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Competency Rating_2016 Page 1
Republic of the Philippines DEPARTMENT OF EDUCATION
Region XI DIVISION OF DAVAO DEL NORTE
Mankilam, Tagum City Telephone No. (084) 217-3197; Telefax No. (084) 218-7267
COMPETENCIES RATINGS FOR EDUCATION PROGRAM SUPERVISOR
Name : # of years in the Position :
Period Covered : CY 2016
Objective of the Assessment:
1. To effectively plan the interventions needed for behavioral and professional development of employees in compliance with D.O No. 2, s. 2015
Instructions:
1. The competencies required of the individual employee shall be discussed by the following: a. ASDS with all Division Section Heads, Chief EPS b. Chief EPS of CID with EPS and PSDS c. Chief EPS of SGOD with all Section Heads of SGOD d. PSDS with School Heads e. School Heads with Teachers f. Division Section Heads with Individual Personnel in the Section
2. This is a self-assessment to be complied by the ratee. The result of this assessment is NOT reflected in
the Individual Performance Rating. 3. Check ( / ) the box provided if you have observed/manifested the given indicator in each competency.
Mark (x) if not. 4. Confer the result with the immediate supervisor after completing the assessment. 5. Submit the accomplished form to the Division Office thru SGOD-HRD Section.
Part I. CORE BEHAVIORAL COMPETENCIES The employee is assessed on the extent to which she/he displays the competencies as described by their corresponding behaviors.
SELF-MANAGEMENT • Sets personal goals and directions, needs and development.
• Undertakes personal actions and behaviors that are clear and purposive and takes into account personal goals and values congruent to that of the organization.
• Displays emotional maturity and enthusiasm for and is challenged by higher goals.
• Prioritize work tasks and schedules (through Gantt charts, checklist, etc.) to achieve goals.
• Sets high quality, challenging, realistic goals for self and others Total checked competency indicators
Competency Rating_2016 Page 2
PROFESSIONALISM AND ETHICS
• Demonstrates the values and behavior enshrined in the Norms of Conduct and Ethical Standards for public officials and employees (RA 6713).
• Practices ethical and professional behavior and conduct taking into account the impact of his/her actions and decisions.
• Maintains a professional image: being trustworthy, regularity of attendance and punctuality, good grooming and communication.
• Makes personal sacrifices to meet the organization’s needs. • Acts with a sense of urgency and responsibility to meet the organization’s needs, improve systems
and help other improve their effectiveness.
Total checked competency indicators
RESULT FOCUS • Achieve results with optimal use of time and resources most of the time • Avoids rework, mistakes and wastage through effective work methods by placing organizational needs
before personal needs.
• Delivers error-free outputs most of the time by conforming to standard operating procedures correctly and consistently. Able to produce very satisfactory quality of work in terms of usefulness/acceptability and completeness with no supervision required.
• Expresses a desire to do better and may express frustration at waste or inefficiency. May focus on new or more precise ways of meeting goals set.
• Makes specific changes in the system or in own work methods to improve performance. Examples may include doing something better, faster, at a lower cost, more efficiently, or improving quality, customer satisfaction, morale, without setting any specific goal.
Total checked competency indicators
TEAMWORK • Willingly does his/her share of responsibility. • Promotes collaboration and removes barriers to teamwork and goal accomplishment across the
organization.
• Applies negotiation principles in arriving at win-win agreements. • Drives consensus and team ownership of decisions. • Works constructively and collaboratively with others and across organizations to accomplish
organizational goals and objectives.
Total checked competency indicators
SERVICE ORIENTATION • Can explain and articulate organizational directions, issues and problems. • Takes personal responsibility for dealing with and/or correcting customer service issues and
concerns.
• Initiates activities that promotes advocacy for men and women empowerment. • Participates in updating of office vision, mission, mandates and strategies based on DepEd
strategies and directions
• Develops and adopts service improvement programs through simplified procedures that will further enhance service delivery.
Total checked competency indicators
INNOVATION • Examines the root cause of problems and suggest effective solutions. Fosters new ideas,
processes, and suggest better ways to do things (cost and/or operational efficiency).
• Demonstrates an ability to think “beyond the box”. Continuously focuses on improving personal productivity to create higher results.
• Promotes a creative climate and inspires co-workers to develop original ideas or solutions. • Translates creative thinking into tangible changes and solutions that improve the work unit and
organization.
• Uses ingenious methods to accomplish responsibilities. Demonstrates resourcefulness and the ability to succeed with minimal resources
Total checked competency indicators
Competency Rating_2016 Page 3
Part II. CORE SKILLS The employee is assessed on the extent to which she/he displays the competencies as described by their corresponding behaviors.
ORAL COMMUNICATION • Follows instructions accurately. • Expresses self clearly, fluently and articulately. • Uses appropriate medium for the message. • Adjust communication style to others. • Guides discussions between and among peers to meet an objective
Total checked competency indicators
WRITTEN COMMUNICATION
• Knows the different written business communication formats used in DepEd. • Writes routine correspondence/ communication, narrative and descriptive report based on readily
available information data with minimal spelling or grammatical error/s (e.g. memos, minutes, etc.).
• Secures information from required references (i.e., Directories, schedules, notices, instructions) for specific purposes.
• Self-edits words, numbers, phonetic notation and content, if necessary. • Demonstrates clarity, fluency, impact, conciseness and effectiveness in his/her written
communications.
Total checked competency indicators
COMPUTER /ICT SKILLS
• Prepares basic compositions (e.g., letters, reports, spreadsheets and graphics presentation) using Word Processing and Excel.
