OFFICE PERFORMANCE COMMITMENT AND REVIEW FORM (OPCRF)

Name of Employee: Wilfredo E. Cabral Name of Rater:

Position/Designation: Regional Director, OIC-Office of the Undersecretary for HROD Position:
Review Period: January to December 2024 Approving Authority:
Strand/Bureau/Center/Service/Region/Division: Human Resource and Organizational Development Date of Review:
Strand/Bureau/Center/Service/Region/Division The Office of the Undersecretary for Human Resource and Organizational Development provides over-all leadership on strategic and effective Human Resources and Organizational Development systems, processes and programs that are responsive to the aspirations and needs of the Department to deliver quality, accessible, and complete basic education.
Statement of Purpose:

PART I-A: COMMITMENT TO ORGANIZATIONAL OUTCOMES (60%)

(Office commitments directly contributing to the outputs/outcomes indicated in the General Appropriation Act (GAA))
TO BE ACCOMPLISHED DURING PLANNING TO BE FILLED DURING EVALUATION

Performance Targets
Organizational Outcomes Alignment (Target Outcome/Ouput of the Rating Scale
Bureau/Center/Service/Division aligned with the
Outcome/Output Indicators in the GAA) Performance
Indicators AVERAGE
Objectives Timeline Weight Allocation Means of Verification (MOVs) Actual Accomplishment RATING
(QET)
SCORE
Program/Subprogram (Quality, Efficiency,
Key Result Areas (KRA) Value Description Timeliness)
(Based on Office Mandate and Attribution (numerical, statistical, (expected outcome/ 5 4 3 2 1
Functions) (Refer to the Program/Subprogram trend) output/service)
indicated in the GAA)

Recommendations meet the Recommendations do not

Recommendations exceed Recommendations are
required consistently meet the
Recommendations are the required consistently below
standards/expectations of expectations of being sound,
exceptionally sound, evidence- standards/expectations of expectation of being sound,
being sound, evidence- evidence-based which directly
based and beyond expectations being sound, evidence-based evidence-based which
based which directly address the identified
Quality to address identified challenges which directly address the directly address the
address the identified challenge/issue and
and issues supported by identified challenge/issue and identified challenge/issue
challenge/issue and supported by thorough
thorough analysis of viable supported by thorough and supported by thorough
supported by thorough analysis of viable solutions
solutions and alternatives. analysis of viable solutions analysis of viable solutions
analysis of viable solutions and alternatives. Only a few
and alternatives. and alternatives. Compedium of agency-wide
and alternatives. critical goals met.
proposals/recommendations
documented through:
Percentage of
Only a few a. Complete Staff Work/Position
1. Provided support and recommendations to the recommendations Only a few recommendations
Within the rating Most of the recommendations Some recommendations to recommendations to the Paper
Office of the Secretary on executive decisions 5% 100% adopted/approved by to the Office of the Secretary
period to the Office of the Secretary the Office of the Secretary Office of the Secretary are b. Minutes of the Meeting
relating to the overall agency strategic direction the Office of the All recommendations to the are considered in the overall
are considered in the overall are considered in the overall considered in the overall (EXECOM/MANCOM)
and agenda setting affecting the organization Secretary Office of the Secretary are agency executive decisions,
agency executive decisions, agency executive decisions, agency executive decisions, c. Management Report
and its human resources Efficiency considered in the overall agency strategic directions, and policy
strategic directions, and policy strategic directions, and strategic directions, and d. Executive Briefer/Slide Deck
executive decisions, strategic agenda. Most
agenda. Only a few need policy agenda. Some need policy agenda. Most e. Checklist of adopted
directions, and policy agenda. recommendations need
further study and minor further study and minor recommendations need recommendations
further study and minor
adjustments. adjustments. further study and major
adjustments.
adjustments.

Recommendations are Recommendations are Recommendations are Recommendations are

Recommendations are provided
provided in time to address provided one (1) month after provided one (1) quarter after provided one (1) semester
Timeliness in advance in anticipation of
the identified challenge or the challenge or problem is the challenge or problem is after the challenge or
possible challenge or scenario.
scenario. identified. identified. problem is identified.

Performance is exceptional and

extends beyond the expectation
with the following qualities:

a. conveyed the official position

Performance does not
Cross-cutting support to the of the Department in various Performance does not Performance does not
consistently meet the Performance does not meet
different programs bodies and official functions consistently meet the consistently meet the
expectations. Non- the expectations. All of the
1. b. attendance to official functions expectations. Non- expectations. Non-observance
Quality observance of any two (2) of qualities in items a, b, c, and
Education Policy Development is supported with complete staff observance of any one (1) of of any three (3) of the qualities Portfolio of national and
the qualities in items a, b, c, d are have not been
Program; work and preparation the qualities in items a, b, c, in items a, b, c, and d have international engagements
and d have been observed.
2. Basic Education Inputs Percentage of c. inputs have resulted to and d has been documented. been documented. complete with documentation:
documented.
Executive Support Program; attendance to official forward action
2. Represented the Agency and the Office of the Within the rating
3. Inclusive Education 2.5% 100% functions meeting the d. provided report to the Office a. Completed Staff Work/Policy
Secretary in various bodies and official functions, period
Program; 4. Support critical qualities of of the Secretary regarding the Proposal
national and international, as
to Schools and Learners performance discussions and agreements b. Minutes of the Meeting
designated/delegated
Program; and 5. reached c. Management Report
Education Human Resource d. Executive Briefer/Slide Deck
Development Program
All official functions are 76-99% of official functions 51-75% of official functions 26-50% of official functions 0-25% of official functions
Efficiency
attended. are attended. are attended. are attended. are attended.

Reply to confirm attendance

Reply to confirm attendance
Reply to confirm attendance is more than 3 days
Timeliness is 3 days delayed of the
done within requested timeline. delayed of the requested
requested timeline.
timeline.

Performance is exceptional and

extends beyond the expectation
with the following qualities:

a. provided inputs and directions

that are strategic and aligned
with the agency directions Performance does not Performance does not
Performance does not
b. made decisions based on consistently meet the consistently meet the Performance does not meet
consistently meet the
complete and best information expectations. Non- expectations. Non- the expectations. At least
expectations. Non-observance
Quality c. provided inputs that have observance of any one (1) of observance of any two (2) of four (4) of the qualities in
of any three (3) of the qualities Portfolio of committee
resuted to forward action the qualities in items a, b, c, the qualities in items a, b, c, items a, b, c, d, and e have
in items a, b, c, d, and e have engagement complete with
Percentage of d. maintained effective d, and e has been d, and e have been not been observed.
been documented. documentation:
attendance to communication documented. documented.
Within the rating committee meetings e. provided substantial report on
3. Performed chairmanship/membership roles on 2.5% 100% a. Complete Staff Work/Policy
period exemplifying the the critical
committees either internal or external Proposal
critical qualities of discussions/agreements and/or
engagements b. Minutes of the Meeting
performance commitments made during
c. Committee Report
official functions to the Office of
d. Executive Briefer/Slide Deck
the Secretary

76-99% of committee 51-75% of committee 26-50% of committee 0-25% of committee

All committee meetings and
Efficiency meetings and activities are meetings and activities are meetings and activities are meetings and activities are
activities are attended.
attended. attended. attended. attended.

