Individual Perfor

Name of Employee:

Position:
Rating Period: January - December 2022
Bureau/Center/Service/Division:

TO BE FILLED IN D

MFOs KRAs OBJECTIVES TIMELINE Weight per

KRA
 0%

Ratee
 DEPARTMENT OF EDUCATION
REGION IV-A CALABARZON
DIVISION OF RIZAL

Individual Performance Commitment and Review Form (IPCRF)

Name of Rater:

Position:
Date of Review:

TO BE FILLED IN DURING PLANNING

RATING SCALE
PERFORMANCE INDICATORS
(Quality, Efficiency & Timeliness) 5 4 3

T
E

Rater
PCRF)

TO BE FILLED DURING EVALUATION

CALE
ACTUAL RESULTS RATING SCORE*
2 1

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EQUIVALENT ADJECTIVAL RATING

Approving Authority
 NUMERICAL RATING ADJECTIVAL RATING DESCRIPTION OF MEANING OF RATING
5 Outstanding Performance represents an extraordinary level of achievement and commitment in terms of
quality and time, technical skills and knowledge, ingenuity, creativity and initiative. Employees at
this performance level should have demonstrated exceptional job mastery in all major areas of
responsibilities. Employee achievement and contributions to the organization are marked
excellence.

4 Very Satisfactory Performance exceeded expectations. All goals, objectives and targets were achieved above
established standards.

3 Satisfactory Performance met expectations in terms of quality of work, efficiency and timeliness. The most
crucial annual goals were met.
2 Unsatisfactory Performance failed to meet expectations, and/or one or more of the most crucial goals were not
met.
1 Poor Performance was consistently below expectations, and/or reasonable progress toward critical
goals was not made. Significant movement is needed in one or more important areas.

This rating scale is based on the Civil Service Commission Memorandum Circular No. 06, series of 2012 that sets guidelines on the establishment and
implementation of the Strategic Performance Management System (SPMS) in all government agencies.

RANGE ADJECTIVAL RATING RANGE ADJECTIVAL RATING

4.500-5.000 Outstanding 5 Role model
3.500-4.499 Very Satisfactory 4 Consistently demonstrates
2.500-3.499 Satisfactory 3 Most of the time demonstrates
1.500-2.499 Unsatisfactory 2 Sometimes demonstrates
below 1.499 Poor 1 Rarely demonstrates
The overall rating/assessment for the accomplishments shall fall within the Competencies shall be monitored for developmentak purposes. In evaluating the
following adjectival ratings and shall be in three (3) decimal points. individual's demonstration of competencies, this rating scale shall apply.

Grievances and Appeals

1. A Grievance Committee shall be created in each level of the organization to act as appeals board and final arbiter of all issues relating to the implementation of RPMS.
2.The office performance assessment as discussed in the performance review and evaluation phase shall be final and not appelable. Anyy issue/appeal on the initial performanc assessment of an office shall be discussed and
decided during the performance review conference.

3. Individual employees who feel aggrieved or dissatisfied with their final performance ratings can file an appeal with the Grievance Committee ath thier level within ten (10) working days from date of receipt of notice of their final
performance evaluation rating from the rater. The ratee, however, shall nit be allowed to protest the performance ratings og co-employees. Ratings obtained by the ratee can only be used as basis for reference for comparison in
appealing the individual performance rating.

4. The Grievance Committe shall decide on the appeals within one (1) month from reciept. Appeals lodge at any Grievance Committee shall follow the hierarchical jurisdiction of various Grievance Committees within the agency. For
example, the decision of the Division Grievance Committee is appealable to the Regional Grievance Committee, which decision is in turn appealable to the Central Office Grievance Committee.

