RESULTS BASED PERFORMANCE MANAGEMENT SYSTEM

Individual Perforan!e Coi"en" and Revie# For

The Department of Education (DepEd) is committed to provide the members of its organization with opportunities to:
Link their individual achievements and make a meaningful contribution to the attainment of the institutions ision and
!ission"
#romote individual and team growth$ participation and commitment"
%row professionall& and personall&"
'n line with this #hilosoph&$ DepEd implements a (esults)*ased #erformance !anagement +&stem" 't is a shared undertaking between the superior
and the emplo&ee that allows an open discussion of ,ob e-pectations$ .e& (esults /reas$ 0b,ectives and how these align to overall departmental
goals" 't provides a venue for agreement on standards of performance and behaviors which lead to professional and personal growth in the
organization"
This form is divided into four parts:
PART I A!!o$li%&en"% of 'RA% and O()e!"ive% ) Each emplo&ee pla&s a vital part in the achievement of his1her departments ob,ectives" /t
the beginning of the (esults)*ased #erformance !anagement 2&cle$ the emplo&ee and his1her superior ,ointl& determines goal and measures that
will lead to the achievement of the overall departmental goals" /fter which$ weights are assigned to those goals based on priorities" The total of the
weights should not e-ceed 344" /t the end of the performance c&cle$ the emplo&ee is rated on the e5ectiveness16ualit&$ e7cienc& (including cost)$
and timeliness in delivering the goals agreed upon"
PART II Co$e"en!ie% ) The success of the emplo&ee in ful8lling his1her role and delivering e-ceptional performance is dependent on how s1he
applies various competencies on the ,ob" The emplo&ee is rated based on the e5ectiveness and consistenc& b& which s1he demonstrates behaviors
relevant to the competencies" The overall rating is computed b& adding the rating for each competenc& and dividing the sum b& the total number
of competencies" 9alf)points (e"g" :";) ma& be given if the emplo&ees performance level falls in between descriptions of the scale positions"
PART III Suar* of Ra"in+% for Di%!u%%ion
PART I, Develo$en" Plan% ) The areas where the emplo&ee e-cels and areas for development are both identi8ed" 'n this manner$ the
emplo&ees strengths are highlighted and recognized" Development needs on the other hand are addressed through formal and informal training
and development approaches"
S!ale Ad)e!"ival De%!ri$"ion
- Ou"%"andin+
./012 and
a(ove3
#erformance represents an e-traordinar& level of achievement
and commitment in terms of 6ualit& and time$ technical skills and
knowledge$ ingenuit&$ creativit& and initiative" Emplo&ees at this
performance level should have demonstrated e-ceptional ,ob
master& in all ma,or areas of responsibilit&" Emplo&ee
achievement and contributions to the organization are of marked
e-cellence"
4 ,er*
Sa"i%fa!"or*
.//-2 5 /6723
#erformance e-ceeded e-pectations" /ll goals$ ob,ectives and
targets were achieved above the established standards"
0 Sa"i%fa!"or*
./112 5 //423
#erformance met e-pectations in terms of 6ualit& of work$
e7cienc& and timelines" The most critical annual goals were met"
6 Un%a"i%fa!"or*
.-/2 5 772
#erformance failed to meet e-pectations$ and 1 or one or more of
the most critical goals were not met"
/ Poor
.-12 or
a(ove3
#erformance was consistentl& below e-pectations$ and1or
reasonable progress towards critical goals was not made"
+igni8cant improvement is needed in one or more important
areas"
These ratings refer to the accomplishment of targets or ob,ectives" Evaluation should be based on indicators and measures" 2+2 !2 <0" 3:$
+E('E+ 0= 3>>> ((E'+ED #olices on the #erformance !anagement +&stem) have the following descriptions:
Ou"%"andin+ ? performance e-ceeding targets b& :4@ and above of the planned targets on the previous de8nition of performance e-ceeding
targets b& at least 8ft& (;4@)
