At the beginning of June 2014, we are expected to prepare and submit to the office our prepared targets for the current school year. These targets are based on our accomplishments which are reflected in the Result Performance otherwise known as RPMS.

These are the following objectives of the RPMS that were stated by the speaker during our lac session:

Objectives of the Performance Management System

• Align individual roles and targets with DepEd’s 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.
• Targets are clear, well-planned                  *  Inconsistency of targets per KRA for every

Yes, objectives are really good, but we can only use them if they are applicable. Here are some of the feedbacks from teachers during the planning of  RPMS that we experienced from RPMS:

                 POSITIVE                                                                       NEGATIVE

in every KRA for every teachers.                   teachers.

• Targets/objectives per KRA are                 *  Targets/objectives are only limited with respect to

• A best motivational tool in                         *  A silent weapon that may mislead to

planning, guiding, and assessing                    teachers if not properly observed their

teachers’ performance and                             actions.

Conclusion:  Make a standard targets in RPMS in all teachers like what we have in CBPAST. Having RPMS planning last June helped the teachers to be more aware about their roles and duties. Targets when carefully planned and prepared serve as the teacher’s guide in the effective performance of her/his regular duties and functions in the school.

 

By: Ricer M. Borja | Teacher II | Mariveles National High School-Cabcaben | Mariveles, Bataan