Bureau of Human Resource and Organizational Development

BHROD (1/1) Statements of Purpose The Bureau of Human Resource and Organizational Development (BHROD) was created from the Rationalization Plan (Rat Plan) as one of the new bureaus in DepEd. It started its operations in 2016, and is now on its 3rd year. Give examples per priorities 2. CSC, BEST 3.

and Organizational Development BHROD Bureau of Human Resource and Organizational Development “ Taking care of people while maximizing organizational performance and health “

BHROD STATEMENT OF PURPOSE BHROD impacts the workforce development and organization effectiveness. Develops, implements, and manages strategic and effective Human Resource and Organizational Development (HROD) systems, processes, programs, and projects Builds the capabilities of the employees and the capacity of the organization to meet current and future requirements Adapts and keeps the organization’s relevance in a changing environment

EMPLOYEE PERFORMANCE AND DEVELOPMENT HROD Continuum EMPLOYEE PERFORMANCE AND DEVELOPMENT HRDD (Human Resource Development Division) EWD (Employees Welfare Division) PD (Personnel Division) *In collaboration with NEAP ORGANIZATIONAL STRENGTHENING AND DEVELOPMENT OED (Organizational Effectiveness Division) SED (School Effectiveness Division) Feedback Loop Effective Organizational Units Effective Employees ORGANIZATIONAL SUCCESS Achievement of DepEd’s Mandates and Strategic Priorities

BASIC EDUCATION M&E FRAMEWORK Following our Basic Education M&E Framework, we provide an enabling environment such as People (Teachers), internal systems, and process that serves learners better through continuous improvement efforts to deliver the desired outcomes and reach our goal that all Filipinos are able to realize their full potential and contribute meaningfully to building a cohesive nation.

DepEd Nationwide Profile DEPED IN NUMBERS DepEd Nationwide Profile 6.86% 9.38% 93.14% 90.62% DepEd is the biggest government agency in the Philippines with a total of 861,329 authorized plantilla items funded by the national government. Of this number, 802,230 or 93.14% are teaching positions with a total of 726,992 filled positions. Total Authorized Plantilla: 861, 329 Total Teaching Positions: 802,230 As of May 2017

“The quality of an education system cannot exceed the quality of its teachers.” (McKinsey and Co., 2007) It has been said that “the quality of students cannot exceed the quality of teachers.” With this in mind, we, in the Department of Education, have made it our priority to develop and nurture our teachers. Thus, we give premium to our teachers’ welfare and benefits by continuously introducing human resource interventions. With an agency as big as ours, we are no stranger to challenges and difficulties, but our commitment to both our learners and teachers has pulled us through.

The Philippine Professional Standards for Teachers Last year, the Philippine Professional Standards for Teachers (or the PPST) was adopted and implemented thru DepEd Order No. 42, series of 2017. The Department of Education recognizes the importance of professional standards in the continuing professional development and advancement of teachers. Teachers play a crucial role in improving the quality of the teaching and learning process. Good teachers are vital to raising student achievement. Hence, enhancing teacher quality ranks foremost in the many educational reform efforts toward quality education. The PPST shall be the basis for the teachers’ career stages, continuing professional development, and measure of performance.

Philippine Professional Standards for Teachers Teacher Preparation Entry into the Profession Career Advancement and Recognition Performance Evaluation Professional Learning Selection Criteria for Education courses Pre-service curriculum Evaluating support programs LET RSPI RPMS Coaching, Mentoring, and Feedback Development Evaluation Accreditation of Learning Programs M&E of Learning L&D TMS R&R Licensing The PPST complements the reform initiatives on teacher quality from pre-service education to in-service training. Aside from the RPMS, it also serves as an input in other HR systems. Philippine Professional Standards for Teachers (framework for teacher quality)

PPST & its Tools are also integrated to the Core HR Systems Entry to the Profession Performance Management Career Progression Learning and Development Rewards and Recognition IPCRF IPCRF IPCRF IPCRF Portfolio Portfolio Portfolio Portfolio Self-Assessment Tool Self-Assessment Tool Self-Assessment Tool Classroom Observation Classroom Observation Classroom Observation Demo Teaching Demo Teaching RSPI PM RSPI L&D R&R

DEPED human resource interventions According to a study by the National Academy of Education in the United States of America, Human Resource interventions can help in improving teacher quality

*PPST Merit Selection Plan Recruitment, Selection, Placement, and Induction (RSPI) Merit Selection Plan Merit Fitness Competence Equal Opportunity Transparency Accountability The Merit Selection Plan (or the MSP) is currently being revised to reflect the principles of Merit, Fitness, Competence, Equal Opportunity, Transparency, and Accountability. The MSP applies not only to recruitment of teachers, but also their promotions. It safeguards the recruitment and selection process in the Department and ensures that the right people are hired and promoted for the right job at the right time. *PPST

L&D Cycle LEARNING AND DEVELOPMENT PPST LEARNING NEEDS ANALYSIS INTERVENTION DESIGN & DEVELOPMENT INTERVENTION DELIVERY MONITORING & EVALUATION PPST At the center of the Learning and Development system for teachers, is the PPST. As mentioned previously, this shall be the basis of their professional career development interventions.

Department/ Functional Area Goals RPMS MANUAL FOR TEACHERS RPMS Framework KRAs and Objectives VISION, MISSION, VALUES (VMV) Strategic Priorities Department/ Functional Area Goals Values CENTRAL REGIONAL DIVISION SCHOOLS DEPED RPMS FRAMEWORK Competencies WHAT HOW Core PPST Leadership RPMS MANUAL FOR TEACHERS The RPMS focuses on the alignment of the agency’s thrust with the day-to-day operation of the units and individual personnel. For Teachers, the PPST shall be used as the standard for their performance. *The framework aligns efforts to enable DepEd to actualize its strategic goals and vision.

RPMS RPMS link to other HR Systems Agency Planning and and Directions Career Succession HR Planning and Recruitment RPMS Learning and Development Job Design and Work Relationships Rewards and Recognition Compensation and Benefits If implemented correctly, the RPMS will provide a great deal of information that can be used for other functions, like the ff.:   1. HR Planning and Recruitment 2. Job Design and Work Relationship 3. Compensation and Benefits 4. Employee Relations 5. Rewards and Recognition 6. Learning and Development 7. Career Succession 8. Agency Planning and Directions Employee Relations

REFORM INITIATIVES ON TEACHER QUALITY in partnership with the Philippine National Research Center for Teacher Quality

FEEDBACK OF TEACHERS ON RPMS

III. Performance Review & Evaluation 4 RPMS PHASES I. Performance Planning & Commitment II. Performance Monitoring & Coaching III. Performance Review & Evaluation IV. Performance Rewarding and Development Planning

PURPOSE OF THE RPMS MANUAL To provide helpful information and guidance to teachers and school heads in the performance assessment process within the various phases of RPMS given the standards set in the PPST.