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RPMS Module 1 Objectives & Performance Indicators PDF

The document discusses the RPMS re-orientation workshop and the four phases of the RPMS process: performance planning and commitment, performance monitoring and coaching, performance review and evaluation, and performance rewarding and development planning. It provides information on developing objectives according to SMART criteria, identifying key result areas, objectives, and performance indicators, discussing competencies, and reaching agreement between the rater and ratee on the performance commitment and review form.

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polynjoy
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53 views

RPMS Module 1 Objectives & Performance Indicators PDF

The document discusses the RPMS re-orientation workshop and the four phases of the RPMS process: performance planning and commitment, performance monitoring and coaching, performance review and evaluation, and performance rewarding and development planning. It provides information on developing objectives according to SMART criteria, identifying key result areas, objectives, and performance indicators, discussing competencies, and reaching agreement between the rater and ratee on the performance commitment and review form.

Uploaded by

polynjoy
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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Basic

Education Sector Transformation (BEST)

RPMS Re-orientation
Workshop

Phase 1: Performance Planning and


Commitment

1
BEST is supported by the Australian Government
BUREAU OF HUMAN RESOURCE AND ORGANIZATION
DEVELOPMENT
Objectives
At the end of the workshop, the participants will be
able to:
1. Describe the RPMS cycle
2. Develop written performance objectives and indicators
according to RPMS guidelines
3. Define development needs of staff based on results of
performance evaluation and craft appropriate written
development plans
4. Describe the process of giving effective performance
feedback
4 RPMS PHASES
I. Performance
Planning &
Commitment

IV. Performance
Rewarding and II. Performance
Monitoring &
Development
Coaching
Planning

III. Performance
Review &
Evaluation

The DepEd RPMS is aligned with the CSC SPMS that has 4 Phases.
1.1 Discuss Unit’s Objectives

The Office head discusses the


office’s KRAs and Objectives with
direct reports. Then, break this
down to individual KRAs and
Objectives.
What is the definition of Objectives?

Objectives are the specific things you need to do, to


achieve the results you want.
Objectives

nJob-defined Objectives: Specific


contributions and results expected of
employees in the discharge of their regular
functions.
OBJECTIVES
PERFORMANCE Regional offices are able Customized the
MANAGEMENT to implement a implementation of
responsive PMS RPMS at the regional
offices

EMPLOYEE WELFARE Retiring employees are Guided retiring


PROGRAM prepared for retirement employees in preparing
their retirement plan
MANAGEMENT

9
SMART Criteria for Objectives
What Are SMART Objectives?

S Specific
Questions to help determine
if your objective is specific:
1. Is the result observable?
M 2. Can a supervisor verify the
result?

A 3. What would the result look


like?

R
T
* DCIPS Training Content
UNCLASSIFIED
What Are SMART Objectives?

S Specific
Common Types of
M Measurable Measurement:
§ Quantity

A
(e.g., raw numbers, percentages)

§ Quality
(e.g., accuracy, effectiveness)

R § Time
(e.g., within 3 months)

§ Cost-Effectiveness
T (e.g., pesos/money saved, time saved)
What Are SMART Objectives?

S Specific Questions to Consider:

M
1. Can the objective be achieved with
Measurable the available resources and within
the given timeframe?

A Achievable
2. Is the work in the objective within
the individual’s control to complete?
3. Is the objective appropriate for the

R individual’s experience, skill, and


work level?

T
4. Is the objective appropriate for the
job position?
What Are SMART Objectives?

S Specific

M Measurable

A Achievable Establish relevance to:

R Relevant
§ Employee’s job
§ Rater’s objectives

T § Work unit’s goals


§ Organization’s goals
What Are SMART Objectives?

S Specific

M Measurable

A Achievable

R Relevant
Examples:
§ 15 March 09

T Time-bound
§ Within six months
§ End of the quarter
§ End of evaluation period
To develop SMART Objectives that will help you
reach your goal fill in the blanks below:

By____/_____/_____ (When?) (Who? What?