• Identifies different computer parts, turns the computer on/off, and work on a given task with acceptable speed and accuracy and connects computer peripherals (e.g. printers, modems, multimedia projectors, etc. ).
• Prepares simple presentation using Powerpoint • Utilizes technologies to access information to enhance professional productivity, assists in conducting
research and communicate through local and global professional networks.
• Recommends appropriate and updated technology to enhance productivity and professional practice Total checked competency indicators
Part III. LEADERSHIP COMPETENCIES The employee is assessed on the extent to which she/he displays the competencies as described by their corresponding behaviors.
LEADING PEOPLE • Uses basic persuasion techniques in a discussion or presentation e.g., staff mobilization, appeals to
reason and/or emotions, uses data and examples, visual aids.
• Persuades, convinces or influences others, in order to have a specific impact or effect. • Sets a good example”, is a credible and respected leader; and demonstrates desired behavior. • Forwards personal, professional and work unit needs and interests in an issue. • Assumes a pivotal role in promoting the development of an inspiring, relevant vision for the
organization and influences others to share ownership of DepEd goals, in order to create an effective work environment.
Total checked competency indicators
Competency Rating_2016 Page 4
PEOPLE PERFORMANCE MANAGEMENT • Makes specific changes in the performance management system or in own work methods to improve
performance (e.g. does something better, faster , at lower cost, more efficiently; improves quality, customer satisfaction, morale, revenues).
• Sets performance standards and measures progress of employees based on office and department targets.
• Provides feedback and technical assistance such as coaching for performance improvement and action planning.
• States performance expectations clearly and checks understanding and commitment. • Performs all the stages of result-based performance management system supported by evidence and
required documents/forms.
Total checked competency indicators
PEOPLE DEVELOPMENT • Improves the skills and effectiveness of individuals through employing a range of developmental
strategies.
• Facilitates workforce effectiveness through coaching and motivating/developing people within a work environment that promotes mutual trust and respect.
• Conceptualizes and implements learning interventions to meet identified training needs • Does long-term coaching or training by arranging appropriate and helpful assignments, formal
training, or other experiences for the purpose of supporting a person’s learning and development.
• Cultivates a learning environment by structuring interactive experiences such as looking for future opportunities that are in support of achieving individual career goals.
Total checked competency indicators
Accomplished by: _________________________________________ Signature Over Printed Name Conferred with:
Dr. Eduard C. Amoguis _____________ Signature Over Printed Name of the CID Chief
Competency Rating_2016 Page 1
Republic of the Philippines DEPARTMENT OF EDUCATION
Region XI DIVISION OF DAVAO DEL NORTE
Mankilam, Tagum City Telephone No. (084) 217-3197; Telefax No. (084) 218-7267
COMPETENCIES RATINGS FOR NON-TEACHING STAFF
Name : Position :
# of years in the Position :
Office/Section : Period Covered : CY 2016 Objective of the Assessment:
1. To effectively plan the interventions needed for behavioral and professional development of employees in compliance with D.O No. 2, s. 2015
Instructions:
1. The competencies required of the individual employee shall be discussed by the following: a. ASDS with all Division Section Heads, Chief EPS b. Chief EPS of CID with EPS and PSDS c. Chief EPS of SGOD with all Section Heads of SGOD d. PSDS with School Heads e. School Heads with Teachers f. Division Section Heads with Individual Personnel in the Section
2. This is a self-assessment to be complied by the ratee. The result of this assessment is NOT
reflected in the Individual Performance Rating. 3. Check ( / ) the box provided if you have observed/manifested the given indicator in each
competency. Mark (x) if not. 4. Confer the result with the immediate supervisor after completing the assessment. 5. Submit the accomplished form to the Division Office thru SGOD-HRD Section.
Part I. CORE BEHAVIORAL COMPETENCIES The employee is assessed on the extent to which she/he displays the competencies as described by their corresponding behaviors.
SELF-MANAGEMENT • Sets personal goals and directions, needs and development.
• Undertakes personal actions and behaviors that are clear and purposive and takes into account personal goals and values congruent to that of the organization.
• Displays emotional maturity and enthusiasm for and is challenged by higher goals.
• Prioritize work tasks and schedules (through Gantt charts, checklist, etc.) to achieve goals.
• Sets high quality, challenging, realistic goals for self and others Total checked competency indicators
Competency Rating_2016 Page 2
PROFESSIONALISM AND ETHICS
• Demonstrates the values and behavior enshrined in the Norms of Conduct and Ethical Standards for public officials and employees (RA 6713).
• Practices ethical and professional behavior and conduct taking into account the impact of his/her actions and decisions.
• Maintains a professional image: being trustworthy, regularity of attendance and punctuality, good grooming and communication.
• Makes personal sacrifices to meet the organization’s needs. • Acts with a sense of urgency and responsibility to meet the organization’s needs, improve systems
and help other improve their effectiveness.
Total checked competency indicators
RESULT FOCUS • Achieve results with optimal use of time and resources most of the time • Avoids rework, mistakes and wastage through effective work methods by placing organizational needs
before personal needs.
• Delivers error-free outputs most of the time by conforming to standard operating procedures correctly and consistently. Able to produce very satisfactory quality of work in terms of usefulness/acceptability and completeness with no supervision required.
• Expresses a desire to do better and may express frustration at waste or inefficiency. May focus on new or more precise ways of meeting goals set.
• Makes specific changes in the system or in own work methods to improve performance. Examples may include doing something better, faster, at a lower cost, more efficiently, or improving quality, customer satisfaction, morale, without setting any specific goal.
