Planning

As Pulakos, (2014) stated in his study, it is important to engage with employees in order to have
a thorough planning and review of their performance expectations, including both the behaviors
they are expected to exhibit and the results they are expected to achieve during the upcoming
rating cycle. Behaviors are important reflections of how individual employees go about getting
their job done, how the individual supports the team, communicates, mentors’ others employee
performance plans should include all of the recorded performance elements that set forth expected
performance, such as all critical and non-critical elements and their performance standards.
Performance elements tell employees what they have to do and standards tell them how well they have
to do it.

The aim of performance planning is to establish expectations for employee performance. At the
beginning of the performance management cycle, it is important to conduct thorough planning with
active involvement from employees on their performance expectations including both the behaviour
employees are expected to exhibit and the results they are expected to achieve during the upcoming
rating cycle (Pulakos, 2004). Furthermore, getting employees involved in the planning process will help
them understand the goals of the organisation in terms of what needs to be done, why it needs to be
done and how well it should be done (USOPM, 2011). Although the results of this study on the
performance planning process indicate some agreement with the statements posed to the participants
on the topic, there is still room for improvement as a substantial number of the respondents were either
in disagreement or unsure about it. In fact, the results show no indication of full employee engagement
in the planning process. Partial engagement with the heads of departments only addressed the technical
aspect of evaluation and no effort was made to create a platform for joint planning of the performance
process.

Coaching

According to Pulakos (2014), There must be feedback whenever exceptional or ineffective performance
is observed. Moreover, providing periodic feedback about day-to-day accomplishments and
contributions is also very valuable. Regrettably, in many organizations, this does not happen to the
required extent because many managers are not well skilled in providing effective feedback. In fact,
most managers frequently avoid providing feedback because they do not know how to deliver it
productively in ways that will minimize employee defensiveness.

According to the University of New Hampshire Performance Management Toolkit (UNH,

n.d.), managing performance and performance feedback should be an on-going habit.
When this is a regular practice, the annual review becomes a formalisation of the existing
relationship between employee and a manager. Feedback should be provided on an ongoing basis
throughout the year and should not be only during the annual performance
appraisal. This is important as it helps to address strengths and successes as well as
deficiencies and failures. If a manager has a good training on how to provide an on-going
feedback, then the overall review of performance management becomes easier and more
engaging. On-going feedback and coaching are useful tools in ensuring
that there is effective communication about performance of employees so that action can
be taken, such as to correct of performance deficiencies, to reinforce appropriate 37
behaviour, to develop employees with new skills, to motivate high performance, and to
mentor employees so they understand their role in the organization.

The Importance of Coaching and

Mentoring in Education
Menduro, (2018) AG Arabian Gazette
Coaching and Mentoring need to be a part of a longer, more detailed process of
continuous professional development. Every employee’s training and
development should be taken into account. Their immediate supervisors must
identify their individual areas for improvement and work on that. These areas
are not just those that are mandatory for regulatory compliance but also those
that will help the employees to pursue their aspirations of career growth.

Review and Evaluation

Pulakos (2014), Performance evaluation is conducted because of key result areas or the competency of
an employee for achieving positive organizational outcomes. A critical challenge faced by many
organisations is how to measure and evaluate these results. There are several ways in which results can
be evaluated. For instance, some results can be evaluated by tracking various objective indicators of
performance such as the volume of sales, profitability, and production. However, while these objective
indicators of performance can be useful tool differences in opportunities that are available to different
employees could affect the results (Pulakos, 2004) and may create an unfair performance management
system. On the other hand, if a rating scale is used, the rating points should be sufficiently defined so
that managers (evaluators) can apply them in a consistent and fair manner.

During this review meeting, managers should discuss with employees about their ratings, narratives and
rationale for the evaluation given. The performance review session is also an opportune good time to
plan developmental activities with employees (Pulakos, 2004). In general, employees’ success and their
contribution to organisational goals depend on how well they are involved in the development of the
performance management system and how well they interact with their supervisors or managers. The
following points below summarise principals of employee success and input.

Level of implementation

Rewarding
According to Robbins (2016), organization that recognize their employees for extraordinary performance
motivate their employee’s self-esteem, determination, morale and revitalize others to work hard.
Institution meet their goals when they value and reward the employees’ good performance because
encouraged employees tend to put extra effort and stay for longer period in the same work place.

