Going with the process four phases will run from it Phase I Performance

Going with the process four phases will run from it

This preview shows page 10 - 13 out of 17 pages.

Going with the process, four phases will run from it: Phase I: Performance Planning and Commitment; Phase II: Performance Monitoring and Coaching; Phase III: Performance Review and Evaluation; and Phase IV: Performance Rewarding and Development Planning.(DepEd Order No. 2, s. 2015) Department of Education Individual Performance Commitment and Review Form (IPCRF) As a Tool The rating scale is based on the Civil Service Commission Memorandum Circular No. 06, series of 2012 that sets the guidelines on the establishment and implementation of the Strategic Performance Management System (RPMS) in all government agencies. I n line with this Philosophy, DepEd implements a Results-Based Performance Management System. It is a shared undertaking between the superior and the employee that allows an open discussion of job expectations, Key Results Areas, Objectives and how these align to overall departmental goals. It provides a venue for agreement on standards of performance and behaviors which lead to professional and personal growth in the organization (Civil
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23 Service Commission Memorandum Circular No. 06, series of 2012) Related Studies Studies conducted in the past on TLE teaching competencies were very limited. (Torres, 2014) descriptive study on the level of competency and the competency needs of technology and livelihood education teachers which wouldserve as basis for developing teachers’ enhancement program from to the five public secondary schools in the Division of Imus City. It was found out that there was no significant difference on the competency level when the teachers are grouped according to demographic profile The study concludes that there exists a significant gap (difference) between the present competency level and the desired standard competency requirements of TLE teaching among the teachers of the Division of Imus City. In another local study related to TLE (Guiner, 2013) developed a training module in industrial arts for instructors of state colleges and universities in Region I to further improve their teaching competency. The research also determined the level of competencies of faculty members
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24 along five areas in industrial arts in terms of knowledge, skills, and attitude. The instructors in the five areas in industrial arts were dominated by males between ages 41 and 50 years old. Majority occupy instructor I position, who are holding Bachelor degree with average 1 to 10 years teaching experience. Likewise, most of them have attended trainings and seminars/workshop in different levels related to their respective area and with varied skills. Generally, the level of competency of the instructor respondents in five areas in industrial arts revealed a “high competent” remark. Generally, the five areas in Industrial Arts except Electricity with a mean average of (3.07) and Electronics (3.11) had mean ratings above 3.40. Therefore, only two indicators were considered constraints and all the rest were capabilities. The capabilities A number of foreign studies proved helpful to the researcher . (
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