The teaching profession demands continuous growth, development, and accountability to ensure the highest standards of education. The Performance Management and Evaluation System (PMES) for teachers, as outlined in the Department of Education’s Results-Based Performance Management System (RPMS), is a structured approach to assessing and improving teacher performance throughout the school year. The cycle follows the guidelines set in DepEd Order No. 2, s. 2015, in line with the Strategic Performance Management System for government agencies.
To better understand the system, let’s break down the four phases of the Performance Management and Evaluation Cycle for teachers for School Year 2024-2025.
Phase 1: Performance Planning and Commitment
At the beginning of the school year, teachers must establish clear performance goals and objectives. This phase ensures that teachers and their raters (evaluators) align expectations with the Philippine Professional Standards for Teachers (PPST).
Activity: Setting and committing to performance objectives
Tools Used: Individual Performance Commitment and Review Form (IPCRF)
Schedule: Beginning of the first quarter
People Involved: Teachers (Ratees) and Evaluators (Raters)
Phase 2: Performance Monitoring and Coaching
Continuous improvement is key to teacher development. Throughout the school year, teachers receive guidance through observations and mentoring sessions to help them achieve their objectives.
Activities:
At least two (2) full-period classroom observations per year
Mentoring and coaching sessions, especially in the third quarter
Tools Used:
Classroom Observation Tool (COT)
IPCRF
Performance Monitoring and Coaching Form (PMCF)
People Involved: Teachers (Ratees) and Observers (Raters)
Phase 3: Performance Review and Evaluation
After completing the teaching period, an assessment of the teacher’s overall performance takes place. This review determines the teacher’s strengths, areas for improvement, and final performance rating.
Activity: Performance assessment and IPCRF final ranking
Tools Used: IPCRF
Schedule: After the last day of classes
People Involved: Teachers (Ratees), Evaluators (Raters), and Approving Authorities
Phase 4: Performance Rewarding and Development Planning
Teachers who demonstrate excellence and improvement in their work are recognized, while development plans are created for those needing further support. This phase ensures that educators are encouraged and continuously improving.
Activity: Development of an Individual Development Plan (IDP)
Tools Used: IPCRF-IDP (Part IV)
Schedule: After the last day of classes
People Involved: Teachers (Ratees) and Evaluators (Raters)
Why is this Cycle Important?
The Performance Management and Evaluation Cycle ensures that teachers are continuously improving, meeting professional standards, and providing quality education to students. This structured evaluation helps teachers receive constructive feedback, develop professionally, and ultimately enhance their teaching effectiveness.
By following these four phases—Planning, Monitoring, Evaluating, and Rewarding—teachers remain motivated, accountable, and engaged in their professional growth, benefiting both themselves and their students.
Let’s continue supporting our educators in their journey toward teaching excellence!