New TIP Course 3 (DepEd Teacher)

Teacher Induction • http://www.
Program (TIP)
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com/
CORE COURSE
The DepEd Teacher
3
in collaboration with
Philippine National
Research Center for Teacher Quality
Course 3 - The Philippine
Professional Standards for Teachers
and its Aligned Systems and Tools
Introduction
W
elcome to Course 3 of the
Teacher Induction Program! This
course will help you to become
familiar with the
Philippine Professional Standards for
Teachers (PPST) as the new framework for
teacher quality. It will guide you towards
understanding the expectations of teachers
and how DepEd’s systems and tools are
aligned with the standards.
Intended Course Learning Outcomes
At the end of this course, you will be able to:

1. develop a deeper understanding of the expectations of teachers as
described in the PPST;
2. use PPST-aligned tools in developing your teaching practices as defined
by the PPST; and
3. set professional development goals based on the Philippine
Professional Standards for Teachers by having a clear
understanding of the standards and its aligned systems and tools
(7.5.2).
Course Outline:
Module 1 – Achieving Teacher Quality through
PPST Module 2 – Embedding the PPST in HR
Systems
Module 3 – The Results-based Performance Management System
(RPMS)
Estimated Time Required: 7 hours
Portfolio Output: Lesson Plan

Module 1 – Achieving Teacher Quality Required Resources
through PPST • DepEd Order no. 42, s. 2016 National Adoption
and Implementation of the Philippine
Intended Module Learning Outcomes: Professional Standards for Teachers
At the end of this module, you should be able to: • https://www.deped.gov.ph/wp-content/
uploads/2017/08/DO_s2017_042-1.pdf
• Online or hard copy of PPST Booklet
1. identify and navigate through the salient features
of the PPST (Domains, Strands, Indicators, and
Career Stages); and
2. develop a deeper understanding of expectations
of teachers as described in the PPST.
Module Outline
Session 1: The PPST Career Stages
Session 2: The PPST Domains, Strands
and
Indicators
Required Tasks
• Video Viewing
• Reading
• Discussion Activity
• Formative Quiz
4 The Teacher Induction Program - Core Course 3

Session 1 – The PPST Career Stages
The PPST acknowledges that teachers in the field have

different levels of competency. Teachers who have been
teaching for a long time are expected to have developed
more proficiency in their teaching practices. Teacher
professional development takes place in a continuum,
and teachers are expected to improve developmentally.
Thus, a ‘one size fits all’ standards will not appropriately
describe the expectations of teachers across the
continuum. Thus, the PPST defines the work of teachers
at different career stages.
Career stages generally refer to levels of development

that an individual passes through, particularly in a
profession. In the PPST, the teacher development
continuum is defined in four career stages namely:
Beginning, Proficient, Highly Proficient, and
Distinguished Stages. A Proficient Teacher must exhibit
at least Proficient Level of practice for all 37 Indicators.
The same applies for Highly Proficient and Distinguished
teachers.
Given the notion of a development continuum, upon

which the PPST is based, a teacher may exhibit practice
that aligns with indicators across various career stages,
but it is likely his/her practice would mostly align with
Indicators for a particular career stage. This is
accommodated by the ‘at least’ qualifier in the previous
paragraph. Table 1 shows the descriptors of teacher’s
continuum development from the Beginning career stage
to the Distinguished stage.
Guide for Mentors and Newly Hired Teachers 5
Table 1: The Philippine Professional Standard for Teachers (PPST) Career Stages (DepEd Order No.42, S. 2017, Enclosure 1, 9)
Career Stages
Beginning Stage Proficient Stage Highly Proficient Stage Distinguished Stage
Beginning Teachers have gained the Proficient Teachers are professionally Highly Proficient Teachers consistently Distinguished Teachers embody the highest
qualifications recognized for entry into the independent in the application of skills vital display a high level of performance in their standard for teaching grounded in global
teaching profession. to the teaching and learning process. teaching practice. best practices.
They have a strong understanding of the They provide focused teaching programs They manifest an in-depth and sophisticated They exhibit exceptional capacity to improve
subjects/areas in which they are trained in that meet curriculum and assessment understanding of the teaching and learning their own teaching practice and that of
terms of content knowledge and pedagogy. requirements. process. others.
They possess the requisite knowledge, skills
and values that support the teaching and
learning process. They display skills in planning, They have high education-focused situation They are recognized as leaders in education,
implementing, and managing learning cognition, are more adept in problem solving contributors to the profession and initiators
programs. and optimize opportunities gained from of collaborations and partnerships.
They manage learning programs and have experience.
strategies that promote learning based on
the learning needs of their students. They actively engage in collaborative They create lifelong impact in the lives of
learning with the professional community They provide support and mentoring to colleagues, students and others.
and other stakeholders for mutual growth colleagues in their professional development,
They seek advice from experienced and advancement. as well as work collaboratively with them to
colleagues to consolidate their teaching enhance the learning and practice potential They consistently seek professional
practice. of their colleagues. advancement and relevance in pursuit of
They are reflective practitioners who teaching quality and excellence.
continually consolidate the knowledge, skills
and practices of Career Stage 1 teachers. They continually seek to develop their
professional knowledge and practice by They exhibit commitment to inspire the
reflecting on their own needs, and those of education community and stakeholders for
their colleagues and students. the improvement of education provision in
the Philippines.
6
The Teacher Induction Program - Core Course 3
Required Task 1: Activity
Use Table 1 to accomplish the tasks below.
1. What are the professional practices displayed by a Proficient, Highly Proficient and Distinguished Teacher in terms of
the following?
Professional Practices Proficient Teacher Highly Proficient Teacher Distinguished Teacher

Teaching Characteristics
Management of Learning Programs
Collaboration and Partnerships
Professional Development

2. What do you think is your current Career Stage? 3. What do you think would support you to advance to
the next Career Stage?

4. What Career Stage do you aspire to ten years
from now? 5. Are there aspects of your teaching practice that
exceed practices articulated in the Career
Stage 2 descriptors? If yes, please cite them.

6. Is it possible for a newly-hired DepEd teacher to
exhibit teaching practices in Career Stage 3 and
4? Explain your answer

Optional Task: Formative Quiz
Read the following scenarios and choose the career stage that aligns best with the described practice.
Scenario Answer Feedback

1. Teacher Marilyn is in her 2 year of teaching. She has adapted well
nd
to teaching in DepEd but she acknowledges that she still has a lot to
learn from her more seasoned colleagues. Marilyn is in the:
a. Beginning Stage
b. Proficient Stage
c. Highly Proficient Stage
d. Distinguished Stage
2. Teacher Rolly is a role model in his school. He is a consistent

Outstanding Teacher in the Division and has been recognized by the
Civil Service Commission as a recipient of Lingkod Bayan Award.
Rolly is in the:
a. Beginning Stage
b. Proficient Stage
3. Teacher Elinor serves as mentor to her co-teacher during LAC

Sessions and classroom observations. Her fifteen years of
experience as an English teacher has earned her the trust of her
colleagues in terms of in-depth knowledge and skills in teaching the
content and handling learners’ behavior of different levels. She is
good at collaborating with people and in providing support. Elinor is
in the:
a. Beginning Stage
b. Proficient Stage
Guide for Mentors and Newly Hired Teachers11

4. Teacher Kath can teach alone without the Master Teacher’s
assistance. She has unique skills in planning, implementing and
managing learning programs in the school. Kath is in the:
a. Beginning Stage
b. Proficient Stage
5. Teacher Christine has exceptional skills in influencing people through
her articles in different academic journals. She has been frequently
invited to different conventions to share her successful innovation in
teaching for benchmarking and collaboration. Christine is in the:
a. Beginning Stage
b. Proficient Stage

Summary
1. Four career stages are articulated in the 4. Career Stage 3 or Highly Proficient Teachers
Philippine Professional Standards for Teachers consistently display a high level of performance in
(PPST). Each stage is constituted by particular their teaching practice. They manifest an in-depth
professional practice that defines and locates and sophisticated understanding of the teaching
teacher quality within a developmental and learning process. They have high education-
continuum. focused situation cognition, are more adept in
2. Career Stage 1, or Beginning Teachers, have problem solving and optimize opportunities
gained the qualifications recognized for entry gained from experience. They provide support
into the teaching profession. They have a strong and mentoring to colleagues in their professional
understanding of the subjects/areas in which they development, as well as work collaboratively with
are trained in terms of content knowledge and them to enhance the learning and practice
pedagogy. They possess the requisite potential of their colleagues. They continually
knowledge, skills and values that support the seek to develop their professional knowledge and
teaching and learning process. They manage practice by reflecting on their own needs, and
learning programs and have strategies that those of their colleagues and students.
promote learning based on the learning needs of 5. Career Stage 4 or Distinguished Teachers
their students. They seek advice from embody the highest standard for teaching
experienced colleagues to consolidate their grounded in global best practices. They exhibit
teaching practice. exceptional capacity to improve their own
3. Career Stage 2 or Proficient Teachers are teaching practice and that of others. They are
professionally independent in the application of recognized as leaders in education, contributors
skills vital to the teaching and learning process. to the profession, and initiators of collaborations
They provide focused teaching programs that and partnerships. They create lifelong impact in
meet curriculum and assessment requirements. the lives of colleagues, students and others. They
They display skills in planning, implementing, and consistently seek professional advancement and
managing learning programs. They actively relevance in pursuit of teaching quality and
engage in collaborative learning with the excellence. They exhibit commitment to inspire
professional community and other stakeholders the education community and stakeholders for the
for mutual growth and advancement. They are improvement of education provision in the
reflective practitioners who continually consolidate Philippines.
the knowledge, skills and practices of Career
Stage 1 teachers.
Session 2 – The PPST Domains, Strands,
and Indicators 1. The PPST defines teacher quality in the
Philippines. It has domains which describe the
Key Topic 1: Domains expectations required of Filipino teachers to be
effective in the 21st century in the Philippines.
How many domains does the PPST have?
The PPST articulates teacher quality through well-
organized domains, strands, and indicators. The 2. The Domains collectively comprise of strands
succeeding tasks will guide you through this structure. that refer to more specific dimensions of teacher
practices. How many strands does the PPST have?
Required Task 1: Reading
3. The PPST defines the work expected from
The PPST is an enclosure to DO no. 42 s. 2017
teachers across different career stages. How
and is available for download online.
many career stages are there?
In this activity, you will need a copy of the PPST booklet.

You may get a copy of the DepEd Order with PPST
booklet through this link: https://www.deped.gov.ph/wp-
content/ uploads/2017/08/DO_s2017_042-1.pdf
Part I
Refer to the Glossary (p. 24) and read the formal
definitions
of “Domain”, “Strand” and “Indicator”.
Part II
It is important for you to be familiar with the features
of the PPST in order to better understand the
upcoming sessions and modules. Let’s see if you
were able to pick up the following information after
reading the booklet’s introduction.