Reply to confirm attendance

Reply to confirm attendance
Reply to confirm attendance is more than 3 days
Timeliness is 3 days delayed of the
done within requested timeline. delayed of the requested
requested timeline.
timeline.

BHROD-SED 1/
 Completed policies are:
a. consistent with the existing
laws, policies and guidelines
b. aligned with the agency
strategic goals and directions
c. directly addressing the
identified policy issues or gaps
d. supported by due diligence
through a completed staff work
(including policy options,
implications, scenario analysis, Completed policies have Completed policies have Completed policies have Completed policies have
and recommendations) documented instances of non- documented instances of documented instances of non- documented instances of
Quality d. compliant with the DepEd observance of any one (1) of non-observance of any two observance of any three (3) of non-observance of any four
guidelines on policy items a, b, c, d, e, and f. (2) of items a, b, c, d, e, and items a, b, c, d, e, and f. (4) of items a, b, c, d, e, and
1. Recommended to the Office of the Secretary development process (i.e., policy f. f.
reforms, policies, and guidelines pertaining to the analysis, consultation with
overall Agency Human Resource and relevant stakeholders, policy
Number of policies
Organizational Development that are aligned with Within the rating review)
10% 5 issued, reviewed, and List of approved policies
the agency commitments and strategic goals; in period e. complete with critical policy
amended
consonance with the policy development elements including
guidelines and complete with the implementation and M&E plan
necessary/required technical documents, f. complete with presentation
evidence, staff work to guide sound executive materials (e.g. IEC materials,
decision and approval. Executive Briefers)

Completed 76-99% of Completed 51-75% of the Completed 26-50% of the Completed 0-25% of the
Efficiency All targeted policies are issued
targeted policies targeted policies targeted policies targeted policies

Completed policies are Completed policies are Completed policies are

Completed policies are released Completed policies are
released with a delay of one released with a delay of one released with a delay of one
Timeliness ahead the targeted period of released within the targeted
(1) month from the targeted (1) quarter from the targeted (1) semester from the
issuance period of issuance
period of issuance period of issuance targeted period of issuance

Completed policies are:

a. consistent with the existing
laws, policies and guidelines
b. aligned with the agency
strategic goals and directions
c. directly addressing the
identified policy issues or gaps
d. supported by due diligence
Cross-cutting policy directions through a completed staff work
either directly or indirectly (including policy options,
supporting Operation, Support implications, scenario analysis, Completed policies have Completed policies have Completed policies have Completed policies have
to Operation and General and recommendations) documented instances of non- documented instances of documented instances of non- documented instances of
Management and Supervision Quality d. compliant with the DepEd observance of any one (1) of non-observance of any two observance of any three (3) of non-observance of any four
of the different programs guidelines on policy items a, b, c, d, e, and f. (2) of items a, b, c, d, e, and items a, b, c, d, e, and f. (4) of items a, b, c, d, e, and
2. Recommended to the Office of the Secretary development process (i.e., policy f. f.
1. Education Policy reforms, policies, and guidelines under the analysis, consultation with
Development Program; National Educators Academy of the Philippines Number of policies relevant stakeholders, policy
Within the rating review)
Policy and Direction Setting that are aligned with the agency commitments 10% 5 issued, reviewed, and List of approved policies
period e. complete with critical policy
2. Basic Education Inputs and strategic goals; in consonance with the amended
Program; policy development guidelines and complete with elements including
3. Inclusive Education the necessary/required technical documents, implementation and M&E plan
evidence, staff work to guide sound executive f. complete with presentation
4. Support to Schools and decision and approval. materials (e.g. IEC materials,
Learners Program; Executive Briefers)

5. Education Human Resource

Development Program
Completed 76-99% of Completed 51-75% of the Completed 26-50% of the Completed 0-25% of the
Efficiency All targeted policies are issued
targeted policies targeted policies targeted policies targeted policies

Completed policies are Completed policies are Completed policies are

Completed policies are released Completed policies are
released with a delay of one released with a delay of one released with a delay of one
Timeliness ahead the targeted period of released within the targeted
(1) month from the targeted (1) quarter from the targeted (1) semester from the
issuance period of issuance
period of issuance period of issuance targeted period of issuance

Completed policies are:

a. consistent with the existing
laws, policies and guidelines
b. aligned with the agency
strategic goals and directions
c. directly addressing the
identified policy issues or gaps
d. supported by due diligence
through a completed staff work
(including policy options,
implications, scenario analysis, Completed policies have Completed policies have Completed policies have Completed policies have
and recommendations) documented instances of non- documented instances of documented instances of non- documented instances of
Quality d. compliant with the DepEd observance of any one (1) of non-observance of any two observance of any three (3) of non-observance of any four
guidelines on policy items a, b, c, d, e, and f. (2) of items a, b, c, d, e, and items a, b, c, d, e, and f. (4) of items a, b, c, d, e, and
3. Recommended to the Office of the Secretary development process (i.e., policy f. f.
reforms, policies, and guidelines under the analysis, consultation with
Teacher Education Council Secretariat that are Number of policies relevant stakeholders, policy
Within the rating review)
aligned with the agency commitments and 10% 2 issued, reviewed, and List of approved policies
period e. complete with critical policy
strategic goals; in consonance with the policy amended
development guidelines and complete with the elements including
necessary/required technical documents, implementation and M&E plan
evidence, staff work to guide sound executive f. complete with presentation
decision and approval. materials (e.g. IEC materials,
Executive Briefers)

Completed 76-99% of Completed 51-75% of the Completed 26-50% of the Completed 0-25% of the
Efficiency All targeted policies are issued
targeted policies targeted policies targeted policies targeted policies

Completed policies are Completed policies are Completed policies are

Completed policies are released Completed policies are
released with a delay of one released with a delay of one released with a delay of one
Timeliness ahead the targeted period of released within the targeted
(1) month from the targeted (1) quarter from the targeted (1) semester from the
issuance period of issuance
period of issuance period of issuance targeted period of issuance

Approved activities completed

are:
a. leading towards attainment of
key deliverables Approved activities are Approved activities are Approved activities are Approved activitie are
b. carefully designed to suit field completed with documented completed with documented completed with documented completed with documented
Quality offices expectations non-compliance to any one non-compliance to any one non-compliance to any one (3) non-compliance to all the
c. complete with necessary (1) of the critical elements in (2) of the critical elements in of the critical elements in critical elements in items a,
evidence requirements items a, b, c, and d. items a, b, c, and d. items a, b, c, and d. b, c, and d.
d. activity outputs served as
reference to ensure timeliness of
Number of teaching key deliverables
Within the rating
5% 20,000 and non-teaching M&E and PIR Reports
1. Achieved targeted number of teaching and period
positions filled up
non-teaching positions filled up
All 76-99% filling up of All 51-75% filling up of All 26-50% filling up of All 0-25% filling up of
All 100% filling up of teaching
Efficiency teaching and non-teaching teaching and non-teaching teaching and non-teaching teaching and non-teaching
and non-teaching positions
positions positions positions positions

BHROD-SED 2/
 Number of teaching
Within the rating
5% 20,000 and non-teaching M&E and PIR Reports
1. Achieved targeted number of teaching and period
positions filled up
non-teaching positions filled up

