Professional Documents
Culture Documents
Department of Education
Region 02
Schools Division of Quirino
MADDELA COMPREHENSIVE HIGH SCHOOL
Maddela
INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW FORM (IPCRF) FOR MASTER TEACHERS
Name of Employee:
Position:
School:
Rating Period:
MFOs
Basic
Education
Services
Key Result
Areas (KRAs)
TeachingLearning
Process
(25%)
Name of Rater:
Position:
Date of Review:
2. Facilitate
learning through
the use of at
least
10
instructional
materials
per
subject
area
preparation
June
2015 to
March
2016
June
2015 to
March
2016
8%
7%
3. Initiate
discipline
of
students
including
classroom rules,
guidelines and
individual and
group task
4. Monitor
attendance,
diversity
appreciation,
safe,
positive
and motivating
environment,
over-all physical
atmosphere,
cleanliness, and
orderliness
of
classrooms
including proper
waste disposal.
Sub-Total
Score
Pupils/
Students
Learning
Outcomes
(30%)
June
2015 to
March
2016
5%
June
2015 to
March
2016
5%
1. Monitor, evaluate
and
maintain
pupils/students
progress through
*Formative
Assessment
June
2015 to
March
2016
4%
Indicators:
_______ indicators
1. Test Questions with TOS
were submitted
2. Class Record for formative assessment
two weeks
3. Class Record for summative assessment
before the
4. List of pupils/students output like project and
deadline
performance
*Summative
Assessment
2. Conduct
remediation/enri
chment
programs
to
improve
performance
indicators
3. Maintain
pupils/students
school records
Class
Record
Rating Sheet
4. Attain at least
85%
Grade
Point Average
(GPA)
for
Grade
level
and
learning
areas
June
2015 to
March
2016
3%
June
2015 to
March
2016
2%
June
2015 to
March
2016
2%
6. Initiate
improvements in
instructional
programs to all
teachers
June
2015 to
March
2016
2%
June
2015 to
March
2016
3%
June
2015 to
March
2016
3%
7. Lead in the
preparation of
instructional
materials to all
teachers
8. Serve
as
demonstration
Attained _____%
average NAT
MPS in the
subject area
teacher,
facilitator
or
resource speaker
at the school
level and or
provided
mentoring
services
to
demonstration
teachers
teacher.
June
2015 to
March
2016
3%
9. Interpret and
utilize test
results to
improve
performance
June
2015 to
March
2016
3%
June
2015 to
March
2016
2%
Sub-Total
Score
Instructional
Supervision
(20%)
June
2015 to
March
2016
3%
1. Observe
teachers
quarter
every
June
2015 to
March
2016
2. Conduct
mentoring/coach
ing activities and
prepare
instructional
materials
June
2015 to
March
2016
5%
5%
5%
June
2015 to
March
2016
5%
4. Check
lesson
plans of teachers
in the assigned
grade/subject
area.
Sub-Total
Score
Community
Development
(15%)
1. Conducts
5
Periodic
PTA
Meetings/Confer
June
2015 to
March
5%
ences
2016
2. . Conduct at
least 5 home
visits to
pupils/students
needing
academic
monitoring /
follow up
3. Undertake/initiat
e
project/event/act
ivity with
external
funding/sponsor
ship
Sub-Total
Score
Professional
Growth and
Development
(10%)
June
2015 to
March
2016
5%
June
2015 to
March
2016
5%
_____
1. Conduct at least
one
action
research.
June
2015 to
March
2016
3%
3. Participate in the
planning
and
implementation
of
training
programs
in
school, district
and
division
level.
4. Participate
in
3%
June
2015 to
March
2016
2%
June
2%
seminars,
workshops,
trainings within
a year (Division,
Regional,
National,
International)
Sub-Total
Score
Plus Factor
(5%)
2015 to
March
2016
1. Attain five of
the following:
a. Publish
an
article
in
national
circulation
b. Achieve
zero
drop-out rate
c. Serve
as
Chairman/ cochairman in any
working
committee in the
school/
division/region
d. Receive
an
outstanding
employee award
at least in the
District Level
e. Participate
to
any activities as
member of a
professional
organization
f. Serve
as
TWG/coordinato
r to any activity
in the barangay.
June
2015 to
March
2016
5%
Sub-Total
Score
*To get the score, the rating is multiplied by the weight assigned.
______
OVERALL
RATING FOR
ACCOMPLISHMENTS
_________________________
Rater:
Ratee:
Approving Authority:
_______
NUMERICAL RATING
ADJECTIVAL RATING
DESCRIPTION OF MEANING OF RATING
5
Outstanding
Performance represents an extraordinary level of achievement and commitment in terms of quality and time, technical skills and knowledge, ingenuity, creativity and initiative.
Employees at this performance level should have demonstrated exceptional job mastery in all major areas of responsibility. Employee achievement and contributions to the
organization are of marked excellence.
4
Very Satisfactory
Performance exceeded expectations. All goals, objectives and targets were achieved above the established standards.
3
Satisfactory
Performance met expectations in terms of quality of work, efficiency and timeliness. The most critical annual goals were met.
