PART III: SUMMARY OF RATINGS FOR DISCUSSION

Final Performance Results Rating

Accomplishments of KRAs and Objectives 4.400 (VS)

Employee-Superior Agreement:
The signature below confirmed that the employee and his/her superior have agreed to the contents of the performance as captured in this form.

Name of Employee : ALMA T. GUDELOSAO Name of superior : ARNEL B. QUIÑO,MAEM

Signature : Signature :
Date : May 7, 2019 Date : May 7, 2019

PART IV: DEVELOPMENT PLANS

ACTION PLAN
STRENGTHS DEVELOPMENTS NEEDS (Recommended Development TIMELINE RESOURCES NEEDED
Intervention)
Performed various related  Selected, developed, organized  Developed and used  Appropriate and
works/activities that and used appropriate teaching varied teaching and updated IM’s and
contribute to the teaching- and learning resources, learning resources,  As needed review materials
learning process. including ICT, to address including ICT, to address SY 2019-2020  Projector, laptop,
learning goals. learning goals slides, video clips

Participated in collegial  Used a range of teaching

discussions that use teacher strategies that enhance learner  Use different teaching
 Appropriate and
and learner feedback to enrich achievement in literacy and strategies that promote  As needed
updated IM’s and
teaching practice. numeracy skills. reading, writing and/or SY 2019-2020
review materials
numeracy skills.

ALMA T. GUDELOSAO. ARNEL B. QUIÑO, MAEM EXEQUIEL J. CIFRA

Ratee Rater Approving Authority
 PART II – COMPETENCIES

CORE BEHAVIORAL COMPETENCIES

Self-Management Teamwork
1. Sets personal goals and direction, needs and development. 1. Willingness does his/her share of responsibility.
2. Undertakes personal actions and behaviors that are clear and purposive and takes into 2. Promotes collaboration and removes barriers to teamwork and goal accomplishment across
account personal goals and values congruent to that of the organization. 4 the organization. 4
3. Displays emotional maturity and enthusiasm for and is challenged by higher goals. 3. Applies negotiation principles in arriving at win-win agreement.
4. Prioritize work tasks and schedules (through gantt charts, checklists, etc.) to achieve goals. 4. Drives consensus and team ownership of decisions.
5. Sets high quality, challenging, realistic goals for self andothers. 5. Works constructively and collaboratively with other and across organizations to accomplish
goals and objectives.
Professionalism and Ethics Service Orientation
1. Demonstrate the values and behavior enshrined in the norms of Conduct and Ethical 1. Can explain and articulate organizational directions, issues and problems.
Standards for public officials and employees (RA 6713). 2. Takes personal responsibility for dealing with and/or correcting customer service issues and
2. Practices ethical and professional behavior and conduct taking into account the impact of concerns.
his/her actions and decisions. 3. Initiates activities that promotes advocacy for men and women empowerment. 4
3. Maintains professional image: being trustworthy, regularity of attendance and punctuality, 4 4. Participates in updating of office vision, mission, mandates and strategies based on Deped
good grooming and communication. strategies and directions.
4. Makes personal sacrifices to meet organization’s needs. 5. Develops and adopts service improvement programs through simplified procedures that will
5. Acts with the sense of urgency and responsibility to meet the organization’s needs, improve further enhance service delivery.
systems and help others improve their effectiveness.
Result Focus Innovation
1. Achieves results with optimal use of time and resources most of the time. 1. Examines the root cause of problems and suggests effective solutions. Fosters new ideas,
2. Avoid rework, mistakes and wastage through effective work methods by placing processes, and suggest better ways to do things (cost and/or operational efficiency).
organizational needs before personal needs. 2. Demonstrates an ability to think “beyond the box”. Continuously focuses on improving
3. Delivers error-free outputs most of the time by conforming to standard operating personal productivity to create higher value results.
procedures correctly and consistently. Able to produce very satisfactory quality of work in 3. Promotes a creative climate and inspires co-workers to develop original ideas or solutions. 4
4
terms of usefulness/acceptability and completeness with no supervision required. 4. Translates creative thinking into tangible changes and solutions that improve the work unit
4. Express a desire to do better and may express frustration at waste or in efficiency. May and organization.
focus on new or more precise ways of meeting goals set. 5. Uses ingenious methods to accomplish responsibilities. Demonstrates resourcefulness and
5. Makes specific change in the system or in own work methods to improve performance. the ability to succeed with minimal resources.
Example may include doing something better, faster, at a lower cost, more efficiently; or
improvingquality, customer satisfaction, morale, without setting any specific goal.
LEADERSHIP COMPETENCIES CORE SKILLS
Leading People Achievement
1. Uses basic persuasion techniques in a discussion or presentation e.g., staff mobilization, 1. Enjoys working hard.
appeals to reason and/or emotions, uses data and examples, visual aids. 2. Is action-oriented and full of energy for the things he/she sees as challenging.
2. Persuades, convinces or influences others, in order to have a specific impact or effect. 3. Not fearful of acting with a minimum of planning.
3. “Sets a good example” is a credible and respected leader; and demonstrates desired 4 4. Seizes more opportunities than others.
behavior. 5. Strategic thinker. 4
4. Forwards personal, professional and work unit needs and interest in an issue.
5. 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.
People Performance Managing Diversity
1. Makes specific changes in the performance management system or in own work methods to 1. Respects all kinds and classes of people.
improve performance (e.g. does something better, faster, at a lower cost, more efficiently; 2. Deals effectively with all races, nationalities, culture, disabilities, ages and both sexes.
or improvingquality, customer satisfaction, morale, revenues). 3. Support equal and fair treatment and opportunity for all.
2. Sets performance standards and measures progress of employees based on office and 4. Applies equal standards and criteria to all classes.
department targets. 4 5. Manifests cultural and gender sensitivity when dealing with people. 4
3. Provides feedback and technical assistance such as coaching for performance improvement
and action planning.
4. Stated performance expectations clearly and checks understanding and commitment.
5. Performs all the stages of result-based performance management system supported by
evidence and required documents/forms.
People Development Accountability
1. Improves the skills and effectiveness of individual through employing a range of 1. Can be counted on to exceed goals successfully.
development strategies. 2. Steadfastly pushes self and others towards results.
2. Facilitates workforce effectiveness through coaching and motivating/developing people 3. Gets things done on time and optimum use of resources.
within a work environment that promoted mutual trust and respect. 4 4. Builds team spirit.
3. Conceptualizes and implement learning interventions to meet identified training needs. 5. Transacts with transparency. 4
4. 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.
5. Cultivates a learning environment by structuring interactive experiences such as looking for
future opportunities that are in support of achieving individual career goals.
OVER-ALL RATING = 4 (Consistently Demonstrates)
5 – Role Model; 4 – Consistently Demonstrates; 3 – Most of the Time Demonstrates; 2 –Sometimes Demonstrates; 1 – Rarely Demonstrates
NOTE: These ratings can be used for the developmental plans of the employee.

EXEQUIEL J. CIFRA ARNEL B. QUIÑO, MAEM ALMA T. GUDELOSAO

Public Schools District Supervisor Principal SST- II