Completed activities with a Completed activities with a

Completed activities are Completed activities with a
Completed activities are ahead delay of one (1) month from delay of one (1) semester
Timeliness within the targeted period of delay of one (1) quarter from
the targeted period of conduct the targeted period of from the targeted period of
conduct the targeted period of conduct
conduct conduct

Teacher deployment analysis

completed and complete with
information about the school on:
Teacher deployment analysis Teacher deployment Teacher deployment analysis Teacher deployment
a. the exisitng parameters or
completed with documented analysis completed with completed with documented analysis completed with
service standards
instance of non-conformity in documented instance of instance of non-conformity in documented instance of
Quality b. emerging and current realities
any one (1) of the critical non-conformity in any two any three (3) of the critical non-conformity in all of the
c. curriculum offering, standards
elements in items a, b, c, and (2) of the critical elements in elements in items a, b, c, and critical elements in items a,
percentage of schools and delivery
2. Achieved 99% of schools meeting the Within the rating d. items a, b, c, and d. d. b, c, and d.
5% 99% meeting the standard d. requirements of subject M&E and PIR Reports
standard ratio for elementary teachers period specific concerns and other
ratio for teachers
duties and functions

All targeted schools are Completed 76-99% of Completed 51-75% of the Completed 26-50% of the Completed 0-25% of the
Efficiency
sufficiently covered. targeted schools. targeted schools. targeted schools. targeted schools.
Completed with a delay of Complete with a delay of one Completed with a delay of
Completed ahead the targeted Completed within the targeted
Timeliness one (1) month from the (1) quarter from the targeted one (1) semester from the
period of conduct period of conduct
targeted period of conduct period of conduct targeted period of conduct

Teacher deployment analysis

completed and complete with
information about the school on:
Teacher deployment analysis Teacher deployment Teacher deployment analysis Teacher deployment
a. the exisitng parameters or
completed with documented analysis completed with completed with documented analysis completed with
service standards
instance of non-conformity in documented instance of instance of non-conformity in documented instance of
Quality b. emerging and current realities
any one (1) of the critical non-conformity in any two any three (3) of the critical non-conformity in all of the
c. curriculum offering, standards
elements in items a, b, c, and (2) of the critical elements in elements in items a, b, c, and critical elements in items a,
percentage of schools and delivery
3. Achieved 94% of schools meeting the Within the rating 94% d. items a, b, c, and d. d. b, c, and d.
5% meeting the standard d. requirements of subject M&E and PIR Reports
standard ratio for junior high school teachers period specific concerns and other
ratio for teachers
duties and functions

All targeted schools are Completed 76-99% of Completed 51-75% of the Completed 26-50% of the Completed 0-25% of the
Efficiency
sufficiently covered. targeted schools. targeted schools. targeted schools. targeted schools.
Completed with a delay of Complete with a delay of one Completed with a delay of
Completed ahead the targeted Completed within the targeted
Timeliness one (1) month from the (1) quarter from the targeted one (1) semester from the
period of conduct period of conduct
targeted period of conduct period of conduct targeted period of conduct
Cross-cutting strategic
direction and management
Teacher deployment analysis
concerning deliverables within
completed and complete with
the structure of Operation,
information about the school on:
Support to Operation and Teacher deployment analysis Teacher deployment Teacher deployment analysis Teacher deployment
a. the exisitng parameters or
General Management and completed with documented analysis completed with completed with documented analysis completed with
service standards
Strategic Leadership and Supervision of the different instance of non-conformity in documented instance of instance of non-conformity in documented instance of
Quality b. emerging and current realities
Performance Management programs any one (1) of the critical non-conformity in any two any three (3) of the critical non-conformity in all of the
c. curriculum offering, standards
1. Basic elements in items a, b, c, and (2) of the critical elements in elements in items a, b, c, and critical elements in items a,
4. Achieved 96% target percentage of schools percentage of schools and delivery
Education Inputs Program; Within the rating d. items a, b, c, and d. d. b, c, and d.
meeting the standard ratio for senior high school 5% 96% meeting the standard d. requirements of subject M&E and PIR Reports
period specific concerns and other
2. Education Human teachers ratio for teachers
duties and functions
Resource Development
Program
All targeted schools are Completed 76-99% of Completed 51-75% of the Completed 26-50% of the Completed 0-25% of the
Efficiency
sufficiently covered. targeted schools. targeted schools. targeted schools. targeted schools.
Completed with a delay of Complete with a delay of one Completed with a delay of
Completed ahead the targeted Completed within the targeted
Timeliness one (1) month from the (1) quarter from the targeted one (1) semester from the
period of conduct period of conduct
targeted period of conduct period of conduct targeted period of conduct

Targeted increase in the number

of schools conducting LAC
sessions with adequate Targeted increase in the Targetted increase in the Targeted increase in the Targeted increase in the
information on: number of schools conducting number of schools number of schools conducting number of schools
a. school typology LAC sessions with missing conducting LAC sessions LAC sessions with missing conducting LAC sessions
Quality
b. notable good practices information in any one (1) of with missing information in information in any three (3) of with missing information in
c. common areas of instructional the elements in items a, b, c, any two (2) of the elements the elements in items a, b, c, all of the elements in items
3. Ensured data capture of schools conducting and supervisory concerns and d. in items a, b, c, and d. and d. a, b, c, and d.
Percentage increase
LAC sessions and other school-based learning d. documented improvement of
Within the rating in the number of Data capture analysis and
and development initiatives (in preparation for 5% 5% LAC implementation
period schools conducting baseline report
the modification of the performance indicator as
LAC sessions
committed in the GAA)
Achieved 4% targeted Achieved 3% targeted Achieved 2% targeted Achieved 1% targeted
Achieved 5% targeted increase
Efficiency increase in the number of increase in the number of increase in the number of increase in the number of
in the number of schools.
schools. schools. schools. schools.

Completed with a delay of Completed with a delay of

Complete with a delay of one
Completed ahead the targeted Completed within the targeted one (1) month from the one (1) semester from the
Timeliness (1) quarter from the targeted
period of data capture period of data capture targeted period of data targeted period of data
period of data capture
capture capture

Performance monitoring and

evaluation are done quarterly
with established milestones and
relevance to:

a. Fiscal Discipline - living within

Performance monitoring and
the means or resources Performance monitoring and Performance monitoring and Performance monitoring and
evaluation are done
available to the government evaluation are done quarterly evaluation are done quarterly evaluation are done
quarterly with missing
Quality b. Allocative Efficiency - with missing relevance to any with missing relevance to any quarterly with missing
relevance to any two (2) of
spending money on the right one (1) of the critical items a, three (3) of the critical items a, relevance to all of the critical
the critical items a, b, c and
things or right priorities b, c and d. b, c and d. items a, b, c and d.
d.
c. Operational Efficiency -
obtaining the best value for the
money or resources available
Number of d. Planned vs actual
engagement accomplishment at regular Activity Completion Report
Within the rating interval
5% 4 conducted for periodic Semestral Accomplishment
4. Ensured regular monitoring and evaluation of period
performance Report
office and staff performance
monitoring
Office and staff performance Office and staff performance
management is implemented management is
There is no established
Efficiency through Strand and Bureau implemented only through
structure of PMT.
Performance Management Directors and Heads of
Teams (PMT). Offices.

