Professional Documents
Culture Documents
Lesson 1
Appraising Personnel
Performance
Department of Education
BUREAU OF ELEMENTARY EDUCATION
2nd Floor Bonifacio Building
Dep Ed Complex, Meralco Avenue
Pasig City
Revised 2011
by the Learning Resource Management and Development System (LRMDS),
DepEd - Division of Negros Occidental
under the Strengthening the Implementation of Basic Education
in Selected Provinces in the Visayas (STRIVE).
This edition has been revised with permission for online distribution
through the Learning Resource Management Development System
(LRMDS) Portal (http://lrmds.deped.gov.ph/)
under Project STRIVE for BESRA,
a project supported by AusAID.
____________________________________________
2. What are the objectives of the Performance Appraisal System of the
Department of Education?
_____
After answering the questions, refer to the Answer Key. If you answered three
questions correctly, you have some knowledge in being an evaluator of the
performance of personnel. If you answered less than three questions, this module
will give you more insights on being an effective evaluator.
Read
Appraising Personnel Performance
Mrs. Sonia Cortez, the new principal of Mabini Elementary School, conducted a
seminar two weeks before the opening of classes. She briefed the teachers and
nonteaching personnel on the thrusts, priorities and activities for the school year.
One of the topics discussed in the seminar was the Performance Appraisal System
(PAS). Although the system is implemented every year, there are still some problems
met in using the PAS. As you go through this lesson, you will have insights to help you
eliminate these problems or difficulties.
Reflect
Based on your experience, explain what you mean by appraising personnel
performance.
Compare your answer with the definition found in the Answer key.
As cited in Dep Ed Order No. 27, s. 2002, appraising personnel performance is
anchored on the Performance Appraisal System (PAS)
The Dep Ed Performance Appraisal System aims to institute a continuing system of
improving employees performance, efficiency and effectiveness. Its specific
objectives are:
1. to provide basis for capability building;
2. to enhance productivity; and
3. to provide an objective rating which will serve as basis for personnel action,
incentives, rewards and administrative sanctions.
These objectives give direction to various activities to improve performance of all
Dep Ed personnel.
The Department of Education PAS Subsystems
The Department of Education Performance Appraisal System applies to all first-and
second level employees in the career and non-career services. It is composed of
subsystems by occupational groups.
Among the subsystems are:
Performance Appraisal System for District Supervisors (PASDS)
This is used to rate the performance of District Supervisors who are in charge
of supervising the teaching-learning operations in the elementary schools
within the district.
________
Can you foresee some difficulties in appraising personnel in such subsystems? Why?
______
_______
Read
The Department of Education Performance Appraisal System Policies
In the Performance Appraisal System, these are the policies that serve as guidelines
in the assessment of performance:
1. Adheres to the principle of performance-based security of tenure. It provides
motivation and basis for Incentives to performers and applies sanctions to
nonperformers;
Application
Try to devise a mechanism that could facilitate your function by studying the chart
below.
Mrs. Cortez prepared her schedule of activities so that she will be able to monitor
the Individual Work Plan Implementation of all her teachers.
Schedule of Activities
Activities
1. Evolve the work plan
2. Discuss the work plan with
all teachers
3. Teachers prepare their
Individual Work Plans
4. Review/approve
the
Individual Work Plans
5. Monitor the progress of
the Individual Work Plan
Implementation
6. Prepare the year-end
report
No. of
Teachers
Time
Frame
Accomplishment
This mechanism is a sample. You can a mechanism that will be useful to you.
Reflect
The Department of Education Performance Appraisal System Review Committee
(PARC)
To ensure the proper and smooth implementation of the Performance Appraisal
System, the Review Committees shall be organized with the following
responsibilities:
_____
Study
One of the responsibilities of the Committee is to serve as a venue for employees
grievance relative to the Performance Appraisal System. As much as possible,
grievances should be settled in the lowest level of the Grievance Machinery which is
the school level.
As principal, you should try your best to settle the grievance through oral discussion
with the aggrieved party. Decision should be tendered three days after the
presentation of the grievance.
There is a module on Organizing a Functional School Grievance Committee. This
module will give you more ideas in settling grievances at the school level.
Instructional Competence
Professional and Personal Characteristics
Punctuality and Attendance
(70%)
(20%)
(10%)
How to Rate
The teacher should read each item carefully under each major component and rate
himself/herself according to the specified performance indicators in the
accompanying summary rating sheet (SRC)
PAS Form B 2.
For example, in item A.1 Formulates/ Adopts objectives of lesson plan, when all
were met, he/she should check under column 10. He/she should do the same for the
rest of the items. He/she should enter his/her score under rating.
How to Compute Rating
After the teacher has rated himself/herself in the three major components c,
he/she should add all his/her ratings r for each component c and divide the sum
by the total number of items rated NI, and multiply by w assigned to the
component:
r
NI
Do the same for components II and III. Get the rating by adding the ratings for the
three components.
Activity 1.1
1.
2.
3.
4.
5.
Try These
In these activities, who is the ratee?
Who is the rater?
In the District Level, who is the rater?
Who is the ratee?
How can you help your teachers meet the deadline in submitting their
Individual Work Plans?
Summary
Performance appraisal is the systematic evaluation of employees with respect to
his/her performance on the job his/her potential development.
Evaluation of personnel performance consists of three parts:
Part I Preparatory activities prior to the completion of
the PAS
Part II -Activities during the performance appraisal
Part III - Activities after the completion of the PAS
Apply What You Have learned
Write your answer on the spaces provided for, corresponding to the question. Please
refer to the Answer Key for the correct answers.
_______________
b) Review of lesson plans and classroom records. Lesson plans can show how well
the teacher has planned his/her activities to be accomplishment of the
instructional goals.
