POSITION AND COMPETENCY PROFILE PCP NO.________ Revision Code: 00 Department of Education Position Title : Salary Grade : 19 Parenthetical Title : Office Unit : Effectivity Date : Reports to : Page/s : Position Supervised : Classroom Teachers, School Personnel JOB SUMMARY Sets the mission, vision, goals and objectives of the School, creates an environment that is conducive to teaching-learning process, monitors and assesses the school curriculum and accountable for higher learning outcomes Coordinates with the subject area division supervisors in preparing teacher training and implements school policies and regulations. QUALIFICATION STANDARDS A. CSC Prescribed Qualifications Bachelor's degree in Elementary/Secondary Education or Bacahelor's Degree with 18 professional education Education units with appropriate field of specialization Head Teacher for 1 year or Teacher-In-Charge for 2 years or Master teacher for 2 years or Teacher for 5 Experience years Eligibility RA 1080 Trainings 40 hours relevant training B. Preferred Qualifications Education MA Graduate with at least 18 units Leadership and Management Subject Experience At least 5 years of teaching experience (inclusive of 2 years as Teacher-In-Charge or Officer-In-Charge Eligibility LET, PBET, NQESH Trainings NEAP, Leadership; Management/SBM Trainings Performance Rating VS 2 rating periods MFOs KRAs OBJECTIVES TIMELINE Weight per KRA ACTUAL RESULTS SCORE* Timeliness) Averag Q E T e Instructional Accounted for 5 .NAT performance and GSA is 51%-99% 1 .Conducted Observation and coaching session Instructional 130% an Above per month Supervision to achieve learning outcomes 4-Conducted Conducted Observation and coaching session 115%-129% per month 3-Conducted Conducted Observation and coaching session 100%-114% per month 2-Conducted Conducted Observation and coaching session 51%-99% per month 1-Conducted Conducted Observation and coaching session 50% and below per month .NAT performance and GSA is 100%-114% 2 .Negros Oriental TO BE FILLED IN DURING PLANNING TO BE FILLED DURING EVALUATION RATING PERFORMANCE INDICATORS (Quality. Efficiency.NAT performance and GSA is 130% and above Leadrship learning outcomes of schools and centers viz-a-viz goals and 4 .NAT performance and GSA is 115%-129% targets 3 . Office Performance Commitment and Review Form Name of Employee: Name of Rater: Position: Position: Review Period: Date of Review: Bureau/Center/Service/Division: Department of Education .NAT performance and GSA is 50% and below Performed 5. Provided ICT facilities/ workshop rooms as learning support systems -Has clear DRRM mobilization plans 4 .130% and above accomplishments on the Environment child friendly following (supported by evidence such as learning and school policy.programs - Institutionalized child protection mechanisms and processes (per DO 40. s.Adhered to Child-Friendly environment standards and Prog.All mechanisms are present except for some minimal requirements 3 .All mechanisms are present but without evidences 2 . reports. for learners inventory). 2012) . school environment advocacy activities.Learning Provide safe and 5 .Mechanisms and reports are missing . regular meetings.Incomplete mechanisms and absence of reports 1 . information materials. M leadership.dards for facilities given to the school Coordinated with stakeholders on resource mobilization -Maintained school EMIS and regularly submit MIS reports to the Division Office 4 .nance OPERATIONS -Monitored.Financial Manage.ble (with complete evidence) 3 . skills tion results in pres. accountedand reported utilization of school fund -Reported sources and uses of funds - Ensured quality stan. the school supported by eviden. database system - ANAGEMENT operations functions Allocate/Prioritized funds for programs and AND school facilities impro.cal assistance with corresponding eviden- teachers on matters ces -Teachers portfolio containing observation MANAGEMENT pertaining to reports. performance analyses and AND enhancement of recommendations for development interventions.ment System and/or reports observed HUMAN Provide technical 5 .ment system and reporting were in its initial stages 1 -No Financial Manage.At least 115%-129% of school personnel provided with technical assistance with the required evidences 3 .Performed RPMS and instructional processes among130% and above school compe.130% and above of teachers -Provided with RESOURCE assis tance to techni. were negligi.ces such as management and reports. and performance evalua- management. TSNA results.With clear financial and resource manage- ment system but two requirements and/or reports were lacking 2 .mance contracts.At least 100-114% of school personnel provided with technical assistance with therequired evidences .SCHOOL Performed school 5 . and performance eva- personnel for luation results in pres.cribed tools and pro- support services posed development plans within the RPMS cycle 4 . account logs. DEVELOPMENT class.room perfor.With clear financial management system for LEADERSHIP.With clear financial and resource manage- ment system but one or requirements were missing.tence and to personnel with the following as evidences: non-teaching -Performance contracts.cribed tools .vement and mainte. esp.mentations community of meetings.ces are missing 2 . 