RESULTS-BASED PERFORMANCE MANAGEMENT SYSTEM
The author of Pampanga
BERNADETH H. LUMBANG
What is the focus of RPMS? RPMS on the other hand focuses on the WHAT which refers to results that must be achieved from the Central Office, Regional Office, Division and Schools for the organization to succeed. Strategic Priorities are broken down into Departmental/Functional Area Goals, which are translated into individual Key Result Areas (KRAs) and objectives. Aligning objectives in this way enables individuals and units to contribute to organizational success. Objectives of RPMS are:align individual roles and targets with DepEd’s direction; track accomplishments against objectives to determine appropriate, corrective actions if needed; provide feedback on employee’s work progress and accomplishments based on clearly defined goals; and objectives become a tool for people development. The HOW refers to competencies at play when individuals do their jobs. Each employee’s competencies can promote organizational values and help achieve organizational goals. If individuals and units possess required competencies and demonstrate values consistent with strategic goals, the organizational vision will be realized. This has been approved by the Civil Service Commission and DepED through DepED Order No. 2 series 2015. As a matter of fact, it follows the 4-phase cycle of the Strategic Performance Management System namely; performance planning and commitment performance monitoring and coaching; performance review and evaluation; performance rewards and development planning.
— oOo— is Head Teacher III from San Patricio Elementary School, Sta. Ana, Division