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RNG Bank Salary Loan Table for DepEd Teachers

Salary Loan Table - RNG Coastal Bank RNG Bank offers salary loan for permanent DepEd teaching and non-teaching staff thru Automatic Payroll Deduction System (APDS). Features: 📍LOW INTEREST RATE 📍LOAN AMOUNT UP TO 500,000 📍5 YEARS MAXIMUM LOAN TERM 📍NO HIDDEN CHARGES 📍NO NEED TO GO TO THE OFFICE A Bank that is built with trust and integrity and committed to provide quality and safe banking services to its existing and future clients, RNG Coastal Bank, Inc . is a banking institution established in the year 1974. The Bank has 15 operating branches in the Visayas, 11 in Cebu and 4 in Bohol. Providing various financial products and services to its clients for almost 50 years, RNG Coastal Bank remains strong and continuously grows its number of branches to reach more Filipinos. Here are the branches of RNG Coastal Bank: RNG Coastal Bank Head Office Cor. Cabancalan Road, Talamban, Cebu City 6000 Labangon Branch Punta Princesa, (Labangon) Cebu City Asturias Branch Poblacion, Asturias, Ce...
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Understanding the PMES Timeline for Teachers in SY 2024-2025

Performance management and evaluation are crucial in ensuring the continuous growth and development of teachers. For the School Year 2024-2025, the Performance Management and Evaluation System (PMES) follows a structured timeline divided into four key phases. This framework ensures that teachers receive adequate feedback, coaching, and assessments to enhance their professional skills. Below is a detailed breakdown of the phases involved in PMES for teachers.

Phase I: Performance Planning and Commitment

The first phase sets the foundation for teacher evaluation. At the beginning of the 4th quarter, teachers (ratees) and their evaluators (raters) discuss target objectives using the Individual Performance Commitment and Review Form (IPCRF). This step aligns expectations and ensures that teachers understand the goals they need to achieve throughout the evaluation period.

Phase II: Performance Monitoring and Coaching

Performance monitoring is an ongoing process that includes two essential components:

  1. Classroom Observation: Teachers undergo full-period classroom observations at least once or twice during the 4th quarter. These are assessed using the Classroom Observation Tool (COT), and both raters and observers participate in evaluating the session.

  2. Coaching and Mentoring: Regular coaching and mentoring sessions take place throughout the 4th quarter. Using the Performance Monitoring and Coaching Form (PMCF), raters provide constructive feedback to help teachers refine their instructional techniques and professional behavior.

Phase III: Performance Review and Evaluation

After the last day of classes, a comprehensive performance assessment takes place. Raters, ratees, and approving authorities use the IPCRF to finalize the teachers' ratings. This phase ensures that all evaluations are fair and transparent, reflecting each teacher’s contributions and areas for improvement.

Phase IV: Performance Rewarding and Development Planning

The final phase focuses on professional growth and development. After the last day of classes, teachers work with their raters to finalize their Individual Development Plans (IDP), which are recorded in the IPCRF-IDP. This ensures that teachers have clear guidance on how to enhance their skills and achieve career growth in the coming school year.

Conclusion

The structured PMES timeline for SY 2024-2025 ensures a systematic approach to teacher evaluation and development. By following these phases, educators receive the necessary support and feedback to improve their teaching strategies, enhance student learning outcomes, and grow in their professional careers. Implementing this process effectively will foster a culture of continuous improvement in schools, benefiting both teachers and students alike.

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