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Performance met expectations in terms of quality of work, efficiency and timeliness. All goals, objectives and targets were achieved above the established standards. Employee achievement and contributions to the organization are of marked excellence. Employees at this performance level should have demonstrated exceptional job mastery in all major areas of responsibility. Performance represents an extraordinary level of achievement and commitment in terms of quality and time, technical skills and knowledge, ingenuity, creativity and initiative. (focused on Quality/effectiveness, Efficiency (incl cost) and Timeliness)* Development needs on the other hand are addressed through formal and informal training and development approaches. In this manner, the employee’s strengths are highlighted and recognized. PART IV Development Plans – The areas where the employee excels and areas for development are both identified. PART III Summary of Ratings for Discussion 3.5) may be given if the employee’s performance level falls in between descriptions of the scale positions. The overall rating is computed by adding the rating for each competency and dividing the sum by the total number of competencies. The employee is rated based on the effectiveness and consistency by which s/he demonstrates behaviors relevant to the competencies. PART II Competencies – The success of the employee in fulfilling his/her role and delivering exceptional performance is dependent on how s/he applies various competencies on the job. At the end of the performance cycle, the employee is rated on the effectiveness/quality, efficiency (including cost), and timeliness in delivering the goals agreed upon. The total of the weights should not exceed 100. After which, weights are assigned to those goals based on priorities. At the beginning of the Results-Based Performance Management Cycle, the employee and his/her superior jointly determines goal and measures that will lead to the achievement of the overall departmental goals. PART I Accomplishments of KRAs and Objectives – Each employee plays a vital part in the achievement of his/her department’s objectives. It provides a venue for agreement on standards of performance and behaviors which lead to professional and personal growth in the organization. It is a shared undertaking between the superior and the employee that allows an open discussion of job expectations, Key Results Areas, Objectives and how these align to overall departmental goals. In line with this Philosophy, DepEd implements a Results-Based Performance Management System. Promote individual and team growth, participation and commitment.Link their individual achievements and make a meaningful contribution to the attainment of the institution’s Vision and Mission.The Department of Education (DepEd) is committed to provide the members of its organization with opportunities to:
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RESULTS – BASED PERFORMANCE MANAGEMENT SYSTEM (DO 2, S.