Performance Review and Evaluation

 Performance review is the most sensitive stage of performance management system with a
potential to affect the overall system either positively or negatively, depending on how well it is
conducted. It requires comprehensive training of both managers and employees on how the review
process should unfold and how the process can be used for the development of employees so that they
prepare themselves for better achievement in the next performance cycle. The following statements
were used in the questionnaire in trying to understand conduct related to the review process:  The
manager’s ability to identify appropriate staff development interventions (e.g. classroom based training,
on-job training, etc.) to improve on employees’ performance;  Performance standards that are not
currently being met are identified as development areas for employees;  Planning for my competence
development during review process; and  Provision of feedback is provided on on-going basis, so there
is no surprise during the performance review.
(Pulakos, 2014). Performance evaluation is conducted on the basis of key result areas or the
competency of an employee for achieving positive organisational outcomes. A critical challenge faced by
many organisations is how to measure and evaluate these results. There are several ways in which
results can be evaluated. For instance, some results can be evaluated by tracking various objective
indicators of performance such as the volume of sales, profitability and production. However, while
these objective indicators of performance can be useful tool differences in opportunities that are
available to different employees could affect the results (Pulakos, 2004) and may create an unfair
performance management system. On the other hand, if a rating scale is used, the rating points should
be sufficiently defined so that managers (evaluators) can apply them in a consistent and fair
manner.During the process of performance evaluation, managers discuss with employees their ratings,
narratives and rationale for the evaluation given. A critical issue faced by organisations is how to
measure and evaluate these results. Some results can be evaluated by tracking various objective
indicators of performance but the problem with such measures is that the results can be affected by
differences in opportunities that are available to different employees. About 40% of the participants in
his study disagree or are unsure on the elements of the evaluation process.

Challenges
Despite clamor from public school teachers to act against “excessive”
Tomacruz, (2018).
paperwork and systems, the Department of Education (DepEd) maintained all its
requirements were legal and necessary for the improvement of basic education.
Teachers complain of ‘excessive’ workload; DepEd says these are ‘legal, necessary’… Rappler

Master Teachers as Instructional Leaders: An Exploration of School Leadership Capacity in the Division of
Biliran….. Laude (2018)
More class preparations is the major identified problem of master teachers based of ranking in the
problems encountered. The data suggests that the greater number of teaching load given to the master
teacher deemed greater time which is beyond their capacity that they can handle. This implies that
master teachers can be effective and as able to perform their duties if they should not be given more
class preparations in their respective school.
Problems Encountered Among Teachers on
RPMS: Inputs for Teachers Enhancement
Program..TeacherPH
By Robert Barrogo Lacayanga / Buhay Guro / 2 Comments
This will give an opportunity for teachers to navigate and explore the technology and adapt
it in their day to day teaching activities. This seminar must equip teachers with the necessary
skills needed for teachings, such as excel, powerpoint, word, and publisher.

Advantages And Disadvantages Of Online

Learning
Gautam, P. (2020)

Online learning requires teachers to have a basic understanding of using digital

forms of learning. However, this is not the case always. Very often, teachers have
a very basic understanding of technology. Sometimes, they don’t even have the
necessary resources and tools to conducts online classes. To combat this, it is
important for schools to invest in training teachers with the latest technology
updates so that they can conduct their online classes seamlessly.

Another key challenge of online classes is internet connectivity. While internet

penetration has grown in leaps and bounds over the past few years, in smaller
cities and towns, a consistent connection with decent speed is a problem.
Without a consistent internet connection for students or teachers, there can be a
lack of continuity in learning for the child. This is detrimental to the education
process.
Tell it to SunStar: Stop RPMS; free teachers
from clerical tasks
Mercado, V. (2021) SunStar Cebu
The system requires the submission of documentations of practically everything a teacher does. It is a
rigid and document-based performance system that causes stress and anxiety and steals the time of
teachers for teaching. The most important factor in the teaching and learning process is the time spent
with the learners and not with documentation which cannot be used to gauge teachers’ actual
performance. There should be a change in the policy.

What is the Importance of Professional

Development for a Teacher?
by CANDACE ALSTAD - DAVIES  MARCH 20, 2021

A+ Teacher Edge
Professional development for a teacher is about improving and moving forward. Taking
these courses is how you learn to overcome the challenges you are facing in the
classroom. It is about acquiring new skills and becoming a better teacher. You will gain
confidence by learning new methods and information about your field. Professional
development for a teacher is important for both new teachers and veteran teachers. Life-
long learning will keep you motivated and thinking positively and will help you gain the
confidence to overcome any obstacles you face in the classroom. Professional
development is about becoming the best-equipped teacher you can be, and so it should
be an important part of your career development.

Importance of Time
Management in the Workplace
Sandeep Kashyap

Articles, Work and Project Management

2020
Allocating a finite time period to tasks help you complete them on time. It also
helps you to manage your workload in the most effective way. When you have
time-boxed tasks, your brain gets rewired to follow the structure and
accomplish those activities within the desired time-frame. Thus, you can easily
deliver work on time if you have managed your time well.

Employee communication: Definition,

Importance, and Tips
Wainright, 2017
Employee communication is often defined as the sharing of information and
ideas between the management of an organization and employees and vice
versa. It is essential for an organization’s success that there are many
different channels available to communicate with your employees as well as
your customers. Social media definitely has certainly increased the scope of
communication. With the advent of social media, the number of options for
communication has increased. You can share information among your
employees almost instantaneously. As the speed of communication increases
the challenges for communicating effectively also change. 

Why Teacher Training is a Key

Factor in Educational Excellence
by Carmen D. Rosell, E-learning Specialist | Blog CAE, CAE Method, E-learning, Technology
2015
The reason why continuing teacher training is so important for educational excellence is
simple: teachers need to be given regular training opportunities in order to stay at the
top of their game.
Even the best teachers will begin to lag behind if they don’t continue to strive for
excellence. Because of this, technology and educational specialists need to be mindful
of remembering to invest in their teaching staff as well as up-to-the-minute digital
teaching tools such as LMS and LCMS technology.