Total checked competency indicators
TEAMWORK • Willingly does his/her share of responsibility. • Promotes collaboration and removes barriers to teamwork and goal accomplishment across the
organization.
• Applies negotiation principles in arriving at win-win agreements. • Drives consensus and team ownership of decisions. • Works constructively and collaboratively with others and across organizations to accomplish
organizational goals and objectives.
Total checked competency indicators
SERVICE ORIENTATION • Can explain and articulate organizational directions, issues and problems. • Takes personal responsibility for dealing with and/or correcting customer service issues and
concerns.
• Initiates activities that promotes advocacy for men and women empowerment. • Participates in updating of office vision, mission, mandates and strategies based on DepEd
strategies and directions
• Develops and adopts service improvement programs through simplified procedures that will further enhance service delivery.
Total checked competency indicators
Competency Rating_2016 Page 3
INNOVATION
• Examines the root cause of problems and suggest effective solutions. Fosters new ideas, processes, and suggest better ways to do things (cost and/or operational efficiency).
• Demonstrates an ability to think “beyond the box”. Continuously focuses on improving personal productivity to create higher results.
• Promotes a creative climate and inspires co-workers to develop original ideas or solutions. • Translates creative thinking into tangible changes and solutions that improve the work unit and
organization.
• Uses ingenious methods to accomplish responsibilities. Demonstrates resourcefulness and the ability to succeed with minimal resources
Total checked competency indicators Part II. CORE SKILLS The employee is assessed on the extent to which she/he displays the competencies as described by their corresponding behaviors.
ORAL COMMUNICATION • Follows instructions accurately. • Expresses self clearly, fluently and articulately. • Uses appropriate medium for the message. • Adjust communication style to others. • Guides discussions between and among peers to meet an objective
Total checked competency indicators
WRITTEN COMMUNICATION
• Knows the different written business communication formats used in DepEd. • Writes routine correspondence/ communication, narrative and descriptive report based on readily
available information data with minimal spelling or grammatical error/s (e.g. memos, minutes, etc.).
• Secures information from required references (i.e., Directories, schedules, notices, instructions) for specific purposes.
• Self-edits words, numbers, phonetic notation and content, if necessary. • Demonstrates clarity, fluency, impact, conciseness and effectiveness in his/her written
communications.
Total checked competency indicators
COMPUTER /ICT SKILLS
• Prepares basic compositions (e.g., letters, reports, spreadsheets and graphics presentation) using Word Processing and Excel.
• Identifies different computer parts, turns the computer on/off, and work on a given task with acceptable speed and accuracy and connects computer peripherals (e.g. printers, modems, multimedia projectors, etc. ).
• Prepares simple presentation using Powerpoint. • Utilizes technologies to access information to enhance professional productivity, assists in conducting
research and communicate through local and global professional networks.
• Recommends appropriate and updated technology to enhance productivity and professional practice Total checked competency indicators
Accomplished by: __________________________________ Signature Over Printed Name Conferred with:
__________________________________ Signature Over Printed Name of the Section Head
Competency Rating_2016 Page 1
Republic of the Philippines DEPARTMENT OF EDUCATION
Region XI DIVISION OF DAVAO DEL NORTE
Mankilam, Tagum City Telephone No. (084) 217-3197; Telefax No. (084) 218-7267
COMPETENCIES RATINGS FOR PUBLIC SCHOOL DISTRICT SUPERVISOR
Name :
District:
# of years in the Position : Period Covered : CY 2016
Objective of the Assessment:
1. To effectively plan the interventions needed for behavioral and professional development of employees in compliance with D.O No. 2, s. 2015
Instructions:
1. The competencies required of the individual employee shall be discussed by the following: a. ASDS with all Division Section Heads, Chief EPS b. Chief EPS of CID with EPS and PSDS c. Chief EPS of SGOD with all Section Heads of SGOD d. PSDS with School Heads e. School Heads with Teachers f. Division Section Heads with Individual Personnel in the Section
2. This is a self-assessment to be complied by the ratee. The result of this assessment is NOT reflected in
the Individual Performance Rating. 3. Check ( / ) the box provided if you have observed/manifested the given indicator in each competency.
Mark (x) if not. 4. Confer the result with the immediate supervisor after completing the assessment. 5. Submit the accomplished form to the Division Office thru SGOD-HRD Section.
Part I. CORE BEHAVIORAL COMPETENCIES The employee is assessed on the extent to which she/he displays the competencies as described by their corresponding behaviors. Please use the Rating Guide as shown below.
SELF-MANAGEMENT • Sets personal goals and directions, needs and development.
• Undertakes personal actions and behaviors that are clear and purposive and takes into account personal goals and values congruent to that of the organization.
• Displays emotional maturity and enthusiasm for and is challenged by higher goals.
• Prioritize work tasks and schedules (through Gantt charts, checklist, etc.) to achieve goals.
• Sets high quality, challenging, realistic goals for self and others Total checked competency indicators
Competency Rating_2016 Page 2
PROFESSIONALISM AND ETHICS • Demonstrates the values and behavior enshrined in the Norms of Conduct and Ethical Standards for
public officials and employees (RA 6713).
• Practices ethical and professional behavior and conduct taking into account the impact of his/her actions and decisions.
• Maintains a professional image: being trustworthy, regularity of attendance and punctuality, good grooming and communication.
• Makes personal sacrifices to meet the organization’s needs. • Acts with a sense of urgency and responsibility to meet the organization’s needs, improve systems
and help other improve their effectiveness.