Performance planning,
Performance planning, Performance planning,
Performance planning, Performance planning, monitoring, evaluation, and
monitoring, evaluation, and monitoring, evaluation, and
monitoring, evaluation, and monitoring, and evaluation are adjustment/calibration are
adjustment/calibration are adjustment/calibration are
Timeliness adjustment/calibration are conducted with a delay of conducted with a delay of at
conducted with a delay of one conducted with a delay of
conducted in accordance with three (3) weeks based on the least four (4) weeks based
(1) week based on the two (2) weeks based on the
the prescribed annual timeline. prescribed annual timeline. on the prescribed annual
prescribed annual timeline. prescribed annual timeline.
timeline.

Part I-A Total Score

BHROD-SED 3/
 PART I-B: INNOVATING AND INTERVENING ACCOMPLISHMENTS (20%)
(Office accomplishments that are enabling, supportive, and/or contributory to the achievement of the organizational commitments and Key Result Areas indicated in Part I-A); Accomplishments can be a process, service, and/or output)
TO BE FILLED IN DURING PLANNING TO BE FILLED DURING EVALUATION

Performance Targets
(Target Outcome/Ouput of the
Bureau/Center/Service/Division that are enabling, supportive, Performance RATING SCALE
and/or contributory to the achievement of the organizational Actual Results/
Indicators AVERAGE
Key Result Areas (KRA) Objectives Timeline Weight Allocation outcomes and KRAs (Part I-A)) Means of Verification (MOVs) RATING SCORE
(Quality, Efficiency, Accomplishments (QET)
Timeliness)
Value Description
(numerical, statistical, (expected outcome/ 5 4 3 2 1
trend) output/service)

Established interfacing protocols

and mechanism among HR
implementers and counterparts
in CO and field offices ensuring
the following:

a. determined appropriate
Established interfacing Established interfacing Established interfacing
personnel responsible for each Established interfacing
protocols and mechanism are protocols and mechanism protocols and mechanism are
interface procedure protocols and mechanism
completed with non- are completed with non- incomplete with non-
Quality b. defined processes of interface are not completed and with
compliance of any one (1) of compliance of any two (2) of compliance of any three (3) of
ensuring horizontal and vertical non-compliance of all the
the items in items a, b, c, and the items in items a, b, c, the items in items a, b, c, and
alignment items in items a, b, c, and d.
d. and d. d.
c. clear communication and
coordination processes between
Developed interfacing protocols and mechanisms Guide to Communication
and among CO and Field Offices
between and among HR implementers and Within the rating Number of HROD Protocol for HR Implementers
2% 1 d. clear and streamlined
counterparts in CO and field offices in addressing period interfacing guide and Counterparts in CO and
processes ensuring efficiency in
bottlenecks, issues, and concerns Field Offices
addressing bottlenecks, issues,
and concerns

Achieved 76-99% completion Achieved 51-75% Achieved 26-50% completion Achieved 0-25% completion
Achieved 100% completion of
of the interfacing protocols completion of the interfacing of the interfacing protocols of the interfacing protocols
the interfacing protocols and
Efficiency and mechanisms between protocols and mechanisms and mechanisms between and mechanism between
mechanisms between and
and among CO and field between and among CO and among CO and field and among CO and field
among CO and field offices.
offices. and field offices. offices. offices.

Completed with a delay of Completed with a delay of

Complete with a delay of one
Completed ahead the targeted Completed within the targeted one (1) month from the one (1) semester from the
Timeliness (1) quarter from the targeted
period of completion. period of completion. targeted period of targeted period of
period of completion.
completion. completion.

Cloudbased repository of
historical data and information
ensures the following: Cloudbased repository is Cloudbased repository is
Cloudbased repository is Cloudbased repository is
underdeveloped with underdeveloped with
underdeveloped with underdeveloped with
Quality a. list of engagements incomplete information on incomplete information on any
incomplete information on any incomplete information all
b. DepEd role and commitments any two (2) in items a, b, c, three (3) in items a, b, c, and
one (1) in items a, b, c, and d. items a, b, c, and d.
c. legal bases and d. d.
Executive Support d. completeness of necessary
Established cloudbased repository of historical data/information
Within the rating Cloudbased
data and information for easy reference of future 2% 1 Web-based data link
period repository
actions and engagements with interested parties
Achieved 76-99% completion Achieved 51-75% Achieved 26-50% completion Achieved 0-25% completion
Achieved 100% completion of
of cloudbased repository of completion of cloudbased of cloudbased repository of of cloudbased repository of
Efficiency cloudbased repository of
historical data and repository of historical data historical data and historical data and
historical data and information.
information. and information. information. information.

Completed with a delay of Completed with a delay of

Complete with a delay of one
Completed ahead the targeted Completed within the targeted one (1) month from the one (1) semester from the
Timeliness (1) quarter from the targeted
period of completion. period of completion. targeted period of targeted period of
period of completion.
completion. completion.

HR Portfolio Knowledge
Management System (KMS)
have the following features:

a. security and access limited to

appropriate officials and focal
personnel
b. completeness of necessary HR Portfolio KMS is under- HR Portfolio KMS is under- HR Portfolio KMS is under- HR Portfolio KMS is under-
information, data elements, and developed with non- developed with non- developed with non- developed with non-
Quality features (legal bases, data completion of any one (1) of completion of any two (2) of completion of any three (3) of completion of all the key
analysis/formula/parameters, the key features in items a, b, the key features in items a, the key features in items a, b, features in items a, b, c, and
policy proposal summary, c, and d. b, c, and d. c, and d. d.
documentation from
Established HR knowledge management system Within the rating HR Knowledge consultations and deliberations, Web-based data link to HR
2% 1 editable drafts/versions, signed
for agency institutional memory per portfolio period Management System Portfolio KMS
policy, etc.)
c. data privacy compliant with
applicable laws and guidelines
d. user guide for easy reference

Achieved 76-99% completion Achieved 51-75% Achieved 26-50% completion Achieved 0-25% completion
Achieved 100% completion of
Efficiency of HR Portfolio KMS completion of HR Portfolio of HR Portfolio KMS of HR Portfolio KMS
HR Portfolio KMS established
established KMS established established established

Completed with a delay of Completed with a delay of

Complete with a delay of one
Completed ahead the targeted Completed within the targeted one (1) month from the one (1) semester from the
Timeliness (1) quarter from the targeted
period of completion. period of completion. targeted period of targeted period of
period of completion.
completion. completion.

