Every school year, teachers in DepEd — including Alternative Learning System (ALS) teachers stationed in Community Learning Centers (CLCs) and Schools Division Offices (SDOs) — go through a structured Performance Management Cycle. This system ensures that teaching standards remain aligned with the Philippine Professional Standards for Teachers (PPST) while also supporting teacher growth and professional development.
In this post, we’ll break down the phases, timeline, and tools involved in the performance evaluation process, making it easier for teachers to understand and prepare.
📌 The Four Phases of Teacher Performance Management
DepEd follows a cycle composed of four key phases that cover the entire school year:
Phase I: Performance Planning and Commitment
📅 Timeline: From one (1) month before to one (1) month after the official start of classes.
This stage sets the foundation. Teachers (ratees) and their supervisors (raters) agree on clear goals and expectations. Tools like the Self-Assessment Tool (SAT), Individual Performance Commitment and Review Form (IPCRF), and Individual Development Plan (IDP) are accomplished here.
Alignment is done with professional standards and competencies based on PPST. Teachers commit to performance targets, ensuring accountability and clarity at the start of the school year.
Click here to read DepEd Memo No. 089 s. 2025
Phase II: Performance Monitoring and Coaching
📅 Timeline: Throughout the school year (1st to 4th quarter).
This is the longest phase — focused on growth and continuous improvement. It involves:
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Regular walkthroughs and short observations (10–15 minutes) for feedback.
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Two full-period classroom observations per year (1st–2nd quarter, then 3rd–4th quarter).
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Ongoing coaching, mentoring, and technical assistance from raters.
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Documentation through the Performance Monitoring and Coaching Form (PMCF).
The goal here is not just evaluation but also supporting teachers in improving instructional practices.
Phase III: Performance Review and Evaluation
📅 Timeline:
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Mid-Year Review: 5 months after classes begin.
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Year-End Review: After the last day of classes but before the next school year starts.
This stage consolidates teacher performance. Using the IPCRF, raters and ratees review progress and assess whether professional standards and learner targets were achieved.
Teachers receive formal ratings here — but more importantly, they reflect on what worked well and what still needs improvement.
Phase IV: Performance Rewarding and Development Planning
📅 Timeline: After the last day of classes and before the next school year.
Teachers are recognized and rewarded for their performance. At the same time, the IDP is finalized based on the year’s evaluation. This ensures that growth continues into the next performance cycle.
📋 Tools Used in the Performance Cycle
The performance management system uses standardized tools to ensure fairness and alignment with DepEd policies:
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IPCRF (Individual Performance Commitment and Review Form): Captures teacher performance based on PPST indicators.
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SAT (Self-Assessment Tool): Helps teachers reflect on strengths and areas for improvement.
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IDP (Individual Development Plan): Outlines professional development goals.
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COT (Classroom Observation Tool): Measures teaching performance during classroom observations.
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PMCF (Performance Monitoring and Coaching Form): Records coaching feedback and progress.
🎯 Career Stages and PPST Indicators
Teachers are rated according to their career stage under PPST:
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Teacher I–III: Beginning → Proficient
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Teacher IV–VII: Proficient
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Master Teacher I–II: Highly Proficient
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Master Teacher III–V: Distinguished
Each stage has a corresponding set of PPST indicators (classroom-observable and non-classroom observable), ensuring that evaluation is fair and aligned with the teacher’s level.
For example:
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Beginning Teachers are expected to consolidate skills and seek mentoring.
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Proficient Teachers demonstrate independence in lesson planning and delivery.
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Highly Proficient Teachers serve as mentors and models.
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Distinguished Teachers embody leadership, innovation, and global best practices.
✨ Why This Matters for Teachers
This structured cycle may seem technical, but it ensures three important things:
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Clarity of Expectations – Teachers know what standards they are being measured against.
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Professional Growth – The cycle emphasizes reflection, mentoring, and continuous improvement.
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Recognition and Rewards – Strong performance is acknowledged and contributes to career progression.
In short, the DepEd Performance Management Cycle is not just about evaluation — it’s about building a supportive system where teachers are guided, developed, and celebrated.
📌 Key Takeaway
All DepEd teachers, including those in ALS, must undergo the Performance Management Cycle annually, following the phases of planning, monitoring, reviewing, and rewarding. Anchored in the PPST, this system ensures quality teaching and supports the lifelong professional growth of Filipino educators.