Part III.
Go to page 10 of the PPST booklet. You will see a
table which shows the features of the PPST.
Figure 1. The PPST Domains, Strands, and Indicators
In this table, you are introduced to indicators, which Domain 1 – Content Knowledge and Pedagogy
are concrete, observable and measurable teacher
behaviors/ practices covered in every strand in the Strand 2 of Domain 1 – Research-based
PPST. Each indicator is represented by a code for knowledge and principles of teaching and
easy reference. learning
For example, Indicator 1.2.3 means that the indicator Career Stage 3 (Highly Proficient) Strand 2
is under: of Domain 1 – Collaborate with colleagues in
the conduct and application of research to
enrich knowledge of content and pedagogy.

Figure 1.2. The PPST Domains, Strands, and Indicators
Try it:
Indicator 3.4.2 means that the indicator is under:
Which domain?
Which strand?
Which indicator?

Summary
1. The PPST defines teacher quality in the

Philippines. It sets clear expectations along well-
defined career stages.
2. In order to help teachers seamlessly integrate the
PPST into their practice, the PPST shall be used
as a basis for all learning and development
programs, selection and promotion, and
performance appraisals for teachers.
3. The PPST booklet describes the expectations of
teachers organized through its salient features:
the Domains, Strands, Indicators and career
stages.
4. The PPST has 4 Career Stages, 37 Strands, and
7 Domains. There are 37 indicators for each
career stage.

Required Task 2: Formative Quiz
Let’s check your understanding of the PPST domains.

Use a copy of the PPST to match the following
scenarios with
the appropriate Domain.

1. Teacher Joy, a Grade 9 adviser, caught one of her learners smoking along a
secluded corridor when going to the comfort room. Teacher Joy asked the
learner to remain in the classroom after the lesson. During the conference
with the learner, Teacher Joy warned the learner to quit smoking at school
otherwise his parents will be called for a conference.
a. Domain 1 - Content Knowledge and Pedagogy
b. Domain 2 - Learning Environment
c. Domain 3 - Diversity of Learners
d. Domain 4 - Curriculum and Planning
e. Domain 5 - Assessment and Reporting
f. Domain 6 - Community Linkages and Professional Engagement
g. Domain 7 - Personal Growth and Professional Development

2. During the post conference, Mrs. Manuel, being the school head and rater of
teacher-ratee, emphasized that the use of varied learning materials aid learn-
ers’ understanding of the lesson and allow learners to practice the application
of concepts. She also mentioned that varied learning materials also cater to
learners’ different learning styles.
3. Teacher Rolly, a Grade 7 English Teacher, discussed the rules on Subject-

Verb Agreement in his lesson. During group work, his learners were tasked to
make a travel brochure for a particular place. He reminded them to describe
the beauty of the place and include short history while observing correct
subject-verb agreement for their captions.

Key Topic 2: Strands
As you already know from the previous session, domains
are broad conceptual spheres of teaching and learning
practices defined by specific strands in the set of
professional standards for teachers. The domains have of strands, e.g. Domain 1 contains seven (7) whereas
varying numbers Domain 2 contains six (6) strands. Figure 1 shows the
first three Strands in Domain 1.
Figure 2: First 3 Strands within Domain 1

Optional Task: Activity
Without referring to the PPST booklet, identify in which Domain the
following selected strands belong to. List the strands under the
column representing the Domain.
1. Professional links with colleagues

2. Research-based knowledge and principles of teaching and learning
3. Management of classroom structure and activities
4. Learners with disabilities, giftedness and talents
5. Learning outcomes aligned with learning competencies
6. Monitoring and evaluation of learner progress and achievement
7. Establishment of learning environments that are responsive to community contexts
8. Positive use of ICT
9. Learners’ gender, needs, strengths and experiences
10. Planning and management of teaching and learning process
11. Design, selection, organization, and utilization of assessment strategies
12. School Policies and Procedures
13. Dignity of teaching as profession
14. Learner safety and security
Community
Content Personal Growth
Learning Diversity of Curriculum and Assessment & Linkages and
Knowledge & Professional
Environment Learners Planning Reporting Professional
& Pedagogy Engagement
Engagement
Refer to pages 5-7 of the PPST booklet to check accuracy of your answers.
21
Guide for Mentors and Newly Hired Teachers
Required Task 3: Reflection
Go through the PPST booklet and read through the

Domains and Strands. Use the table below to identify
Strands which you think could be challenging for you.
Domains Challenging Strands Why is it challenging? Input from the Mentor

(you may just (gray area or points (optional, but highly
indicate strand for clarification) encouraged)
numbers e.g.
1.3)
Content Knowledge and Pedagogy
Learning Environment
Diversity of Learners
Curriculum and Planning
Assessment and Reporting
Community Linkages
Personal Growth and Professional Development

(Optional)
It is encouraged that you consult your TIP mentor so they
could provide input or points for clarification for
challenging concepts. The results of this activity can also
be discussed in the Learning Action Cell with other
newly-hired teachers, in order to identify in which
domains the newly-hired teachers need more help or
intervention.
If there are specific indicators which you wish to know

more about, you may read through the PPST Resource
Packages from the following online links:
https://www.rctq.ph/?page_id=2680

Key Topic 3: Indicators
The PPST domains and strands describe the
dimensions of teaching and learning practices across
content areas and grade levels. In order to further
support teachers’ professional practice, the PPST
elaborates the strands into concrete, observable and
measurable teacher behaviors/ practices called
indicators. Figure 2 shows the four Indicators – one for
each career stage – within Strand 1.1.
Figure 3: Indicators articulating developmental practice within Strand 1.1

Each strand is progressively elaborated across the four
career stages to articulate continuum of practice. This is
evident if you read through the indicators from left to Based on the current default classification, in which career
right, starting from beginning towards proficient. stage are you in?
On the other hand, reading through the indicators by

each career stage column, you will see the behaviors and Read through the PPST indicators focusing only on the
practices expected from teachers according to their indicators under your career stage. For example, if you
respective career stages. are Proficient, go through the indicators under the
Proficient column. Reflect on whether your practices
Upon adoption of the PPST, the Department decided to align with the expectations of the PPST based on your
assign teachers to ‘default’ career stages based on their career stage.
designation or rank. Eventually, the Department will develop
a system of teacher certification to assign or promote
teachers to career stages based on their competencies.
Currently, the default career stage classification is as
follows:
Summary
Teacher 1-3 with 0-3 years of teaching 1. The PPST is sufficiently generic to describe
experience: Beginning Career Stage teaching and learning practices across
content areas and grade levels.
Teacher 1-3 with more than 3 years of teaching
experience: Proficient Career Stage 2. The PPST contains domains of broad
conceptual spheres of teaching and learning
Master Teacher I-II: Highly Proficient Career practices which are defined by specific
Stage strands. Each strand is further elaborated into
Master Teacher III-IV: Distinguished Career Stage concrete, observable and measurable teacher
behaviors/practices called indicators.
3. The PPST indicators show the continuum of
However, it is important to note that a teacher is not practice from beginning to proficient career stage.
‘boxed’ in a Career Stage. For example, a teacher may
exhibit the majority of his/her practice in Indicators for
the Beginning Career Stage but may exhibit Proficient
or even Highly Proficient of teaching practice on some
Indicators.
Module 2 – Embedding the PPST in Required Tasks
HR Systems • Formative test
• Reflection
• Scenario-based Activity
Intended Module Learning Outcomes Required Resources
• Department Oder No. 2 s., 2015, “Guidelines in
the Implementation of the Results-Based
At the end of this module, you should be able to: Performance Management System in the
1. set professional goals that are aligned with Department of Education”;
the PPST; and • Department Order No. 66 s., 2017, “Revised
Guidelines on the Appointment and
2. develop a personal professional improvement Promotion of other Teaching, Teaching
plan that will support your career goals. Related and Non- Teaching Positions”
• DepEd Order 001 s., 2020, “Guidelines for NEAP
3. share own reflections with peers on desirable
Recognition of Professional Development Programs
personal and professional practices that are
and Courses for Teachers and Schools Leaders”
geared towards higher level practice/indicators.
• DepEd Order 78 s., 2007, “Strengthening
the Program on Awards and Incentives for
Estimated Time Required: 2 hours Service Excellence (PRAISE) of the
Department of Education”
• DepEd Order No. 32 s., 2016, “Addendum to
Module Outline DepEd Order No. 3 s., 2016 (Hiring
Guidelines for Senior High School (SHS)
Teaching Positions Effective School Year (SY)
Session 1 – The PPST and DepEd’s 2016-2017)”
Human Resource (HR) • DepEd Order No. 7 s., 2015, “Hiring
Systems Guidelines for Teacher I Positions Effective
Session 2 – The PPST, RSP and the Merit School Year (SY) 2015-2016”
Selection Plan (MSP) of DepEd • Philippine Development Plan 2017 to 2022;
Session 3 – The Strategic Alignment of the • Results-Based Performance Management System
RPMS with the PPST (RPMS) Manual for Teachers and School
Session 4 – Role of RPMS-PPST in Heads
Teachers’ Learning and • Republic Act 7041, “An Act Requiring
Development Regular Publication of Existing Vacant
Session 5 – The Rewards and Recognition Positions in Government Offices,
(R&R) in the Context of RPMS-PPST Appropriating Funds Therefore, and for
other Purposes”.
Session 1 –The PPST and DepEd’s Human Resource (HR) Systems
Key Topic 1: The DepEd Human Resource

(HR) Systems DepEd’s HR systems (Figure 1) are support mechanisms
Think of the PPST as a yardstick of teacher quality and that are meant to help teachers realize their career goals.
the Department’s human resource (HR) systems as It is good for new teachers to see how these HR systems
support mechanisms that enable teachers to progress are interconnected so that they can know how each of
across career stages from Beginning to Distinguished these systems work for their benefits, for their learners
stage. The and for the nation as a whole.
Figure 4: DepEd’s HR Systems (BHROD, 2017)