Initiatives towards achievement

of PRIME-HRM Maturity Level III
are complete with the following Initiatives towards Initiatives towards Initiatives towards Initiatives towards
critical elements: achievement of PRIME-HRM achievement of PRIME- achievement of PRIME-HRM achievement of PRIME-
Maturity Level III are complete HRM Maturity Level III are Maturity Level III are complete HRM Maturity Level III are
Quality a. Conduct of self-assessment with documented non- complete with documented with documented non- incomplete with documented
b. Presence of action plan compliance to any one (1) of non-compliance to any two compliance to any three (3) of non-compliance to all of the
c. Complete with necessary the critical elemnts in items a, (2) of the critical elemnts in the critical elemnts in items a, critical elemnts in items a, b,
evidence requirements b, c, and d. items a, b, c, and d. b, c, and d. c, and d.
d. Conduct of regular committee
Achievement of meetings
Achieved 30% of the evidence requirements for Within the rating Web-based data link to PRIME-
2% 30% PRIME-HRM Maturity
the PRIME-HRM Maturity Level III period HRM Drive
Level III Indicators
Achieved 31-35% of PRIME- Achieved 26-30% of Achieved 21-25% of PRIME- Achieved below 20% of
Achieved 36-40% of PRIME-
Efficiency HRM Maturity Level III PRIME-HRM Maturity Level HRM Maturity Level III PRIME-HRM Maturity Level
HRM Maturity Level III Indicators
Indicators III Indicators Indicators III Indicators

Some of the targeted

Most of the targeted PRIME- Only a few of the targeted
PRIME-HRM Maturity Level
HRM Maturity Level III PRIME-HRM Maturity Level III All targeted PRIME-HRM
Targeted PRIME-HRM Maturity III Indicators are achieved
Timeliness Indicators are achieved within Indicators are achieved within Maturity Level III Indicators
Level III Indicators within 2024 within 2024. Some
2024. Only a few are 2024. Most indicators are are achieved with delays.
indicators are achieved with
achieved with delays. achieved with delays.
delays.

BHROD-SED 4/
 Establsihed mechanisms to
ensure the following:

a. defined office target setting,

goals and priority deliverables Mechanisms established are
Mechanisms are completed Mechanisms are incomplete Mechanisms are not
b. clear work processes completed with non-
with non-compliance of any with non-compliance of any completed and with non-
Quality minimizing effects of bottlenecks compliance of any one (1) of
two (2) of the items in items three (3) of the items in items compliance of all the items
c. development and the items in items a, b, c, and
a, b, c, and d. a, b, c, and d. in items a, b, c, and d.
institutionalization of the use of d.
Established technology in work
mechanism for d. recognition and rewarding of
Established mechanisms for greater performance greater performance notable accomplishment of the
Within the rating
responsibility and accountability for results 2% 1 responsibility and office and employees Budget Accountability Report
period
among delivery units accountability for
results among
Policy and Direction Setting
delivery units
Established 100% of Established 76-99% of Established 51-75% of Established 26-50% of Established 0-25% of
mechanisms greater mechanisms greater mechanisms greater mechanisms greater mechanisms greater
Efficiency performance responsibility and performance responsibility performance responsibility performance responsibility performance responsibility
accountability for results among and accountability for results and accountability for and accountability for results and accountability for results
delivery units among delivery units results among delivery units among delivery units among delivery units

Completed with a delay of Completed with a delay of

Complete with a delay of one
Completed ahead the targeted Completed within the targeted one (1) month from the one (1) semester from the
Timeliness (1) quarter from the targeted
period of completion. period of completion. targeted period of targeted period of
period of completion.
completion. completion.

Workforce management system

(WMS) ensures the following:

a. defined procedures for

workforce diagnosis, planning,
deployment and implementation,
WMS performance is WMS performance is WMS performance is WMS performance is
audit, reporting
inconsistent and with non- inconsistent and with non- inconsistent and with non- inconsistent and with non-
b. establishment of clear and
Quality compliance to any one (1) of compliance to any two (2) of compliance to any three (3) of compliance to all of the key
sound planning standards and
the key components in items the key components in the key components in items components in items a, b, c,
parameters
a, b, c, and d. items a, b, c, and d. a, b, c, and d. and d.
c. establishment of M&E
Established mechanism for plantilla and
mechanisms for the workforce deployment and
Established mechanisms for the audit, inventory
Within the rating audit, inventory of movement
of workforce including deployment and other HR 2% 1 Workforce Manangement Plan
period workforce including d. generation of basic HR
actions
deployment and other reports
HR actions

Established 100% of Established 76-99% of Established 51-75% of Established 26-50% of Established 0-25% of
mechanisms for the audit, mechanisms for the audit, mechanisms for the audit, mechanismsfor the audit, mechanisms for the audit,
Efficiency inventory of workforce including inventory of workforce inventory of workforce inventory of workforce inventory of workforce
deployment and other HR including deployment and including deployment and including deployment and including deployment and
actions. other HR actions. other HR actions. other HR actions. other HR actions.

Completed with a delay of Completed with a delay of

Complete with a delay of one
Completed ahead the targeted Completed within the targeted one (1) month from the one (1) semester from the
Timeliness (1) quarter from the targeted
period of completion. period of completion. targeted period of targeted period of
period of completion.
completion. completion.

MATATAG HR DRIVE
developed and ready for rollout
with the following key
components and features MATATAG HR DRIVE is MATATAG HR DRIVE is MATATAG HR DRIVE is
MATATAG HR DRIVE not
installed: underdeveloped with non- underdeveloped with non- underdeveloped with non-
developed with non-
completion of any one (1) of completion of any two (2) of completion of any three (3) of
Quality completion of all of the key
a. automated processes the key components and the key components and the key components and
components and features in
b. electronic databases features in items a, b, c, d, features in items a, b, c, d, features in items a, b, c, d,
items a, b, c, d, and e.
Developed MATATAG HR DRIVE for c. generation of analytical and e. and e. and e.
organizational effectiveness, operational reports
MATATAG HR
efficiency, and client satisfaction d. functioning system facilities
DRIVE for the
Within the rating e. integrated HR systems
6% 1 following HR MATATAG HR DRIVE
(a) HR Suite period
components: HR
(b) Office Performance Dashboard (OPDash)
Suites
(c) HR DOTS Achieved 76-99% completion Achieved 51-75% Achieved 26-50% completion Achieved 0-25% completion
Achieved 100% completion of
(d) CSat of the MATATAG HR DRIVE completion of the of the MATATAG HR DRIVE of the MATATAG HR DRIVE
Efficiency the MATATAG HR DRIVE for
for organizational MATATAG HR DRIVE for for organizational for organizational
organizational effectiveness
effectiveness organizational effectiveness effectiveness effectiveness

Completed with a delay of Completed with a delay of

Complete with a delay of one
Completed ahead the targeted Completed within the targeted one (1) month from the one (1) semester from the
Timeliness (1) quarter from the targeted
period of completion period of completion targeted period of targeted period of
period of completion
completion completion

FAQs on HR services for the

Strategic Leadership and Performance Management development of HROD Chatbot
is complete and adheres to the
following quality standards:

a. quality assured and accurate

FAQs on HR services is FAQs on HR services is FAQs on HR services is
b. consistent with policies, FAQs on HR services is
complete with non- complete with non- incomplete and with non-
issuances, memoranda of incomplete and with non-
Quality compliance of any one (1) of compliance of any two (2) of compliance of any three (3) of
DepEd and other relevant compliance of all the quality
the quality standards in items the quality standards in the quality standards in items
agencies standards
a, b, c, and d items a, b, c, and d a, b, c, and d
c. updated capturing
common/general and recent
issues and concerns on HR
Established repository of frequently asked Compilation of FAQs
Within the rating d. references to policies, Compedium of FAQs
questions (FAQs) on HR services for the 2% 1 per Division on major
period issuances, memoranda are Proof of Concept (POC)
development of HROD Chatbot (eyHROD!) HR services
available and accessible

