RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV:...
Transcript of RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV:...
![Page 1: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/1.jpg)
BasicEducationSectorTransformation(BEST)
BESTissupported bytheAustralianGovernment1
RPMS Re-orientation Workshop
Phase IV: Performance Rewarding and Developmental Planning
![Page 2: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/2.jpg)
BUREAU OF HUMAN RESOURCE AND ORGANIZATION DEVELOPMENT
![Page 3: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/3.jpg)
Objectives
At the end of the workshop, the participants will be able to:
1. Describe the RPMS cycle2. Develop written performance objectives and indicators
according to RPMS guidelines3. 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
![Page 4: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/4.jpg)
The DepEd RPMS is aligned with the CSC SPMS that has 4 Phases.
4 RPMS PHASES
I. Performance Planning &
Commitment
II. Performance Monitoring &
Coaching
III. Performance Review & Evaluation
IV. Performance Rewarding and Development
Planning
![Page 5: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/5.jpg)
The DepEd RPMS is aligned with the CSC SPMS that has 4 Phases.
4 RPMS PHASES
I. Performance Planning &
Commitment
II. Performance Monitoring &
Coaching
III. Performance Review & Evaluation
IV. Performance Rewarding and Development
Planning
![Page 6: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/6.jpg)
PHASEIPerformancePlanningand
Commitment
RPMS
![Page 7: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/7.jpg)
1.DiscussUnit’sObjectives
2.IdentifyIndividualKRAs,ObjectivesandPerformanceIndicators
3.DiscussCompetenciesRequiredandAdditionalCompetenciesNeeded
4.ReachingAgreement
![Page 8: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/8.jpg)
1.DiscussUnit’sObjectives
TheOfficeheaddiscussthe
office’sKRAsandObjectiveswith
directreports.Then,breakthis
downtoindividualKRAsand
Objectives.
![Page 9: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/9.jpg)
2.IdentifyKRAs,ObjectivesandPerformanceIndicators
Identify your responsibilities byanswering the following question:
“What major results/outputs am Iresponsible for delivering?”
![Page 10: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/10.jpg)
1.3 Discuss Competencies Required and Additional Competencies Needed
![Page 11: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/11.jpg)
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).
Why do we have competencies?
![Page 12: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/12.jpg)
Core Behavioral Competencies
• Self Management• Professionalism
and ethics• Results focus• Teamwork• Service Orientation• Innovation
Leadership Competencies
•Leading People• People Performance Management
• People Development
Leadership Competencies
![Page 13: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/13.jpg)
Core Behavioral Competencies
• Self Management• Professionalism
and ethics• Results focus• Teamwork• Service Orientation• Innovation
Staff Core Skills
• Oral Communication
• Written Communication
• Computer/ICTSkills
Staff & Teaching-related Competencies
![Page 14: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/14.jpg)
Core Behavioral Competencies
• Self Management• Professionalism and
ethics• Results focus• Teamwork• Service Orientation• Innovation
DNCBTS Domains
• Content Knowledge & Pedagogy
• Learning Environment• Diversity of Learners• Curriculum and Planning• Assessment and Reporting• Community Linkages and
Professional Development• Personal Growth and
Professional Development
Teaching Competencies
![Page 15: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/15.jpg)
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.
1.4 Reaching Agreement
![Page 16: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/16.jpg)
PHASEIIPerformanceMonitoringand
Coaching
RPMS
![Page 17: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/17.jpg)
1.PerformanceTracking
2.Coaching/Feedback
HeartoftheRPMS
![Page 18: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/18.jpg)
Coaching Model for DepEd
Know when to Coach
Build Awareness
Move to Action
Coach for Work
Improvement
Coach for Maximum
Performance
Coach to Strengthen Skills, Competencies
and Behaviors
Application Opportunities
![Page 19: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/19.jpg)
1.PerformanceMonitoring
Whyisitimportant?• Keyinputtoperformancemeasures.
• Providesobjectivebasisoftherating.
• Facilitatesfeedback.
• Clearlydefinesopportunitiesforimprovement.
• Providesevidence.
![Page 20: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/20.jpg)
CriticalIncidents
• Actualeventswheregoodorunacceptableperformancewas
observed
• Providesarecordofdemonstratedbehaviors/
performance
• Effectivesubstituteintheabsenceofquantifiabledata,observed
evidenceofdesiredattributeortrait
![Page 21: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/21.jpg)
*developedbytheCivilServiceCommission (CSC)
![Page 22: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/22.jpg)
• Managethesystemasaprocess, NOTaone-timeevent!