HR systems is the essence of SHRM.
Figure 1 depicts the four (4) HR systems in DepEd that

are PSST-aligned. These are Recruitment, Selection and
Placement (RSP), Results-Based Performance
Management System (RPMS), Learning and Development
(L&D) and Rewards and Recognition (R&R). The RSP is
the initiating mechanism that enables DepEd to attract
talents to enter into the DepEd workforce. In the very near
future, DepEd intends to manage its talent by strategically
connecting the other three
(3) HR systems, RPMS, L&D and R&R -- through the
standards. This means that one HR system reinforces the
other, an output in one HR system is an input to another.
Teachers should be able to see this strategic link in order
for them to optimize its utility for their benefit and that of
their learners, and ultimately for DepEd to achieve its
mandate, i.e., to provide every Filipino learner, quality
education as stated in Paragraph 4, Section 1 of the
Republic Act 9155.
RSP
Teachers get into the DepEd system through the RSP
system. The RSP is a series of sequential HR processes
from recruitment, selection to placement. Teacher
induction, or on-boarding, is another HR system that is
intended to help teachers transition the public-school
system. Beginning with the end in mind can help teachers
see the big picture. From DepEd’s perspective, Teacher I
will not remain Teacher I. Each teacher must progress
towards the continuum of the PPST, i.e., from Beginning to
Distinguished teacher.
RPMS
Teachers’ professional development and recognition of
their accomplishments are embedded in the four (4) cycles of
RPMS. Therefore, one HR system is not to be treated as
stand-alone because one system’s output is input to
another. As a whole, these systematic connections
amongst the HR systems and the PPST is called
‘Strategic Human Resource Management’ (SHRM). Using
the PPST as the basis of teachers’ performance within the
are appointed. Research has found that coaching is an
effective professional learning modality that can help
teachers improve their teaching practices as well as
learners’ academic performance (Blazar, David, & Kraft,
L&D and R&R
2015, 563).
L&D is embedded within the RPMS cycles. During “Development
Rewards and Recognition (R&R) is an essential aspect of
Planning” in Phase IV, teachers are given the opportunity to identify
performance management in all organizations. DepEd’s
their learning gaps or developmental needs through the Individual
R&R mechanism is anchored on Civil Service Commission
Development Plan (IDP). The IDP is an important part of the teachers’
Program of Awards and Incentives for Service Excellence
Individual Performance Commitment Rating Form (IPCRF). The IDP
(PRAISE). The purpose of DepEd-PRAISE is to motivate
is signed by both the teachers and their mentors. This is an indication
DepEd personnel to deliver excellent performance which
that both have the responsibility to carry-out what was stated in the
will in turn contribute to the overall performance of the
IDP. At the beginning of the performance rating, i.e., the IDP serves as
Department.
one of the bases for teachers’ learning needs. The needs are
anchored on the PPST. Phase II of the RPMS is where coaching is Both L&D and R&R are relevant HR systems that help
carried out until the evaluation phase to address teachers’ learning strengthen the performance management practices of
needs. Coaching is a workplace professional development modality, school heads to provide teachers the needed support to
through which learning interventions occur in school where teachers progress across the PPST continuum.

Required Task 1: Formative Test
Scenario 2: An Advanced Teacher at
Multiple Choice Test: Respond to the following scenarios the Beginning Stage of PPST
based on your understanding of the PPST and the
strategic connect of the DepEd HR systems:
Teacher Ruth had three (3) years teaching
Scenario I: Teacher Anthony’s Dreams experience in a private school before she was hired
It is Teacher Anthony’s first year of teaching. After in the public high school where she is currently
going through the Teacher Induction Program (TIP), he teaching. Because of her prior experience, she has
dreams of becoming a Master Teacher someday. He already acquired some good teaching practices and
knows that he has to work on his competency gaps she has been identified by her
based on the indicators for proficient teachers in the School Head as a high performer and high potential
PPST. After taking the self-assessment test (SAT), future teacher leader. This coincides with Teacher
Teacher Anthony admitted to his mentor that he needs Ruth’s dream to become a future school leader in
support in certain domains at the beginning level. DepEd. However, she is a newly-hired teacher and her
colleagues label her as Beginning Teacher under the
PPST. Which of the following behaviors can help
teacher Ruth fulfill her career goal?
Which of the following will NOT GREATLY help Teacher
Anthony achieve his dream of becoming a Master
Teacher?
a. Align with the PPST her professional
teaching practices
a. Use the result of his SAT in identifying his b. Get help from somebody she knows in DepEd
learning needs to serve as her “padrino”
b. Attend as many learning and development c. Gather certificates of her previous trainings in
activities the private school where she taught and keep
to earn as many certificates for promotion it for promotion
c. Regularly revisit the PPST to align his d. Make friends with her school head, so she can
professional development needs with the have his/her favor
expectations of proficient teachers
d. Gather evidences of his good performance
Answer: A. There is a high potential for promotion,
when beginning teachers use the PPST to monitor their
own performance and align their professional practices
Answer: B, merely attending training sessions is
insufficient with the expectations from them based on the PPST,
which is a nationally accepted standards for teacher
to help teacher Anthony reach his career goal.
quality (DepEd Order No. 42, s.2017).
Scenario 3: Teacher Ruth’s Supportive Mentor in the professional ethics that he manifests in his
teaching practices. Which of the following statement is
NOT possible in this case?
Teacher Ruth is in her second year of teaching. She is
quite a fast learner when it comes to using the PPST
for her professional development benefits. Her mentor a. Teacher Abel could be a high potential for
has been very supportive and is one of the key future school leadership
contributors to teacher Ruth’s successful completion of
the Teacher Induction Program. Phase IV of the RPMS b. He may not need to undertake DepEd’s
cycle, Performance Rewarding and Development Induction Program
Planning, is fast approaching. Which of the following is c. He can be tapped as resource person in
most likely to happen to teacher Ruth? the school’s Learning Action Cell (LAC)
d. His progression across the PPST continuum
a. To address her performance gaps, teacher Ruth could be faster if he purposely use PPST as the
will be referred to a peer for coaching session basis for his professional practice
during the next school year
b. Teacher Ruth will not be able to get the Answer: B
outstanding rating for the current school year
c. Teacher Ruth may be awarded for her
outstanding performance
Scenario 5: Propelling Teachers Motivation
d. Teacher Ruth will remain at the beginning level
of the PPST
School Head Ms. Lopez is a strong proponent of
Answer: C DepEd’s contextualized Program of Awards and
Recognition for Service Excellence (DepEd-PRAISE).
Every year during “Teachers’ Day Celebration”, she
recognizes her high performing teachers and normally
Scenario 4: Possibilities in the Life of a
gives them a “Certificate of Recognition for Outstanding
Newly Hired Teacher
Performance”. Teachers Marlyn and Carmina are both
newly hired teachers in Mathematics and they are both
aspiring to get outstanding award during the school
Teacher Abel is a newly hired teacher. Prior to his year. Which of the following will NOT help them attain
work in DepEd, he had been working as Department their goal?
Head in
private school. His professional experience is very
evident
a. Optimize the use of the Teacher Induction
Program (TIP) materials to orient themselves
with the context of DepEd, the PPST and other
HR systems
b. Prepare their MOVs according to the guidelines
in the RPMS-PPST
c. Participate in learning and development that
will close their competency gaps and
developmental needs
d. Make close friendships with their school head
and Department heads
Answer: D
Optional Task: Reflection

Reflect on the strategic relationships amongst the PPST
and the HR systems.

PERSONAL REFLECTIONS ON THE STRATEGIC ALIGNMENT OF THE PPST AND HR SYSTEMS
Having the right perspective about the PPST and the different HR systems can help you plan your career and move
forward according to your short- and long-term professional goals. Reflect on what you have learned from readings and
activities in Section I of this Module. Answer each reflective question in the I-chart, or information chart, below. Share
your insights with your mentor at your next mentoring session.
I-Chart on HR Systems
HR System What did I learn? What can I do with What are the implications of my
what I learned? new learnings with my current
practice?
RSP
RPMS-PPST
L&D
R&R

Summary
The DepEd HR systems are interrelated and anchored

on the PPST. These HR systems are put in place to
support teachers’ continuing professional development.
Optimizing use of the PPST and the HR systems enables
teachers to pursue their professional goals. The HR
systems are intended to support them.
Recommended Further Readings: DO 2 s., 2015, DO

001 s., 2020, DO. 78 s., 2007
Required Reading: RPMS-PPST Manual for Teachers
and School Heads, page 10

Session 2: The PPST, RSP and the Merit Selection Plan (MSP) of
DepEd Required Task 1: Preliminary Activity
Accomplish the K-W-L-H Chart below.
What do you know about? What else do you want What did you learn about the How will you learn
to know? PPST and HR systems? more?
e.g. read from online
sources
PPST
RSP
MSP
Recommended Readings: DO 66 s., 2007 and DO 7 s., 2015

Key Topic 1: Looking through the PPST lens: Key Topic 2: The Strategic Connect of the PPST
Onboard- and DepEd’s Recruitment and Promotion
ing the best-fit teachers in DepEd schools Processes
Technological advances are major drivers of change and You have seen in the previous section that attracting
they can assist in responding to the challenges highly competent teachers is one of the most important
confronting schools due to the COVID-19 pandemic and human resource processes. This is so because, if DepEd
other major dis- ruptions to the delivery of education. The is able to recruit quality newly-hired teachers, the learning
Department needs to ensure that newly-hired teachers and development gaps of teachers could be narrowed
possess competencies on the use of various delivery down. This means that instead of putting the
modalities and platforms as well as the competencies to Department’s resources to continually address teachers’
teach content. Teachers with technological knowledge learning gaps, they can be directed to address other needs
and skills are much-needed in DepEd schools, more than of both teachers and learners. What does it mean for
ever before. In the very near future, DepEd will scout teachers? When teachers are highly competent, they are
teachers using a competency-based recruitment more motivated and inspired to facilitate their classes.
process. This will ensure that the teachers of the very They are more fulfilled in their profession. Consequently,
near future are highly competent to ensure the continu- they can also progress more successfully in the PPST
ity of quality education even in difficult circumstances continuum. In this case, there will be career opportunities
(Re- public Act 9155, 2001). for teachers, depending on their choice. That is why it is
important for beginning teachers to understand how they
Studies have found that teachers play a crucial role in can optimize the PPST and HR systems to help them
their learners’ academic performance (Schneider et al. reach their career goals.
2017; Rothstein 2015; Ngware et al. 2015); hence,
Teachers who successfully progress across the PPST
DepEd ensures that it has quality teachers to execute
continuum are high potential for future master teachers,
lessons in different learning modalities. Since, teaching
who are recognized as subject matter experts in their
and learning today can happen even outside the confines
area of specializations, or school leaders. There is a high
of classrooms, knowledge and skills of teachers in the
potential for promotion when beginning teachers use the
production of electronic learning materials are becoming
PPST to monitor their own performance and align their
highly important. Through a well-defined recruitment
professional practices with the expectations from them
process, DepEd can place the best-fit teachers in all
based on the PPST.
public schools. The use of different teaching and learning
modalities is articulated in the Indica- tors for all career PPST is used as a yardstick for teacher quality in the
stages within the PPST. country. It is also important to note that through the lens
of the PPST, public school teachers are recruited, on-
boarded and can advance their career through clear-cut
promotion guidelines articulated in Department Order No.
66 s., 2007, “The Merit Selection Plan of the Department
of Education”, which will soon be evolved into a
standards-based recruitment process. The DepEd merit
selection is anchored on Civil