Total checked competency indicators
RESULT FOCUS • Achieve results with optimal use of time and resources most of the time • Avoids rework, mistakes and wastage through effective work methods by placing organizational needs
before personal needs.
• Delivers error-free outputs most of the time by conforming to standard operating procedures correctly and consistently. Able to produce very satisfactory quality of work in terms of usefulness/acceptability and completeness with no supervision required.
• Expresses a desire to do better and may express frustration at waste or inefficiency. May focus on new or more precise ways of meeting goals set.
• Makes specific changes in the system or in own work methods to improve performance. Examples may include doing something better, faster, at a lower cost, more efficiently, or improving quality, customer satisfaction, morale, without setting any specific goal.
Total checked competency indicators
TEAMWORK • Willingly does his/her share of responsibility. • Promotes collaboration and removes barriers to teamwork and goal accomplishment across the
organization.
• Applies negotiation principles in arriving at win-win agreements. • Drives consensus and team ownership of decisions. • Works constructively and collaboratively with others and across organizations to accomplish
organizational goals and objectives.
Total checked competency indicators
SERVICE ORIENTATION • Can explain and articulate organizational directions, issues and problems. • Takes personal responsibility for dealing with and/or correcting customer service issues and
concerns.
• Initiates activities that promotes advocacy for men and women empowerment. • Participates in updating of office vision, mission, mandates and strategies based on DepEd
strategies and directions
• Develops and adopts service improvement programs through simplified procedures that will further enhance service delivery.
Total checked competency indicators
Competency Rating_2016 Page 3
INNOVATION • Examines the root cause of problems and suggest effective solutions. Fosters new ideas,
processes, and suggest better ways to do things (cost and/or operational efficiency).
• Demonstrates an ability to think “beyond the box”. Continuously focuses on improving personal productivity to create higher results.
• Promotes a creative climate and inspires co-workers to develop original ideas or solutions. • Translates creative thinking into tangible changes and solutions that improve the work unit and
organization.
• Uses ingenious methods to accomplish responsibilities. Demonstrates resourcefulness and the ability to succeed with minimal resources
Total checked competency indicators Part II. CORE SKILLS The employee is assessed on the extent to which she/he displays the competencies as described by their corresponding behaviors.
ORAL COMMUNICATION • Follows instructions accurately. • Expresses self clearly, fluently and articulately. • Uses appropriate medium for the message. • Adjust communication style to others. • Guides discussions between and among peers to meet an objective
Total checked competency indicators
WRITTEN COMMUNICATION
• Knows the different written business communication formats used in DepEd. • Writes routine correspondence/ communication, narrative and descriptive report based on readily
available information data with minimal spelling or grammatical error/s (e.g. memos, minutes, etc.).
• Secures information from required references (i.e., Directories, schedules, notices, instructions) for specific purposes.
• Self-edits words, numbers, phonetic notation and content, if necessary. • Demonstrates clarity, fluency, impact, conciseness and effectiveness in his/her written
communications.
Total checked competency indicators
COMPUTER /ICT SKILLS
• Prepares basic compositions (e.g., letters, reports, spreadsheets and graphics presentation) using Word Processing and Excel.
• Identifies different computer parts, turns the computer on/off, and work on a given task with acceptable speed and accuracy and connects computer peripherals (e.g. printers, modems, multimedia projectors, etc. ).
• Prepares simple presentation using Powerpoint • Utilizes technologies to access information to enhance professional productivity, assists in conducting
research and communicate through local and global professional networks.
• Recommends appropriate and updated technology to enhance productivity and professional practice Total checked competency indicators
Competency Rating_2016 Page 4
Part III. LEADERSHIP COMPETENCIES The employee is assessed on the extent to which she/he displays the competencies as described by their corresponding behaviors.
LEADING PEOPLE
• Uses basic persuasion techniques in a discussion or presentation e.g., staff mobilization, appeals to reason and/or emotions, uses data and examples, visual aids.
• Persuades, convinces or influences others, in order to have a specific impact or effect. • Sets a good example”, is a credible and respected leader; and demonstrates desired behavior. • Forwards personal, professional and work unit needs and interests in an issue. • Assumes a pivotal role in promoting the development of an inspiring, relevant vision for the
organization and influences others to share ownership of DepEd goals, in order to create an effective work environment.
Total checked competency indicators
PEOPLE PERFORMANCE MANAGEMENT • Makes specific changes in the performance management system or in own work methods to improve
performance (e.g. does something better, faster , at lower cost, more efficiently; improves quality, customer satisfaction, morale, revenues).
• Sets performance standards and measures progress of employees based on office and department targets.
• Provides feedback and technical assistance such as coaching for performance improvement and action planning.
• States performance expectations clearly and checks understanding and commitment. • Performs all the stages of result-based performance management system supported by evidence and
required documents/forms.
Total checked competency indicators
PEOPLE DEVELOPMENT • Improves the skills and effectiveness of individuals through employing a range of developmental
strategies.
• Facilitates workforce effectiveness through coaching and motivating/developing people within a work environment that promotes mutual trust and respect.
• Conceptualizes and implements learning interventions to meet identified training needs • Does long-term coaching or training by arranging appropriate and helpful assignments, formal
training, or other experiences for the purpose of supporting a person’s learning and development.
• Cultivates a learning environment by structuring interactive experiences such as looking for future opportunities that are in support of achieving individual career goals.