,er* Sa"i%fa!"or* ? performance e-ceeding targets b& 3;@ to A>@ of the planned targetsB from the previous range of performance e-ceeding
targets b& at least A;@ but falls short of what is considered an outstanding performance"
Sa"i%fa!"or* ? performance of 344@ to 33C@ of the planned targets" =or accomplishments re6uiring 344@ of the targets such as those
pertaining to mone& or accurac& or those which ma& no longer be e-ceeded$ the usual rating of either 34 for those who met targets or C for
those who failed or fell short of the targets shall still be enforced"
Un%a"i%fa!"or* ? performance of ;3@ to >>@ of the planned targetsB and
Poor ? performance failing to meet the planned targets b& ;4@ or below"
/ppeals
/ #erformance (eview 2ommittee (#(2) shall be created is DepEd composed of the Dndersecretar& for (egional 0perations$ /ssistant +ecretar& for #lanning$ highest ranking
o7cial in charge of personnel management and two representatives from the rank and 8le nominated b& the accredited emplo&ee association in the agenc& as members"
3" Emplo&ees who feel aggrieved or dissatis8ed with their 8nal performance rating can 8le an appeal with the #(2 within ten (34) da&s from date of receipt of their #erformance
(eport =orm from the #(2" Emplo&ees$ however$ shall not be allowed to protest the performance rating of their co)emplo&ees" (atings obtained b& other emplo&ees can onl& be
used as basis or reference for comparison in appealing ones performance ratingB
A" The #(2 shall decide on the appeals within one month from receipt" /ppeals lodged at an& #(2 shall follow the hierarchical ,urisdiction of various #(2s in an agenc&" =or
Individual Perforan!e Coi"en" and Revie#
<ame of Emplo&ee:
#osition:
(eview #eriod: 8une 61/45Mar!& 61/-
Division1District1+chool: Co"a(a"o Divi%ion9
<ame of (ater:
#osition:
Date of (eview:
TO BE FILLED IN DURING PLANNING TO BE FILLED DURING
EVALUATION
MFO:% 'RA:% OB8ECTI,ES
TIMELIN
E
;ei+&"
$er 'RA
PERFORMANCE
INDICATORS
.<uali"*= E>!ien!*=
Tieline%3
ACTUAL
RESULTS
RATING SCORE?
3" Instructional
Leadership
Accounted for learning
outcomes of schools and
centers viz-a-viz goals and
targets (achieved ___%
increase in the NAT MP
from ______ to _______ at
the end of ! "#$%-"#$&'
(onducted "# )ualit*
Instructional upervision
form +inder to ,r -I
teachers
.une "#$%-
March "#$&
.une "#$%-
March "#$&
(40%)
"#%
"#%
(5)
NAT performance and ,A is /0-
$##% and a1ove
(4)
NAT performance and ,A is 02-
/3%
(3)
NAT performance and ,A is 3&-
0&%
(2)
NAT performance and ,A is 3%-
&#%
(1)
NAT performance and ,A is
%/% and 1elo4
(5)
(ollected5 anal*zed and utilized
data to identif* and plan needed
interventions
6ecommended localized
curriculum (mother tongue 1ased'
for instruction
Individual Perforan!e Coi"en" and Revie#
<ame of Emplo&ee:
#osition:
(eview #eriod: 8une 61/45Mar!& 61/-
Division1District1+chool: Co"a(a"o Divi%ion9
<ame of (ater:
#osition:
Date of (eview:
TO BE FILLED IN DURING PLANNING TO BE FILLED DURING
EVALUATION
MFO:% 'RA:% OB8ECTI,ES
TIMELIN
E
;ei+&"
$er 'RA
PERFORMANCE
INDICATORS
.<uali"*= E>!ien!*=
Tieline%3
ACTUAL
RESULTS
RATING SCORE?
7eveloped standards for
outstanding teacher and pupil
performance
8rganizes appopriate class
programs5 A7M5 fle9i1le learning
options as stop-gap measures
(onsolidates reports on learning
difficulties5 home visitations and
peculiar incidents used for
planning and implementing
apppropriate interventions
(4)
% of & re)uirements satisfied (4ith
evidences'
(3)
: of & re)uirements satisfied (4ith
evidences'
(2)
ome re)uirements satisfied
4ithout evidences
<ame of Emplo&ee:
#osition:
(eview #eriod: 8une 61/45Mar!& 61/-
Division1District1+chool: Co"a(a"o Divi%ion9
<ame of (ater:
#osition:
Date of (eview:
TO BE FILLED IN DURING PLANNING TO BE FILLED DURING
EVALUATION
MFO:% 'RA:% OB8ECTI,ES
TIMELIN
E
;ei+&"
$er 'RA
PERFORMANCE
INDICATORS
.<uali"*= E>!ien!*=
Tieline%3
ACTUAL
RESULTS
RATING SCORE?