Include a number you can measure.)
will have __________________________
_______________ ___ ________ . (How? Why?
Remember to specify results. Use QET criteria.)
OBJECTIVES
PERFORMANCE Regional offices are able Customized the
MANAGEMENT to implement a implementation of
responsive PMS RPMS at the regional
offices

EMPLOYEE WELFARE Retiring employees are Guided retiring


PROGRAM prepared for retirement employees in preparing
their retirement plan
MANAGEMENT
1.2 Identify Individual KRAs, Objectives
and Performance Indicators

Identify your responsibilities by


answering the following question:

“What major results/outputs am I


responsible for delivering?”
Problem: Guests are hungry and
thirsty
• General Objective: (solution of problems) to provide
adequate food and drinks to the guests
• Key Result Areas: Food preparation, distribution,
drinks preparation, distribution
• Key Performance Indicator:
– 5 guests have been fed
– 5 guests have been given drinks
• Tasks:
– meat have been prepared, cooked and served
– Tea has been purchased, heated up and served.
5 All guests have been fed and given drinks

Effectiveness/ Quality Efficiency Timeliness

Quality of food and Reasonably priced At 12:00, the food and


service (masarap and drinks have been served
ulam, maraming choice,
maganda ang
presentation
Hindi masarap ang ulam mahal Late na

4 80% of the guests have been fed and were given


drinks
Effectiveness/ Quality Efficiency Timeliness

Masarap ang ulam pero di Serving portions are small – Food and drinks were
massarap ang dessert not value for money served at 12:30
3 50 - 79% of the guests were fed and given drinks

Effectiveness/ Quality Efficiency Timeliness

2 40- 49% guests have been fed and were given


drinks
Effectiveness/ Quality Efficiency Timeliness

Masarap ang ulam pero di Serving portions are small – Food and drinks were
massarap ang dessert not value for money served at 12:30
1 10- 30% of the guests were fed and given drinks

Effectiveness/ Quality Efficiency Timeliness


22
PERFORMANCE MEASURES
• Effectiveness/ Quality – the extent to which
actual performance compares with targeted
performance
• Efficiency – the extent to which time and
resources is used for the intended task or
purpose
• Timeliness – measures whether the deliverable
was done on time based on the requirements of
the rules and regulations and/or clients/
stakeholders.
1.3 Discuss Competencies Required and
Additional Competencies Needed
Why do we have competencies?

u The RPMS looks not only at results, but


HOW they are accomplished.

u Competencies help achieve results.

u Competencies support and influence the


DepEd’s culture.

u For DepEd, competencies will be used for


development purposes (captured in the form).
Leadership Competencies

Core Behavioral Leadership


Competencies Competencies
• Self Management •Leading People
• Professionalism • People
and ethics Performance
• Results focus Management
• Teamwork • People
• Service Orientation Development
• Innovation
Staff & Teaching-related
Competencies
Core Behavioral
Staff Core Skills
Competencies
• Self Management • Oral
• Professionalism Communication
and ethics • Written
• Results focus Communication
• Teamwork • Computer/ICT
• Service Orientation Skills
• Innovation
Teaching Competencies

Core Behavioral DNCBTS


Competencies Domains
• Self Management • Content Knowledge &
Pedagogy
• Professionalism and • Learning Environment
ethics • Diversity of Learners
• Results focus • Curriculum and Planning
• Teamwork • Assessment and Reporting
• Community Linkages and
• Service Orientation Professional Development
• Innovation • Personal Growth and
Professional Development
1.4 Reaching Agreement

Once the form is completed :


KRAs + Objectives + Performance Indicators
+ Competencies

①Rater schedules a meeting with Ratee.


②They agree on the listed KRAs, Objectives,
Performance Indicators and assigned Weight
per KRA.
③Decide what competencies to focus on.
Rater and Ratee agree on the:

① Key Result Areas (KRAs);


② Objectives;
③ Performance Indicators; and
④ Weight Per KRA

and sign the Performance Commitment and


Review Form (PCRF).
Commitment
• Agreeing on performance measurements
– Objectives
– Indicators

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