Total checked competency indicators Prepared by: _________________________________________ Signature Over Printed Name of the Public School District Supervisor Conferred by:
Dr. Eduard C. Amoguis _____________ Signature Over Printed Name of the CID Chief
Competency_2016 Page 1
Republic of the Philippines DEPARTMENT OF EDUCATION
Region XI DIVISION OF DAVAO DEL NORTE
Mankilam, Tagum City Telephone No. (084) 217-3197; Telefax No. (084) 218-7267
COMPETENCIES RATINGS FOR SCHOOL HEAD Name : Position : # of years in the Position :
School : District: Period Covered : CY 2016
Objective of the Assessment:
1. To effectively plan the interventions needed for behavioral and professional development of employees in compliance with D.O No. 2, s. 2015
Instructions:
1. The competencies required of the individual employee shall be discussed by the following: a. ASDS with all Division Section Heads, Chief EPS b. Chief EPS of CID with EPS and PSDS c. Chief EPS of SGOD with all Section Heads of SGOD d. PSDS with School Heads e. School Heads with Teachers f. Division Section Heads with Individual Personnel in the Section
2. This is a self-assessment to be complied by the ratee. The result of this assessment is NOT
reflected in the Individual Performance Rating. 3. Check ( / ) the box provided if you have observed/manifested the given indicator in each
competency. Mark (x) if not. 4. Confer the result with the immediate supervisor after completing the assessment. 5. Submit the accomplished form to the Division Office thru SGOD-HRD Section.
Part I. CORE BEHAVIORAL COMPETENCIES The employee is assessed on the extent to which she/he displays the competencies as described by their corresponding behaviors.
SELF-MANAGEMENT • Sets personal goals and directions, needs and development.
• Undertakes personal actions and behaviors that are clear and purposive and takes into account personal goals and values congruent to that of the organization.
• Displays emotional maturity and enthusiasm for and is challenged by higher goals.
• Prioritize work tasks and schedules (through Gantt charts, checklist, etc.) to achieve goals.
• Sets high quality, challenging, realistic goals for self and others Total checked competency indicators
Competency_2016 Page 2
PROFESSIONALISM AND ETHICS
• Demonstrates the values and behavior enshrined in the Norms of Conduct and Ethical Standards for public officials and employees (RA 6713).
• Practices ethical and professional behavior and conduct taking into account the impact of his/her actions and decisions.
• Maintains a professional image: being trustworthy, regularity of attendance and punctuality, good grooming and communication.
• Makes personal sacrifices to meet the organization’s needs. • Acts with a sense of urgency and responsibility to meet the organization’s needs, improve systems
and help other improve their effectiveness.
Total checked competency indicators
RESULT FOCUS • Achieve results with optimal use of time and resources most of the time • Avoids rework, mistakes and wastage through effective work methods by placing organizational needs
before personal needs.
• Delivers error-free outputs most of the time by conforming to standard operating procedures correctly and consistently. Able to produce very satisfactory quality of work in terms of usefulness/acceptability and completeness with no supervision required.
• Expresses a desire to do better and may express frustration at waste or inefficiency. May focus on new or more precise ways of meeting goals set.
• Makes specific changes in the system or in own work methods to improve performance. Examples may include doing something better, faster, at a lower cost, more efficiently, or improving quality, customer satisfaction, morale, without setting any specific goal.
Total checked competency indicators
TEAMWORK • Willingly does his/her share of responsibility. • Promotes collaboration and removes barriers to teamwork and goal accomplishment across the
organization.
• Applies negotiation principles in arriving at win-win agreements. • Drives consensus and team ownership of decisions.
Works constructively and collaboratively with others and across organizations to accomplish organizational goals and objectives.
Total checked competency indicators
SERVICE ORIENTATION • Can explain and articulate organizational directions, issues and problems. • Takes personal responsibility for dealing with and/or correcting customer service issues and
concerns.
• Initiates activities that promotes advocacy for men and women empowerment. • Participates in updating of office vision, mission, mandates and strategies based on DepEd
strategies and directions
• Develops and adopts service improvement programs through simplified procedures that will further enhance service delivery.
Total checked competency indicators
INNOVATION • Examines the root cause of problems and suggest effective solutions. Fosters new ideas,
processes, and suggest better ways to do things (cost and/or operational efficiency).
• Demonstrates an ability to think “beyond the box”. Continuously focuses on improving personal productivity to create higher results.
• Promotes a creative climate and inspires co-workers to develop original ideas or solutions. • Translates creative thinking into tangible changes and solutions that improve the work unit and
organization.
• Uses ingenious methods to accomplish responsibilities. Demonstrates resourcefulness and the ability to succeed with minimal resources
Competency_2016 Page 3
Total checked competency indicators Part II. CORE SKILLS The employee is assessed on the extent to which she/he displays the competencies as described by their corresponding behaviors.
ORAL COMMUNICATION • Follows instructions accurately. • Expresses self clearly, fluently and articulately. • Uses appropriate medium for the message. • Adjust communication style to others. • Guides discussions between and among peers to meet an objective
Total checked competency indicators
WRITTEN COMMUNICATION
• Knows the different written business communication formats used in DepEd. • Writes routine correspondence/ communication, narrative and descriptive report based on readily
available information data with minimal spelling or grammatical error/s (e.g. memos, minutes, etc.).
• Secures information from required references (i.e., Directories, schedules, notices, instructions) for specific purposes.
• Self-edits words, numbers, phonetic notation and content, if necessary. • Demonstrates clarity, fluency, impact, conciseness and effectiveness in his/her written
communications.