• ItisNOTayear-endpaperexercise.
• Itisimportanttoteachperformance oncertainfrequenciesandprovidefeedbackandcoaching.
Remember:
![Page 23: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/23.jpg)
PHASEIIIPerformanceReviewand
Evaluation
RPMS
![Page 24: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/24.jpg)
1.ReviewingPerformance1.ReviewPerformance
2.DiscussStrengthsandImprovementNeeds
![Page 25: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/25.jpg)
RatingPerformance
Computefinalrating
Rateeachobjectiveusingtheratingscale
Reflectactualresults/accomplishments
FillupthePerformanceEvaluationworksheet
![Page 26: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/26.jpg)
1.Rewarding
2.DevelopmentPlanning
Phase 4: Performance Rewarding & Development Planning
![Page 27: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/27.jpg)
4.1 Rewarding
![Page 28: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/28.jpg)
• Employee development is a continuous learning process that enables an individual to achieve his personal objectives within the context of the organizational goals.
• Employee development is a shared responsibility among the Individual, Manager, HR and the Organization.
4.2 Development Planning
![Page 29: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/29.jpg)
Discuss Strengths & Improvement Needs
![Page 30: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/30.jpg)
Seminars / Workshops
Coaching / Counseling
Formal education / classes
Developmental / lateral career move
Assignment to task forces/committees/special projectsSelf-
management learning
Job enhancement/redesign
Functional cross posting
benchmarking
Geographical cross posting
Employee Development Activities
Other development
options
![Page 31: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/31.jpg)
Learn & develop through Experience
70% 20% 10%
90%
Learn & Develop through Others
Learn & Develop through Structured courses and programs (Formal
education)
Experiential learning & development
70-20-10 Learning Model
![Page 32: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/32.jpg)
Short Courses (Off-/On-site)
Professional Conferences E-Learning
University Programs
Development throughFormal Education
![Page 33: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/33.jpg)
Collecting information and providing feedback to employees about their behavior, communication style, values, or skills.
Assessment Centers
Performance Appraisals and360º Feedback
Systems
Psychological Test
Benchmarks
Development throughOthers (Assessment)
![Page 34: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/34.jpg)
Mentoring
Behavior Modeling
Coaching
Development throughThrough Others
![Page 35: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/35.jpg)
COACHING• Solution & action focused • Awareness-based • Focused towards task,
performance development • Non directive • Structure• Engaged with a “boss”, peer or
external
MENTORING • Focused on career
development, “politics and networking
• Giving advice • More free-form• Delivered by an experienced
and usually senior internal or external manager
Development throughOthers
![Page 36: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/36.jpg)
Job Transfer/ Cross Posting
Short-term Job Rotation
Special Job Assignments
Job Enlargement
Behavior Modeling
Field Trips/Exposure
Development throughExperiences
Think-tank Experiences
![Page 37: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/37.jpg)
70-20-10 Learning Model Examples
70 – Learn & Develop Through Experience
• Apply new learning in real situations
• Use feedback to try a new approach to an old problem
• New work and solving problems within role
• Increased span of control
• Increased decision making
• Champion and/or manage changes
20 – Learn & Develop Through Others
• Informal feedback and work debriefs
• Seeking advice, asking opinions, sounding out ideas
• Coaching from manager/others
• 360º feedback• Assessment with
feedback • Structured mentoring
and coaching
10 – Learn & Develop Through Structured Courses & Programs (Formal Education)
• Courses, workshop , seminars
• E-Learning • Professional
qualifications/accreditation
![Page 38: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/38.jpg)
Discuss Strengths & Improvement Needs
![Page 39: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/39.jpg)
70-20-10 Template
• Example:
StrengthtoEnhanceorNeedtoDevelop
Learnanddevelopthroughexperience
(70%)
LearnThroughOthers
(WhoandHow?)(20%)
LearnthroughFormalEducation
(10%)
![Page 40: RPMS Re-orientation Workshop - Deped- · PDF fileRPMS Re-orientation Workshop Phase IV: Performance Rewarding and Developmental Planning. BUREAU OF HUMAN RESOURCE AND ORGANIZATION](https://reader031.fdocuments.in/reader031/viewer/2022022502/5aae80437f8b9a07498c33b5/html5/thumbnails/40.jpg)