THE implementation of the Results-Based Performance Management System (RPMS) is a product of research aimed at improving the quality of employees’ work and professional growth through a very systematic approach.
However, many teachers have questioned the system as i resulted in tons of paper work for teachers. I believe this is the best time for us to accept changes that would enhance our growth as professionals.
Change is always viewed as semething that is constant. Nevertheless, many people are somewhat afraid of change for two main reasons. First, they have been complacent and relaxed with what has usually done for many years. Second, they are afraid of its embedded outcome. It is really understandable that many teachers see it a an additional burden from the long list of problems anchored with the Philippine educational system like lack of classrooms, materials and resources and insufficient salaries received by teachers.
But wouldn’t it be nice if teacher would see the positive effect of this toolkit more than its additional burden?
The demands and responsibilities handed to teachers also change from time to time. And changes like these should be seen as opportunities to adapt with the ever-changing world. We have taken an oath and promised to be the frontliners in delivering quality service for the younger generation. As cliche as it may sound, the future of this generation lies in our hands. Therefore, we must accept the responsibilities and be better through undergoing the process of evaluating and monitoring teachers’ standards.
Teachers are expected to fulfill their tasks on the Teaching-Learning Process, Classroom Management Community Involvement and Professional Development which are enclosed in the Key Results Areas or eras. It is true that RPMS is actually helpful in improving teachers’ performance that would directly benefit the students. Looking into the overview of the said toolkit, we can clearly see how redirecting and beneficial it is on our part as educators. It will create an engaging environment among teachers and school heads through technical assistanc. It will also shatter walls and open problems that need immediate solution.
Yes, RPMS may not be perfect but the only way is the document- tased evolution which leads tons of paper work, then I guess the Department of Education has seen it all. Let’s be optimistic that DepEd has found solutions to diminish the work.But let us not disregard the noble evasion for the said change —empowering teachers to become better professionals. Vilma E. Forto