Total checked competency indicators
COMPUTER /ICT SKILLS
• Prepares basic compositions (e.g., letters, reports, spreadsheets and graphics presentation) using Word Processing and Excel.
• Identifies different computer parts, turns the computer on/off, and work on a given task with acceptable speed and accuracy and connects computer peripherals (e.g. printers, modems, multimedia projectors, etc. ).
• Prepares simple presentation using Powerpoint • Utilizes technologies to access information to enhance professional productivity, assists in conducting
research and communicate through local and global professional networks.
• Recommends appropriate and updated technology to enhance productivity and professional practice Total checked competency indicators
Part III. LEADERSHIP COMPETENCIES The employee is assessed on the extent to which she/he displays the competencies as described by their corresponding behaviors.
LEADING PEOPLE
• Uses basic persuasion techniques in a discussion or presentation e.g., staff mobilization, appeals to reason and/or emotions, uses data and examples, visual aids.
• Persuades, convinces or influences others, in order to have a specific impact or effect. • Sets a good example”, is a credible and respected leader; and demonstrates desired behavior. • Forwards personal, professional and work unit needs and interests in an issue. • Assumes a pivotal role in promoting the development of an inspiring, relevant vision for the
organization and influences others to share ownership of DepEd goals, in order to create an effective work environment.
Total checked competency indicators
Competency_2016 Page 4
PEOPLE PERFORMANCE MANAGEMENT
• Makes specific changes in the performance management system or in own work methods to improve performance (e.g. does something better, faster , at lower cost, more efficiently; improves quality, customer satisfaction, morale, revenues).
• Sets performance standards and measures progress of employees based on office and department targets.
• Provides feedback and technical assistance such as coaching for performance improvement and action planning.
• States performance expectations clearly and checks understanding and commitment. • Performs all the stages of result-based performance management system supported by evidence and
required documents/forms.
Total checked competency indicators
PEOPLE DEVELOPMENT • Improves the skills and effectiveness of individuals through employing a range of developmental
strategies.
• Facilitates workforce effectiveness through coaching and motivating/developing people within a work environment that promotes mutual trust and respect.
• Conceptualizes and implements learning interventions to meet identified training needs • Does long-term coaching or training by arranging appropriate and helpful assignments, formal
training, or other experiences for the purpose of supporting a person’s learning and development.
• Cultivates a learning environment by structuring interactive experiences such as looking for future opportunities that are in support of achieving individual career goals.
Total checked competency indicators Accomplished by: _________________________________________ Signature Over Printed Name of the School Head Conferred with:
__________________________________________________________ Signature Over Printed Name of the Public School District Supervisor
Competency_2016 Page 1
Republic of the Philippines DEPARTMENT OF EDUCATION
Region XI DIVISION OF DAVAO DEL NORTE
Mankilam, Tagum City Telephone No. (084) 217-3197; Telefax No. (084) 218-7267
COMPETENCIES RATINGS FOR SECTION HEAD
Name : Position :
# of years in the Position :
Office/Section : Period Covered : CY 2016 Objective of the Assessment:
1. To effectively plan the interventions needed for behavioral and professional development of employees in compliance with D.O No. 2, s. 2015
Instructions:
1. The competencies required of the individual employee shall be discussed by the following: a. ASDS with all Division Section Heads, Chief EPS b. Chief EPS of CID with EPS and PSDS c. Chief EPS of SGOD with all Section Heads of SGOD d. PSDS with School Heads e. School Heads with Teachers f. Division Section Heads with Individual Personnel in the Section
2. This is a self-assessment to be complied by the ratee. The result of this assessment is NOT
reflected in the Individual Performance Rating. 3. Check ( / ) the box provided if you have observed/manifested the given indicator in each
competency. Mark (x) if not. 4. Confer the result with the immediate supervisor after completing the assessment. 5. Submit the accomplished form to the Division Office thru SGOD-HRD Section.
Part I. CORE BEHAVIORAL COMPETENCIES The employee is assessed on the extent to which she/he displays the competencies as described by their corresponding behaviors.
SELF-MANAGEMENT • Sets personal goals and directions, needs and development.
• Undertakes personal actions and behaviors that are clear and purposive and takes into account personal goals and values congruent to that of the organization.
• Displays emotional maturity and enthusiasm for and is challenged by higher goals.
• Prioritize work tasks and schedules (through Gantt charts, checklist, etc.) to achieve goals.
• Sets high quality, challenging, realistic goals for self and others Total checked competency indicators
Competency_2016 Page 2
PROFESSIONALISM AND ETHICS
• Demonstrates the values and behavior enshrined in the Norms of Conduct and Ethical Standards for public officials and employees (RA 6713).
• Practices ethical and professional behavior and conduct taking into account the impact of his/her actions and decisions.
• Maintains a professional image: being trustworthy, regularity of attendance and punctuality, good grooming and communication.
• Makes personal sacrifices to meet the organization’s needs. • Acts with a sense of urgency and responsibility to meet the organization’s needs, improve systems
and help other improve their effectiveness.
Total checked competency indicators
RESULT FOCUS • Achieve results with optimal use of time and resources most of the time • Avoids rework, mistakes and wastage through effective work methods by placing organizational needs
before personal needs.
• Delivers error-free outputs most of the time by conforming to standard operating procedures correctly and consistently. Able to produce very satisfactory quality of work in terms of usefulness/acceptability and completeness with no supervision required.
• Expresses a desire to do better and may express frustration at waste or inefficiency. May focus on new or more precise ways of meeting goals set.