Service Commission’s (CSC’s) Memorandum Circular 03 Required Task 2: Reflection
s., 2001, “Revised Policies on Merit Promotion Plan”,
Reflect on your greatest learnings about meritocracy and
which underscores the merit and fitness principle which
fitness principles on hiring and promotion. What does
serve as a general framework for hiring and promotion of
this tell you? How will you adjust your professional goal
government personnel. The MSP is also a mechanism
and practice with DepEd’s expectations from its
that supports DepEd in achieving its mission, vision,
personnel? Write your reflections/insights on the space
goals and objectives.
provided below.
Key Topic 3: RSP and MSP
Recruitment, Selection and Placement (RSP) is the initiating
step within the HR system. Recruitment is about
attracting the quality of teachers that the Department
needs to teach in public schools across the country. This
is done by posting vacancies in places where they can
be broadly announced in compliance with the
requirements of publication law embodied in RA 7041.
DepEd needs to attract good quality teacher-applicants to
respond to the needs of its K to 12 learners and ensure
that quality education will continue to be provided in all
public schools. Quality teachers are needed to produce
quality K to 12 learners. Research findings support the
growing need to hire quality teachers as they serve as
input to learners’ performance (Goldhaber, 2015, 64;
Kelly, 2012; Kennedy, 2010).
When teachers enter DepEd, the onboarding process
scaffolds their smooth transition to their new environment.
This entails a more detailed understanding about the
organization. The PPST defines teacher quality and
guides teachers’ performance, professional development
needs and possible career progression. The PPST
supports teachers to achieve their career goals, and
DepEd’s policy guidelines on hiring and promotion set out
the standard processes. DepEd’s Merit and Selection
Plan (MSP), which operates under the principle of
meritocracy and fitness, defines the standard process for
promoting best-fit teaching and non- teaching candidates.
Qualification and competence are the critical bases for
promoting DepEd personnel.
Summary
The PPST is linked with DepEd’s Recruitment, Selection

and Placement (RSP) system and the Merit Selection Plan
(MSP). This ensures that DepEd hires teachers who are
qualified to teach in public schools, are subject matter
experts and possess the core behavioral competencies
that are needed to deliver DepEd outcomes. Both the
RSP and the MSP operate on the principle of merit and
fitness. This means that teacher applicants’ qualifications
are assessed based on merit and not based on who they
know or who can help them.

Session 3: The Strategic Alignment of
the RPMS with the PPST
Required Task 1: Preliminary Activity
Recommended Readings: DO 2, s.2015 and

Refer to page 69 of the RPMS Manual (See Figure 2)
RPMS- PPST Manual for Teachers and School and reflect on the RPMS framework. What does this
Heads framework communicate to you? Identify relevant
activities that you should undertake in each cycle.
Activity: Accomplish the “My RPMS-PPST Activity
Logs”
MY RPMS-PPST ACTIVITY LOGS
RPMS My Intended Activities per Cycle

(What preparatory activities do you need to do in between each
cycle?)
Cycles Inclusive Dates
Phase I:
Performance Planning
and Commitment
Phase II:
Performance Monitoring
and Coaching
Phase III:
Performance Review
and Evaluation
Phase IV:
Performance Rewarding
and Development Planning

Figure 5: The Results-Based Performance Management (RPMS) Framework (DepEd, 2019, 69)

Key Topic 1: The RPMS-PPST Framework:
How does it Work for Teachers?
Technical Assistance (TA) is consistently embedded in
each phase of the RPMS-PPST. This is done through the
mentoring program in which continuous coaching and
The Results-Based Performance Management (RPMS), feedback are given to teachers. Mentors play a crucial
as defined in DO 2 s., 2015, is a contextualized version role in the professional life of beginning teachers. Studies
of Civil Service Commission’s (CSC’s) Strategic report positive results when beginning teachers have
Performance Management System (SPMS). It is access to the kind of support they need (Martin, Buelow
strategically linked with the PPST and it also provides and Hoffman, 2016; Kyndt, Gijbels, Grosemans &
input to other HR systems, like L&D and R&R. The Donche, 2016; Murray, 2015). Mentoring and coaching
RPMS-PPST framework (Figure 2) encapsulates the support teachers to adjust their performance and
relationships of these HR systems and clearly shows calibrate their perspectives based on the PPST.
how teachers’ performance can be used as input to the
L&D and R&R systems. The PPST is used to identify
teachers’ performance gaps and/or developmental Required Task 2: Activity
needs. Developmental L&D needs are future-oriented;
they help teachers address competencies that might be
needed for their future higher-level position. On the other Analyze the two (2) scenarios below and
hand, competency gaps are needs that must be met to indicate whether the following statements are
enable teachers to perform their current teaching job as true or false.
stated in the PPST.
Scenario A: Teacher Paula is a new BSE graduate

The RPMS-PPST manual and associated tools clearly Major in Science who has been hired to teach in a Junior
communicate the activities that teachers will undergo, High School.
expected outputs, and timelines, and include the forms
that teachers need in each cycle. Notice that the PPST
is at the core of the framework (Figure 2). The PPST is Scenario B: Teacher Dennis has been teaching Science
not just about standard expectations from teachers in a private school for the past four (4) years. After he
across the country; it is also a statement of accountability completed his doctoral degree, he applied to the same
as per the PPST. It clearly sets out what DepEd and its public high school where Teacher Paula is working. Both
external stakeholders, e.g., parents, business partners, Teachers Paula and Dennis are newly-hired teachers
etc., expect from public school teachers. The PPST handling Science.
guides teachers on how they can calibrate or align their
current practices with the standards. Developmental and
competency gap needs should be addressed.

Statement Response Feedback
Since Teacher Paula is inexperienced, her L&D needs might be
different from that of Teacher Dennis, who has been teaching for
the past three (3) years.
Both teachers may use the PPST tools to identify their strengths
and areas in which they may need support.
Both teachers can have their L&D needs addressed through the
RPMS-PPST.
Mentors’ feedback is important for both teachers to monitor their
own progress. They can get feedback from their mentors
whether formally or informally assigned.
Teacher Paula is a new BSE graduate Major in Science who has
been hired to teach in a Junior High School.
Key Learnings: The PPST is a measure of teacher quality and the RPMS is a standard performance management mechanism
that puts forth a standard performance process for the benefit of teachers and learners.
Summary
In order for teachers to optimize the benefits from RPMS-PPST, they need to internalize the standards and performance
management processes. This entails collaboration with peers and mentors. Since the RPMS cycle is embedded in
teachers’ daily job, continuous feedback is needed to support them until the RPMS processes become teachers’
professional practice.

Session 4 – Role of RPMS-PPST in
Teach- ers’ Learning and Development
Key Topic 1: Strategic Alignment of the RPMS
and L&D with the PPST
The strategic alignment of the RPMS and L&D with the

PPST is very evident in the RPMS-PPST processes. All
throughout the performance cycle, teachers continually
monitor their

performance and are able to identify their learning needs.
These L&D needs are documented during Phase IV of
the RPMS cycle where teachers plan their Individual
Develop- ment Plan. The previous year’s Individual Required Task 1: Activity
Development Plan is carried over into the next
performance cycle so it can be addressed. During Phase Read the scenarios below and answer the question
III of the RPMS cycle, performance gaps or that follows by choosing the correct answer from the
developmental needs are identified and corresponding given options.
L&D activities are determined and reflected in the IDP
during Phase IV. The most feasible L&D modality is Scenario 1: Classes have ended. Teachers Rona,
taken in order to realize them within the performance Evalou and Rex are planning for their development
cycle. needs. Teacher Rona shared with the group that she
struggles to meet the indicators in Domain 2 of PPST.
Just like the RPMS, L&D is also a shared responsibility She has been challenged in managing her learners’
between teachers and the organization. The IDP is behavior. Teacher Evalou admitted that she has not fully
signed by both the ratee and the rater to make it evident developed all core competencies indicated in the
that each person has the responsibility to ensure the RPMS. Teacher Rex is the top performer among the
commitments in the IDP are realized (DO 2 s., 2015, 10). three. He just got an “Outstanding Rating” for the school
L&D continuously happens during the entire performance year. Teacher Rex feels that he still needs to participate
cycle, this is carried out through various modalities and in L&D activities to address his developmental needs.
through continuous provision of feedback to improve Question Respon se
performance. L&D intervention for all public-school
teachers should be relevant, needs-based, empowering,
uphold equality, and strategically connected with other HR
systems and the PPST.
Coaching and mentoring are sample modalities of L&D

that are made explicit in the RPMS that commences
immediately after Phase I. This shows that workplace
learning is put forth as the most effective L&D modality.
Researchers in the field recognize the value of workplace
learning over formal learning (Klein & Moore, 2016; Kyndt
et al., 2016). Continuous improvement on performance is
expected through feedback and monitoring.
Which of the following explains why all three of them need to participate in L&D
activity relevant to their needs?
Teachers Rona and Evalou need L&D to address their developmental needs while teacher Rex
need to address his performance gaps
Teacher Rex needs L&D to address his developmental needs, while teachers Rona and Evalou
need to participate in L&D to address their competency gaps
All teachers need to attend L&D to address their developmental needs
All teachers need to attend coaching sessions
Summary
L&D is strategically connected with the RPMS and PPST.
Each cycle of the RPMS is supported by relevant L&D
activities for teachers. All professional development
(PD) for teachers should be relevant, needs-based and
anchored on the PPST. This strategic alignment of L&D
system with RPMS, PPST and R&R is designed to bring
about DepEd’s intended outcomes.

