Scribd Logo
Upload

Welcome to Scribd!

  • 1K views

    Ipcrf Development Plan

    Uploaded by

    MAYREEN JANER
    This document outlines an action plan and development needs for an employee based on their performance review. It identifies strengths and objectives in functional competencies and core behavioral competencies. For each objective, it lists learning objectives, interventions, resources and timeline needed. The plan aims to develop the employee's knowledge of teaching strategies, ability to utilize assessment data, and self-management skills through attending trainings, workshops, developing reflection journals and setting goals over the year. Mentorship and support groups are identified as resources. The ultimate goal is to further develop students' knowledge and skills through modifying teaching practices and programs.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd

    Ipcrf Development Plan

    Uploaded by

    MAYREEN JANER
    1K views1 page
    This document outlines an action plan and development needs for an employee based on their performance review. It identifies strengths and objectives in functional competencies and core behavioral competencies. For each objective, it lists learning objectives, interventions, resources and timeline needed. The plan aims to develop the employee's knowledge of teaching strategies, ability to utilize assessment data, and self-management skills through attending trainings, workshops, developing reflection journals and setting goals over the year. Mentorship and support groups are identified as resources. The ultimate goal is to further develop students' knowledge and skills through modifying teaching practices and programs.

    Original Description:

    used for sy 2021-2022

    Original Title

    Ipcrf-Development-Plan

    Copyright

    © © All Rights Reserved

    Available Formats

    DOCX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    This document outlines an action plan and development needs for an employee based on their performance review. It identifies strengths and objectives in functional competencies and core behavioral competencies. For each objective, it lists learning objectives, interventions, resources and timeline needed. The plan aims to develop the employee's knowledge of teaching strategies, ability to utilize assessment data, and self-management skills through attending trainings, workshops, developing reflection journals and setting goals over the year. Mentorship and support groups are identified as resources. The ultimate goal is to further develop students' knowledge and skills through modifying teaching practices and programs.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    1K views1 page

    Ipcrf Development Plan

    Uploaded by

    MAYREEN JANER
    This document outlines an action plan and development needs for an employee based on their performance review. It identifies strengths and objectives in functional competencies and core behavioral competencies. For each objective, it lists learning objectives, interventions, resources and timeline needed. The plan aims to develop the employee's knowledge of teaching strategies, ability to utilize assessment data, and self-management skills through attending trainings, workshops, developing reflection journals and setting goals over the year. Mentorship and support groups are identified as resources. The ultimate goal is to further develop students' knowledge and skills through modifying teaching practices and programs.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    You are on page 1of 1

    IPCRF-DEVELOPMENT PLAN

    Action Plan Resources


    Strengths Development Needs Timeline
    Learning Objectives Intervention Needed
    A. Functional Competencies (RPMS-PPST Objectives from Part II of e-SAT)
    To apply a range of
    Training
    teaching strategies for Attend trainings/ seminars/ workshops
    Acquire knowledge opportunities;
    KRA 1, Objective 1 the new teaching and or other learning engagements that
    about the trend in Technical
    Applied knowledge of learning and apply would keep me updated with the
    teaching and learning Year-round assistance
    content within and across knowledge content different teaching strategies especially
    within and across the from
    curriculum teaching areas. within and across on teaching within and across
    curriculum. competent
    curriculum teaching curriculum teaching areas.
    mentors
    areas.
    To utilize assessment Utilize assessment
    KRA 3, Objective 12 Attend trainings/ seminars/ workshops Technical
    data to inform the data to inform the
    Utilized assessment data to or other learning engagements that assistance
    modification of modification of
    inform the modification of would help me design learning Year-round from
    teaching and learning teaching and learning
    teaching and learning engagements/ programs to further competent
    practices and practices and
    practices and programs. develop students’ knowledge and skills. mentors
    programs. programs.
    B. Core Behavioral Competencies (from Part III of e-SAT)
    To be able to set and
    Self-Management
    achieve high quality, Improve mindset and Have a journal for daily reflections and Support
    Sets personal goals and
    challenging, and time-management attend learning sessions on improving Year-round group and
    directions, needs and
    realistic goals for self skills. self-management mentor/s.
    development.
    and others.

    MAYREEN O. JANER FRANCOIS L. DETERA MICHAEL M. UY


    RATEE RATER APPROVING AUTHORITY

    NOTE:
    This shall be accomplished/updated during: i) Phase I: Performance Planning and Commitment, based on the results of e-SAT; ii) Phase II: Performance Monitoring and Coaching, based on the agreements on the Performance Monitoring and
    Coaching Form and Mid-year Review Form; and iii) Phase IV: Performance Rewarding and Development Planning, based on the actual results of IPCRF.

    You might also like