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INTRODUCTION
TO RPMS
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Objective:

Teachers will be able to

analyze and compare the
relationship of PPST to RPMS
Guidelines.
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What are your initial thoughts

on the RPMS tools for
teachers?
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WHAT
are the difference of PPST
and RPMS?
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The RPMS was designed with the

intent of improving teacher quality. It
aims to align performance targets and
accomplishments with the PPST. As
you can see here, in RPMS, teachers
are provided with Key Result Areas
(KRA), which are the general outputs
or outcomes that are expected of them.
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TEACHERS play a crucial role in improving the

quality of the teaching and learning process.
Good teachers are vital to raising student
achievement. Hence, enhancing teacher quality
ranks foremost in the many educational reform
efforts toward quality education. To complement
reform initiatives on teacher quality, the
Philippine Professional Standards for Teachers
(PPST) has been developed and nationally
validated. This was signed into policy by
Department of Education (DepEd) Secretary
Maria Leonor Briones through DepEd Order
No. 42,s. 2017.
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In 2015, the DepEdissuedOrderNo.2, s.

2015 — “Guidelines on the Establishment
and Implementation of the Results-based
Performance Management System (RPMS)
in the Department of Education” following
Civil Service Commission Memorandum
Circular No. 06, s. 2012 or the Strategic
Performance Management System (SPMS)
to ensure efficient, timely and quality
performance among personnel.
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WHAT
are RPMS tools?
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RPMS Tools pertain to the two (2)

different teacher performance
assessment instruments:
1. RPMS Tool for Teacher I-III
(Proficient Teachers); and
2. RPMS Tool for Master Teacher I-IV
(Highly Proficient Teachers)
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Each tool has the following parts:

1. Position and Competency Profile
2. Job Summary which includes
2.1 Qualification Standards
2.2 Duties and responsibilities
3. MFOs, KRAs, Objectives, MOV
4. Objectives, MOV, PIs
1. Position and Competency Profile
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2. Job Summary (2.1 QS)
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2. Job Summary (2.2 Duties and Responsibilities)
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Teacher I-III See page 133

2. Job Summary (2.2 Duties and Responsibilities)
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See page 153

Master Teacher I-IV
3. MFOs, KRAs, Objectives and MOVs
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See page 134-

4. Objectives, MOVs, PIs
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Performance Indicators include the following:
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WHY
is there a need for RPMS Tools?
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It serves as a
BLUE PRINT
for teachers
to guide them
in accomplishing
their job.

***Photo credits: from Google Photos

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It also serves as a WAZE for teachers

to guide them in going to their target destination in
reaching outstanding performance and redirect
them once they are lost along the process.
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WHAT
Is the main purpose of
RPMS for Teachers?
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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.
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WHO
uses the RPMS Tools?
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WHO Uses the RPMS Tools?

• School Heads
• Designated Teachers-in-Charge
RATERS •
•
Head Teachers
Department Heads
• Master Teachers

• Teachers I-III (Proficient Teachers)

• Master Teachers I-IV (Highly
RATEES Proficient Teachers)
• ***for SHS
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Raters (per DO 2, s. 2015)

Ratee Rater Approving Authority

Head Principal Superintendent
Teacher/Master (Small & Medium Divisions)
Teacher
Asst. Superintendent
(Large and Very Large
Divisions)
Teacher Head Teacher/Master Principal
Teacher
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In the case of Head Teacher:

For elementary, HT serving as School
Head may use their OPCRF aligned to the
existing NCBSSH.

For secondary, HT with teaching load, may

use the Highly Proficient Tools for Master
Teacher I-IV; HT without teaching load but
serving as Department Head may craft their
IPCRF anchored on the OPCRF of the
Principal.
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Walkthrough on the
RPMS Tools for Teachers
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Year 1 (2018) - 12 RPMS Indicators (baseline) Rationale for the

Proficient Outstanding?
use of only 2 RPMS
Teacher I-III
Teacher Very Tools
Indicators Satisfactory?
RPMS Tool for are met Satisfactory?
Proficient Support for
Teachers Proficient professional Year 2 Year 3
Teacher development to (2020)
(2019)
Indicators meet the +12 + 13
are not met indicators Indicators Indicators
Outstanding?
Master HP Very
Teacher I-IV Teacher Satisfactory? Data we can get from
RPMS Tool for Indicators Satisfactory?
are met
schools:
Highly Proficient Support for 1. Who are meeting the
Teachers HP
professional Indicators?
Teacher
development to
Indicators 2. How many are meeting the
meet the
are not met
indicators Indicators?
3. What Indicators are met?
What Indicators are not
met?
Rationale for the use of only 2 RPMS
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Tools
There is a need for baseline data on where/what career
stage teachers are currently at using the 12 “priority”
indicators.

RPMS Tool for Teachers I-III:

• Many newly-hired teachers (Teacher I) in the field are
not actually Beginning Teachers. Most of them already
rendered service and came from private schools.
• Teachers who use this tool/are rated using this tool
may be found to be performing at a Proficient, below
Proficient (Beginning) or beyond Proficient (Highly
Proficient).
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RPMS Tool for Master Teachers I-IV:

• There’s a possibility that Master Teachers are not
performing at the Highly Proficient Teacher career
stage.
• Teachers who use this tool/are rated using this tool
may be found to be performing at a Highly
Proficient, below Highly Proficient (Proficient) or
beyond Highly Proficient (Distinguished).
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Philippine Professional Standards

for Teachers (PPST)

Key Result Areas

Objectives
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Thank you!