Republic of the Philippines

Department of Education
NATIONAL CAPITAL REGION

DepEd NCR Results-Based Performance Management System (RPMS)

Internal Guidelines

Rationale and Scope

The Department of Education, through DepEd Order No. 2, s. 2015,

sets the guidelines on the establishment and implementation of the
Results-Based Performance Management System (RPMS) anchored on
the Civil Service Commission’s (CSC) Strategic Performance Management
System (SPMS).

These guidelines stipulate the specific mechanisms, criteria and

processes for the performance target setting, monitoring, evaluation and
development planning for all Regional Office Employees (ROP). Personnel
under contracts of service/job order shall likewise be covered, but for
purposes of performance evaluation only.

DepEd National Capital Region (NCR) as an organization is

committed to continuously improve itself to better serve all stakeholders.
The adoption and implementation of the SPMS and DepEd’s RPMS will
strengthen the culture of performance and accountability in the agency,
with the DepEd’s mandate, vision and mission at its core.

Objectives and Framework

The following are the objectives of the DepEd NCR Results-based

Performance Management System (RPMS): (1) Align individual roles and
targets with DepEd’s direction; (2) Track accomplishments against
objectives to determine appropriate, corrective actions if needed;
(3)Provide feedback on employees’ works progress and
accomplishments based on clearly defined goals and objectives; and
(4)A tool for people development. As shown below is the RPMS
Framework:

A legacy as rich as excellence!

Misamis St., Bago Bantay, Quezon City
Tel. Nos.: 920-5824; 926-2213 loc. 801
Email Address: ncr@deped.gov.ph
Website: http://www.deped.gov.ph/regions/ncr/
 Republic of the Philippines
Department of Education
NATIONAL CAPITAL REGION

The WHAT refers to results that must be achieved from the Central
Office, Regional Office, Division and Schools for the organization to
succeed.

Strategic Priorities are broken down into Department/Functional

Area Goals, which are translated into individual Key Result Areas (KRAs)
and Objectives. Aligning objectives in this way enables individuals and
units to contribute to organizational success.

The HOW refers to competencies at play when individuals do their

jobs. Each employee’s competencies can promote organizational values
and help each achieve organizational goals. If individuals and units
possess required competencies and demonstrate values consistent with
strategic goals, the organizational vision will be realized.

The DepEd Strategic RPMS Framework is aligned to the four-phase

cycle of the RPMS consistent with the Civil Service Commission SPMS.

A legacy as rich as excellence!

Misamis St., Bago Bantay, Quezon City
Tel. Nos.: 920-5824; 926-2213 loc. 801
Email Address: ncr@deped.gov.ph
Website: http://www.deped.gov.ph/regions/ncr/
 Republic of the Philippines
Department of Education
NATIONAL CAPITAL REGION

Policy Statement

DepEd NCR through the Performance Management Team (PMT)

hereby sets the guidelines on the establishment and implementation of
the Results-Based Performance Management System (RPMS), stipulating
the strategies, methods, tools and rewards for assessing the
accomplishments vis-à-vis the commitments. This will be a basis for
measuring and rewarding higher levels of performance of the different
functional divisions and development planning of all personnel in the
Regional Office.

DepEd NCR shall adopt the existing RPMS Framework in DepEd

Order 2, s. 2015 and follow the four-stage performance management
system cycle as prescribed by the CSC.

1. Performance planning and commitment (Phase I);

2. Performance monitoring and coaching (Phase II);
3. Performance review and evaluation (Phase III); and
4. Performance rewarding and development planning (Phase IV).

The following are the protocol to be observed by the PMT, Division

Chiefs/Unit Heads and all ROP employees:

A. Phase I: Performance Planning and Commitment

1. OPCRF Review shall be done every 5th of November by the
Performance Management Team (PMT).
2. IPCRF Review shall be done every 5th of December.
3. Approval of the OPCRF and IPCRF every 15th and 20th of
December respectively.
a. The rater meets with the ratee to discuss and agree on the
following:
i. Office KRAs, objectives and performance indicators
are anchored to overall organizational outcomes;
and
ii. Individual KRAs, objectives and performance
indicators are anchored to Office KRAs and
Objectives.
b. Division Chiefs and Unit Heads to provide technical inputs
in defining KRAs, setting objectives, identifying timeline,
assigning weight and crafting of performance indicators.
c. Rater to discuss the competencies required of the
individual personnel. See Part 2 of the IPCRF.

A legacy as rich as excellence!

Misamis St., Bago Bantay, Quezon City
Tel. Nos.: 920-5824; 926-2213 loc. 801
Email Address: ncr@deped.gov.ph
Website: http://www.deped.gov.ph/regions/ncr/
 Republic of the Philippines
Department of Education
NATIONAL CAPITAL REGION

d. Lastly, rater and rate shall commit and reach an

agreement by signing the OPCRF and IPCRF.
e. Signed OPCRF and IPCRF shall be the basis for monitoring
and assessment, which shall happen in Phases II and III,
respectively.