Looking at the classroom records, tests and assignments will indicate how well
the teacher evaluates pupil achievement.
c) Use of teacher portfolio. It is a collection of work produced by the teacher. It is
constructed to highlight the teachers knowledge and skills in teaching. It is used
to provide feedback to the teacher so that he/she may improve his/her teaching
and level of professionalism.
6. Regular evaluation of personnel performance
a) The evaluation cycle will focus on the improvement of personnel performance.
The cycle begins when for the year.
b) Objectives should be written in behavioral terms.
c) Activities should be carefully chosen to carry out the objectives.
d) Plans for the collection of data/information should be specified after the target
has been selected.
e) Collect data using methods specified, e.g. observing performance on the job site,
interview, portfolio, etc.
f) Summarize all data collected from several sources. Analyze and interpret data.
g) Prepare the evaluation report to be presented in an evaluation conference (end
of the cycle). Results can be useful inputs to the next evaluation planning
(beginning of the next cycle).
Lesson 1
Try This
1.
2.
3.
4.
5.
Teacher
Principal
District Supervisor
Principal
Meet with the teachers, identify activities and decide on a feasible time frame.
Committee (PARC):
Approves employees work plan
Approves final rating
Conducts orientation on DepEd PAS
Monitors and evaluates PAS implementation and submits finding to Field
Office PARC
Reviews critical rating
serves as venue for employees grievances/complaints relative to PAS and
shall forward to Central Office PARC unsettled complaints
Sets his own internal rules and procedures consistent with General and Basic
Policies.
Appendix A
PAST Form A. Organizational Work Plan
Office:
POLICY
STATUS of
BACKGROUND
PROJECT
STRATEGIES
TARGE
T
DATES
PROJEC
T COST
REMARKS
Appendix B
PAST Form A-1. Individual Work Plan
Name:
Position:
Program/Project/Activity
School/Division:
Rating Period:
TARGET DATE
Planned
Actual
Output
Remarks
Appendix C
PAST FORM B-1
PERFORMANCE APPRAISAL SYSTEM FOR TEACHERS (PAST)
What to Rate
This Performance Appraisal System (PAS) for Teachers is a self-rating tool. It
is composed of three major components (with weight assignment in parenthesis) as
follows: I Instructional Competence (70%), II Professional and Personal
Characteristics (20%) and III Punctuality and Attendance (10%)
How to Compute Rating
After rating yourself in the three major components, add all your ratings
(r)for each component (c) and divide the sum by the total number of items rated
(NI), and multiply by the weight (w)
assigned to the component ( NI x w = Rc1 or rating for component I). Do the same
for components II and III. Get the total rating by adding the ratings for the three
components.
The Final PAS Rating
What you did is your self-appraisal. Your overall rating, which is the sum of all
the ratings for the three components including the plus factor, if there is any, will be
reviewed by your immediate supervisor/rater who will in turn recommend it for
approval by the Schools Division Superintendent.
8
6
4
2
10
12. Assessment
1. Diagnoses learners needs.
Diagnoses of learners; was done using:
a) questionnaire on the background of learners
b) anecdotal record
c) previous years academic records
d) pre-test
e) analysis of data generated from a to d
when all were done
when 4 were done
when 3 were done
when 2 were done
when 1 was done
10
8
6
4
2
10
8
6
4
3. Assess lesson to determine the desired outcomes within the allotted time
Desired outcomes of lessons were achieved when:
a) at least 85% passed the summative test 10
b) at least 75% passed
8
c) at least 50% passed
6
d) at least 25% passed
4
e) 24% or less passed
2
13. Management of Time and Learning Environment
1. Maintains clear and orderly classroom
Maintenance of clean and orderly classroom was done:
a) all the time
b) most of the time
8
10
6
4
2
10
8
6
Seldom
Never
4
2
1. Decisiveness
- acts immediately on needs/requests in accordance with the prescribed
rules and regulations and accepted norms of conduct and behavior
2. Honesty/Integrity
- demonstrates truthfulness, candidness, uprightness and freedom from
deceit
3. Dedication/Commitment
- renders service over and above the regular functions and even beyond
the regular time
4. Initiative/Resourcefulness
- starts action, projects and performs task without being told and
supervised
5. Courtesy
- shows polite, kind and thoughtful behavior toward the public/clientele in
manner of speech and actuations
6. Human Relations
- Integrates concern for people at work, office clientele and supervisorsubordinate relationship into work situations
7. Leadership
- the manner of guiding, influencing, motivating and developing confidence
of subordinates to work as a team and accomplish assigned tasks, leading
the organizational unit to achieve its goals and objectives enthusiastically.
8. Stress Tolerance
- stability of performance under pressure of opposition
9. Fairness/Justice
- conforms to usual principles of law, is just and unbiased
10. Proper Attire/Good Grooming
- dresses in accordance with proper decorum and/or prescribed rules and
regulations and is neat in appearance
III. PUNCTUALITY AND ATTENDANCE 10%)
(Including division/regional meetings and other required activities)
Punctuality No. of times tardy (5%)
Not more than three (3) times tardy/
10
8
6
4
2
10
8
6
4
2
PLUS FACTOR (.5 for each indicator but not to exceed 2 points for the total)
For Teachers:
1.
Rendered any of the following technical assistance:
1.1 provided assistance to co-teachers in improving their teaching
competence.
1.2 assisted school administrators in planning and managing in-service
trainings
1.3 served as consultant in the preparation of supplementary
instructional materials
1.4 served as demonstration teacher on innovative teaching techniques,
classroom management
2.
Conducted action research whose findings and
Recommendations have been adopted by the school.
3.
Subject area coordinator/chairman in district/division.
3.
Teacher-In-Charge of a school for one rating period.