A" Learning
;nvironment
Provided safe and child
friendl* learning and school
environment for
students<learners
.une "#$%-
March "#$&
(15%)
(1)
6e)uirements and reports largel*
missing
(5)
$:#% and a1ove accomplishments
on the follo4ing (supported 1*
evidence such as school polic*5
reports5 information materials5
advocac* activities5 regular
meetings5 inventor*'
Adhered to (hild-=riendl*
environment standards and
programs
Institutionalized child protection
mechanisms and processes (per
7eped 8rder %#5 s> "#$"'
Provided I(T facilities< 4or?shop
rooms as learning support s*stems
@as clear 766M mo1ilization plans
Individual Perforan!e Coi"en" and Revie#
<ame of Emplo&ee:
#osition:
(eview #eriod: 8une 61/45Mar!& 61/-
Division1District1+chool: Co"a(a"o Divi%ion9
<ame of (ater:
#osition:
Date of (eview:
TO BE FILLED IN DURING PLANNING TO BE FILLED DURING
EVALUATION
MFO:% 'RA:% OB8ECTI,ES
TIMELIN
E
;ei+&"
$er 'RA
PERFORMANCE
INDICATORS
.<uali"*= E>!ien!*=
Tieline%3
ACTUAL
RESULTS
RATING SCORE?
(4)
All mechanisms are present
e9cept for some minimal
re)uirements
(3)
All mechanisms are present 1ut
4ithout evidences
(2)
Incomplete mechanisms and
a1sence of reports
(1)
Mechanisms and reports are
missing
Individual Perforan!e Coi"en" and Revie#
<ame of Emplo&ee:
#osition:
(eview #eriod: 8une 61/45Mar!& 61/-
Division1District1+chool: Co"a(a"o Divi%ion9
<ame of (ater:
#osition:
Date of (eview:
TO BE FILLED IN DURING PLANNING TO BE FILLED DURING
EVALUATION
MFO:% 'RA:% OB8ECTI,ES
TIMELIN
E
;ei+&"
$er 'RA
PERFORMANCE
INDICATORS
.<uali"*= E>!ien!*=
Tieline%3
ACTUAL
RESULTS
RATING SCORE?
:" @uman
6esource
Management and
7evelopment
Provided technical
assistance to teachers on
matters pertaining to
enhancement of classroom
management5 s?ills and
instructional competence
and to non-teaching
personnel for support
services 4ithin the 6PM
c*cle
.une "#$%-
March "#$&
(15%) (5)
$:#% and a1ove of teachers
provided 4ith technical assistance
4ith corresponding evidencesA
(teacher portfolio containing
o1servation reports5 TNA results5
performance anal*sis and
recommendations for
development interventions5
performance contracts5 and
performance evaluation results in
prescri1ed tools'
Performed 6PM processes
among $:#% and a1ove school
personnel 4ith the follo4ing as
evidencesA
(performance contracts5 and
performance evaluation results in
prescri1ed tools and proposed
development plans'
Individual Perforan!e Coi"en" and Revie#
<ame of Emplo&ee:
#osition:
(eview #eriod: 8une 61/45Mar!& 61/-
Division1District1+chool: Co"a(a"o Divi%ion9
<ame of (ater:
#osition:
Date of (eview:
TO BE FILLED IN DURING PLANNING TO BE FILLED DURING
EVALUATION
MFO:% 'RA:% OB8ECTI,ES
TIMELIN
E
;ei+&"
$er 'RA
PERFORMANCE
INDICATORS
.<uali"*= E>!ien!*=
Tieline%3
ACTUAL
RESULTS
RATING SCORE?
(4)
At least$$&-$"/% of teachers
provided 4ith technical assistance
4ith the re)uired evidences
(3)
At least $##-$$%% of school
personnel provided 4ith technical
assistance 4ith the re)uired
evidences
(2)
&$-//% of the teachers provided
4ith technical assistance 4ith
re)uired evidences
(1)
&#% and 1elo4 of teachers
provided 4ith technical assistance
4ith evidences
Individual Perforan!e Coi"en" and Revie#
'
<ame of Emplo&ee:
#osition:
(eview #eriod: 8une 61/45Mar!& 61/-
Division1District1+chool: Co"a(a"o Divi%ion9
<ame of (ater:
#osition:
Date of (eview:
TO BE FILLED IN DURING PLANNING TO BE FILLED DURING
EVALUATION
MFO:% 'RA:% OB8ECTI,ES
TIMELIN
E
;ei+&"
$er 'RA
PERFORMANCE
INDICATORS
.<uali"*= E>!ien!*=
Tieline%3
ACTUAL
RESULTS
RATING SCORE?