B. Phase II: Performance Monitoring and Coaching

1. The performance monitoring and coaching shall commence

after the rater and the ratee commit on the KRAs, Objectives
and Performance Indicators, and sign the OPCRF and IPCRF. This
shall be done throughout the year.
2. There shall be a quarterly regular meeting of the raters and
ratees to satisfy Phase II of the RPMS. The schedule is as follows:
a. 1st Quarter Monitoring and Coaching – 1st Week, March
b. 2nd Quarter Monitoring and Coaching – 1st Week, July
c. 3rd Quarter Monitoring and Coaching – 1st Week,
September
d. 4th Quarter Monitoring and Coaching – 1st Week,
November
Note: PMT shall also meet for a regular “Kumustahan”.
3. Functional Division Chiefs and Unit Heads shall prepare and
submit the RPMS Monitoring Report and Coaching Form every
2nd Monday of March, July, September and November to HRDD.

C. Phase III: Performance Review and Evaluation

1. The performance review and evaluation shall be done quarterly

coinciding with the quarterly coaching sessions between the
rater and ratee.

2. The schedule is as follows:

a. 1st Quarter Review and Feedback – 1st Week, March
b. 2nd Quarter Review and Feedback and Mid-Year Review
– 1st Week, July
c. 3rd Quarter Review and Feedback – 1st Week, September
d. 4th Quarter Review and Feedback – 1st Week, November

3. Functional Division Chiefs and Unit Heads shall prepare and

submit the RPMS Monitoring Report and Minutes of the Review
every 2nd Monday of March, July, September and November to
HRDD.

A legacy as rich as excellence!

Misamis St., Bago Bantay, Quezon City
Tel. Nos.: 920-5824; 926-2213 loc. 801
Email Address: ncr@deped.gov.ph
Website: http://www.deped.gov.ph/regions/ncr/
 Republic of the Philippines
Department of Education
NATIONAL CAPITAL REGION

4. There shall be a mid-year review to determine the achievement

of deliverables. In exceptional cases, a one-time recalibration of
office and individual objectives shall be allowed during the mid-
year review.

5. PMT and the Division Chiefs/ Unit Heads shall carefully check if
KRAs are contributing/aligned to the organizational goals and
objectives.

6. The final rating shall be agreed upon by the PMT/Division

Chiefs/Unit Heads and ratees. Ratees shall present the Means of
Verifications.

7. If the rating of the OPCRF/IPCRF is Unsatisfactory/Poor the PMT

and or the Division Chiefs/Units Heads shall inform the Division
and or the ratee. Coaching, feedback and appropriate
interventions shall be provided where necessary.

Note: PMT shall also meet for a regular “Kumustahan”.

Performance Management Team (PMT)

The composition of the Performance Management Team (PMT)is as

follow:
Chairperson: Dr. Carlito D. Rocafort
Director III

Members: Dr. Warren A. Ramos

Chief, PPRD

Ms. Juliet Icamen

Chief, Finance Division

Atty. Joylyn P. Dulnuan

Chief, Administrative Division

Dr. Felicino C. Trongco

Chief, HRDD

A legacy as rich as excellence!

Misamis St., Bago Bantay, Quezon City
Tel. Nos.: 920-5824; 926-2213 loc. 801
Email Address: ncr@deped.gov.ph
Website: http://www.deped.gov.ph/regions/ncr/
 Republic of the Philippines
Department of Education
NATIONAL CAPITAL REGION

Dr. Josefino C. Pogoy Jr.

EPS, HRDD

Ms. Rita E. Riddle

SDS, SDO Makati City/PASS President

Atty. Ariz Delson Acay D. Cawilan

Legal Officer IV
NEU Regional Chapter Representative

Observer: Representative of DepEd-recognized

Civil Society Organization

Secretariat: Ms. Elsa P. Mariano

Administrative Officer V

Mr. Alfredo G. Desamparo Jr.

EPS II, HRDD

Ms. Leah Ailah C. Vicencio

EPS II, HRDD

Functions and Responsibilities of the Performance Management Team

The PMT shall have the following functions and responsibilities:

i. Planning Office shall ensure that the Office Performance

Targets and measures, as well as the budget are aligned
with those of the agency and that work distribution of
Offices/Units is rationalized;

ii. PMT recommends approval of the Office Performance

Commitment and Rating to the Regional Director;

iii. PMT adopts its own internal rules, procedures and

strategies in carrying out the above responsibilities
including meetings and deliberations and delegation of
authority to representatives in case of absence of its
members;

A legacy as rich as excellence!