• Makes specific changes in the system or in own work methods to improve performance. Examples may include doing something better, faster, at a lower cost, more efficiently, or improving quality, customer satisfaction, morale, without setting any specific goal.
Total checked competency indicators
TEAMWORK • Willingly does his/her share of responsibility. • Promotes collaboration and removes barriers to teamwork and goal accomplishment across the
organization.
• Applies negotiation principles in arriving at win-win agreements. • Drives consensus and team ownership of decisions.
Works constructively and collaboratively with others and across organizations to accomplish organizational goals and objectives.
Total checked competency indicators
SERVICE ORIENTATION • Can explain and articulate organizational directions, issues and problems. • Takes personal responsibility for dealing with and/or correcting customer service issues and
concerns.
• Initiates activities that promotes advocacy for men and women empowerment. • Participates in updating of office vision, mission, mandates and strategies based on DepEd
strategies and directions
• Develops and adopts service improvement programs through simplified procedures that will further enhance service delivery.
Total checked competency indicators
Competency_2016 Page 3
INNOVATION
• Examines the root cause of problems and suggest effective solutions. Fosters new ideas, processes, and suggest better ways to do things (cost and/or operational efficiency).
• Demonstrates an ability to think “beyond the box”. Continuously focuses on improving personal productivity to create higher results.
• Promotes a creative climate and inspires co-workers to develop original ideas or solutions. • Translates creative thinking into tangible changes and solutions that improve the work unit and
organization.
• Uses ingenious methods to accomplish responsibilities. Demonstrates resourcefulness and the ability to succeed with minimal resources
Total checked competency indicators Part II. CORE SKILLS The employee is assessed on the extent to which she/he displays the competencies as described by their corresponding behaviors.
ORAL COMMUNICATION • Follows instructions accurately. • Expresses self clearly, fluently and articulately. • Uses appropriate medium for the message. • Adjust communication style to others.
• Guides discussions between and among peers to meet an objective Total checked competency indicators
WRITTEN COMMUNICATION
• Knows the different written business communication formats used in DepEd. • Writes routine correspondence/ communication, narrative and descriptive report based on readily
available information data with minimal spelling or grammatical error/s (e.g. memos, minutes, etc.).
• Secures information from required references (i.e., Directories, schedules, notices, instructions) for specific purposes.
• Self-edits words, numbers, phonetic notation and content, if necessary. • Demonstrates clarity, fluency, impact, conciseness and effectiveness in his/her written
communications.
Total checked competency indicators
COMPUTER /ICT SKILLS
• Prepares basic compositions (e.g., letters, reports, spreadsheets and graphics presentation) using Word Processing and Excel.
• Identifies different computer parts, turns the computer on/off, and work on a given task with acceptable speed and accuracy and connects computer peripherals (e.g. printers, modems, multimedia projectors, etc. ).
• Prepares simple presentation using Powerpoint • Utilizes technologies to access information to enhance professional productivity, assists in conducting
research and communicate through local and global professional networks.
• Recommends appropriate and updated technology to enhance productivity and professional practice Total checked competency indicators
Competency_2016 Page 4
Part III. LEADERSHIP COMPETENCIES The employee is assessed on the extent to which she/he displays the competencies as described by their corresponding behaviors.
LEADING PEOPLE
• Uses basic persuasion techniques in a discussion or presentation e.g., staff mobilization, appeals to reason and/or emotions, uses data and examples, visual aids.
• Persuades, convinces or influences others, in order to have a specific impact or effect. • Sets a good example”, is a credible and respected leader; and demonstrates desired behavior. • Forwards personal, professional and work unit needs and interests in an issue. • Assumes a pivotal role in promoting the development of an inspiring, relevant vision for the
organization and influences others to share ownership of DepEd goals, in order to create an effective work environment.
Total checked competency indicators
PEOPLE PERFORMANCE MANAGEMENT • Makes specific changes in the performance management system or in own work methods to improve
performance (e.g. does something better, faster , at lower cost, more efficiently; improves quality, customer satisfaction, morale, revenues).
• Sets performance standards and measures progress of employees based on office and department targets.
• Provides feedback and technical assistance such as coaching for performance improvement and action planning.
• States performance expectations clearly and checks understanding and commitment. • Performs all the stages of result-based performance management system supported by evidence and
required documents/forms.
Total checked competency indicators
PEOPLE DEVELOPMENT • Improves the skills and effectiveness of individuals through employing a range of developmental
strategies.
• Facilitates workforce effectiveness through coaching and motivating/developing people within a work environment that promotes mutual trust and respect.
• Conceptualizes and implements learning interventions to meet identified training needs • Does long-term coaching or training by arranging appropriate and helpful assignments, formal
training, or other experiences for the purpose of supporting a person’s learning and development.
• Cultivates a learning environment by structuring interactive experiences such as looking for future opportunities that are in support of achieving individual career goals.
Total checked competency indicators Accomplished by: _________________________________________ Signature Over Printed Name of the Section Head Conferred with:
__________________________________________________________ Signature Over Printed Name of the ASDS/CID Chief/SGOD Chief
Competency_2016 Page 1
Republic of the Philippines DEPARTMENT OF EDUCATION
Region XI DIVISION OF DAVAO DEL NORTE
Mankilam, Tagum City Telephone No. (084) 217-3197; Telefax No. (084) 218-7267
COMPETENCIES RATINGS FOR TEACHERS
Name : Position :
# of years in the Position :
School : District: Period Covered : Objective of the Assessment:
1. To effectively plan the interventions needed for behavioral and professional development of employees in compliance with D.O No. 2, s. 2015
Instructions:
1. The competencies required of the individual employee shall be discussed by the following: a. ASDS with all Division Section Heads, Chief EPS b. Chief EPS of CID with EPS and PSDS c. Chief EPS of SGOD with all Section Heads of SGOD d. PSDS with School Heads e. School Heads with Teachers f. Division Section Heads with Individual Personnel in the Section
2. This is a self-assessment to be complied by the ratee. The result of this assessment is NOT
reflected in the Individual Performance Rating. 3. Check ( / ) the box provided if you have observed/manifested the given indicator in each
competency. Mark (x) if not. 4. Confer the result with the immediate supervisor after completing the assessment. 5. Submit the accomplished form to the Division Office thru SGOD-HRD Section.
