NUMERICAL

ADJECTIVAL RATING DESCRIPTION OF MEANING OF RATING

RATING

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 thus
5 Outstanding
performance level should have demonstrated exceptional job mastery in all major areas of responsiblity.
Employee achievement and contribution to the organization are of marked excelence.

Performance exceeded expectations. All goals, objectives and targets were achieved above the
4 Very Satisfactory
established standards.
Performance met expectation in terms of quality of work, efficiency and timeliness. The most critical
3 Satisfactory
annual goals are met.

2 Unsatisfactory Performance failed to meet expectations, and/or one or more of the most critical goals were not met.

Performance was consistently below expectations, and/or reasonable progress toward critical goals was
1 Poor
not made. Significant improvement is needed in one or more important areas.
This rating scale is based on the Civil Service Commision Memorandum Circular No. 06, series of 2012 that sets the guidelines on the establishment and implementation of the Strategic
Performance Management System (SPMS) in all government agencies.

RANGE ADJECTIVAL RATING SCALE DEFINITION

4.500 - 5.000 Outstanding 5 Role Model
3.500 - 4.499 Very Satisfactory 4 Consistently demonstrates
2.500 - 3.499 Satisfactory 3 Most of the time demonstrates
1.500 - 2.499 Unsatisfactory 2 Sometimes demonstrates
below 1.499 Poor 1 Rarely demonstrates
The overall rating/assessment for the accomplishments Competencies shall be monitored for developmental purposes. In
shall fall within the following adjectival ratings and shall evaluating the individual's demonstration of competencies, this
be in three (3) decimal points. rating scale shall apply.

Grievances and Appeals

1. A grievance Committee shall be created in each level of the The ratee, however, shall not be allowed to protest the performance ratings of co-employees.
organization to act as appeals board and final arbiter of all issues Ratings obtained by the ratee can used as basis for reference for comparison in appealing
relating to the implementation of RPMS. the individual performance rating.
2. The office performance assessment as discussed in the 4. The Grievance Committee shall decide on the appeals within one (1) month from receipt.
performance review and evaluation phase shall be final and not Appeals lodged at any grievance Committee shall follow the hierarchical jurisdiction of
appealable. Any issue/appeal on the initial performance assessment various Grievance Committees within the agency. For example, the decision of the Division
of an office shall be discussed and decided during the performance Grievance Committee is appealable to the Regional Grievance Committee, which decision is
review conference. in turn appealable to the Central Office Grievance Committee.

