IPCRF 2023 Template Editable
- In light of the end of regular classes last June 24, 2022, all public school teachers are instructed to manually accomplish their Individual Performance Commitment and Review Form (IPCRF) for School Year (SY) 2021-2022. This is due to the Department’s ongoing development and finalization of the enhanced electronic-IPCRF of teachers and preparation for the implementation of the career progression of teachers.
- School Heads/Raters and Teachers are instructed to manually proceed with their scheduled RPMS Phase 3 (Performance Review and Evaluation) and Phase 4 (Performance Rewarding and Development Planning) activities using the prescribed Office Performance Commitment Form (OPCRF) and IPCRF prescribed in DepEd Order (DO) No. 2, s. 2015 (Guidelines on the Establishment and Implementation of the Results-based Performance Management System in the Department of Education).
- For any clarifications or concerns, you may contact BHROD-Human Resource Development Division email address firstname.lastname@example.org or telephone number: (02) 8470-6630.
- For your information and dissemination.
IPCRF 2023 Guidelines and Submission
IPCRF 2023 Editable Template
Individual Performance Commitment and Review Form (IPCRF) for SY 2022-2023, click
|Guide for Ratees in IPCRF for SY 2022-2023||Download|
|Download RPMS Portfolio Template||Download|
- The Civil Service Commission (CSC), through the issuance of Memorandum Circular (MC) No. 06, series of 2012, sets the guidelines for the establishment and implementation of the Strategic Performance Management System (SPMS) in all government agencies. The SPMS gives emphasis to the strategic alignment of the agency’s thrusts with the day-to-day operation of the units and individual personnel within the organization. It focuses on measures of performance vis-a-vis the targeted milestones and provides a credible and verifiable basis for assessing the organizational outcomes and the collective performance of the government employees.
- As a learner-centered institution, the Department of Education (DepEd) is committed to continuously improving itself to better serve the Filipino learners and the community. The adoption of the SPMS in DepEd strengthens the culture of performance and accountability in the agency, with the DepEd’s mandate, vision, and mission at its core.
- There is a need to concretize the linkage between the organizational thrusts and the performance management system. It is important to ensure organizational effectiveness and track individual improvement and efficiency by cascading the institutional accountabilities to the various levels, units and individual personnel, as anchored on the establishment of a rational and factual basis for performance targets and measures. Finally, it is necessary to link the SPMS with other systems relating to human resources and to ensure adherence to the principle of performance-based tenure and incentives.
- In view of the above, this Order aims to adopt the SPMS as the Results-based Performance Management System (RPMS).