Teachers are important professionals that nourish and nurture ones knowledge and skills. Everyone has gone through schools until they reach their current status. Almost all are successful. All thanks to our teachers. They are doing their part in the society so no one will be left unknowledgeable. They have duties and responsibilities that will help students gain knowledge and understanding, develop skills, and acquire attitudes and values.
As they perform their duties and responsibilities, they are being monitored and rated. The Philippine government believes that teachers and other employees should be rewarded for the tasks they accomplished with flying colors. They are planning and studying monitoring tools that will help these employees to achieve what they need whether they lack of it, they already has it but needs improvement or they have to be commended for it.
“On December 21, 2011, the President issued Administrative Order (AO) No. 25 creating an Inter-Agency Task Force (IATF) on the Harmonization of the National Government Performance Monitoring Information and Reporting Systems, which seeks to rationalize, harmonize, streamline, simplify and unify the efforts of all of the agencies towards the realization of the commitments I n the Philippine Development Plan (PDP) 2011-2016 and the Administration’s five Key Results Areas (KRAs) under Executive Order (EO) No. 43. AO 25, establishes a unified and integrated Results-Based Performance Management System (RPMS) across all departments and agencies within the Executive Branch incorporating a common set of performance scorecard to serve a single source of information on the status of government performance.” (DO. 30, S. 2015, p2.)
The Results-Based Performance Management System (RPMS) refers to the DepEd-contextualized Strategic Performance Management System; gives emphasis to the strategic alignment of the organizational goals with the day-to-day operation of units and individual personnel. It is an organization-wide process of ensuring that employees focus work efforts towards achieving DepEd vision, mission, values and strategic priorities. It is also a mechanism to manage, monitor, and measure performance, and identify human resource and organizational development needs. As part of the new K-12 program of the Department of Education, RPMS was first implemented in the school year 2015-2016 from competency-based performance appraisal system for teachers (CB-PAST) as a monitoring tool. With same aim, the purpose of RPMS is to make an upgrade on the previous CB-PAST as time and the needs change.
What are the factors affecting the ratings of each employee? One Key Result Area is Teaching-Learning Process; this includes giving students proper and safe classrooms, integrating technology in teaching and other output. How will they be able to achieve their needs? Often, rural areas are not given much opportunity when it comes to upgrade and update with the latest technologies. There are some areas that telecommunication companies could not reach. There are also areas that even trucks and small vehicles can’t get through but schools continue its functions even with conventional way of teaching and learning and with limited resources. Moreover, some areas do not receive books and other supplies, inadequate classrooms, desks and other facilities that the students and employees need. Will they be rated the same as those who are in areas which are easily accessible with resources?
With these factors, the purpose of RPMS is to improve the performance of each employee, the teachers. It can also be a good motivation for them to do their jobs and receive the incentives.
By: JEMEE JOAN M. DE JESUS | Administrative Assistant II | Dr. Victoria B. Roman Memorial High School, Pantingan, Pilar