C" ParentsB
Involvement and
(ommunit*
Partnership
;sta1lished school and
famil* and communit*
partnership for
performance
.une "#$%-
March "#$&
(10%) (5)
@as sta?eholders partnership<
mo1ilization plan (complete 4ith
reports and documentations of
meetings5 agreements'
8rganized programs 4ith
sta?eholders5 esp> parents for
academic and other purposes
(esp> trategic planning'
81tained resources for the school
through sta?eholders partnership
(4)
@as mo1ilization plan and
occasionall* meets sta?eholders
in meetings and activities 1ut
some elements (e>g> not enough
resources raised'
(3)
@as mo1ilization plan and
occasionall* meets sta?eholders
1ut not resulting to resources
generated and evidences are
missing
Individual Perforan!e Coi"en" and Revie#
<ame of Emplo&ee:
#osition:
(eview #eriod: 8une 61/45Mar!& 61/-
Division1District1+chool: Co"a(a"o Divi%ion9
<ame of (ater:
#osition:
Date of (eview:
TO BE FILLED IN DURING PLANNING TO BE FILLED DURING
EVALUATION
MFO:% 'RA:% OB8ECTI,ES
TIMELIN
E
;ei+&"
$er 'RA
PERFORMANCE
INDICATORS
.<uali"*= E>!ien!*=
Tieline%3
ACTUAL
RESULTS
RATING SCORE?
;" chool
Leadership5
Management and
8perations
Performed chool
Leadership and
Management and
8perations functions
.une "#$%-
March "#$&
(10%)
&%
(2)
Poor mo1ilization s?ills and
seldom meets sta?eholders
(1)
No evidence in this area
(5)
Cith clear financial management
s*stem for the school supported
1* evidences such as reports5
account logs5 data1ase s*stem
Allocated<Prioritized funds for
programs and school facilities
improvement and maintenance
Monitored5 accounted and
reported utilization of school fund
6eported sources and uses of
funds
;nsured )ualit* standards for
facilities given to the school
(oordinated 4ith sta?eholders on
resource mo1ilization
Maintained school ;MI and
regularl* su1mit MI reports to
the 7ivision 8ffice
Individual Perforan!e Coi"en" and Revie#
<ame of Emplo&ee:
#osition:
(eview #eriod: 8une 61/45Mar!& 61/-
Division1District1+chool: Co"a(a"o Divi%ion9
<ame of (ater:
#osition:
Date of (eview:
TO BE FILLED IN DURING PLANNING TO BE FILLED DURING
EVALUATION
MFO:% 'RA:% OB8ECTI,ES
TIMELIN
E
;ei+&"
$er 'RA
PERFORMANCE
INDICATORS
.<uali"*= E>!ien!*=
Tieline%3
ACTUAL
RESULTS
RATING SCORE?
Performed data-1ased
strategic planning
.une "#$%-
March "#$&
&%
(4)
Cith clear financial and resource
management s*stem 1ut one or
more re)uirements 4ere missing
and 4ere negligi1le (4ith complete
evidence'
(3)
Cith clear financial and resource
management s*stem 1ut t4o
re)uirements and<or reports 4ere
lac?ing
(2)
=inancial Management *stem and
reporting 4ere in its initial stages
(1)
No =inancial Management *stem
and<or reports o1served
(5)
$:#% and a1ove accomplishments
on IP<AIP
(4)
$$&-$"/% accomplishments on
IP<AIP
Individual Perforan!e Coi"en" and Revie#
<ame of Emplo&ee:
#osition:
(eview #eriod: 8une 61/45Mar!& 61/-
Division1District1+chool: Co"a(a"o Divi%ion9
<ame of (ater:
#osition:
Date of (eview:
TO BE FILLED IN DURING PLANNING TO BE FILLED DURING
EVALUATION
MFO:% 'RA:% OB8ECTI,ES
TIMELIN
E
;ei+&"
$er 'RA
PERFORMANCE
INDICATORS
.<uali"*= E>!ien!*=
Tieline%3
ACTUAL
RESULTS
RATING SCORE?