Misamis St., Bago Bantay, Quezon City
Tel. Nos.: 920-5824; 926-2213 loc. 801
Email Address: ncr@deped.gov.ph
Website: http://www.deped.gov.ph/regions/ncr/
 Republic of the Philippines
Department of Education
NATIONAL CAPITAL REGION

iv. Personnel Division identifies potential top performers and

provides input to the PRAISE Committee for grant of
awards and incentives;

v. Secretariat shall set consultation meeting of all Division

Chiefs for the purpose of discussing the targets set in the
Office Performance Commitment and Rating Form; and

vi. Acts as appeals body and final arbiter.

Policy, Planning and Research Division (PPRD) shall:

i. Conduct an agency performance planning and

review conference annually for the purpose of
discussing the Office assessment for the preceding
performance period and plans for the succeeding
performance period with concerned Heads of
Offices;

ii. Monitor and evaluate the submission of OPCRF and

schedule the review/evaluation of the Office
Commitment by the PMT at each level before the
start of a performance period;
iii. Consolidate, review, validate and evaluate the
initial performance assessment of the Division Chiefs
based on reported Office accomplishments against
the success indicators, and the allotted budget
against the actual expenses; and

iv. Provide each office with the final Office Assessment

to serve as basis for offices in the assessment of
individual staff members.

Human Resource Development Division (HRDD) shall:

i. Monitor submission of IPCRF by Division Chiefs;

ii. Review the Summary List of Individual Performance

Rating to ensure that the average performance
rating of employees is equivalent to or not higher
than the Office Performance Rating as

A legacy as rich as excellence!

Misamis St., Bago Bantay, Quezon City
Tel. Nos.: 920-5824; 926-2213 loc. 801
Email Address: ncr@deped.gov.ph
Website: http://www.deped.gov.ph/regions/ncr/
 Republic of the Philippines
Department of Education
NATIONAL CAPITAL REGION

recommended by the PMT and approved by the

Regional Director;

iii. Provide analytical data on retention,

skill/competency gaps, and talent development
plans that align with strategic plans; and

iv. Coordinate development interventions that will

form part of the HR Plan.

Institutionalization of Sub-PMT Committee

1. All Functional Division Chiefs are requested to assign their respective

focal person on RPMS who shall be automatically be a member of
the sub-PMT Committee.

2. The sub-PMT Committee shall coordinate, monitor, and consolidate

OPCRF and IPCRF in their respective offices.

3. All Chiefs are requested to utilize the Performance Coaching and

Mentoring Plan, Performance Management Log, and submit their
employees’ Individual Development Plan.

Performance Review Process Flow

This performance review process flow explains how to assess both

the Office Performance Commitment and Individual Performance
Commitment based on performance targets and measures.

1. The Head of Office, in coordination with the Policy, Planning, and

Research Division, shall lead the assessment of the OPCR vis-à-vis
the commitment at the beginning of the performance cycle.
2.
3. The rater and ratee shall discuss and agree on the individual
assessment based on the actual accomplishment of each of the
KRAs and Objectives.
4. The final rating shall come from the actual accomplishment of
the specific objectives as measured by the set Performance
Indicators.
5. Ratees shall conduct initial self-rating prior to the performance
review and evaluation.

A legacy as rich as excellence!

Misamis St., Bago Bantay, Quezon City
Tel. Nos.: 920-5824; 926-2213 loc. 801
Email Address: ncr@deped.gov.ph
Website: http://www.deped.gov.ph/regions/ncr/
 Republic of the Philippines
Department of Education
NATIONAL CAPITAL REGION

6. Below shows the specific procedure of the performance review:

Reflect actual Rate each of the Compute the

accomplishments objectives score per
and results objective

Determine the Reach an Assess the

overall rating for agreement competencies
accomplishments

D. Phase IV: Performance Rewarding and Development Planning

1. The results of the performance review and evaluation shall be

used in performance rewarding and development planning.

2. PMT shall convene every 10th of December for deliberation of

nominees of PRAISE.

3. HRDD to consolidate the Individual Development Plans for the

preparation of the Regional Learning and Development Plan
every 15th of December.

 Note: In the event that the deadline falls on a non-working

holiday, submission will be on the next working day.

Other provisions of DepEd Order No. 2, s. 2015 “Guidelines on the

Establishment and Implementation of the Results-Based Performance
Management System (RPMS) in the Department of Education shall remain
in effect.

These guidelines shall take effect immediately upon issuance.

Signed:

Dr. Malcolm S. Garma Date: _________________

Director IV

A legacy as rich as excellence!

Misamis St., Bago Bantay, Quezon City
Tel. Nos.: 920-5824; 926-2213 loc. 801
Email Address: ncr@deped.gov.ph
Website: http://www.deped.gov.ph/regions/ncr/