Required Task 2: Professional Development Plan
Prepare your Professional Development Plan that you

intend to implement for the current school year, using
the template provided below:
Development Goal Development Activity L&D Modality Target Completion Date

(Target PPST Domains)

Session 5–Rewards and Recognition Rewards and Recognition (R&R) is an essential aspect
of performance management in any organization whether
(R&R) in the Context of RPMS-PPST
public or private. DepEd’s R&R mechanism is anchored
Key Topic 1: Rewards and Recognition on CSC’s Program of Awards and Incentives for Service
Excellence (PRAISE). The purpose of DepEd PRAISE is
to motivate DepEd personnel to deliver excellent
performance which will in turn contribute to the overall
From the human resource perspective, performance is
performance of the Department. Phase IV of the RPMS,
driven by motivation. In other words, teachers behave the
“Performance Rewarding and Development Planning”, is
way they do because there is an inner drive that pushes
about recognizing outstanding performers at all levels of
them. Motivation is said to be those, “factors that
governance. At the school level, its aim is to recognize
activate, direct and sustain goal-directed behavior”
outstanding teachers. DepEd wants all its teachers to
(Iricinschi, 2020, 271). Beginning teachers need to see
perform well..
both the big and small picture in order to comprehend
their stake in the PPST and the HR systems of DepEd in Recognition is embedded in the RPMS-PPST. This is part
order to be fully motivated. Nobody can truly be of Phase IV, i.e. Performance Recognition and Awarding.
motivated by mere compliance or pleasing one’s There are many forms of rewards. L&D is one form of
immediate superior. Superficial motivation is fleeting, it is reward that is very evident in DepEd. The National
surface level and the person would tend to show Educators Academy of the Philippines (NEAP) is
expected behavior when someone is looking. This is not DepEd’s training arm that hones teaching and non-
the kind of motivation that can bring any beginning teaching personnel in DepEd. Scholarship is another
teacher to real success in his/her profession. form of reward to DepEd personnel. Scholarships are
awarded to high performing, high potential employees of
When beginning teachers enter the DepEd workforce,
DepEd because they are expected to give a return of
they possess varying abilities, competencies and
investment (ROI) to DepEd when they return from their
experiences that can help them carry out their teaching
scholarship.
duties competently. Ability enables one to perform or
carry out a function or task. Motivation is another Beginning teachers should not focus solely on these
element that is needed in order to enable beginning tangible rewards. Seeing their learners graduate and
teachers to translate their abilities into something useful. become productive citizens of our nation could be a
But, they need more opportunities to explore and lasting form of intrinsic reward. On the other hand,
practice. So, one’s performance is determined by one’s DepEd PRAISE motivates high performing teachers, who
ability, internal or external motivation, and opportunities become good examples to their fellow teachers.
available. This is why beginning teachers are given
mentors. Mentors create opportunities for beginning
teachers to improve their teaching practice. When this
happens, beginning teachers become more fulfilled and
will likely progress in their career.
Summary
Reward and recognition are forms of motivation – that is

why this is part of the RPMS cycle. The purpose is to
reward desirable performance as well as help teachers
align their practice with the expectations articulated in the
PPST.

Module 3 – The Results-based Required Tasks
Performance Management System • Table Completion Activity
(RPMS) • Reflection
Required Resources
Intended Module Learning Outcomes
• Updated RPMS Manual for Teachers and
At the end of this module you should be able to: School Heads,
1. demonstrate knowledge of the RPMS cycle, http://deped.in/RPMSManualver2019
and PPST-based RPMS tools and processes; • PPST Resource Package Modules, http://bit.ly/
PPSTResourcePackageA
2. use PPST-aligned tools in developing your • DepEd Order No. 2, s. 2015, Guidelines on
teaching the Establishment and Implementation of the
practices as defined by the standards; Re- sults-based Performance Management
System (RPMS) in the Department of
3. use PPST-aligned tools to monitor your
Education
progress towards achieving your professional
• Civil Service Commission (CSC) Memorandum
development goals; and
Circular No. 06, s. 2012, Guidelines in the
4. develop lesson plans as quality evidence for Estab- lishment and Implementation of Agency
RPMS. Strategic Performance Management System
(SPMS)
Module Outline
Session 1: The Results-based Performance Manage-
ment System (RPMS) of DepEd
Session 2: The PPST-aligned RPMS
Session 3: The RPMS Cycle
Session 4: The PPST-based RPMS Tools and
Pro- cesses
Session 5: Lesson Plans as Quality Evidence
for RPMS
Session 1 – The Results-based that it has set itself in its strategic plan.
Perfor- mance Management System
(RPMS) of DepEd The SPMS follows the four-stage Performance Manage-
ment System (PMS) cycle that underscores the
Preliminary Activity importance of performance management (Enclosure p.
6-11, CSC Memorandum Circular No. 06, s. 2012):
Stage 1: Performance Planning and Commitment
In five (5) minutes, list down all things you know about Stage 2: Performance Monitoring and Coaching
RPMS. Start with basic one-liner information. Check Stage 3: Performance Review and Evaluation
these as you proceed with this session. Stage 4: Performance Rewarding and Development
Planning
Key Topic 1: The RPMS
The Civil Service Commission (CSC) issued

Memorandum Circular No. 06, s. 2012 titled Guidelines in
the Establish- ment and Implementation of Agency
Strategic Performance Management System (SPMS).
The SPMS is focused on linking individual performance
vis-à-vis the agency’s organizational vision, mission,
and strategic goals. It is envisioned as a technology
composed of strategies, methods, and tools for ensuring
fulfillment of the functions of the offices and its personnel
as well as for assessing the accomplishments. It is also
a mechanism that ensures that the employee achieves
the objectives set by the organization and the
organization, on the other hand, achieves the objectives

The four-stage Performance Management System (PMS) is illustrated in Figure 6.
Figure 6: Performance Management Systems Process

Source: Enclosure p. 20, CSC Memorandum Circular No. 06, s. 2012

Key Topic 2: The SPMS Performance Measure
In the first stage of the cycle, or the performance

planning, CSC mandates that performance be
measured by the following categories:
Effectiveness/Quality, Efficiency, and Timeliness.
Category Definition
Effectiveness/Quality The extent to which actual performance compares with targeted performance.
The degree to which objectives are achieved and the extent to which targeted problems are solved.
In management, effectiveness relates to getting the right things done.
Efficiency The extent to which time or resources is used for the intended task or purpose.
Measures whether targets are accomplished with a minimum amount or quantity of waste, expense, or
unnecessary effort.
Timeliness Measures whether the deliverable was done on time based on the requirements of the law and/or clients/
stakeholders.
Time-related performance indicators evaluate such things as project completion deadlines,
time management skills and other time-sensitive expectations.
Source: CSC Memorandum Circular

No. 06, s. 2012, Enclosure p. 6,

Key Topic 3: The SPMS Rating Scale
In the third stage of the cycle of the performance evalua-

tion, the CSC mandates a five-point rating scale.
Rating
Description
Numerical Adjectival
Performance represents an extraordinary level of achievement and commitment in terms of quality and time,
technical skills and knowledge, ingenuity, creativity, and initiative. Employees at this performance level should
5 Outstanding have demonstrated exceptional job mastery in all major areas of responsibility. Employee achievement and
contributions to the organization are of marked excellence.
Performance exceeded expectations. All goals, objectives and targets were achieved above the established
standards.
4 Very Satisfactory
Performance met expectations in terms of quality of work, efficiency, and timeliness. The most critical annual
goals were met.
3 Satisfactory
Performance failed to meet expectations, and/or one or more of the most critical goals were not met.
2 Unsatisfactory
Performance was consistently below expectations, and/or reasonable progress toward critical goals was not
made. Significant improvement is needed in one or more important areas.
1 Poor
Source: CSC Memorandum Circular No. 06, s. 2012, Enclosure p. 11

The SPMS Forms (Enclosure p. 15-16 & 26, CSC Memorandum Circular No. 06, s. 2012)
1. The Office Performance

Commitment and
Review Form (OPCRF)
summarizes the targets,
performance measures,
budget and responsibility
centers of the Office.

2. The Individual Perfor-
mance Commitment and
Review Form (IPCRF) is
an individual’s target
based on the Office
performance targets and
measures in the OPCRF.

3. The Professional Devel-
opment Plan is used to
improve or correct perfor-
mance of employees with
Unsatisfactory and Poor
performance ratings.

Figure 7: All government agencies adopted the CSC’s SPMS.
The Department of Edu-

cation (DepEd) adopted
CSC’s SPMS and called
it the Results-based Per-
formance Management
System (RPMS). The
Department released the
guidelines on the estab-
lishment and
implementation of
RPMS thru DepEd
Order No. 2, s. 2015.

Key Topic 4: Guidelines on the Establishment
and Implementation of the RPMS
DepEd Order No. 2, s. 2015, otherwise known as Guide-

lines on the Establishment and Implementation of the
Results-based Performance Management System (RPMS)
in the Department of Education, adopts the Civil Service
Commission’s Strategic Performance Management System
(SPMS) and stipulates the specific mechanisms, criteria
and processes for the performance target setting,
monitoring, evaluation, and development planning
(Enclosure p. 3, DepEd Order No. 2, s. 2015).
This DepEd Order provides for the establishment and im-

plementation of the RPMS in all DepEd schools and
offices, covering all officials and employees, school
based and non- school-based, in the Department holding
regular plantilla positions. For school-based personnel,
the RPMS shall be used only as an appraisal tool, which
shall be the basis for training and development (DepEd
Order No. 2, s. 2015).
Similar to the 4-stage SPMS Cycle, the RPMS follows a

4-phase cycle that covers performance for one whole
year (DepEd Order No. 2, s. 2015):

Figure 7. Updated Teachers RPMS Cycle and Timeline

The RPMS Performance Measure
Category Definition
Effectiveness/Quality The extent to which actual performance compares with targeted performance.
The degree to which objectives are achieved and the extent to which targeted problems are solved.
In management, effectiveness relates to getting the right things done.
Efficiency The extent to which time is or resources are used for the intended task or purpose. Measures whether targets
are accomplished with a minimum amount or quantity of waste, expense, or unnecessary effort.
In management, efficiency relates to doing the things right.
Timeliness Measures whether the deliverable was done on time based on the requirements of the law and/or clients/
stakeholders.
Time-related performance indicators evaluate such things as project completion deadlines, time
management skills and other time-sensitive expectations.

The RPMS Rating Scale
Rating
Description
Numerical Adjectival
Performance represents an extraordinary level of achievement and commitment in terms of
quality and time, technical skills and knowledge, ingenuity, creativity, and initiative. Employees
5 Outstanding at this performance level should have demonstrated exceptional job mastery in all major
areas of responsibility. Employee achievement and contributions to the organization are of
marked excellence.
Performance exceeded expectations. All goals, objectives and targets were achieved above
4 Very Satisfactory
the established standards.
Performance met expectations in terms of quality of work, efficiency, and timeliness. The most
3 Satisfactory
critical annual goals were met.
Performance failed to meet expectations, and/or one or more of the most critical goals were
2 Unsatisfactory
not met.
Performance was consistently below expectations, and/or reasonable progress toward critical
1 Poor
goals was not made. Significant improvement is needed in one or more important areas.

The RPMS Forms
Figure 8: Office Performance Commitment and Review Form (OPCRF)
The Office Performance Commitment Review Form (OPCRF) shall be accomplished by the head
of school, e.g. School Head, Head Teachers, including designated Teacher-in-Charge, to reflect
the office KRAs, objectives and performance indicators. Other personnel with administrative
functions, but are not head of office, must craft their own IPCRF.

Figure 9: The Individual Performance Commitment and Review Form (IPCRF)
The Individual Performance Commitment and Review Form (IPCRF) is a

mechanism used by government employees to evaluate the tasks completed by
teachers over the course of a year. The teacher’s major output is their
performance on providing quality basic education service.

Figure 10: The Professional Development Plan
Employee development is a continuous learning process that allows an employee to achieve his or
her personal goals within the framework of the organization’s goals. Employee creation is a joint
responsibility of the person, manager, human resources, and the organization.