2> pecial Tas?s<8ther
Assignments
erved as chool
,rievance (ommittee
chairman and settled all
related school complaints
4ithout 1eing elevated to
the division office
.une "#$%-
March "#$&
&%
(10%)
&%
(3)
$##-$$%% accomplishments on
IP<AIP
(2)
&$-//% accomplishments on
IP<AIP
(1)
&#% and 1elo4 accomplishments
on IP<AIP
(5)
No complaints elevated to division
office
(4)
$ complaint elevated to division
office
(3)
" complaints elevated to division
office
(2)
: complaints elevated to division
office
(1)
% complaints and a1ove elevated
to division office
Individual Perforan!e Coi"en" and Revie#
Individual Perforan!e Coi"en" and Revie#
<ame of Emplo&ee:
#osition:
(eview #eriod: 8une 61/45Mar!& 61/-
Division1District1+chool: Co"a(a"o Divi%ion9
<ame of (ater:
#osition:
Date of (eview:
TO BE FILLED IN DURING PLANNING TO BE FILLED DURING
EVALUATION
MFO:% 'RA:% OB8ECTI,ES
TIMELIN
E
;ei+&"
$er 'RA
PERFORMANCE
INDICATORS
.<uali"*= E>!ien!*=
Tieline%3
ACTUAL
RESULTS
RATING SCORE?
erve as ;= -ice-
chairperson<mem1er in the
Municipal levelD allocated5
dispensed and
reported<li)uidated ;=
funds 1ased on chool
Improvement Plan
.une "#$%-
March "#$&
&%
(5)
erved as vice-chairman in the Municipal
;= and allocated5 dispensed 4ith
complete supporting documents E
li)uidated ;= fund 1ased on chool
Improvement Plan
(4)
erved as mem1er in the Municipal ;=
and allocated5 dispensed E li)uidated
;= fund 1ased on chool Improvement
Plan 4< supporting documents
(3)
erved as mem1er in the Municipal ;=
and allocated5 dispensed E li)uidated
;= fund 1ased on chool Improvement
Plan 1ut lac?s $ or " documents
(2)
erved as mem1er in the Municipal ;=
and allocated5 dispensed E li)uidated
;= fund 1ased on chool Improvement
Plan 1ut insufficient supporting
documents
(1)
erved as mem1er in the Municipal ;=
and allocated5 dispensed E li)uidated
;= fund 1ased on chool Improvement
Plan 4<o supporting documents
?To +e" "&e %!ore= "&e ra"in+ i% ul"i$lied (* "&e #ei+&" a%%i+ned O,ERALL
RATING

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(ater (atee
COMPETENCIES
CORE BEAA,IORAL COMPETENCIES improve performance" E-amples ma& include doing
something better$ faster$ at a lower cost$ more e7cientl&B or
improving 6ualit&$ customer satisfaction$ morale$ without
setting an&
speci8c goal"
Tea#orB
3" Eillingl& does his1her share of responsibilit&"
A" #romotes collaboration and removes barriers to teamwork
and goal accomplishment across the organization"
:" /pplies negotiation principles in arriving at win)win
agreements"
C" Drives consensus and team ownership of decisions"
;" Eorks constructivel& and collaborativel& with others and
across organizations to accomplish organizational goals and
ob,ectives"
Self5Mana+een"
3" +ets personal goals and direction$ needs and
development"
A" Dndertakes personal actions and behaviors that are clear
and purposive and takes into account personal goals and
values congruent to that of the organization"
:" Displa&s emotional maturit& and enthusiasm for and is
challenged b& higher goals"
C" #rioritize work tasks and schedules (through gantt charts$
checklists$ etc") to achieve goals"
;" +ets high 6ualit&$ challenging$ realistic goals for self and
others"
Profe%%ionali% and E"&i!%
3" Demonstrates the values and behavior enshrined in the
<orms of 2onduct and Ethical +tandards for public o7cials
and emplo&ees ((/ FG3:)"
A" #ractices ethical and professional behavior and conduct
taking into account the impact of his1her actions and
decisions"
:" !aintains a professional image: being trustworth&$
regularit& of attendance and punctualit&$ good grooming and
communication"
C" !akes personal sacri8ces to meet the organizations
needs"
;" /cts with a sense of urgenc& and responsibilit& to meet
the organizations needs$ improve s&stems and help others
improve their e5ectiveness"
Servi!e Orien"a"ion
3" 2an e-plain and articulate organizational directions$ issues
and problems"
A" Takes personal responsibilit& for dealing with and1or
correcting customer service issues and concerns"
:" 'nitiates activities that promotes advocac& for men and
women empowerment"