2 .At least 51-99% of school personnel provided with technical assistance with therequired evidences 1 . strategic planning) PARTNERSHIP Obtained resources for the school through stakeholders partnership 4 .tion INVOLVE-MENT and family and plan (complete with reports and docu.Has mobilization plan and occasionally meets stakeholders but not resulting to resources generated and eviden.50% and below of school personnel provided with technical assistance with the required evidences PARENTS Established school 5 .Has mobilization plan and occasionally meets stakeholders in meet.ings and activities but some elements (e.Poor mobilization skills and seldom meets stakeholders 1 . not enough resources raised) 3 .Has stakeholders partnership/mobiliza.g. agreements) -Organized programs AND partnership for withstakeholders.No evidence in this area . parents for academic and COMMUNITY school performance other purposes (esp. * To get the score. OVER ALL RATING FOR ACCOMPLISHMENT 0 Rater Ratee Approving Officer DEPED RPMS form . the rating is multiplied by the weight assigned.DEPED form .For Head of Office |3 . Achieves results with optimal use of time and resources most of the 1 Fosters new ideas. Continuously focuses on 2 by placing organizational needs before personal needs. 3 improving personal productivity to create higher value and results. regularity of 3 Initiates activities that promotes advocacy for men and women 3 3 attendance and punctuality. 2 effectiveness. mistakes and wastage through effective work methods Demonstrates an ability to think "beyond the box". 3 to that of the organization. processes. Self-Management at alower cost. Result Focus Innovation 1 Examines the root cause of problems and suggests effective solutions. COMPETENCIES CORE BEHAVIORAL COMPETENCIES improve performance. 3 Delivers error-free outputs most of the time by conforming to 3 standard operating procedures correctly and consistently.Role Model. Demonstrates resourcefulness and the 5 Makes specific changes in the system or in own work methods to 3 ability to succeed with minimal resources. 3 4 Expresses a desire to do better and may express frustration at waste 4 Translates creative thinking into tangible changes and solutions that improve the work unit and 4 or inefficiency. 2 Promotes collaboration and removes barriers to teamwork and goal accomplishment across the organization 4 3.Rarely demonstrates DEPED RPMS form . 3 4 2 Applies negotiation principles in arriving at win-win agreements. 4 Participates in updating of office vision.8 or solutions.Consistently demonstrates. Demonstrates the values and behavior enshrined in the Norms of Service Orientation Conduct and Ethical Standards for public officials and employee (RA 1 1 6713). improves systems and help others improve their 3 procedures that will further enhance service delivery. 3 . morale.) to achieve goals. challenging. 4 5 Works constructively and collaboratively with others and across Professionalism and Ethics 4 organizations to accomplish organizational goals and objectives. 2 Avoids rework. 1 Sets personal goals and direction. mandates & strategies 4 Makes personal sacrifices to meet the organization's needs. more efficiently. 5 Sets high quality. costumer satisfaction. 3 service issues and concerns 3 Maintains professional image: being trustworthy.DEPED form . issues and problems. usefulness/acceptability and completeness with no supervision required.Most of the time demonstrates. 2 . without setting any specific goal. 3 empowerment.2 2. 4 . and suggests bettter ways to do things (cost time. 3 Can explain and articulate organizational directions. 1 . 3 etc.For Head of Office |4 . Examples may include doing something better. 4 2 5 Uses ingenious methods to accomplish responsibilties. 4 based on DepEd strategies and directions. 3 Undertakes personal actions and behaviors that are clear and Teamwork 2 3 purposive and takes into account personal goals and values congruent 3 1 Willingly does his/her share of responsibilty. needs and development.6 3 Displays emotional maturity and enthusiasm for and is challenged by 3 higher goals Prioritize work tasks and schedules (through gantt charts.2 Takes personal responsibilty for dealing with and/or correcting costumer 3 account the impact of his/her actions and decisions. 4 2 Practices ethical and professional behavior and conduct taking into 2 3. realistic goals for self and others 4 4 Drives consensus and team ownership of decisions. 3 3 and/or operational efficiency). May focus on new or more precise ways of meeting organization. faster. checklists. good grooming and communication.Sometimes demonstrates. goals set. 3 Acts with a sense pf urgency and responsibility to meet the 5 Develops and adopts service improvement programs through simplified 5 organization's needs. 2 5 . or improving quality. Able to Promotes a creative climate and inspires co-workers to develop original ideas 3 produce very satisfactoy quality of work in terms of 3. mission. appeals to reason and/or emotions. 2 5 .DEPED form . or other experiences for the purpose of 3 demonstrates desired behavior. 3 . professional and work unit needs and interests in succh as looking dfor the future opportunities that are in support of an issue. 4 mutual trust and respect. and assignments. does something 3. is a credible and respected leader. faster.g.Consistently demonstrates.Role Model. 1 . 2 .. 3 Assumes a pivotal role in promoting the development of an inspiring.00 better.6 Provides feedback and technical assistance such as coaching for 3 performance improvement and action planning. revenues). in order to have a specific Conceptualizes and implements learning interventions to meet identified 2 2 impact or effect. 