Summary
• Civil Service Commission (CSC) Memorandum

Circular No. 6, s. 2012 provided for the
establishment of an institutionalized performance
management system in the public service.
• Department of Education (DepEd) Order No. 2, s.
2015 adopted the CSC’s Strategic Performance
Management System (SPMS) as the Results-
based Performance Management System
(RPMS) of the Department.
• The RPMS is done as a cycle of 4 phases. There
are corresponding forms and activities in each
phase of the RPMS Cycle.

Session 1 – The PPST-aligned RPMS
Required Activity 1: Reflection

The Rationale for the Alignment of RPMS with PPST
The idea of aligning the RPMS with PPST emerged from
What have you learned about PPST and RPMS as two the National Validation Study of the PPST conducted by
sep- arate entities in DepEd? How about their the Philippine National Research Center for Teacher
alignment? Quali- ty (RCTQ) across 17 regions in the country in
2015. Focus group workshops were conducted as part of
Key Topic 1: What happened with RPMS after the final phase to validate the PPST.
DepEd’s adoption and implementation of PPST?
Figure 11: Issues raised by teachers in the National Validation of the PPST

During this National Validation, various comments and
issues were raised by teachers (as shown in Figure 11). Supervisors and principals expressed the same views as
The participants saw alignment of the Revised teachers (as shown in Figure 12). They recommended
Professional Standards for Teachers with the existing the presence of support structures in the implementation
DepEd systems such as the Results-based Performance of the standards.
Management System (RPMS), promotion, as well as
hiring and recruitment systems. They indicated that the
alignment should be integrated seamlessly.
Figure 12: Issues raised by Supervisors and Principals in the National Validation of the PPST

These issues prompted the Bureau of Human Resource
and Organizational Development (BHROD), with RCTQ,
to:
• Align the performance assessment tool, of Verification (MOV) as evidence of performance
responsive to career stages, with the
• Refine the RPMS evaluation process to ensure
PPST
efficiency, fairness and equity in the evaluation
• Focus on the essential duties process that places greater premium on quality
and responsibilities of teachers not quantity
• Set tangible and realizable objectives from
the indicators of PPST and provide specific
Means
Key developments in the creation of the PPST-aligned RPMS are shown on Figure 3.
Figure 13: Key developments in the creation of the PPST-aligned RPMS

Key Topic 2: Alignment of RPMS with PPST in
the PPST-based IPCRF
The PPST-based IPCRF, as described during the

previous session, is one of the most familiar forms in
RPMS. Due to the clamor of the field to integrate PPST
to the other existing HR systems during the National
Validation Study of the PPST. The RPMS adopted the
Domains and Indicators of the PPST as its Key Result
Areas (KRAs) and Objectives, respectively.
Key elements of the PPST-based IPCRF is shown in Figure 14.
Figure 14: Key elements of the PPST-Based IPCRF

The PPST-aligned RPMS in School Years (SYs)
2018- 2019 and 2019-2020
In SYs 2018-2019 and 2019-2020, the first 12 priority

PPST indicators were downloaded to the field and
formed part of the PPST-aligned RPMS for these rating
periods.
RPMS PPST
KRA 1: Content Knowledge and Pedagogy Domain 1: Content Knowledge and Pedagogy
Domain 2: Learning Environment

KRA 2: Learning Environment and Diversity of Learners
Domain 3: Diversity of Learners
KRA 3: Curriculum and Planning Domain 4: Curriculum and Planning
KRA 4: Assessment and Reporting Domain 5: Assessment and Reporting
KRA 5: Plus Factor N/A
Teachers who were categorized under the default Proficient career stage used these RPMS Objectives (or PPST Indicators):

RPMS PPST
Objective 1: Apply knowledge of content within and across Indicator 1.1.2: Apply knowledge of content within and across
curriculum teaching areas. curriculum teaching areas.
Objective 2: Use a range of teaching strategies that enhance Indicator 1.4.2: Use a range of teaching strategies that enhance learner
learner achievement in literacy and numeracy skills. achievement in literacy and numeracy skills.
Objective 3: Apply a range of teaching strategies to develop critical Indicator 1.5.2: Apply a range of teaching strategies to develop critical
and creative thinking, as well as other higher-order thinking skills. and creative thinking, as well as other higher-order thinking skills.
Objective 4: Manage classroom structure to engage learners, individually or Indicator 2.3.2: Manage classroom structure to engage learners, individually
in groups, in meaningful exploration, discovery and hands-on activities within a or in groups, in meaningful exploration, discovery and hands-on activities within a
range of physical learning environments. range of physical learning environments.
Objective 5: Manage learner behavior constructively by applying positive Indicator 2.6.2: Manage learner behavior constructively by applying positive
and non-violent discipline to ensure learning-focused environments. and non-violent discipline to ensure learning-focused environments.
Objective 6: Use differentiated, developmentally appropriate learning Indicator 3.1.2: Use differentiated, developmentally appropriate
experiences to address learners’ gender, needs, strengths, interests and learning experiences to address learners’ gender, needs, strengths,
experiences. interests and experiences.
Objective 7: Plan, manage and implement developmentally sequenced Indicator 4.1.2: Plan, manage and implement developmentally sequenced
teaching and learning processes to meet curriculum requirements and varied teaching and learning processes to meet curriculum requirements and varied
teaching contexts. teaching contexts.
Objective 8: Participate in collegial discussions that use teacher and Indicator 4.4.2: Participate in collegial discussions that use teacher and
learner feedback to enrich teaching practice. learner feedback to enrich teaching practice.
Objective 9: Select, develop, organize and use appropriate teaching Indicator 4.5.2: Select, develop, organize and use appropriate teaching
and learning resources, including ICT, to address learning goals. and learning resources, including ICT, to address learning goals.
Objective 10: Design, select, organize and use diagnostic, formative and Indicator 5.1.2: Design, select, organize and use diagnostic, formative and
summative assessment strategies consistent with curriculum requirements. summative assessment strategies consistent with curriculum requirements.
Objective 11: Monitor and evaluate learner progress and achievement Indicator 5.2.2: Monitor and evaluate learner progress and achievement
using learner attainment data. using learner attainment data.
Objective 12: Communicate promptly and clearly the learners’ needs, Indicator 5.4.2: Communicate promptly and clearly the learners’ needs,
progress and achievement to key stakeholders, including parents/guardians. progress and achievement to key stakeholders, including parents/guardians.

Comparison between RPMS (pre-PPST) and PPST-aligned RPMS
Elements RPMS 2015 PPST-aligned RPMS

Duties and Responsibilities Teachers may include non-teaching related Focus on the teaching-learning process –
functions as objectives the core job of teachers
Crafting of IPCRF Teachers craft their own objectives and IPCRF is prepared, standardized, and aligned with
performance indicators the PPST
Means of Verification Not standardized Standardized

Focused on quantity Focus on quality
Weight per Objective/Indicator Teacher may assign more weight to one indicator Each objective/indicator has the same weight as
over another the others
Associated Tools Teachers may use varied forms for classroom Use a common (Classroom Observation Tool) COT
observation that is aligned with the RPMS Tools
Optional Task Summary

Have you already encountered the indicators used in SYs 2018-2019 and 2019-2020? If • The Results-based Performance Management
so, briefly summarize your experiences during the RPMS-related activities? System (RPMS) was aligned with the Philippine
Professional Standards for Teachers (PPST)
anchored on the provisions of DepEd Order No.
42,
s. 2017, and due to the feedback of field
personnel during the National Validation Study of
PPST to integrate PPST with other existing HR
systems.
• Key Result Areas and Objectives in RPMS
are based on Domains and Indicators in the
PPST, respectively.
Session 3 – The RPMS Cycle
Preliminary Activity
Teacher Mary Grace finished two (2) classroom observa-

tions before the scheduled Mid-year Review. Her
Principal asked her to update her Development Plan.
What steps should she take to do this? Briefly discuss in
the box below.

Key Topic 1: The RPMS Cycle
Let’s revisit the Results-Based Performance Management (RPMS) Framework (Figure 15)
Figure 15: Results-Based Performance Management (RPMS) Framework

(Source: BHROD Slidedeck for PPST-RPMS Preliminary Orientation SY 2019-2020)

The RPMS Cycle, as discussed in Session 1 of this Module, is composed of four (4) phases, namely:
• Phase I: Performance Planning and Commitment
• Phase II: Performance Monitoring and Coaching
• Phase III: Performance Review and Evaluation
• Phase IV: Performance Rewarding and Development Planning
Table 1. The RPMS Cycle Phases

These phases happen in one school year for school-based personnel, including teachers like you. The cycle is
designed to gauge teacher performance against the PPST and help them in their professional development. Take note
that all content of the RPMS Cycle in Figure 1 adheres to the PPST-aligned RPMS.
Each phase of the cycle happens in a specific timeline within the rating period and requires the accomplishment of specific
activities using PPST-based tools, as shown in the matrix below:
Phase Timeline* Activity Forms Output

Performance Planning and Last week of May, a • Discussion/Issuance of • IPCRF • Signed IPCRF-
Commitment week before start of RPMS Tools • Self-Assessment Tool (SAT) Development Plans based
classes • Self-Assessment on SAT
• IPCRF-Development Plans
(DP) • Signed IPCRF
Performance Monitoring • Year-round • Monitoring and • RPMS Tools • Agreements based on
and Coaching • November Coaching • IPCRF PMCF
• Mid-year Review and • SAT • MRF
Assessment • Updated IPCRF-DP
• IPCRF-DP using
Performance Monitoring and • Portfolio
Coaching Form (PMCF)
• Mid-Year Review Form (MRF)
Performance Review and 1st week of April, a • Year-end Review and • RPMS Tools • Signed Portfolio and
Evaluation week after graduation Assessment • IPCRF IPCRF with Computed
• Evaluation of Portfolio Final Rating
• SAT
• Computation of Final • IPCRF-DP using PMCF
Rating
Performance Rewarding April • Ways Forward and • Final IPCRF-DP • Reward
and Development Planning Development Planning • Recognition
• IPCRF-DP
* The timeline may be adjusted for RPMS 2020-2021 because of the COVID-19 Situation

Following activities in Phase I from June to October, about
2 classroom observations are conducted before the Mid- point, raters need to provide suggestions,
Year Review in November. The exact timing is agreed by recommendations, and/or technical assistance to support
both the Rater and the Ratee. In this time, the preparation teachers in achieving their targets. After Phase II,
and organization of RPMS Portfolio must have also classroom observations must resume to complete the four
started. (4) observations expected for the year, and they shall also
continue gathering and organizing their documents for
In Phase II, coaching, feedback, and appropriate their Portfolio.
interventions shall be provided whenever necessary within
the year covered. All key inputs, feedback, and other In Phases III and IV, teachers and their raters will have to
evidence of performance for the entire year shall be discuss and agree on the teacher’s final performance
recorded in the Performance Monitoring and Coaching rating based on actual accomplishments within the rating
Form (PMCF). The Mid-Year Review, which happens in period. The IPCRF-Development Plan will then be
November, is prescribed to determine the progress of a finalized. This marks the end of the RPMS Cycle for the
teacher in achieving the RPMS Objectives. At this rating period and begins again in the next school year.
Key Topic 2: What other things do I need to know about the RPMS Cycle?
For teachers, below is the matrix of ratee-rater-approving authority intended for the RPMS:
Ratee Rater Approving Authority

(Teachers who submit portfolios as (School Heads, Assistant Principals, Head Teachers,
evidence of their teaching performance) and/or Master Teachers who rate teacher
portfolios to assess teacher performance)
Superintendent
Head Teacher Small and Medium Divisions
Principal/School Head
Master Teacher Assistant Superintendent
Large and Very Large Divisions
Superintendent
Small and Medium Divisions
Principal/School Head
Teacher Assistant Superintendent
Large and Very Large Divisions
Master Teacher/Head Teacher/Assistant Principal Principal/School Head
ALS Implementers
Master Teacher/Head Teacher/Assistant Principal Principal/School Head
(School-based)
ALS Implementers
Education Program Specialist for ALS Chief of Curriculum Implementation Division (CID)
(Community Learning Centers-based)
Summary/Key Learning
• The RPMS Cycle is composed of four (4) phases.

