RE­SULTS-BASED PER­FOR­MANCE MAN­AGE­MENT SYS­TEM

Sun.Star Pampanga - - PERSPECTIVE! -

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

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