What is RPMS for Teachers? – Alapan 1 Elementary School
The RPMS is being implemented in consonance with the Civil Service Commission’s (CSC) Strategic Performance Management System (SPMS). It follows the four-phase cycle of SPMS prescribed in CSC Memorandum Circular No. 6, s. 2012 and aims to ensure that both teaching and non-teaching personnel focus work efforts toward achieving the Department’s vision, mission, values, and strategic priorities. As stipulated in DepEd Order No. 2, s. 2015 (Guidelines on the Establishment and Implementation of RPMS in DepEd), RPMS is a systemic mechanism to manage, monitor, and measure performance, and identify human resource and organizational development needs to enable continuous work improvement and individual growth.
Furthermore, the changes introduced by various national and global frameworks such as the K to 12 law, ASEAN integration, globalization, and other changing characteristics of the 21st-century learners necessitate the improvements and call for the rethinking of the National Competency-Based Teacher Standards (NCBTS) which resulted in the development of the PPST. This is enclosed in the DepEd Order No. 42, s. 2017, otherwise known as National Adoption and Implementation of the Philippine Professional Standards for Teachers.
Over 10,000 pre- and in-service teachers, principals, supervisors, regional directors and educators, and representatives from government agencies and non-government organizations were consulted and involved in the development and validation of the PPST.
The PPST outlines the required skills and competencies of quality teachers, enabling them to cope with the emerging global frameworks. If the required skills and competencies are not met, various professional development interventions will be given to them. PPST helps assure parents and guardians that their children receive quality basic education from qualified professionals whose competencies are abreast with changes and advancements in the information age.
To ensure teacher quality, the Results-based Performance Management System (RPMS) aligns the performance targets and accomplishments with the Philippine Professional Standards for Teachers (PPST). This alignment covers teacher performance for one school year, starting in May (last week or a week after the opening of classes) and ending in April (first week or a week after graduation and/or moving up ceremonies). See Figure 1.1 for the graphic representation of the phases of the RPMS Cycle, and the tools and processes within.
Raters and Ratees from across career stages use the RPMS Tools in assessing the
quality of teacher performance.
- Raters refer to the School Heads (e.g. Principals, designated Teachers-in-Charge), Assistant Principals, Head Teachers, and/or Master Teachers who rate teacher portfolios to assess teacher performance.
- Ratees are the teachers who submit their portfolios as evidence of their teaching performance. This refers to Teacher I-III and Master Teacher I-IV, including implementers of Alternative Learning System (ALS); Madrasah Education teachers/Asatidz; Indigenous Peoples Education (IPEd) teachers; Special Education Teachers; Senior High School teachers (including those who are in probationary status, and Special Science Teacher I).
RPMS Tools are assessment instruments used to ensure quality teacher performance at different career stages. They describe the duties and responsibilities of teachers across career stages; the Key Result Areas (KRAs) for the realization of those duties and the specific objectives to attain the KRAs. They also present in detail the various Means of Verification (MOV) that serve as proof of the attainment of specific objectives alongside performance indicators, from outstanding to poor performance, to help both Ratees and Raters in the assessment process. There are two sets of RPMS Tools. One for Proficient Teachers and
another for Highly Proficient Teachers.
Download the RPMS Portfolio Covers and KRA’s Template