BASICS OF RPMS
DepEd loves acronyms! DO 2, s. 2015 talks about the…
A. Really Pretty Management System
B. Results-Based Performance Management System (RPMS)
B. Results-Based Performance Management System (RPMS)
The “promise paper” where teachers and supervisors agree on goals is called:
A. Performance Commitment and Review Form (PCRF)
B. Pledge to Bring Snacks Form
A. Performance Commitment and Review Form (PCRF)
Who checks if you’re really doing your PCRF goals?
A. Your supervisor
B. The classroom pet fish
A. Your supervisor
At the end of the cycle, teachers are judged based on:
A. The objectives in the PCRF
B. Their ability to sing at graduation
A. The objectives in the PCRF
Phase 4 is about:
A. Rewards + development planning
B. Revenge + detective work
A. Rewards + development planning
RPMS covers who?
A. Everyone with a plantilla position in DepEd
B. Just the principal and her favorite teachers
A. Everyone with a plantilla position in DepEd
What gets written in the PCRF?
A. KRAs, objectives, targets, weights
B. “Teacher will try her best, promise pinky swear”
A. KRAs, objectives, targets, weights
Coaching is for:
A. Helping teachers improve while teaching
B. Giving a dramatic telenovela scolding at the end of the year
A. Helping teachers improve while teaching
Supervisors prepare what document to show results?
A. Summary of Accomplishments (SOA)
B. Story of Awkwardness
A. Summary of Accomplishments (SOA)
Development planning is based on:
A. Performance results + what needs improvement
B. The teacher’s dream travel bucket list
A. Performance results + what needs improvement
RPMS wants teachers and employees to:
A. Grow and develop in their jobs
B. Set goals like “Eat more halo-halo at recess”
A. Grow and develop in their jobs
When should you fill up the PCRF?
A. At the start of the school year
B. Right before Christmas party
A. At the start of the school year
Monitoring means:
A. Checking progress, challenges, and making adjustments
B. Hiding until deadline comes
A. Checking progress, challenges, and making adjustments
RPMS ratings include:
A. Outstanding, Very Satisfactory, Satisfactory, Unsatisfactory, Poor
B. Awesome, Meh, Okay, Bleh, Hala Ka
A. Outstanding, Very Satisfactory, Satisfactory, Unsatisfactory, Poor
Rewards go to:
A. Outstanding performers
B. Everyone who brings pancit to the LAC session
A. Outstanding performers
RPMS performance cascades from:
A. Big DepEd goals → down to individual teacher goals
B. Teacher’s wish list → up to DepEd HQ
A. Big DepEd goals → down to individual teacher goals
Who signs the PCRF?
A. Both the teacher and the supervisor
B. Only the teacher (because boss is busy watching K-drama)
A. Both the teacher and the supervisor
Feedback is given:
A. Regularly, like friendly reminders
B. Once in a blue moon, with suspense
A. Regularly, like friendly reminders
When do you finish the evaluation?
A. By the end of the performance period
B. After the next Christmas bonus
A. By the end of the performance period
If a teacher gets an “Unsatisfactory” rating, what happens?
A. They get support, coaching, interventions
B. They’re sent to Mars for training
A. They get support, coaching, interventions
RPMS has two sides like a coin:
A. What (objectives) + How (competencies)
B. When to nap + Where to snack
A. What (objectives) + How (competencies)
The main goal of Phase 1 is:
A. Align teacher goals with DepEd goals
B. Secretly choose goals unrelated to teaching
A. Align teacher goals with DepEd goals
Coaching usually includes:
A. Identifying training and support you need
B. Leaving you alone to figure it all out like Survivor
A. Identifying training and support you need
Feedback from supervisors should be:
A. A real conversation about strengths and improvements
B. Just a note slipped under your door
A. A real conversation about strengths and improvements
Why is Phase 4 important?
A. It links RPMS results to teacher growth and career goals
B. It gives an excuse for a pizza party
A. It links RPMS results to teacher growth and career goals