• Each phase is undertaken in a specific
timeline within the rating period and requires
accomplishment of specific activities and
PPST- based tools.

Required Task 1: Scenario-based Activity
Study the following scenarios and decide which of the options may be applied to each statement.
A. The data presented is sufficient to infer the statement.
B. The data presented is not sufficient to infer the statement.
C. The statement is false based on the data presented and/or the guidelines.
Scenario: A Division issued a Memorandum with the attached Ratee-Rater-Approving Authority matrix that shall be
used for the IPCRF of SY 2019-2020.
Ratee Rater Approving Authority

Master Teacher/Head Teacher/ Assistant
(i) Principal/School Head
Teacher Principal
(ii) Principal/School Head Superintendent
(iii) Master Teacher

Principal/School Head Superintendent
(iv) Head Teacher
(v) Principal/School Head Assistant Superintendent Superintendent
School A, a secondary school in this Division has 200 Teacher I-III, 10 Master Teachers I-II, and 4 Head Teachers III and VI.
Statement Answer Feedback from your mentor

Statement 1:
School A used all Cases (i), (ii), (iii),
(iv), and (v) in RPMS 2019-2020.

Statement 2:
The Division is a small division.
Statement 3:
In School A, the rater of
Teachers I-III is the Master Teacher.
Statement 4:
In School A, a Teacher III
can rate a Master
Teacher.
Statement 5:
In School A, the PSDS
can rate a Master
Teacher.
Session 4 – The PPST-based RPMS Tools and Processes

Key Topic 1: The RPMS Tools
The RPMS tools are the major PPST-based tools that teachers need to be familiar with. There are two (2) RPMS Tools
intended for 2 career stages:
1. RPMS Tool for Teachers I-III (Proficient Teachers)
2. RPMS Tool for Master Teachers I-IV (Highly Proficient Teachers)
See Figure 17.
Parts of the RPMS Tools
As outlined in the second session of this Module, the RPMS is aligned with PPST as seen in the RPMS Tools. Figure
17A shows the alignment of the RPMS with the PPST through the KRAs and Objectives, and Figure 17B highlights the
Means of Verification (MOV) and the Performance Indicators.
Key Topic 2: The RPMS Associated Tools

There are other tools that are used in the PPST-aligned
RPMS (Figure 18). These tools generate data pertaining to
teachers’ performance. The data are then utilized
purposefully and constructively to support the Learning
and Development and Professional Development of
There are other tools that are used in the PPST-aligned RPMS
teachers.
Figure 18: Other tools used in the PPST-aligned RPMS
(Figure 18). These tools generate data pertaining to teachers’ performance. The data are the
The Classroom Observation Tools
Guide for Mentors and Newly Hired Teachers

81
Figure 19: Cover of the Classroom Observation Tool
The COT Rubric addresses the continuum of practice
stip- ulated in the PPST. There are nine (9) rubric levels
for each classroom-observable indicator. Levels 1-5
capture the Beginning career stage, Levels 3-7 capture
the Proficient career stage, Levels 4-8 capture the Highly
Proficient career stage, and Levels 5-9 capture the
Distinguished career stage (Figure 20).
Figure 20: COT Rubric Levels mapped to PPST Career Stages (Source:
Figure 17A: The two RPMS Tools

Figure 17B: Alignment of the RPMS with the PPST through the KRAs and Objectives.

DepEd, 2017, 3)
The Classroom Observation Process
The Self-Assessment Tool

The Self-Assessment Tool (SAT) is an RPMS associated
tool that helps teachers reflect on the different performance
indicators related to their professional work. The

results of the self-assessment will guide teachers on
which indicators they must improve and the areas where
they need coaching and mentoring.
There are two (2) SAT-RPMS (see Figure 21):
1. SAT-RPMS for Teacher I-III (Proficient Teachers)
2. SAT-RPMS for Master Teacher I-IV (Highly Proficient
Teachers)
Figure 21: The two SAT-RPMS

There is an electronic version of the SAT for RPMS
called e-SAT or electronic Self-Assessment Tool (see
Figure 7). This system supports schools in analyzing
school-wide SAT data of teachers to help plan for
teachers’ professional development.
DepEd needs the summary results of teachers’ e-SAT data
to gain an overall picture of the teachers’ strengths and needs. This summary helps in the

preparation of the school and division development
plans (see Figure 8) and other various development
interventions in preparation for the current school year.
Figure 23: Preparation of school and division development plans
The data collection system enables the collection and

sub- mission of RPMS data across governance levels
The IPCR Data Collection and Consolidation Forms and aims to establish baseline data on teachers’
proficiency level on
the PPST indicators. This system also ensures that the results of RPMS data are used properly and efficiently, as follows:

Figure 7: The electronic version of the SAT (e-SAT)

Figure 24: Use of results of RPMS data (RPMS IPCRF Data Collection and Consolidation System)
Key Topic 24: PPST-based RPMS Support Materials
Refer to your COT rating sheets, SAT assessment results, and IPCRF-Development Plan, if you have any. Reflect
on your teaching performance based on the results that these forms reflect. Briefly discuss what you have
discovered.
Summary

• The RPMS tools are the major PPST-based tools
Figure 25: Support materials
There are a lot of support materials developed by RCTQ and BHROD to supplement all tools
and associated tools for the PPST-aligned RPMS. Some of these support materials can be seen
in Figure
25. All these materials can be accessed at http://deped.in/RPMSPPSTSY20192020.

that teachers need to be familiar with. There • Associated tools are other tools that are used in
are two (2) RPMS Tools intended for 2 career the PPST-aligned RPMS. These tools are used to
stages: help generate data of teachers’ performance,
o RPMS Tool for Teachers I-III (Proficient which are utilized to support the Learning and
Teachers) Development and Professional Development of
teachers. These include COT, SAT, and the IPCR
o RPMS Tool for Master Teachers I-IV Data Collection Forms.
(Highly • Support materials are other materials used to
Proficient Teachers) promote further understanding of the PPST-
aligned RPMS.

Session 5 – Developing Lesson Plans as
Quality Evidence for RPMS
Preliminary Activity
Choose a lesson plan which you have previously crafted.

Enumerate all parts and describe what you have entered
on each part.

Key Topic: When does a lesson plan
become a quality evidence for RPMS?
As seen in the RPMS Tools, one of the Means of
Verification (MOVs) to support the COT Rating Sheet or
Inter-Observer Agreement Form for Classroom-
Observable RPMS Objec- tives is a Lesson Plan (Figure
1). For example, in School Years 2018-2019 and 2019- teachers using the Proficient Tool. For teachers using
2020, a Lesson Plan may be provided for RPMS the Highly Proficient Tool, a Lesson Plan may be
Objectives 1, 2, 3, 4, 6, 7, 9, and 10 for provided for RPMS Objectives 1, 3, 4, and 7. For the
next School Years, there will be different sets of
objectives and teachers will just have to check which
ones could be supported by a lesson plan.
Figure 26: MOV for KRA 1

To support the COT rating sheet or inter-observer
agreement form as Main MOV, a lesson plan observable indicator (or RPMS objective) can be found in
becomes a valid and acceptable MOV if: the PPST Resource Package. The samples were developed
based on the guidelines on daily lesson preparation
• it has been used during observation (DepEd Order No. 42, s. 2016). A sample lesson plan for
• portion(s) of it highlight(s) the RPMS Objective COT Indicator 1 (or RPMS Objective 1) on Applying
(or COT Indicator) it was supplied for. knowledge of content within and across curriculum
Sample lesson plans to illustrate each classroom- teaching areas is shown below (Figure 2).
Figure 27: Sample lesson plan

(Source: PPST Resource Package
Module 1, 5; Medrano, 2018
Daily Lesson Log (DLL) in
Technology and Livelihood
Education (TLE)
– Mechanical Drafting Grade 8.
Governor Luis A. Ferrer Jr. East
National High School, Gen. Trias
City, Cavite.)

Optional Task: Activity
From the lesson plan/exemplar you provided in the Intro-
ductory Activity, which portions demonstrate/highlight
COT Indicator 1? Elaborate.

Summary/Key Learning
• Preparing for lessons through the Daily Lesson
Log (DLL) or Detailed Lesson Plan (DLP)
provides teachers with an opportunity for
reflection on what
learners need to learn, how learners learn, and how
best to facilitate the learning process.
• A detailed Lesson Plan (DLP) is a teacher’s
“roadmap” for a lesson. It contains a detailed
description of the steps a teacher will take to
teach a particular topic. A typical DLP contains
the following parts: Objectives, Content,
Learning Resources, Procedures, Remarks and
Reflection.
• Lesson plans are recognized Means of
Verification for classroom-observable RPMS
objectives in the RPMS.
Required Task 2: Activity

Using either a lesson plan prepared by your mentor
(recommended) or the lesson plan/lesson exemplar you
provided, check which COT Indicators (or RPMS
Objectives) are present. Elaborate on your findings. If an
indicator is not present, is it possible to have it present in
the lesson plan? How?
Congratulations!
You’ve come to the end of this course.
Please go to this link for the summative assessment:
Don’t forget to take a screenshot of your score.