Part I. CORE BEHAVIORAL COMPETENCIES The employee is assessed on the extent to which she/he displays the competencies as described by their corresponding behaviors. indicators
SELF-MANAGEMENT • Sets personal goals and directions, needs and development.
• Undertakes personal actions and behaviors that are clear and purposive and takes into account personal goals and values congruent to that of the organization.
• Displays emotional maturity and enthusiasm for and is challenged by higher goals.
• Prioritize work tasks and schedules (through Gantt charts, checklist, etc.) to achieve goals.
• Sets high quality, challenging, realistic goals for self and others Total checked competency indicators
Competency_2016 Page 2
PROFESSIONALISM AND ETHICS • Demonstrates the values and behavior enshrined in the Norms of Conduct and Ethical Standards for
public officials and employees (RA 6713).
• Practices ethical and professional behavior and conduct taking into account the impact of his/her actions and decisions.
• Maintains a professional image: being trustworthy, regularity of attendance and punctuality, good grooming and communication.
• Makes personal sacrifices to meet the organization’s needs. • Acts with a sense of urgency and responsibility to meet the organization’s needs, improve systems
and help other improve their effectiveness.
Total checked competency indicators
RESULT FOCUS • Achieve results with optimal use of time and resources most of the time • Avoids rework, mistakes and wastage through effective work methods by placing organizational needs
before personal needs.
• Delivers error-free outputs most of the time by conforming to standard operating procedures correctly and consistently. Able to produce very satisfactory quality of work in terms of usefulness/acceptability and completeness with no supervision required.
• Expresses a desire to do better and may express frustration at waste or inefficiency. May focus on new or more precise ways of meeting goals set.
• Makes specific changes in the system or in own work methods to improve performance. Examples may include doing something better, faster, at a lower cost, more efficiently, or improving quality, customer satisfaction, morale, without setting any specific goal.
Total checked competency indicators
TEAMWORK • Willingly does his/her share of responsibility. • Promotes collaboration and removes barriers to teamwork and goal accomplishment across the
organization.
• Applies negotiation principles in arriving at win-win agreements. • Drives consensus and team ownership of decisions.
Works constructively and collaboratively with others and across organizations to accomplish organizational goals and objectives.
Total checked competency indicators
SERVICE ORIENTATION • Can explain and articulate organizational directions, issues and problems. • Takes personal responsibility for dealing with and/or correcting customer service issues and
concerns.
• Initiates activities that promotes advocacy for men and women empowerment. • Participates in updating of office vision, mission, mandates and strategies based on DepEd
strategies and directions
• Develops and adopts service improvement programs through simplified procedures that will further enhance service delivery.
Total checked competency indicators
Competency_2016 Page 3
INNOVATION • Examines the root cause of problems and suggest effective solutions. Fosters new ideas,
processes, and suggest better ways to do things (cost and/or operational efficiency).
• Demonstrates an ability to think “beyond the box”. Continuously focuses on improving personal productivity to create higher results.
• Promotes a creative climate and inspires co-workers to develop original ideas or solutions. • Translates creative thinking into tangible changes and solutions that improve the work unit and
organization.
• Uses ingenious methods to accomplish responsibilities. Demonstrates resourcefulness and the ability to succeed with minimal resources
Total checked competency indicators Part II. CORE SKILLS The employee is assessed on the extent to which she/he displays the competencies as described by their corresponding behaviors.
ORAL COMMUNICATION • Follows instructions accurately. • Expresses self clearly, fluently and articulately. • Uses appropriate medium for the message. • Adjust communication style to others.
• Guides discussions between and among peers to meet an objective Total checked competency indicators
WRITTEN COMMUNICATION
• Knows the different written business communication formats used in DepEd. • Writes routine correspondence/ communication, narrative and descriptive report based on readily
available information data with minimal spelling or grammatical error/s (e.g. memos, minutes, etc.).
• Secures information from required references (i.e., Directories, schedules, notices, instructions) for specific purposes.
• Self-edits words, numbers, phonetic notation and content, if necessary. • Demonstrates clarity, fluency, impact, conciseness and effectiveness in his/her written
communications.
Total checked competency indicators
• Prepares basic compositions (e.g., letters, reports, spreadsheets and graphics presentation) using
Word Processing and Excel.
• Identifies different computer parts, turns the computer on/off, and work on a given task with acceptable speed and accuracy and connects computer peripherals (e.g. printers, modems, multimedia projectors, etc. ).
• Prepares simple presentation using Powerpoint • Utilizes technologies to access information to enhance professional productivity, assists in conducting
research and communicate through local and global professional networks.
• Recommends appropriate and updated technology to enhance productivity and professional practice Total checked competency indicators
Accomplished by: __________________________________ Signature Over Printed Name of the Teacher Conferred with:
__________________________________ Signature Over Printed Name of the School Head