assessment. Evidence like classroom observations, participation in meetings, and analysis of learner data is used to determine ratings and help teachers improve their performance.
The document outlines a performance evaluation tool for teachers with 5 key result areas (KRA). Each KRA contains multiple performance objectives that are measured on quality and efficiency. Quality is measured based on classroom observation ratings using a standard Classroom Observation Tool (COT). Teachers are rated on a 5-point scale from outstanding to poor based on demonstrating specific levels of competencies within the allotted timeframes.
This document outlines the performance standards and evaluation criteria for teachers categorized as "Proficient" for the school year 2024-2025. It includes 6 key result areas related to content knowledge, pedagogy, and learning environment. Each objective is assessed based on classroom observations of quality and efficiency. Quality is measured on a scale of 1 to 7 based on demonstrated teaching skills, while efficiency considers whether the objective was achieved within the allotted time. Teachers are rated on a 5-point scale and must provide evidence from classroom observations or demonstrations to be evaluated on their performance.
This document outlines the performance evaluation criteria for teachers categorized as "Proficient". It includes 5 key result areas (KRA) related to content knowledge and pedagogy, learning environment and diversity of learners, data collection and analysis, partnership with stakeholders, and teacher engagement and development. Within each KRA are 3-4 objectives that teachers will be evaluated on using a classroom observation tool and rubric ranging from outstanding to poor performance. Scoring is based on demonstrating strategies, skills and techniques within allotted timeframes.
This document outlines the performance standards and evaluation criteria for teachers categorized as "Proficient" under the Republic of the Philippines' RPMS (Rating Performance Management System) for the 2023-2024 school year. It includes 6 key result areas (KRA) with specific objectives and performance indicators for evaluating teachers. Teachers will be rated on a 5-point scale for quality and efficiency based on classroom observations and other means of verification like demonstration teaching sessions. The criteria aim to assess teachers' content knowledge and pedagogy, learning environment management, and ability to address diversity among learners.
Annex A2 RPMS Tool for Proficient Teachers SY 2023-2024.pdfalicemapanao1
This document outlines the performance standards and evaluation criteria for teachers categorized as "Proficient" under the Philippines' RPMS (Results-Based Performance Management System). It includes 6 key result areas (KRA) with objectives, performance indicators, and quality and efficiency criteria for each. Teachers will be evaluated based on classroom observation tools and ratings on a 5-point scale. The document provides guidance for evaluators on calculating final performance ratings for teachers.
This document outlines the performance evaluation tool for teachers categorized as proficient for the school year 2023-2024. It includes 6 key result areas (KRA) with specific objectives, performance indicators, means of verification, and quality and efficiency criteria. Teachers will be evaluated based on classroom observation using a standardized form, with ratings ranging from outstanding to poor. Scores from multiple observations will be averaged and converted to an overall performance rating for each objective.
This document is a mid-year review form for Teacher I-III Alein Joy D. Salamanca. It evaluates her performance from August 2023 to January 2024 based on key result areas such as content knowledge and pedagogy, learning environment and diversity of learners, curriculum planning and assessment. The principal gave Teacher Salamanca high ratings of 5 out of 5 for most objectives based on classroom observation results. The principal remarks that Teacher Salamanca demonstrated advanced levels of teaching competencies in her classroom instruction. Overall, the mid-year review indicates Teacher Salamanca is performing well in her role.
#3 DESIGN MTI-IV RPMS 2023-2024-A4 for highly proficient.pptxJenniferSayong1
This document outlines the performance standards and requirements for Juana Dela Cruz, a Master Teacher I, to meet for her performance review. It lists 8 key performance standards she will be evaluated on relating to areas like modeling effective teaching strategies, evaluating teaching strategies with colleagues, and developing lesson plans aligned with learning outcomes. For each standard, it provides examples of evidence she can present, such as classroom observation forms, coaching records, and lesson plans demonstrated in training sessions. She is expected to gather evidence like these from across the school year to demonstrate she has met the high standards required for her role as a Master Teacher.
This document is a mid-year review form evaluating teacher Catherine C. Leaño's performance from August 2023 to January 2024. It assesses her performance on 15 key result areas related to content knowledge, teaching strategies, curriculum planning, assessment, learning environment, diversity of learners, professional development, and community engagement. For each area, it lists objectives, timelines, evaluation criteria, and ratings from Ms. Leaño and her reviewer, Master Teacher Djemna C. Garcia. Overall results and remarks are also included.
This document is a mid-year review form for evaluating the performance of teacher Amor P. Gonzales at Tambo Elementary School in Camarines Sur. It outlines their key result areas, objectives, performance targets, means of verification, and ratings. The form is used to assess the teacher's content knowledge, learning environment, curriculum planning, assessment/reporting skills, and professional development. Objectives are evaluated on quality, efficiency, and timeliness. The teacher and principal provide ratings and remarks on progress toward objectives at the mid-year point.