Achieved 51-75%
Achieved 100% completion of Achieved 76-99% completion Achieved 26-50% completion Achieved 0-25% completion
completion of FAQs per
Efficiency FAQs per Division on major HR of FAQs per Division on major of FAQs per Division on major of FAQs per Division on
Division on major HR
services HR services HR services major HR services
services

Completed with a delay of Completed with a delay of

Complete with a delay of one
Completed ahead the targeted Completed within the targeted one (1) month from the one (1) semester from the
Timeliness (1) quarter from the targeted
period of completion period of completion targeted period of targeted period of
period of completion
completion completion

Part I-B Total Score

Adjectival Rating Scale

Outstanding 5 4.500 - 5.000
Very Satisfactory 4 3.500 - 4.499
Satisfactory 3 2.500 - 3.499
Unsatisfactory 2 1.500 - 2.499
Poor 1 1.000 - 1.499 RATEE RATER

BHROD-SED 5/
 OFFICE PERFORMANCE COMMITMENT AND REVIEW FORM (OPCRF)

Name of Employee: Name of Rater:

Position/Designation: Position:
Review Period: Approving Authority:
Strand/Bureau/Center/Service/Region/Division: Date of Review:
Strand/Bureau/Center/Service/Region/Division
Statement of Purpose:

PART I-A: COMMITMENT TO ORGANIZATIONAL OUTCOMES (60%)

(Office commitments directly contributing to the outputs/outcomes indicated in the General Appropriation Act (GAA))
TO BE ACCOMPLISHED DURING PLANNING TO BE FILLED DURING EVALUATION

Performance Targets
Organizational Outcomes Alignment (Target Outcome/Ouput of the Rating Scale
Bureau/Center/Service/Division aligned with the
Outcome/Output Indicators in the GAA) Performance
Objectives Indicators Means of Verification AVERAGE
Timeline Weight Allocation Actual Accomplishment RATING SCORE
Program/Subprogram
(based on Office Functions version 3) (Quality, Efficiency, (MOVs) (QET)
Key Result Areas (KRA) Value Description Timeliness)
(Based on Office Mandate and Attribution (expected outcome/ 5 4 3 2 1
(Refer to the Program/Subprogram (numerical, statistical, trend)
Functions) output/service)
indicated in the GAA)

Part I-A Total Score

BHROD-SED 6/
 PART I-B: INNOVATING AND INTERVENING ACCOMPLISHMENTS (20%)
(Office accomplishments that are enabling, supportive, and/or contributory to the achievement of the organizational commitments and Key Result Areas indicated in Part I-A); Accomplishments can be a process, service, and/or output)
TO BE FILLED IN DURING PLANNING TO BE FILLED DURING EVALUATION

Performance Targets
(Target Outcome/Ouput of the
Bureau/Center/Service/Division that are enabling, supportive, Performance RATING SCALE
and/or contributory to the achievement of the organizational Actual Results/ Means of Verification
Indicators AVERAGE
Key Result Areas (KRA) Objectives Timeline Weight Allocation outcomes and KRAs (Part I-A)) RATING SCORE
(Quality, Efficiency, Accomplishments (MOVs) (QET)
Timeliness)
Value Description
(numerical, statistical, (expected outcome/ 5 4 3 2 1
trend) output/service)

Part I-B Total Score

Adjectival Rating Scale

Outstanding 5 4.500 - 5.000
Very Satisfactory 4 3.500 - 4.499
Satisfactory 3 2.500 - 3.499
Unsatisfactory 2 1.500 - 2.499
Poor 1 1.000 - 1.499 RATEE RATER

BHROD-SED 7/
 PART II-A: ORGANIZATIONAL EFFECTIVENESS (15%)
(Office accomplishments in compliance with the Performance-Based Bonus (PBB) oversight requirements.)
TO BE REVIEWED DURING PLANNING, MONITORING AND COACHING TO BE FILLED DURING EVALUATION

Organizational Performance RATING SCALE ACTUAL AVERAGE

Objectives Timeline Weight Allocation RATING SCORE
Effectiveness Outputs Indicators RESULTS/OUTPUTS (QET)
5 4 3 2 1
Financial Stewardship Utilized 98% of the budget Within the rating period 5%
allocation in accordance with Budget allocation disbursed within the Budget allocation disbursed within the Budget allocation disbursed within the Budget allocation disbursed within the Budget allocation disbursed within the
the quarterly disbursement reglementary period with no reglementary period with 1-2 reglementary period with 3-4 reglementary period with 5-6 reglementary period with 7 or more
program with no Quality overdraft/deficit/disallowance from oversight overdraft/deficit/disallowance from oversight overdraft/deficit/disallowance from oversight overdraft/deficit/disallowance from oversight overdraft/deficit/disallowance from oversight
overdraft/deficit/disallowance agency/ies agency/ies agency/ies agency/ies agency/ies
from oversight agency/ies

Budget is utilized with 6-10% variance from Budget is utilized with more than 15%
Budget is utilized according to the BUR Budget is utilized with 1-5% variance from BUR Budget is utilized with 11-15% variance from BUR
BUR target, based on the official BUR report variance from BUR target, based on the
target, based on the official BUR report of the target, based on the official BUR report of the target, based on the official BUR report of the
Efficiency Finance Service/Section/Unit (i.e. 98% of the Finance Service/Section/Unit (i.e. 93-97% of the
of the Finance Service/Section/Unit (i.e. 88-
Finance Service/Section/Unit (i.e. 83-87% of the
official BUR report of the Finance
92% of the budget allocation is utilized within Service/Section/Unit (i.e. Below 83% of the
budget allocation is utilized within the FY) budget allocation is utilized within the FY) budget allocation is utilized within the FY)
the FY) budget allocation is utilized within the FY)

Quarterly basis: Quarterly basis: Quarterly basis: Quarterly basis: Quarterly basis:
Budget is utilized according to the quarterly Budget is utilized with 1-5% variance from the Budget is utilized with 6-10% variance from Budget is utilized with 11-15% variance from the Budget is utilized with more than 15%
Timeliness disbursement program (i.e. 98% of the quarterly disbursement program (i.e. 93-97% of the quarterly disbursement program (i.e. 88- quarterly disbursement program (i.e. 83-87% of variance from the quarterly disbursement
quarterly BUR target is utilized by the end of the quarterly BUR target is utilized by the end of 92% of the quarterly BUR target is utilized by the quarterly BUR target is utilized by the end of program (i.e. Below 83% of the quarterly BUR
each quarter) each quarter) the end of each quarter) each quarter) target is utilized by the end of each quarter)

Process improvement Streamlined core processes Within the rating period 5% Improvements/reduction on all of the service
Improvements/reduction on 4 service standards
Improvements/reduction on 2-3 service
and management of service 1. no. of documentary requirements Improvements/reduction on 1 service standards
standards standards
provisioning of frontline and 2. total processing time 1. no. of documentary requirements
1. no. of documentary requirements 1. no. of documentary requirements No change in no. of documentary
other office deliverables to 3. transaction cost 2. total processing time
Quality 2. total processing time 2. total processing time
3. transaction cost
requirements, total processing time,
4. client steps/agency action steps
ensure ease of transations 3. transaction cost 3. transaction cost transaction cost, process steps, signatories
5. no. of signatories 4. client steps/agency action steps
and/or 4. client steps/agency action steps 4. client steps/agency action steps
5. no. of signatories
digitalization/digitization 5. no. of signatories 5. no. of signatories