C" #articipates in updating of o7ce vision$ mission$ mandates
and strategies based on DepEd strategies and directions"
;" Develops and adopts service improvement programs
through simpli8ed procedures that will further enhance
service deliver&"
Re%ul" Fo!u%
3" /chieves results with optimal use of time and resources
most of the time"
A" /voids rework$ mistakes and wastage through e5ective
work methods b& placing organizational needs before
personal needs"
:" Delivers error)free outputs most of the time b& conforming
to standard operating procedures correctl& and consistentl&"
/ble to produce ver& satisfactor& 6ualit& of work 'n terms of
usefulness1acceptabilit& and completeness with no
supervision re6uired"
Innova"ion
3" E-amines the root cause of problems and suggests
e5ective solutions" =osters new ideas$ processes$ and
suggests better wa&s to do things (cost and1or operational
e7cienc&)"
A" Demonstrates an abilit& to think Hbe&ond the bo-I"
2ontinuousl& focuses on improving personal productivit& to
create higher value and results"
:" #romotes a creative climate and inspires co ? workers to
develop original ideas or solutions"
C" Translates creative thinking into tangible changes and
LEADERSAIP COMPETENCIES Peo$le Develo$en"
3" 'mproves the skills and e5ectiveness of individuals
through emplo&ing a range of development strategies"
A" =acilitates workforce e5ectiveness through coaching and
motivating1developing people within a work environment
that promotes mutual trust and respect"
:" 2onceptualizes and implements learning interventions to
meet identi8ed training needs"
C" Does long)term coaching or training b& arranging
appropriate and helpful assignments$ formal training$ or
other e-periences for the purpose of supporting a persons
learning and development"
;" 2ultivates a learning environment b& structuring
interactive e-periences such as looking for future
opportunities that are in support of achieving individual
career goals"
Leadin+ Peo$le
3" Dses basic persuasion techni6ues in a discussion or
presentation e"g"$ sta5 mobilization$ appeals to reason
and1or emotions$ uses data and e-amples$ visual aids
A" #ersuades$ convinces or inJuences others$ in order to
have a speci8c impact or e5ect"
:" H+ets a good e-ampleI$ is a credible and respected leaderB
and demonstrates desired behavior"
C" =orwards personal$ professional and work unit needs and
interests in an issue"
;" /ssumes a pivotal role in promoting the development of
an inspiring$ relevant vision for the organization and
inJuences others to share ownership of DepEd goals$ in
order to create an e5ective work environment"
Peo$le Perforan!e Mana+een"
3" !akes speci8c changes in the performance management
s&stem or in own work methods to improve performance
(e"g" does something better$ faster$ at lower cost$ more
e7cientl&B improves 6ualit&$ customer satisfaction$ morale$
revenues)"
A" +ets performance standards and measures progress of
emplo&ees based on o7ce and department targets"
:" #rovides feedback and technical assistance such as
coaching for performance improvement and action planning"
C" +tates performance e-pectations clearl& and checks
understanding and commitment"
;" #erforms all the stages of result)based performance
management s&stem supported b& evidence and re6uired
documents1forms"
5 Role model; 4 Consistently demonstrates; 3 Most of the time demonstrates; 2 Sometimes demonstrates; 1 Rarely demonstrates
Note: These ratings can be used or the de!e"o#$enta" #"ans o the e$#"o%ee&
Final Perforan!e Re%ul" Ra"in+
A!!o$li%&en"% of 'RA% and O()e!"ive%
E$lo*ee5Su$erior A+reeen"
The signatures below con8rm that the emplo&ee and his1her superior have agreed to the contents of the performance as captured in this form"
Nae of E$lo*ee

Nae of Su$erior

Si+na"ure Si+na"ure
Da"e Da"e
S"ren+"&% Develo$en" Need%
A!"ion Plan
.Re!oended
Develo$en"al In"erven"ion3
Tieline Re%our!e% Needed
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DEPED RPMS for For Senior O>!er% .fro SG/C u$3 I /D
PART IIIE SUMMARY OF RATINGS FOR DISCUSSION
PART I,E DE,ELOPMENT PLANS