Mid year review form for S.Y. 2023 -2024LauriceFrojo3
This document contains a mid-year review form for a teacher with the following information:
- Personal details of the teacher and rater (principal)
- Objectives, timelines, weights and means of verification for the teacher's key result areas
- Mid-year review ratings and remarks from both the teacher and principal
- Space for signatures of the teacher, principal and approving authority.
The document contains artifacts from a teacher's portfolio documenting how they meet the Philippine Professional Standards for Teachers (PPST). It includes 15 classroom observation reports, annotations describing how each observation demonstrates a different PPST standard, as well as other documents like certificates of participation in professional development activities. Overall, the portfolio provides evidence that the teacher effectively applies a range of teaching strategies, engages learners, assesses student understanding, collaborates with others, and continually improves their practice in accordance with the PPST.
- This document is a mid-year review form for teacher Juan Dela Cruz covering the period of August to January 2024. It details his performance targets and ratings for various metrics related to his teaching duties.
- The form includes 15 key result areas that Juan is evaluated on, such as content knowledge, teaching strategies, classroom management, curriculum planning, and communication with stakeholders.
- For each metric, the means of verifying Juan's performance are listed, such as classroom observations, participation in professional development, and monitoring of student progress. Juan's self-ratings and the principal's ratings at mid-year are also included.
This document outlines a teacher's objectives and performance metrics for the 2022-2023 school year based on a results-based performance management system. It includes 6 objectives related to content knowledge and pedagogy, learning environment and diversity, curriculum and planning, and assessment. The teacher's progress on each objective is measured using classroom observation tools and ratings. The document provides examples of annotated classroom observation forms showing the teacher receiving high ratings on indicators aligned with each objective.
This document outlines a teacher's objectives and performance metrics for the 2022-2023 school year based on a results-based performance management system at Iba National High School. The teacher's objectives are evaluated in six domains: content knowledge and pedagogy; learning environment and diversity of learners; curriculum and planning; assessment and reporting; personal growth and professional development; and school culture and community partnerships. Progress is measured using classroom observation tools and ratings from an OIC/Head Teacher. The document provides examples of annotated classroom observation results for several of the teacher's objectives.
- This document appears to be a mid-year performance review for a teacher conducted by a principal. It assesses the teacher's performance based on 5 key result areas (KRAs) related to teaching duties over the 2022-2023 school year.
- The review rates the teacher's performance on 15 objectives within the KRAs, which include content knowledge, learning environment, curriculum planning, assessment, and professional development. Various means of verification are listed to support each rating.
- At the mid-year point, the principal provides ratings and remarks for the teacher's performance on each objective, while the teacher also provides self-ratings and remarks. The full review will be used to guide the teacher's continued professional
The document outlines the Results-based Performance Management System (RPMS) for teachers for the 2022-2023 school year. It includes 5 Key Result Areas (KRAs): 1) Content Knowledge and Pedagogy, 2) Learning Environment and Diversity of Learners, 3) Curriculum and Planning, 4) Assessment and Reporting, and 5) Personal Growth and Professional Development. Each KRA contains multiple objectives and Means of Verification (MOV) for assessing teacher performance, primarily through classroom observation tools. The MOVs also include elements like participation in professional development activities, communicating with stakeholders, and involvement in additional teaching-related work.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Physiology and chemistry of skin and pigmentation, hairs, scalp, lips and nail, Cleansing cream, Lotions, Face powders, Face packs, Lipsticks, Bath products, soaps and baby product,
Preparation and standardization of the following : Tonic, Bleaches, Dentifrices and Mouth washes & Tooth Pastes, Cosmetics for Nails.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Assessment and Planning in Educational technology.pptxKavitha Krishnan
In an education system, it is understood that assessment is only for the students, but on the other hand, the Assessment of teachers is also an important aspect of the education system that ensures teachers are providing high-quality instruction to students. The assessment process can be used to provide feedback and support for professional development, to inform decisions about teacher retention or promotion, or to evaluate teacher effectiveness for accountability purposes.
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
1. Republic of the Philippines
School Division of
TYPE THE NAME OF
YOUR SCHOOL
School Year 2022-
2023
Teacher III
Name of Rater
Position
2.
3.
4. MOVs
Classroom Observation Tool (COT)
rating sheet/s or inter-observer
agreement form from/s done
through onsite/face-to-face/
in-person classroom observation.
If onsite / face-to-face/in-person
classes are not implemented,
through observation of
synchronous/asynchronous
teaching in other modalities; or
through observation of a
demonstration teaching* via LAC
session.
9. MOVs
Classroom Observation Tool (COT)
rating sheet/s or inter-observer
agreement form from/s done
through onsite/face-to-face/
in-person classroom observation.
If onsite / face-to-face/in-person
classes are not implemented,
through observation of
synchronous/asynchronous
teaching in other modalities; or
through observation of a
demonstration teaching* via LAC
session.