3. Individual employees who feel aggrieved or dissatified with their

final performance ratings can file an appeal with the Grievance
Committee at their level within ten (10) working days from date of 5. The decision of the Central Office Grievance Committee is final.
receipt of notice of their final performance evaluation rating from the
rater.
 PART II: COMPETENCIES
CORE BEHAVIORAL COMPETENCIES CORE SKILLS
5 Self-Management Teamwork Oral Communication
Sets personal goals and direction, needs and development. Willingly does his/her share of resposibility. Follows instructions accurately.
Undertakes personal actions and behaviors that are clear and purposive and takes Promotes collaboration and removes barriers to teamwork and goal accomplishment Expresses self clearly, fluently and articulately.
into account personal goals and values congruent to that of the organization. across the organization. Uses appropriate medium for the message.
Displays emotional maturity and enthusiasm for and is challenged by higher goals. Applies negotiation principles in arriving at win-win agreements. Adjust communication style to others.
Prioritize work tasks and schedules (through grant chart, checklists, etc.) to Drives consensus and team ownership of decisions. Guides discussions between and among peers to meet an objective.
achieve goals. Works constructively and collaboratively with others and across organizations to Written Communication
Sets high quality, challenging, realistic goals for self and other. accomplish organizational goals and objectives. Knows the different written business communication formats used
Professionalism and Ethics Service Orientation in the Deped
Demonstrates the values and behavior enshrined in the Norms of Conduct and Can explain and articulate organizational directions, issues and problems. Writes routine correspondence/communications, narrative and desciptive
Ethical Standards for public officials and employees (RA 6713). Takes personal responsibility for dealing with and/or correcting customer service report based on readily available information data with minimal spelling
Practices ethical and professional behavior and conduct taking into account the issues and concerns. or grammatical error/s (e.g. Memos, minutes, etc.).
impact of his/her actions and decisions. Initiates activities that promotes advocacy for men and women empowerment. Secures information from required references (i.e., Directories, schedules,
Maintains a professional image: being trustwothy, regularity of attendance and Participates in updating of office vision, mission, mandates and strategies based on notices, instructions) for specefic purposes.
punctuality, good grooming and communication. DepEd Strategies and directions. Self- edits words, numbers, phonetic notation and content, if necessary.
Makes personal sacrifices to meet the organization's needs. Develops and adopts service improvement programs through simplified procedures Demonstrates clarity, fluency, impact, conscience and effectiveness in his/
Acts with a sense of urgency and responsibility to meet the organization's needs, that will further enhance service delivery. her written communications.
improve systems and help others improve their effectiveness. Computer/ICT Skills
Result Focus Innovation Prepares basic compositions (e.g., letters, reports, spreadsheets and
Achieves results with optimal use of time and resources most of the time. Examines the root cause of problems and suggests effective solution. Fosters new graphics presentation using Word Processing and Excel.
Avoids rework, mistakes and wasted through effective work methods by placing ideas, processes and suggests better ways to do things (cost and/or operational Identifies different computer parts, turns the computer on/off, and work on
organizational needs before personal needs. efficiency). a given task with acceptable speed and accuracy and connects
Delivers error-free outputs most of the time by conforming to standard operating Demonstrates an ability to think "beyond the box". Continuously focuses on improving computer peripherals ( e.g. Printers, modems, multimedia projectors, etc).
procedures correctly and consitently. Able to produce very satisfactory quality of work personal productivity to create higher value and results. Prepares simple presentation using Powerpoint.
in terms of usefulness/acceptability and completeness with no supervisio required. Promotes a creative climate and inspires co-workers to develop original ideas or Utilizes technologies to: access information to enhance professional
Expresses a desire to do better and may express frustration at waste or inefficiency. solutions. productivity, assists in conducting research and communicate through local
May focus on new or more precise ways of meeting goals set. Translates creative thinking into tangible changes and solutions that improve the work and global professional networks.
Makes specific changes in the system or in own work method to improve performance unit and organization. Recommends appropriate and updated technology to enhance productivity
Examples may include doing something better, faster, at a lower cost, more efficiently; Uses ingenious methods to accomplish responsibilities. Demonstrates resourcefulness and professional practice.
or improving quality, customer satisfaction, marale, without setting any specific goal. and the ability to succeed with minimal resources.

OVERALL COMPETENCY RATINGS

CORE BEHAVIORAL COMPETENCIES #DIV/0!
CORE SKILLS #DIV/0!
OVERALL RATING #DIV/0!
productivity, assists in conducting research and communicate through local
 PART III: SUMMARY OF RATINGS FOR DISCUSSION

Final Performance results Rating Adjectival Rating

Accomplishments of KRAs and Objectives

Rater- Ratee Agreement

The signatures below confirm that the employee and his/her superior have agreed on content of this appraisal form and the performance rating.

Name of
Name of Employee CLARITA M. MENDA MOISES D. LABIAN, JR.
Superior
Signature Signature

Date Date

PART IV: DEVELOPMENTAL PLANS

Strengths Developmental Needs Action Plan Timeline Resources Needed

Good at (Recommended
*managing people and Developmental
resources Intervention)
*data Analysis
*oral and written
communciation
*Has sense of urgency/beats
deadlines
*Always thinks outside the
box
*Great motivator/generous
with praise to subordinates
*focused worker
*has superior
leadership/managerial skills
*great thinker/planner

________________________________________ _____________________________________ __________________________________________

Rater Ratee Approving Authority