5. The decision of the Central Office Grievance Committee is final.

 d
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PART II: COMPETENCIES
y
CORE BEHAVIORAL COMPETENCIES de Teamwork CORE SKILLS
vel Willingly does his/her share of responsibility.
op
m Promotes collaboration and removes barriers to teamwork and goal
Self-Management en accomplishment across the organization. Oral Communication
t
Sets personal goals and direction, needs and development. ne Applies negotiation principles in arriving at win-win agreements. Follows instructions accurately.
ed
Undertakes personal actions and behaviors that are clear and purposive and takes into account s
personal goals and values congruent to that of the org. of Drives consensus ad team ownwership of decisions. Express self clearly, fluently and articulately.
gr
ou Works constructively and collaboratively with others and across
Displays emotional maturity and enthusiasm for and is challenged by higher goals.
p organizations to accomplish organizational goals and objectives. Uses appropriate medium for the message.
og
Prioritize work tasks and schedules (through Gantt Chart, checklists, etc.) to achieve goals. e Service Orientation Adjust communication style to others.
m
Sets high quality, challenging, realistic goals for self and others. pl Can explain and articulate organizational directions, issues and problems. Guides discussions between and among peers to meet an objective.
oy
Professionalism and Ethics ee Takes personal responsibility for dealing with and/or correcting customer
service issues and concerns. Written Communication
5s
Demonstrates the values and behavior enshrined in the Norms of Conduct and Ethical Standards for public in Initiates activities that promotes advocacy for men and women Knows the different written business communication formats used in DepEd.
officials and employees (RA 6713).
th empowerment.
e
Practices ethical and professional behavior and conduct taking into account the impact of Participates in updating of office vision, mission, mandates, and strategies based on Writes routine correspondents/communications, narrative and descriptive reports based on readily
his/her actions and decisions. SD DepEd strategies and directions. available information, data with minimal spelling or grammatical error/s (e.g. memos, minutes, etc.).
O
Maintains professional image: being trustworthy, regularity of attendance and punctuality, good Develops service improvement programs through simplified procedures that will Secures information from required referrences (i.e., directories, schedules, notices, instructions) for
grooming and communication. further enhance service delivery. specific purposes.

Makes personal sacrifices to meet the organizations needs. Self-edits words, numbers, phonetic notations and content, if necessary.

Acts with a sense of urgency and responsibility to meet the organization's needs, improve Demonstrates clarity, fluency, impact, conciseness and effectiveness in his/her written
systems and help others improve their effectiveness. Innovation communications.

Examines the root cause of problems and suggets effective solutions. Fosters new
idea, processes, and suggests better ways to do things (cost and/or operational
Efficiency efficiency). Computer/ICT Skills

Achieve results with optimal use of time and resources most of the time. Demonstrates an ability to think "beyond the box".Continously focuses on improving Prepare basic compositions (e.g., letters, reports, spreadsheets and graphic presentations using word
personal productivity to create higher value and results. processing and Excel).
5
Avoids rework, mistakes and wastage through effective work methods by placing organizational Promotes a creative climate and inspires co-workers to develop original Identifies different computer parts, turns the computer on/off, and work on a given task with
acceptable speed and accuracy and connects computer peripherals (e.g. printers, modems,
needs before personal needs. ideas or solutions. multimedia projectors, etc.).

Delivers error-free outputs most of the time by confirming to standard operating procedures correctly and
consistently. Able to produce very satisfactory quality of work in terms of usefulness/acceptability and Translates creative thinking into tangible changes and solutions that Prepares simple presentations using Powerpoint.
completeness with no supervision required. improve the work unit and organization.
Utilizes technologies to: access information to enhance professional productivity,
Express a desire to do better and may express frustration at waste or inefficiency. May focus on new or more Uses ingenius methods to accomplish responsibilities. Demonstrates resourcefulness assists in conducting research and communicate through local and global professional
precise ways of meeting goals set. and the ability to succeed with minimal resources. networks.
Makes specific changes in the system or in own work methods to improve performance. Examples may include
doing something better, faster, at a lower cost, more efficiently; or improving quality, customer satisfaction, Recommends appropriate and updated technology to enhance productivity and
morale, without setting any specific goal. profesionalpractice.

OVERALL COMPETENCY RATINGS

CORE BEHAVIORAL COMPETENCIES

CORE SKILLS

OVERALL RATING
 PART III: SUMMARY OF RATINGS FOR DISCUSSION
Final Performance Results Rating Adjectival Rating
Accomplishments of KRAs and Objectives

Rater - Ratee Agreement

The signature below confirm that the employee and his/her superior have agreed on content of this appraisal form and the performance rating.

Name of Ratee: Name of Superior:

Signature: Signature:

PART IV: DEVELOPMENT PLANS

Action Plan (Recommended Developmental
Strengths Development Needs Timeline Resources Needed
Intervention)

PSDS/OIC-EPS Ratee Chief, SGOD

Rater Ratee Approving Authority
 PERFORMANCE MONITORING AND COACHING FORM

SIGNIFICANT/ CRITICAL INCIDENT IMPACT ON JOB/ SIGNATURE

DATE OUTPUT
DESCRIPTION ACTION PLAN
Coachee (Ratee)

.
SIGNATURE
Coach (Rater) Change from Ratee/Rater based on Recom
 IPCRF-DEVELOPMENT PLAN

Action Plan
Strengths Development Needs
Learning Objectives

A. Functional Competencies

(add rows, if necessary)

B. Core Behavioral Competencies

(add rows, if necessary)

Feedback

RATEE RATER

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 agre
F-DEVELOPMENT PLAN

Action Plan
Timeline Resources Needed
Intervention

APPROVING AUTHORITY

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 Plann
IV: Performance Rewarding and Development Planning, based on the actual results of IPCRF.