Thank you Lord! Now,I can have my vacation! This is one of the common expressions teachers utter every end of the school year. Teachers with teaching loads start their vacation only upon submission of the pertinent requirements; the student and school forms, the books and other physical materials and finally for their evaluation for the particular school year. Teacher’s evaluation is commonly termed as “performance rating” even though there are already changes and reforms in the evaluation system. The previous is the Competency-Based Performance Appraisal System for Teachers (CB-PAST) implemented last school year 2014-2015 and now the present Results-based Performance Management Systems (RPMS) for the school year 2015-2016.
All existing organizations will agree that employees’ performance which measures their accomplishment were based on the stated vision, mission and values. An effective organization implies a dynamic working group aiming for a single goal… success. Associated with success in the performance are exemplar performance of the organization or department, expectations of incentives or benefits and salary increase in some cases. Now, how can individual employee be evaluated? The public school teachers in particular and the current evaluation system, the RPMS on its first implementation created several questions on this. Let us take a glimpse on this RPMS.
Brother Armin Luistro, our current Secretary of the Department of Education, releasedDeped order No. 2 Series 2015 notifying all persons concerned about the Guidelines on the Establishment and implementation of the Results-based Performance Management Systems (RPMS) in the Department of Education. According to him, the guidelines stipulate the specific mechanisms, criteria and processes for the performance target setting, monitoring, evaluation and development planning for schools and offices, covering all officials and employees, school-based and non-school based in the department holding regular plantilla positions. Personnel under contracts of service/job order and LGU-funded employees shall likewise be covered but for purposes of performance evaluation only.
This RPMS was actually derived from the Strategic Performance Management Systems(SPMS) of the Civil Service Commission (CSC). This government agency issued a Memorandum Circular NO.06 series of 2012 which sets the guidelines on the establishment and implementation of SPMS. According to the guidelines, this gives emphasis to the strategic alignment of the agency’s thrusts with daily operation of every government unit and personnel within the organization. The measure on the individual perfomance is in line with the target set. It also provides an effective tool for assessing both the organizational outcomes and the government agencies.
The adoption of SPMS in the Department of Education and RPMS plays a vital role in quality of Education of our country. As a leaner-centered institution, it is committed to continuously improve itself to better serve the Filipino learners an the community. In addition,it strengthens the culture of performance and accountability in the agency cognizant to the vision, mission and values(VMV) at its core. The result of the performance can be analyzed and if some problems crop up, there will be remediation.
The salient feature of the RPMS is that there are four important Key Result Areas (KRA) with objects set by the immediate department for implementation for the school year. The KRA includes: Student Achievement; Curriculum, Content and Pedagogy; School, Home, Community Linkages and finally Personal Social Growth and Professional Characterics. These criteria does not confine a teacher to focus his/her work inside the classroom but rather to all areas where to explore his/her potential cognizant to the saying that teaching is a noble profession. This means you are to give your better service to people and do not expect a big return of investment while working with this Department of Education. The measure of the performance were based on objectives rather than subjectives and relating this measure to the verse in the bible “ for with the same judgement you pronounce, you will be judged; and with the measure you use, it will be measured to you (Mathew 7:2)” Just try to absorb this verse and you will be completely motivated and refrain from complains. May this information keeps you in the right track as professionals in the Department of Education.
By: RIZALINA A. CUENCO | MT-I | BATAAN NATIONAL HIGH SCHOOL
