The Department of Education (DepEd), Republic of the Philippines, through the Office of the Undersecretary for Human Resource and Organizational Development, has released Memorandum DM-OUHROD-2024-0411, dated April 10, 2025, offering additional guidance on the implementation of the Performance Management and Evaluation System (PMES).
This directive aims to enhance the effectiveness of performance planning, monitoring, and evaluation processes as the department transitions into the CY 2025 and SY 2025–2026 performance cycle. The memo is signed by Undersecretary Wilfredo E. Cabral and applies to all personnel across DepEd’s governance levels.
Why Is This Additional Guidance Important?
This memorandum does not introduce an entirely new performance system—instead, it builds upon existing policies, particularly:
-
CSC Memorandum Circular No. 6, s. 2012 – on Strategic Performance Management Systems (SPMS)
-
DepEd Order No. 2, s. 2015 – on the Results-Based Performance Management System (RPMS)
It emphasizes the mandatory submission of performance documents and clarifies key areas related to evaluation criteria, rating authorities, and form usage, all of which have direct implications on monetary and non-monetary incentives like:
-
Bonuses and step increments
-
Promotions
-
Training and travel opportunities
-
Recognition and awards
Key Updates in the Additional PMES Guidance
1. Performance Appraisal Submissions Are Mandatory
Non-submission will affect eligibility for key benefits, making timely and complete documentation essential.
2. School KRAs and the OPCRF
School heads are instructed to:
-
Use Annex A: School KRAs as a performance reference.
-
Integrate performance indicators from DepEd Order No. 24, s. 2022 (Basic Education Development Plan 2030) into their OPCRF, especially in the absence of final AMPEXC indicators.
3. Competency Assessment in OPCRF (Part II)
Each behavioral indicator in the revised Office Performance Commitment and Review Form (OPCRF) is rated on a 5-point scale:
| Rating | Adjectival | Meaning |
|---|---|---|
| 5 | Role Model | Consistently excellent behavior |
| 4 | Consistently Demonstrated | Frequently observed |
| 3 | Most of the Time Demonstrated | Usually observed |
| 2 | Sometimes Demonstrated | Occasionally shown |
| 1 | Rarely Demonstrated | Seldom shown |
Final scores are weighted, with leadership and core behavioral competencies each having a 2.5% allocation.
4. Updated Rater and Approving Authority Matrix
The memo introduces a refined Ratee-Rater-Approving Authority Matrix for all school-based personnel, clarifying who evaluates whom across various positions—from Teachers to Master Teachers, Department Heads, and Administrative Staff.
🔄 In cases where designated raters or authorities are unavailable, the next higher official will fulfill the role.
5. Terminology Shift: From "MATATAG Pillars" to "Current Administration Agenda"
To align with current leadership priorities, schools and DepEd offices must now use "Current Administration Agenda" in performance documents instead of "MATATAG Pillars."
A new section in the updated OPCRF template (OPCRF-ver.Feb2025) reflects this change.
6. Clarified IPCRF Guidelines for School-Based Staff
Personnel who perform administrative tasks but are not office heads—such as Department Heads, Head Teachers, and non-teaching staff—must complete an Individual Performance Commitment and Review Form (IPCRF) tailored to their duties:
| Position | IPCRF Basis |
|---|---|
| Department Head | Anchored on School Head’s OPCRF |
| Head Teacher (with/without teaching) | Includes administrative tasks aligned with PMES |
| Non-Teaching Staff | Standard IPCRF |
7. Accessing the Updated Forms and Tools
All annexes—including the updated OPCRF template, school KRAs, and matrices—are available for download via the DepEd RPMS Resource Library:
🔗 https://tinyurl.com/DepEdRPMSLibrary
Effective Immediately
This memorandum is in effect immediately upon issuance. DepEd schools, divisions, and regional offices are urged to implement the new adjustments without delay.
For inquiries, contact the Bureau of Human Resource and Organizational Development at the DepEd Central Office:
📧 [Email address withheld]
📞 (02) 8470-6630
Final Thoughts: Staying Aligned, Staying Accountable
DepEd’s continuous refinement of the PMES ensures stronger accountability, better alignment with educational goals, and recognition of personnel contributions. This additional guidance supports effective planning, fair assessment, and meaningful professional growth for all stakeholders.
💬 Have questions or thoughts about the latest PMES updates? Share your feedback in the comments!
This article provides a summarized overview of DepEd Memorandum DM-OUHROD-2024-0411. For complete and official details, please refer to the original document provided by the Department of Education.