PART IV Development Plans – The areas where the employee excels and areas for development are both identified. In this manner, the employee’s strengths are highlighted and recognized. Development needs on the other hand are addressed through formal and informal training and development approaches.

PART II Competencies – The success of the employee in fulfilling his/her role and delivering exceptional performance is dependent on how s/he applies various competencies on the job. The...

PART-III-IV of OPCRF - Free download as Excel Spreadsheet (.xls / .xlsx), PDF File (.pdf), Text File (.txt) or read online for free. Rowena Bueno received an overall performance rating of 4.64 out of 5. Her strengths included self-management and professionalism and ethics.

Aug 30, 2021 · The OPCRF outlines the key responsibilities and performance indicators for the school principal based on the Philippine Professional Standards for School Heads.

Performance is then evaluated based on achieving goals (Part I), demonstrating competencies (Part II), and developing plans for the future (Part IV). The evaluation uses a 5-point scale to rate performance quality, efficiency, and timeliness.

Oct 29, 2021 · The document contains the consolidated school professional development plan for teachers at Bagong Silang Elementary School. It lists the names of 13 teachers and outlines their strengths, development needs, action plans, timelines, and resources needed to address their professional goals.

Jul 26, 2022 · Pursuant to DepEd Order No. 02, s. 2015, or the Guidelines on the Establishment and Implementation of the Results-Based Performance Management System (RPMS) in the Department of Education and DepEd Order No. 024, s. 2020, otherwise known as the National Adoption and Implementation of the Philippine Professional Standards for School Heads (PPSSH ...

E-OPCRF 2024 Final (Parts 1-4)-A4 v2 - Free download as Excel Spreadsheet (.xls / .xlsx), PDF File (.pdf), Text File (.txt) or view presentation slides online.