2
Unsatisfactory
Performance failed to meet expectations, and/or one or more of the most critical goals were not met.
1
Poor
Performance was consistently below expectations, and/or reasonable progress toward critical goals was not made. Significant improvement is needed in one or more important
areas.
This rating scale is based on the Civil Service Commission Circular No. 06, series of 2012 that sets the guidelines on the establishment and implementation of the Strategic
Performance
Management
System
(SPMS) in all government agencies.
Competencies shall be monitored for developmental purposes. In
evaluating the individuals demonstration
and Appealsfor the accomplishments shall fall
TheGrievances
overall rating/assessment
evaluation
of competencies, this rating
scale shallrating from the rater. The rate, however, shall not be
within3.
the Afollowing
adjectival
ratingsshall
and shall
be in three
Grievance
Committee
be created
in (3)
each level ofapply.
the
allowed to protest the performance ratings of co-employees.
organization to act as appeals board and final arbiter of all issues
decimal points.
Ratings obtained by the rate can only be used as basis for
relating to the implementation of the SCALE
RPMS.
DEFINITION reference for comparison in appealing the individual performance
4. The office performance
assessment
as discussed in the
RANGE
ADJECTIVAL
RATING
5
Role model rating.
performance
review
and
evaluation
phase
shall
be
final
and
not
1. The Grievance Committee shall decide on the appeals within one
4.500 5.000
Outstanding 4
Consistently demonstrates
appealable.
Any
issue/appeal
on
the
initial
performance
(1) month from receipt. Appeals lodged at any Grievance
3.500 4.499
Very Satisfactory
3
Most of the time demonstrates
assessment of an office shall be discussed
and decided during
Committee shall follow the hierarchical jurisdiction of various
2.500 3.499
Satisfactory 2
Sometimes demonstrates
the performance review conference.
Grievance Committees within the agency. For example, the decision
1.500
2.499
Unsatisfactory
5. Individual
employees who feel
aggrieved1or dissatisfied with their Rarely demonstrates
of the Division Grievance Committee is appealable to the Regional
below 1.499
Pooran appeal with the Grievance
final performance ratings can file
Grievance Committee, which decision is in turn appealable to the
Committee at their level within ten (10) working days from date
of receipt of notice of their final performance
Result Focus
Service Orientation
1.
1.
2.
2.
3.
3.
4.
4.
5.
Sets high quality, challenging, realistic goals for self and others.
5.
1.
2.
3.
4.
5.
Teamwork
1. Willingly does his/her share of responsibility.
2.
3.
3.
4.
4.
5.
5.
Innovation
1. Examines the root cause of problems and suggests effective
solutions. Fosters new ideas, processes, and suggests better
ways to do things (cost and/or operational efficiency).
2.
Demonstrates an ability to think beyond the box.
CORE SKILLS
Oral Communication
1. Follows instruction accurately.
Written Communication
1. Knows the different written business communication formats used in
DepEd.
Computer/ICT Skills
1. Prepares basic compositions (e.g., letters, reports, spreadsheets and graphics presentation
using Word Processing and Excel).
2. Identifies different computer parts, turns the computer on/off, and work on a given task with
acceptable speed and accuracy and connects computer peripherals (e.g. printers, modems,
multimedia projectors, etc.)
3. Prepares simple presentation using Powerpoint.
4. Utilizes technologies to: access information to enhance professional productivity, assists in
conducting research and communicate through local and global professional networks.
5. Recommends appropriate and updated technology to enhance productivity and professional
practice.
OVERALL COMPETENCY RATINGS
CORE BEHAVIORAL COMPETENCIES
CORE SKILLS COMPETENCIES
OVERALL RATING
Rating
Adjectival Rating
Rater-Ratee
Agreement
The signatures below confirm that the employee and his/her superior have agreed on content of this appraisal form and the performance rating.
Name of Employee
Name of Superior
April 8, 2015
Date
April 8, 2015
Strengths
Development Needs
Action Plan
(Recommended Developmental
Intervention)
Require teacher to enroll in the PostGraduate School.
Timeline
June 2016
July 2016 to
March 2017
Resources Needed
Tuition fees
Feedback:
You have the potential of a future Master Teacher II and a very good instructional leader, so prepare yourself by finishing your doctoral degree.
Rater:
Ratee:
Approving Authority:
Date
June 1, 2015
First day of classes but the teacher did not meet her students
as per assigned sections and room assignment
Aug. 8, 2015
August 14,
2015
Output
Signature of
Ratee Rater
Development Needs
Action Plan
(Recommended Developmental
Intervention)
Present the need to parents, look for possible
donors, recycle some available materials.
Timeline
August 2015
Resources Needed
June 2015
Year-round
Year-round
Feedback:
You have been in the service for the last 18 years. Enroll in the Post-Graduate School for you have the potential of becoming an excellent Master Teacher II or a future school
head. Talent in dancing and singing is seen, thus, join the group of teachers who perform during Teachers Day, fiestas and other DepED activities.
Rater:
Ratee:
Approving Authority: