Implementation of the Results-Based Performance Management System (RPMS)
Keywords:
Results-based Performance Management System (RPMS), Performance rating and commitment, Performance Monitoring and CoachingAbstract
The Results-Based Performance Management System (RPMS) has been established by the Philippine Department of Education (DepEd) as a strategic tool to match individual performance with organizational objectives. Based on Section 2 of DepEd Order No. In order to guarantee that educators and school staff make a significant contribution to the department's vision, mission, and strategic priorities, RPMS operationalizes the Civil Service Commission's Strategic Performance Management System (SPMS) in the education sector in 2015 (DepEd, 2015). This study aimed to determine the extent of implementation of the Results-based Performance Management System (RPMS) in one of the districts of a medium-sized schools division in Central Philippines during the School Year 2024-2025. The study made use of 158 public elementary teachers. The statistical tools used were frequency count and percent distribution, Mean and Mann Whitney U Test. The result of the study showed that The extent of implementation of the RPMS in terms of Performance Planning and Commitment, Performance Monitoring and Coaching, and Performance Review and Evaluation were all on “great extent”. When grouped according to the aforementioned variables, the extent of implementation of the RPMS was all on “Great Extent”. The comparative analysis in the extent of implementation of the RPMS when grouped and compared according aforementioned variables showed that there was no significant difference across all variables in the areas of Performance Planning and Commitment and Performance Review and Evaluation; however, there was a “significant difference” in the area of Monitoring and Coaching when grouped according to Age and Length of Service.
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Copyright (c) 2025 Kathy Jill D. Dajay, Dr. May Pasaporte-Bautista (Author)
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