It will be submitted to your mentor for verification and recording purposes.
Once you’re done, kindly input your score here: Input your score here.
Additional reminder:
Compile your portfolio output/s and make
sure that your mentor has checked your
coursebook.
Glossary
The following are operational definitions of some key terms that you have come across while completing this module.
Domain Broad conceptual sphere of teaching and learning practices defined by specific strands in
the
set of professional standards for teachers
Indicators Concrete, observable and measurable teacher behaviors/practices covered in every
strand in the set of professional standards for teachers
Strand More specific dimensions of teacher practice under every domain in the set of professional
standards for teachers
High performers DepEd teaching personnel who are able to perform beyond expectations
High potentials DepEd teaching personnel who are high performers and have the aspiration to take
future leadership positions in DepEd
Key result areas General Outputs or outcomes. In the context of the RPMS Tools, the KRAs capture
the domains of the Philippine Professional Standards for Teachers
Means of Verification List of documents that can show teachers attainment of objectives
(MOV)
Performance Indicators In the RPMS Tools, the performance indicators provide descriptions of quality and quantity
The Classroom is an assessment tool that is used to measure classroom performance of teachers
Observation Tool (COT) against a set of PPST classroom observable indicators
The Self-Assessment is an RPMS associated tool that helps teachers reflect on the different performance
Tool (SAT) indicators related to their professional work. The results of the self-assessment will guide
teachers on which indicators they must improve and the areas where they need coaching
and mentoring.

The RPMS Cycle is composed of four (4) phases, namely: Phase I: Performance Planning and Commitment;
Phase II: Performance Monitoring and Coaching; Phase III: Performance Review
and Evaluation; Phase IV: Performance Rewarding and Development Planning
Professional is used to improve or correct performance of employees with Unsatisfactory and

Development Plan Poor performance ratings.
Individual Performance is an individual’s target based on the Office performance targets and measures in the
Commitment and Review OPCRF.
Form (IPCRF)
Office Performance summarizes the targets, performance measures, budget and responsibility centers of the
Commitment and Review Office.
Form (OPCRF)

References
“R.A. 7041”. 2020. Lawphil.Net. https://lawphil.net/statutes/repacts/ra1991/ra_7041_1991.html.
Blazar, David, and Matthew A. Kraft. “Exploring mechanisms of effective teacher coaching: A tale of two cohorts from a ran-
domized experiment.” Educational evaluation and policy analysis 37, no. 4 (2015): 542-566.
Civil Service Commission (CSC) Memorandum Circular No. 06, s. 2012, Guidelines in the Establishment and
Implementation of Agency Strategic Performance Management System (SPMS)
Dan, Goldhaber. 2020. “Exploring The Potential Of Value-Added Performance Measures To Affect The
Quali- ty Of The Teacher Workforce - Dan Goldhaber, 2015”. SAGE Journals.
https://journals.sagepub.com/doi/ abs/10.3102/0013189X15574905.
DepEd Order No. 1, s.2020 on Guidelines for NEAP Recognition of Professional Development Programs and
Courses for Teachers and School Leaders
Department Oder No. 2 s., 2015, “Guidelines in the Implementation of the Results-Based Performance Management
System in the Department of Education”
DepEd Order No. 42, s. 2017 on National Adoption and Implementation of the Philippine Professional Standards for
Teachers Department Order No. 66 s., 2017, “Revised Guidelines on the Appointment and Promotion of other Teaching,
Teaching Re-
lated and Non-Teaching Positions”
DepEd Order 001 s., 2020, “Guidelines for NEAP Recognition of Professional Development Programs and Courses for
Teach- ers and Schools Leaders”
DepEd Order 78 s., 2007, “Strengthening the Program on Awards and Incentives for Service Excellence (PRAISE) of
the De- partment of Education”
DepEd Order No. 32 s., 2016, “Addendum to DepEd Order No. 3 s., 2016 (Hiring Guidelines for Senior High School
(SHS) Teaching Positions Effective School Year (SY) 2016-2017)”
DepEd Order No. 7 s., 2015, “Hiring Guidelines for Teacher I Positions Effective School Year (SY) 2015-2016”
DepEd. 2019. Results-based Performance Management System (RPMS): Updated Manual for Teachers and School Heads –
Your Guide to Using RPMS Tools for Teachers from Portfolio Preparation to Assessment. Manila: DepEd.
http://deped. in/RPMSManualver2019
Iricinschi, E., 2020. Revelatory Events: Three Case Studies Of The Emergence Of New Spiritual Paths, Written By Ann Taves.
Klein, James D., and Alison L. Moore. “Informal learning in professional and personal life: Implications for instructional design
and performance improvement.” Educational Technology (2016): 21-26.
Kyndt, Eva, David Gijbels, Ilke Grosemans, and Vincent Donche. “Teachers’ everyday professional development:
Mapping informal learning activities, antecedents, and learning outcomes.” Review of educational research 86,
no. 4 (2016): 1111-1150.
Ma, Ning, Shuang Xin, and Jia-Yuan Du. “A peer coaching-based professional development approach to improving the
learning participation and learning design skills of in-service teachers.” Journal of Educational Technology &
Society 21, no. 2 (2018): 291-304.
Maandag, D.W., Helms-Lorenz, M., Lugthart, E., Verkade, A.T. & Van Keen K. 2017. Features of Effective Professional
Devel- opment in Different Stages of Teacher’s Careers: A Review of Empirical Evidence and Underlying Theory.
Groningen: University of Groningen.
Martin, Kathryn L., Stephanie M. Buelow, and Jennifer T. Hoffman. “New teacher induction: Support that impacts beginning
middle-level educators.” Middle School Journal 47, no. 1 (2016): 4-12.
Murray, Eileen. “Improving teaching through collaborative reflective teaching cycles.” Investigations in Mathematics
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Ngware, Moses W., James Ciera, Peter K. Musyoka, and Moses Oketch. “Quality of teaching mathematics and
learning achievement gains: evidence from primary schools in Kenya.” Educational Studies in Mathematics
89, no. 1 (2015): 111-131.
PPST Resource Package Modules, http://bit.ly/PPSTResourcePackageA
Research Center for Teacher Quality. 2018. The Philippine Professional Standards for Teachers slide presentation.
Results-Based Performance Management System (RPMS) Manual for Teachers and School Heads

Department of Education
National Educators Academy

of the Philippines
Dir. John Arnold S. Siena

Teacher Education Council
Ms. Anna Marie San Diego Dir. Runvi V. Manguerra
Officer-in-charge, Professional
Development Division (PDD) Ms. Donnabel Bihasa
Senior Education Program Specialist,
Ms. Ana-Sol Reyes TEC Secretariat
Senior Education Program
Specialist, NEAP-PDD Mr. Jayson Peñafiel
Education Program Specialist,
Mr. Jerson Capuyan TEC Secretariat
Education Program Specialist II,
NEAP-PDD
Acknowledgments
Philippine National Research Center for Teacher Quality

Dir. Gina O. Gonong
Dr. Levi E. Elipane Ma. Izella D. Lampos Jeanny S. Burce

Senior Program Manager II Project Officer Research Officer
UNE-SiMERR
Dr. Joy Hardy
Deputy Director
Technical Working Group
Ricardo Ador Dionisio Warren Quisada Angelo Uy
Marie Flo M. Aysip Jeanette Alvarez Jeaz DC Campano
Ian Harvey Claros Alfredo G. Desamparo, Jr. Jerome Hilario
Charito N. Laggui Gayle Malibiran Khristian Ross

Pimentel
Josefino C. Pogoy, Jr. Chinita Tolentino Jennifer F. Vivas

Validators
Ricky Agbay Zenylou Frias Marie Eugenie Soriano
Ma. Agie Amar Clarivil S. Layug Marina Tagsip
Jonathan Baniaga Carlos B. Llamas Ma. Sonia A. Tomalabcad
Ms. Noemi Baysa III Reggie Tuazon
Alma Belarmino Jeanrick Deuna Nuñez Gladys Uy
Rageene Vera Dueñas Maribel Perez Maria Lourie Victor
Nerio Benito Eseo Beverlyn Ramirez
Frankie Delos Santos
Support Team
Ruth Mae Ellorin Aris L. Solis Roy Benson
Layout Artist Layout Artist NEAP ICT Technical Support
Pilot Testing Participants

Region IV-A Region VI Region VII
Division of Cavite Division of Iloilo Division of
Division of Quezon Division of Negros Bohol Division
Division of Batangas Occidental of Cebu
Division of Antique Division of Negros Oriental

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Teacher Induction • http://www.

At the end of this course, you will be able to:

Portfolio Output: Lesson Plan

Estimated Time Required: 2 hours

4 The Teacher Induction Program - Core Course 3

The PPST acknowledges that teachers in the field have

Career stages generally refer to levels of development

Given the notion of a development continuum, upon

Professional Practices Proficient Teacher Highly Proficient Teacher Distinguished Teacher

Management of Learning Programs

Collaboration and Partnerships

Guide for Mentors and Newly Hired Teachers 7

8 The Teacher Induction Program - Core Course 3

Guide for Mentors and Newly Hired Teachers 9

10 The Teacher Induction Program - Core Course 3

Scenario Answer Feedback

2. Teacher Rolly is a role model in his school. He is a consistent

3. Teacher Elinor serves as mentor to her co-teacher during LAC

Guide for Mentors and Newly Hired Teachers11

12 The Teacher Induction Program - Core Course 3

In this activity, you will need a copy of the PPST booklet.

14 The Teacher Induction Program - Core Course 3

Figure 1. The PPST Domains, Strands, and Indicators

Guide for Mentors and Newly Hired Teachers15

16 The Teacher Induction Program - Core Course 3

1. The PPST defines teacher quality in the

Guide for Mentors and Newly Hired Teachers17

Let’s check your understanding of the PPST domains.

the appropriate Domain.

Scenario Answer Feedback

a. Domain 1 - Content Knowledge and Pedagogy

b. Domain 2 - Learning Environment

c. Domain 3 - Diversity of Learners

d. Domain 4 - Curriculum and Planning

e. Domain 5 - Assessment and Reporting

f. Domain 6 - Community Linkages and Professional Engagement

g. Domain 7 - Personal Growth and Professional Development

18 The Teacher Induction Program - Core Course 3

b. Domain 2 - Learning Environment

c. Domain 3 - Diversity of Learners

d. Domain 4 - Curriculum and Planning

e. Domain 5 - Assessment and Reporting

f. Domain 6 - Community Linkages and Professional Engagement

g. Domain 7 - Personal Growth and Professional Development

3. Teacher Rolly, a Grade 7 English Teacher, discussed the rules on Subject-

b. Domain 2 - Learning Environment

c. Domain 3 - Diversity of Learners

d. Domain 4 - Curriculum and Planning

e. Domain 5 - Assessment and Reporting

f. Domain 6 - Community Linkages and Professional Engagement

g. Domain 7 - Personal Growth and Professional Development

Guide for Mentors and Newly Hired Teachers19

Figure 2: First 3 Strands within Domain 1

1. Professional links with colleagues

Go through the PPST booklet and read through the

Domains Challenging Strands Why is it challenging? Input from the Mentor

Curriculum and Planning

Assessment and Reporting

Personal Growth and Professional Development