THE EFFECT OF RESULTS – BASED PERFORMANCE MANAGEMENT SYSTEM (RPMS)

ON TEACHERS PERFORMANCE

INTRODUCTION:

Professional teachers plan their professional development. To be able to be a competitive

educator, we, teachers reflects from our knowledge, wisdom, understanding as well as the skill that we

may be able to impart as we commit to accomplish the role of a teacher. Being a teacher denotes light in

the classroom, leader of the community, follower of the authority and friend of everybody. As we are

entrusted with different responsibilities from simple to the most complicated jobs, motivation is a must

for without it, stress and extreme trouble will eat us. Learners and other stakeholders are motivated by

the educators; therefore, educator him/herself must be motivated in order to go through with this so

called teaching profession.

As stressed in the Code of Ethics for Public School Teachers, Article IV, Section 2, states that,

Every teacher shall uphold the highest possible standards of quality education, shall make the best

preparation for the career of teaching, and shall be at his best at all times in the practice of his

profession. Self assessing details a teacher’s thinking and ability in planning about what challenges and

interests us, what we want to learn and do next, and when to accomplish those. Facing the challenge

alone without any weapon to accomplish it accurately means defeat for every educator who can’t insure

the job where he/she was called into.

Self assessment is not a new thing to educators; tools have also been used in the past as a proof

of their measured ability. National Competency-Based Teacher Standards (NCBTS) was one of it. This is a

framework that identifies the competency standards for teacher performance so that teachers, learners

and stakeholders are able to appreciate the complex set of behaviors, attitudes and skills that each

teacher must possess in order to carry out the satisfactory performance of their roles and

responsibilities. This school year (S.Y. 2014 – 2015), the Department of Education set the guidelines on
the establishment and implementation of the Results – based Performance Management System RPMS)

in the department as stated in DepEd Order No. 2, s. 2015, stipulating the strategies, methods, tools and

rewards for assessing the accomplishment vis-à-vis the commitments. RPMS is an organization – wide

process of ensuring that employees focus work efforts towards achieving DepEd vision, mission, values,

and strategic priorities. Individual Performance Commitment and Review Form (IPCRF) as a tool of the

project are being accomplished by the educators in cycle from the time of planning, review and

evaluation. Providing the objectives made by each teacher in IPCRF, RPMS provides verifiable basis for

rating and ranking the performance. Going with the process, four phases will run from it: Phase I:

Performance Planning and Commitment; Phase II: Performance Monitoring and Coaching; Phase III:

Performance Review and Evaluation; and Phase IV: Performance Rewarding and Development Planning.

The main thrust of the study was to find out the effect of RPMS in teachers performance in the

school year round of putting up his/ her objectives into action. During the use of NCBTS-TSNA and

Teacher's Individual Plan For Professional Development (IPPD), the profile of the teacher’s current

competencies is compared to the NCBTS standards for effective teaching. In RPMS, the educator alone

will dictate his/her own commitments that will measure his/her performance. It is said in the Educator's

Diary published in 1995, "teaching takes place only when learning does." RPMS is now the newest bible

of each educator to learn in him/herself a lesson and make use of such to make learners learn. RPMS is

indeed a new challenge that will cultivate our professionalism for us to be able to grow.
 URDANETA CITY UNIVERSITY
Urdaneta City, Pangasinan
Graduate Studies

S.Y. 2014 - 2015

Second Semester

THE EFFECT OF RESULTS – BASED PERFORMANCE MANAGEMENT

SYSTEM (RPMS)
ON TEACHERS PERFORMANCE

Submitted by:

NADINE PICART LICAYCAY

ROSEMARIE VILLANUEVA RIVERA

Submitted to:

MR. EDWIN D. FERRER

April 12, 2015