4.4 4.8

Which of the following is not true about DO2, s.2015?

a.   The Guidelines on the Establishment and Implementation of the Results-based Performance Management System (RPMS) in the Department of Education covers all employees permanent, casual, or contractual.

b.   These guidelines cover all regular plantilla positions, school-based and non-school-based.

c.    These guidelines are aligned with the CSC guidelines on the SPMS.

d.   These guidelines give emphasis to the strategic alignment of the agency’s thrusts with the day-to-day operations of the units and individual personnel within the organization.

• A

• B

• C

• D

All of the following are true except:

a.   The individual performance is aligned with the unit or organizational performance.

b.    There is no need to link the SPMS or RPMS with the other systems like Recruitment and selection, Reward and Recognition and Learning and Development.

c.    The CSC Memorandum Circular No. 06, s 2012 provides a credible and verifiable basis for assessing the organizational outcomes and the collective performance of the government employees.

d.   The head of office refers to the approving authority either at the school or division level. 

• A

• B

• C

• D

This refers to the broad category of general outputs or outcomes.

a.   Major Final Outputs

b.   Key Result Areas

c.    Objective

d.   OPCRF

• A

• B

• C

• D

This is an exact quantification of objectives, which shall serve as an assessment tool that gauges whether a performance is positive or negative.

a.   Performance Indicator

b.   Performance Based Bonus

c.    Performance Management System

d.   Performance Monitoring and Coaching

• A

• B

• C

• D

These are the minimum and basic requirements for positions in the government.

a.   Rater

b.   Qualification Standards

c.    Key Performance Indicators

d.   Performance Management System

• A

• B

• C

• D

The correct cycle or phases of the RPMS is:

a.   Performance Planning and Commitment, The Midyear Review, The Performance Monitoring and Coaching, the Development Planning

b.   The Development Planning and Rewarding, The Planning and Commitment, The Monitoring and Coaching, and the Midyear Review

c.    The Performance Planning and Commitment, The Performance Monitoring and Coaching, The Performance Midyear Review, and The Performance Evaluation and Rewarding.

Performance Planning and Commitment, Performance Monitoring and Coaching, Performance Review and Evaluation and Performance Rewarding and Development Planning

• A

• B

• C

• D

This refers to the extent to which the actual performance compares with the targeted performance

a.   Efficiency

b.   Timeliness

c.    Quality

Performance Indicator  

• A

• B

• C

• D

All of the following are true about coaching and feedback except:

a.   Coaching and feedback shall be both the responsibility of both the rater and ratee

b.   Coaching and feedback shall be a continuous process

c.    Coaching and feedback shall be provided by the rater and need not be sought by the ratee.

d.   The rater in providing coaching and feedback plays a critical role.

 

• A

• B

• C

• D

All of the following is true on midyear review except

a.   Is prescribed to determine the progress in achieving the Objectives

b.   The rater shall inform he ratee in writing about the status of the performance

c.    A one-time recalibration of Office and individual objectives shall be allowed during the midyear review

d.   During the midyear review, the rater and ratee will come to a final agreement of ratings.

• A

• B

• C

• D

Which of the following is not true.

a.   The rater and ratee will come to an agreement at the end of the cycle

b.   The ratee need not reflect actual accomplishments and results

c.    The rater assesses the competencies vis-à-vis the performance of the ratee

d.   The ratee will compute the score per objective.

• A

• B

• C

• D