Streamlined and/or digitized all office core Streamlined and/or digitized 76-99% of the office Streamlined and/or digitized 51-75% of the Streamlined and/or digitized 26-50% of the office Streamlined and/or digitized 0-25% of the
Efficiency processes identified in the QMS planning core processes identified in the QMS planning office core processes identified in the QMS core processes identified in the QMS planning office core processes identified in the QMS
documents documents planning documents documents planning documents

Timeliness

Client Satisfaction Achieved 100% resolution Within the rating period 5%

and compliance rate to 95.0% - 100% (Outstanding) overall average
90.9% - 94.9% (Very Satisfactory) overall 80.0% - 89.9% (Satisfactory) overall average 60.0% - 79.9% (Fair) overall average on the Below 60.0% (Poor) overall average on the
#8888 and CCB complaints Quality on the results of the Client Satisfaction
average on the results of the CSM on the results of the CSM results of the CSM results of the CSM
within the prescribed Measurement (CSM)
processing time (simple - 3
days; complex - 7 days;
highly technical - 20 days)
with at least Satisfactory 100% resolution and compliance rate to At least 80% resolution and compliance rate to At least 50% resolution and compliance rate to At least 1% resolution and compliance rate to 0% resolution and compliance rate to #8888
Efficiency #8888 and CCB complaints #8888 and CCB complaints #8888 and CCB complaints #8888 and CCB complaints and CCB complaints
overall average result on the
Client Satisfaction
Measurement
Complaints are acted upon and closed with
Complaints acted upon and closed within
documented delays based on the prescribed
Timeliness prescribed processing time (simple - 3 days;
processing time (simple - 3 days; complex - 7
No complaint acted upon and resolved
complex - 7 days; highly technical - 20 days)
days; highly technical - 20 days)

Part II-A Total Score

PART II-B: LEADERSHIP COMPETENCIES (2.5%)

Rating Scale
Competencies Behavioural Indicators 5 4 3 2 1 Remarks/ Observations RATING SCORE
(Role Model) (Consistently Demonstrated) (Most of the Time Demonstrated) (Sometimes Demonstrated) (Rarely Demonstrated)
Check BoxCheck Check
Leading People 1. Uses basic persuasion techniques in a discussion or presentation e.g., staff mobilization,
Check Check Check
appeals to reason and/or emotions, uses data and examples, visual aids
Check
210 BoxCheck Box
Check
2. Persuades, convinces or influences others, in order to have a specific impact or effect. Box 7
Check Box 71 Box 86
Check Box 116
Check
209
Check Box 101
Box
Check
3. “Sets a good example”, is a credible and respected leader; and demonstrates desired Box
Check 57 Box 72
Check Box 87
Check Box 117
Check
behavior.
Check Box
208 102
Box
Check
Box 58
Check Box 73
Check Box 88
Check Box 118
Check
103
4. Forwards personal, professional and work unit needs and interests in an issue.
207
Check Box an effective work environment. Box
Check
Box
Check
5. Assumes a pivotal role in promoting the development of an inspiring, relevant vision for the organization and influences others to share 59of DepEd goals, in order to create
ownership Box 74
Check Box 89
Check Box 119
Check
206 104
Box
People Performance 1. Makes specific changes in the performance management system or in own work methods to
Box 60 Box 75 Box 90 Check Box 120
Management improve performance (e.g. does something better, faster, at lower cost, more efficiently; improves
Check Check Check 105 Check
quality, customer satisfaction, morale, revenues). Box
Check
Box 61 Box 76 Box 91 Box 121
2. Sets performance standards and measures progress of employees based on office and
Check Check Check 106 Check
department targets.
Check Box Box
Check
Box 62 Box 77 ✘ Box 92 Box 122
218 107
Box 63
BHROD-SED 8/
 People Performance
Management