2 Facilitates workforce effectiveness through coaching and 1 staff mobilization. 4 . in order to create an effective work environment. LEADERSHIP COMPETENCIES People Development Leading People Improves the skills and effectiveness of individuals through employing a 1 range of development strategies.4 examples.g.For Head of Office |4 . 3 States performance expectations clearly and checks understanding 4 and committment. more efficiently. improves quality. 2 People Performance Management 1 Makes specific changes in the performance management system or in own work methods to improve performance (e. formal training. at lower cost. 3 4 supporting a person's learning and development. morale. DEPED RPMS form . relevant vision for the organization and infuences others to share 5 ownership of DepEd goals.Sometimes demonstrates. costumer satisfaction. Does long-term coaching or training by arranging appropriate and helpful "Sets a good example". uses data and 3. 2 Cultivates a learning environment by structuring interactive experiences 4 Forwards personal. 2 Uses basic persuasion techniques in a discussion or presentation e.Most of the time demonstrates. 3 Sets performance standards and measures progress of employees 2 based on office and department targets. 3 Performs all the stages of Results-based Performance Management 5 System supported by evidence and required doccuments/forms. convinces or influences others. 3 Persuades. 4 3 training needs. 3 5 achieving individual career goals.Rarely demonstrates Note: These ratings can be used for the developmental plans of the employee. visual aids.2 motivating/developing people within a work environment that promotes 2. 2 2.. g.e. if 4 necessary.Most of the time demonstrates. fluency. and work on 1 Follows instructions accurately. 5 Guides discussions between and among peers to meet an objective. productivity.Role Model. 4 CORE BEHAVIORAL COMPETENCIES 3. modems. CORE SKILLS Computer / ICT Skills Oral Communication Prepares basic compositions ( e. 4 .g. spreadsheets and 1 graphic presentations using Word Processing and Excel. 5 Identifies different computer parts. phonetic notation and content. turns the computer on/off. 5 Recommends appropriate and updated technology to enhance productivity 4 5 Adjust communication style to others. 3. 3 schedules. 3 5 and professional practice. Directories. minutes.Consistently demonstrates.Sometimes demonstrates..25 5 a given task with acceptable speed and accuracy and connects computer 4 2 peripherals ( e.) 2 4 Secures information from required references (i. 2 . impact. 1 ..13 Demonstrates clarity. 5 Utilizes technologies to : access information to enhance professional 3 Uses appropriate medium for the message. Written Communication Knows the different written business communication formats used in 1 the DepEd. narrative and descriptive report based on ready available information data with 4 minimal spelling or grammatical error/s (e. notices. 3 .) 5 2 Expresses self clearly.g. letters. assists in conducting research and communicate through local 3 4 and global professional networks. numbers. .41 OVERALL RATING 3.27 5 . instructions) for specific purposes. 4 Writes routine correspondence/communications. 4 OVERALL COMPETENCY RATINGS Self-edits words. conciseness. and effectiveness 5 in his/her written communications.Rarely demonstrates Note: These ratings can be used for the developmental plans of the employee. multi-media projectors. fluently and articulately. reports. 3 3 Prepares simple presentations using Powerpoint. Memos. etc. printers. 4 LEADERSHIP COMPETENCIES 3.. etc. DEPED RPMS form .DEPED form .For Teachers |4 . PART III: SUMMARY OF RATINGS FOR DISCUSSION Final Performance Results Rating Accomplishments of KRAs and Objectives 0.00 Employee-Superior Agreement The signatures below confirm that the employee and his/her superior have agreed to the contents of the performance as captured in this form. ELENTORIO Name of Superior: ANELITO A. Name of Employee: DICKY R.D. BONGCAWIL Ed. Signature: Signature: Date: Date: PART IV: DEVELOPMENT PLANS Action Plan Strengths Development Needs (Recommended Developmental Timeline Resources Needed Intervention) . . DEPED RPMS form -For Head of Office | 6 .Rater Ratee Approving Officer DEPED RPMS form . MOV Objective 2 KRA 1 Q E 26 Observation based 5.Conducted Observation and on Individual Plans/ 26 or more coaching session 130% an Above per Data based Observation observations/mo month with coaching form duly signed by administartor 23-25 Observation based on Individual 4-Conducted Conducted Observation 23-25 Observations /mo Plans/ Data based and coaching session 115%-129% per Observation with month coaching form duly signed by administartor 20-22 Observation based on Individual 3-Conducted Conducted Observation 20-22 Observations/mo Plans/ Data based and coaching session 100%-114% per Observation with month coaching form duly signed by administartor 10-19 Observation 2-Conducted Conducted Observation based on Individual and coaching session 51%-99% per 10-19 Observations/Mo Plans/ Data based month Observation with coaching form 9 and below 1-Conducted Conducted Observation Observation based on 9 and Below and coaching session 50% and below Individual Plans/ Data Observations/Mo per month based Observation with coaching form . T Monthly Monthly Monthly Monthly Monthly .