Results - based Performance Management System (RPMS) for DepEd Lead, Engage, Align & Do! (LEAD)

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Slide 1

Results - based Performance Management System (RPMS) for DepEdLead, Engage, Align & Do! (LEAD)

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DepEd Vision

We dream of Filipinoswho passionately love their countryand whose values and competenciesenable 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.Read slide. 2DepEd Order No. 2, s. 2015Dated: August 29, 2015Guidelines on the Establishment and Implementation of Results- Based Performance Management System (RPMS) in the Department of EducationDepEd Mission

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.

Read slide. 4DepEd Core Values

Maka-DiyosMakataoMakabayanMakakalikasanRead slide. 5Equitable Access to Adequate Quality Societal Services and Assets1

Basic Education Services2

Education Governance 3Regulatory and Developmental Services for Private SchoolsMajor Final Output (MFOs)Organizational OutcomesKnowledge, skills, attitude and values of Filipinos to lead productive lives enhancedFilipino Artistic & Cultural Traditions Preserved & Promoted5

Book Industry Devt. Services4

Informal Education ServicesChildren Television Devt. ServicesSub-Sector OutcomesSectoral OutcomesImproved Access to Quality Basic EducationInclusive Growth and Poverty ReductionSocietal GoalDepEds Framework Based on DBMs OPIFEmphasize the three Major Final Outputs. 6The framework aligns efforts to enable DepEd to actualize its strategic goals and vision. VISION, MISSION, VALUES (VMV)Strategic PrioritiesDepartment/ Functional Area GoalsKRAs and ObjectivesValuesDEPED RPMS FRAMEWORKCompetenciesWHATHOWOn the screen, you see Results-based Performance Management System (RPMS) Framework of DepEd.At the top center of the framework is the Vision/Mission of DepEd.

At the left-hand side is the "WHAT" consisting of Strategic Priorities broken down into Department/Functional Key Result Areas (KRAs) and Objectives.

At the right-hand side are the core values of DepEd broken down into enabling competencies.

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The DepEd RPMS is aligned with the SPMS of CSC which has 4 Phases:

1. Performance Planning and Commitment3. Performance Review and Evaluation2. Performance Monitoring and Coaching4. Performance Rewarding and Development PlanningThe RPMS of DepEd is aligned with the strategic Performance Management System (SPMS) which has 4 phases/stages:1. Performance Planning and Commitment2. Performance Monitoring and Coaching3. Performance Review and Evaluation4. Performance Rewarding and Development Planning8 A systematic approach for continuous and consistent work improvement and individual growth.What is Performance Management?

An organization-wide process to ensure that employees focus work efforts towards achieving DepEds Vision, Mission and Values (VMV).

Read slide. 9Objectives of the Performance Management SystemAlign individual roles and targets with DepEds direction.Track accomplishments against Objectives to determine appropriate corrective actions, if needed.Provide feedback on employees work progress and accomplishments based on clearly defined goals and objectives.A tool for people development.

Read slide. 10RPMSRewards and RecognitionTraining and Manpower DevelopmentEmployee RelationsJob Design and Work RelationshipsCareer SuccessionHR Planning and RecruitmentCompensation and BenefitsAgency Planning and and DirectionsRPMS Linkages to Other HR SystemsIf implemented correctly, the RPMS will provide a great deal of information that can be used for other functions, like the ff.:1. HR Planning and Recruitment2. Job Design and Work Relationship3. Compensation and Benefits4. Employee Relations5. Rewards and Recognition6. Training and Manpower Development7. Career Succession8. Agency Planning and DirectionsPerformance management takes information from other processes and sends information to those other processes. Competencies can serve as the point of integration for all HR systems. Competencies used in RPMS should be the same competencies used for Recruitment, Training, Manpower Development and Career Succession.

11Overall Design of DepEd RPMSLead, Engage, Align & Do! (LEAD)

Let us now take a look at the overall design of the RPMS.

12RPMS CycleNon Teaching PositionsFor DepEd, we will follow two RPMS cycles.