Check
Check Check Check Check
Check Box Box
Check
3. Provides feedback and technical assistance such as coaching for performance improvement Check
Box 62 Check
Box 77 ✘ Check
Box 92 Check
Box 122
and action planning. 218
Check Box ✘ 107
Check
Box
4. States performance expectations clearly and checks understanding and commitment. Box 63
Check Box 78
Check Box 93
Check Box 123
Check
217
Check Box Box
108
Check
5. Performs all the stages of result-based performance management system supported by Box 64
Check Box 79
Check Box 94
Check Box 124
Check
evidence and required documents/forms. Check Box
216 109
Box
Box 65 Box 80 Box 95 Check Box 125
People Development 1. Improves the skills and effectiveness of individuals through employing a range of
215 Check Check Check Check
development strategies. 110
Box
Box 66
Check Box 81
Check Box 96
Check Check Box 126
Check
2. Facilitates workforce effectiveness through coaching and motivating/developing people within
a work environment that promotes mutual trust and respect.
Check Box 111
Check
Box
3. Conceptualizes and implements learning interventions to meet identified training needs. Box 67
Check Box 82
Check Box 97
Check Box 127
Check
213
Check Box Box
112
4. Does long-term coaching or training by arranging appropriate and helpful assignments, formal Box 68
Check Box 83
Check Box 98
Check Check Box 128
Check
training, or other experiences for the purpose of supporting a person’s learning and development.
212 113
Box
Check Box
Box 69 Box 84 Box 99 Box 129
5. Cultivates a learning environment by structuring interactive experiences such as looking for
Check Check Check Check Check
future opportunities that are in support of achieving individual career goals.
211 114
Box 70 Box 85 Box 100 Box Box 130 Part II-B Total Score
115
PART II-C: CORE BEHAVIOURAL COMPETENCIES (2.5%)
Rating Scale
Competencies Behavioural Indicators 5 4 3 2 1 Remarks/ Observations RATING SCORE
(Role Model)
Check
(Consistently Demonstrated)
Check Box Box Check
(Most of the Time
Check Box Box (Sometimes
Demonstrated)
Check Box
Demonstrated)
Check Box Check Box
(Rarely Demonstrated)
Check Box
1. Sets personal goals and direction, needs and development. Check 120 113 106 99
2. Understands personal actions and behavior that are clear and purposive and takes into account personal goals and values congruentCheck
Check 285
Check Box Box Check292 Box
Check Box Check299
Check Box Box Check
306 Box
Check Box
Box 131
to that of the organization
Check Box
Check
119 Check
286 Box Box 112 Check
293 Box Check
105 Check
300 Box Box Check
98 Box
Check
307 Box
3. Displays emotional maturity and enthusiasm for and is challenged by higher goals Check
Box 132
111 Check Box
Self-Management
118 Check
287 Box 294 104 Check
301 Box 97Check
308 Box
4. Prioritize work tasks and schedules (through Gantt charts, checklists, etc.) to achieve goals Check
Box 133 Check Box
Check Box
401 CheckCheck
402 Box Box CheckCheck
403 Box Box Check Box
Check
404 Box
5. Sets high quality, challenging, realistic goals for self and others. Check
Box 134
Check Box(RA 6713). 117
Check 288
Check Box Box 110
Check295
Check Box Box 103
Check302
Check Box Box 96
Check
309 Box
Check Box
1. Demonstrate the values and behavior enshrined in the Norms and Conduct and Ethical Standards for Public Officials and EmployeesBox Check 135
Check Box
145 Check
116 Check
289 Box Box Check
109 Check
296 Box Box Check
102 Check
303 Box Box Check
95310 Box
Check Box
2. Practice ethical and professional behavior and conduct taking into account the impact of his/her actions and decisions. Check
Box 136
Check Box
144 115 290
Check Box 108
Check297
Check Box Box 101 Check
304 Box 94Check
311 Box
3. Maintains a professional image: being trustworthy, regularity of attendance and punctuality, good grooming and communication. Check
Box 137 Check Box 92 Check Box 58
Professionalism and Ethics
Check Box
143 Check 313 Box
Check Box Check
75 330 Box
Check Box CheckCheck
347 Box Box Check Box
Check
364 Box
4. Makes personal sacrifices to meet the organization’s needs. Check
Box 138
142
Check Box 114 291
Check Box 107
Check298
Check Box Box 100 Check
305 Box 93Check
312 Box
Box 139 Check Box 91
Check
5. Act with a sense of urgency and responsibility to meet the organization’s needs, improve system and help others improve their effectiveness. Check Box 57
Check Box
141 Check
314 Box Check
74 Check
331 Box Box Check Box
348 Check Box
365
1. Achieves results with optimal use of time and resources mist of the time. Box 140 Check Box 90
Check
Check Box
140 315
Check Box 73
Check332
Check Box Box 349
Check Box 366
Check Box
2. Avoids rework, mistakes and wastage through effective work methods by placing organizational needs before personal needs. Box 141 Check
Check Box 89
Check
139 Box Check
316 Box 72andCheck
333 Box Check
350 Box Check Box
367
Check
Box 142
3. Delivers error-free outputs most of the time by conforming to standard operating procedures correctly and consistently. Able to produce very satisfactory quality of work in terms of usefulness/acceptability completeness with no supervision required.
Check Box
138 Check
381 Box CheckCheck
385 Box Box Check Box
389 Check
393 Box
Check Check Box 88
Results Focus
Box
4. Expresses a desire to do better and may express frustration at waste or inefficiency. May focus on new or more precise ways of meeting goals143
set
137 Box
Check 317 71334 351 368
5. Makes specific changes in the system or in own work methods to improve performance. Box 144 Check Check Box Box 87 CheckCheck Box Box 70 Check Box Check Box
Examples may include doing something better, faster, at a lower cost, more efficiently, or
improving quality, customer satisfaction, morale, without setting any specific goal. 136 Check 318 335 352 369
Check Box Check Box Check Box
Check Box Check Box Check Box
Box 145 Check Box 86
135 Check 69
1. Willingly does his/her share of responsibility
Check Box 319
Check Box 336
Check Box 353 Box
Check 370
Check Box
2. Promotes collaboration and removes barriers to teamwork and goal accomplishment across the organization. Check
Box 206
Check
134 Box Check
382 Box CheckCheck
386 Box Box Check Box
390 Check
394 Box
Teamwork 3. Applies negotiation principles in arriving at win-win agreements. Check
Box 207 Check Box 85
Check Box
133 Check
320 Box Check
68 Check
337 Box Box 354
Check Box Check Box
371
4. Drives consensus and team ownership of decisions Box 208 Check Box 84
Check
Check
132 Check Box Box Check
321 Box 67Check
338 Box Box Check
355 Box Check Box
372
5. Works constructively and collaboratively with others and across organizations to accomplish
Box 209 Check 7
organizational goals and objectives. Check
123 Check
282 Box Box Check Box
397 CheckCheck
398 Box Box Check Box
399 Check
400 Box
1. Can explain and articulate organizational directions, issues and problems. Check Box 76
2. Takes personal responsibility for dealing with and/or correcting customer service issues and concerns.
Check
122 Check
283 Box Box Check
329 Box 59Check
346 Box Check
363 Box Check Box
380
Check
121 284 Box Check
384 Box CheckCheck
388 Box Box Check Box
392 Check
396 Box
3. Initiates activities that promotes advocacy for men and women empowerment. Check Check Box 83
Service Orientation
Check Box
131 Check
322 Box 66Check
339 Box Check
356 Box Check Box
373
4. Participates in updating office vision, mission, mandates and strategies based on DEPED strategies and directions. Check
Box 210
130
Check Box 383
Check Box Check387
Check Box Box Check Box
391 395 Box
Check
5. Develops and adopts service improvement program through simplified procedures that will further enhance service delivery. Box 211 Check Box 82
Check
Check Box
129 Check
323 Box Check
65 Check
340 Box Box Check
357 Box Check Box
374
1. Examines the root cause of problems and suggests effective solutions. Foster new ideas,
Box 212 Check Box 81
processes, and suggests better ways to do things (cost and/or operational efficiency). 128 Check 324 64341 358 375
2. Demonstrates an ability to think “beyond the box”. Continuously focuses on improving Check Box Box 213
Check Check Box CheckCheck Box Box Check Box Check Box
personal productivity to create higher value and results.
Check Check Box 80
127 Box Box 215 Check 325
Check Box Check
63 342
Check Box Box 359
Check Box 376
Check Box
Innovation 3. Promotes a creative climate and inspires co-workers to develop original ideas or solutions.
Check Box 79
126
Check Box 326 Box 62
Check343 Box 360 377
Box 216 Check Box 78 Check Check Box Check Box Check Box
Check
4. Translates creative thinking into tangible changes and solutions that improve the work unit
and organization. Check
125 Box 327
Check Box Check
61344Check Box Box 361
Check Box 378
Check Box
5. Uses ingenious methods to accomplish responsibilities. Demonstrates resourcefulness and
124 Box 217 Check Box 77 60345
the ability to succeed with minimal resources. Check 328 362 379
Box 218
BHROD-SED 9/
 Check
Box 218 Part II-C Total Score

RATEE RATER

BHROD-SED 10/
 PART III: SUMMARY OF RATINGS

Final Performance Components Weight Allocation Obtained Score Rating Overall Rating
(Score x Weight Allocation)

A. Commitment to Organizational
60%
Outcomes
PART I B. Innovating and Intervening
20%
Accomplishments
A. Organizational Effectiveness 15%
PART II B. Leadership Competencies 2.5%
C. Core Behavioural Competencies 2.5%
Ratee-Rater Agreement

The signatures below confirm that the employee and his/her superior have agreed to the contents of the performance as captured in this form.

Name of Employee: Name of Superior:

Signature: Signature:

Date:
Date:
 PART IV: IMPROVEMENT AND DEVELOPMENT PLANS

Part IV-A: Office Improvement Plan

Action Plan

Learning Objective (based on (Recommended Developmental

Strengths Development Needs Timeline Resources Needed
the developmental intervention Intervention)

Feedback:

Part IV-B: Individual Development Plan

Action Plan

Learning Objective (based on (Recommended Developmental

Strengths Development Needs Timeline Resources Needed
the developmental intervention Intervention)

Feedback:

RATEE RATER APPROVING AUTHORITY