14. MOVs
Classroom Observation Tool (COT)
rating sheet/s or inter-observer
agreement form from/s done
through onsite/face-to-face/
in-person classroom observation.
If onsite / face-to-face/in-person
classes are not implemented,
through observation of
synchronous/asynchronous
teaching in other modalities; or
through observation of a
demonstration teaching* via LAC
session.
19. MOVs
Classroom Observation Tool (COT)
rating sheet/s or inter-observer
agreement form from/s done
through onsite/face-to-face/
in-person classroom observation.
If onsite / face-to-face/in-person
classes are not implemented,
through observation of
synchronous/asynchronous
teaching in other modalities; or
through observation of a
demonstration teaching* via LAC
session.
25. MOVs
Classroom Observation Tool (COT)
rating sheet/s or inter-observer
agreement form from/s done
through onsite/face-to-face/
in-person classroom observation.
If onsite / face-to-face/in-person
classes are not implemented,
through observation of
synchronous/asynchronous
teaching in other modalities; or
through observation of a
demonstration teaching* via LAC
session.
29. MOVs
Classroom Observation Tool (COT)
rating sheet/s or inter-observer
agreement form from/s done
through onsite/face-to-face/
in-person classroom observation.
If onsite / face-to-face/in-person
classes are not implemented,
through observation of
synchronous/asynchronous
teaching in other modalities; or
through observation of a
demonstration teaching* via LAC
session.
33. MOVs
Classroom Observation Tool (COT)
rating sheet/s or inter-observer
agreement form from/s done
through onsite/face-to-face/
in-person classroom observation.
If onsite / face-to-face/in-person
classes are not implemented,
through observation of
synchronous/asynchronous
teaching in other modalities; or
through observation of a
demonstration teaching* via LAC
session.
38. MOVs
1. Proof/s of attendance in LAC
sessions/FGDs/meetings/other collegial
discussions
2. Minutes of LAC
sessions/FGDs/meetings/other collegial
discussions on use of teacher and learner
feedback to enrich teaching practice
3. Reflection notes of teachers on their
demonstration of teaching practices
following participation from LAC
sessions/FGDs/meetings/other collegial
discussions that use of teacher and
learner feedback to enrich teaching
practice, with proof/s of attendance
4. Any equivalent ALS form/document that
highlights the objective
46. MOVs
Classroom Observation Tool (COT)
rating sheet/s or inter-observer
agreement form from/s done
through onsite/face-to-face/
in-person classroom observation.
If onsite / face-to-face/in-person
classes are not implemented,
through observation of
synchronous/asynchronous
teaching in other modalities; or
through observation of a
demonstration teaching* via LAC
session.
52. MOVs
Classroom Observation Tool (COT)
rating sheet/s or inter-observer
agreement form from/s done
through onsite/face-to-face/
in-person classroom observation.
If onsite / face-to-face/in-person
classes are not implemented,
through observation of
synchronous/asynchronous
teaching in other modalities; or
through observation of a
demonstration teaching* via LAC
session.
58. MOVs
Any one (1) of the following:
Individual Learning Monitoring Plan
(ILMP)
Peer assessment data
Sample of learners’ output with
reflection/self-assessment
Progress charts/anecdotal records
Class/e-class record/grading sheets
Lesson plans showing index of mastery
Frequency of errors with identified
least/most mastered skills
Any equivalent ALS form/document that
highlights the objective (e.g. Individual
Leaning Agreement (ILA), ALS
Assessment Form 2)
Others (Please specify and provide
annotations)
68. MOVs
Any one (1) of the following:
A sample of corrected test paper of a
learner in a learning area with parent’s
or guardian’s signature and date of
receipt
Minutes of meetings with key
stakeholders (e.g. PTA, SGC, SPT,
CPC) with proof of attendance
Report card with parent’s or guardian’s
signature in all quarters supported by
minutes of meeting
Communication with key stakeholders
(e.g., parent’s or guardian’s, co-
teachers, LGU)using various modalities
Anecdotal record showing entries per
quarter
Any equivalent ALS form/document that
highlights the objective
Others (Please specify and provide
annotations)
83. MOVs
Certification from the ICT
Coordinator/School Head/ Focal
Person in charge of e-SAT
IPCRF-DP
Mid-year Review Form (MRF)
Updated IPCRF-DP from Phase
II
90. MOVs
Any one (1) of the following:
Committee involvement;
Involvement as module/learning material
writer/validator;
Involvement as a resource
person/speaker/learning facilitator in the
RO/SDO/school-initiated TV/radio-based
instruction;
Book or journal authorship/ co-
authorship/contributorship
Advisorship/coordinatorship/
chairpersonship;
Participation in demonstration teaching;
Participation as research presenter in a
forum/conference;
Mentoring of pre-service/in-service
teachers;
Conducted research within the rating
period;
Others(please specify)
With annotation on how it contributed
to the teaching-learning process.