The Result-based Performance Management System (RPMS) of Dep. Ed. supports the vision and mission and values of our agency as it continuously endeavors to evolve as a learner-centered public institution. Designed by the HROD ( Human Resource Officers Development ), the RPMS is an intervention to ensure the effective and systematic delivery of services to the public.

RPMS has four phases namely Performance Planning and Commitment, Performance Rewarding and Planning, Performance Monitoring and Coaching, Performance Review and Evaluation. All these are focus on individual growth that is result driven through consistent work improvement.

Why is RPMS relevant? The design and objectives of the evaluation tool suggest that No WASTED EFFORT WILL BE COMMITED SINCE AT THE BEGINNING; THE TEACHER WILL BE THE ONE WHO WILL DESIGN THE OBJECTIVES with respective performance indicators that can easily monitor the track of its plan. It  provides visibility and clarity related to performance expectations, documents individual performance to support compensation and career planning decisions, and establishes focus for skill development and learning activity choices. This RPMS supports K to 12 implementation as one of the interventions: A Student and Community Centered Education System which also incline in the Dep. Ed. Vision and Mission. Performance-based is the end core of the program that highly emphasizes on how to evaluate and measure individual action.  Effective performance management enables to provide optimum productivity result.

By: Jane L. Mason | Teacher III | Kitang Elem. School | Limay, Bataan