THE IMPLEMENTATION of the Results-Based Performance Management System (RPMS) is a product of years of research aimed at improving the quality of employees’ work and professional growth through a very systemic approach. However, many teachers have questioned the implementation of RPMS for it resulted to tons of paper works on the part of the teachers. I believe that this is the best time for us to accept changes that would enhance our growth as professionals.
Change is always viewed as something that is constant. Nevertheless, many people are somewhat afraid of change for two main reasons. First, they have been its embedded outcome. It is really understandable that many teachers see it as an additional burden from the long list of problems anchored with Philippine educational system like lack of classrooms, materials and resources and insufficient salary received by teachers. But wouldn’t it be nice if teachers would see the positive effects of this toolkit more than its additional burden?
The demands and responsibilities handed to us teachers are also changing from time to time. And changes like this should be seen as opportunities to adapt with the ever-changing world. We have taken oath and promised to be the front liners in delivering quality service for the younger generation. As cliché as it may sound, the future of this generation lies in our bare hands. Therefore, we must accept the responsibilities and be better through undergoing the new proceeds of evaluating and monitoring teachers’ standards.
Teachers are expected to fulfill their tasks on Teaching-Learning Process, Classroom Management, Community Involvement and Professional Development which are all enclosed in the Key Results Areas or KRAs. 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 assistance. It will also shatter walls and open problems that need immediate solution.
Yes, RPMS may not be perfect but if the only problem is the document-based evaluation which leads to tons of paper work, then I guess Department of Education have seen it all. Let’s be optimistic that they have found solution to diminish the work. But let us not disregard the noble reason for the said change—empowering teachers as better professionals.
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