For the non-teaching positions, it will be January to December.

13Teaching PositionsFor the teaching positions, it will be June to March.14Forms

The mechanism to capture the KRAs, Objectives, Performance Indicators and Competencies is the Performance Commitment and Review Form (PCRF).

It is a change in mindset!

Change in mindset is needed, since the previous Performance Appraisal focuses on behavioral indicators only while the new RPMS will have a beautiful balance of Results Orientation (WHAT) and demonstration of Core Competencies (HOW).15DepEd Forms

Office Performance Commitment and Review Form (OPCRF)

Individual Performance Commitment and Review Form (IPCRF)ManagersStaff and Teaching - related EmployeesTeachingRead slide. 16What =

ResultsHow =

Competencies+(Results & Objectivesof a position)(Skills, Knowledge & Behaviors used to accomplish results)Components of Performance ManagementRemember the two important aspects of RPMS:WHAT - Results (KRAs, Objectives, Performance Indicators)HOW - Competencies (Includes Core, Leadership, Staff and Teaching related and Teaching Competencies)

17Phase 1 Performance Planning and Commitment

Performance Planning and Commitment is the first phase of the RPMS.This is the starting point of performance management. The Rater and the Ratee work together to identify, understand, and agree on: what the employee needs to do, how it needs to be done, why, when, and so on.18

What is the definition of KRAs?

KRAs define the areas in which an employee is expected to focus his/her efforts.

Key Result Areas are the reasons why a job exist. They are broad categories expressed as general outputs or outcomes.

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KRAs of Teacher 1 Position?

1. Teaching-Learning Process2. Pupils/Students Outcomes3. Community Involvement4. Professional Growth and Development4. Coordinatorship

Key Result Areas are the reasons why a job exist. They are broad categories expressed as general outputs or outcomes.

20What is the definition of Objectives?

Objectives are the specific things you need to do, to achieve the results you want.

Clearly written, specific objectives:Give the employee clear accountability. They will know what is expected of them. During the year, they will know how their results measure up to those expectations.

Enable employees to easily track and document performance better. Help to ensure that jobs are rewarding, value-adding and manageable.

21What is the definition of Objectives?

Objectives are the specific things you need to do, to achieve the results you want.

Clearly written, specific objectives:Give the employee clear accountability. They will know what is expected of them. During the year, they will know how their results measure up to those expectations.

Enable employees to easily track and document performance better. Help to ensure that jobs are rewarding, value-adding and manageable.

22SMART Criteria for Objectives

Read slide. 23Review SMART CriteriaSpecificWell written objectives are stated in specific terms to avoid any confusion about what is to occur or what is to improve

Read the definition.

Underscore stated in specific terms.They define results to be accomplished within the scope of the job.24MeasurableIt is important to define measurements that enable progress to be determined and results to be measured. A measurable objective defines quantity, cost or quality.

Read slide. 25EffectivenessEffectiveness can include both quality and quantity.

Example: Achieved a rating of 4 in running all batches of train-the-trainers program.Read slide. 26EfficiencyTo measure cost specifically: money spent, percentage over or under budget, rework or waste

Example:Do not exceed Php 100,000 a month in running 2 training programs.

Read slide. 27TimelinessMeasures whether a deliverable was done correctly and on/before the deadline.

Example: Timely submission of quarterly reports. reports

Read slide. 28AttainableShould be challenging yet attainable, something the person can influence to effect change or ensure results

Read slide. 29RelevanceObjectives that state your share of specific department / functional areas goals

Aligned with the directions of the unit

Read slide. 30Time BoundObjectives must be time bound.

Example:Achieved running 20 RPMS program within 2014.Responded to all participants suggestions one week after the meeting.Did not exceed Php 200,000 a month for conducting a workshop.

Read slide. 31Example

KRAsObjectivesRecruitment and Selection ProcessesPosted 20 vacant positions within the CSC prescribed period and per requirements (for 1st, 2nd, and 3rd level positions)Gathered and submitted required do