Basis + Computation in School Rankings for PBB – Performance Based Bonus for Teachers

While all of us are waiting for our PBB – Performance based bonus for teachers, how well do we know about the basis for the ranking of schools and the basis of our PBB? Why do other teachers get Php35,000 while others only get Php 5,000?

Last July 2016, the Department of Education released DepEd Order No. 56, s. 2016 which encloses the Guidelines On The Grant Of Performance Based Bonus For The Department Of Education Employees And Officials For Fiscal Year 2015.

We have provided a download link at the bottom of this article if you are interested to read more. In the article below, you will find the key information that you need to know.

Department of Education Order No. 56 Series of 2016 – Guidelines on the Grant of Performance based Bonus for the Department of Education Employees and Officials

Definition of Terms:

Performance Based Bonus (PBB) is a top-up bonus ranging from PhP 5,000 to PhP 35,000, which shall be granted to government personnel in accordance with their contribution to the accomplishment of the department’s overall targets and commitments

Ranking refers to the process by which the performance category of delivery units and personnel is determined based on the conduct of performance review and evaluation as stipulated in this Order.

Rationale:

Executive Order (EO) No. 80, s. 2012 directs the adoption of the Performance-Based Incentive System (PBIS) for government employees, consisting of the Productivity Enhancement Incentive (PEI) and the Performance Based Bonus (PBB). It is based on the principle that service delivery by the bureaucracy can be improved by linking personnel incentives to the bureau or delivery unit’s performance and by recognizing and rewarding exemplary performance to foster teamwork and meritocracy.

The grant of the PBB in Department of Education aims to motivate higher performance and greater accountability and to ensure the achievement of education targets and commitments under the five (5) Key Result Areas (KRAs) laid down in EO No. 43, s. 2011 and the Philippine Development Plan (PDP) 2011-2016. It ultimately seeks to give monetary incentive to each personnel based on his/her performance in achieving the expected outputs of his/her function.

In view of the above, this Order aims to establish a PBB system by which the performance of delivery units and personnel within DepEd are evaluated and incentivized in a verifiable, credible, and standardized process.

Performance Review and Evaluation of Delivery Units

For each organization level, specific performance indicators are identified based on the revised Organizational Performance Indicator Framework (OPIF) and MFOs in determining the performance category for the delivery units.

School Level Ranking

All schools shall be measured and ranked based on the following indicators:

1. Office Performance Commitment and Review Form (OPCRF) overall score
2. % of learners who scored average and better in LAPG, NAT or its equivalent in SY 2014-15
3. Simple dropout rate in SY 2014-15; and
4. % of liquidation of school MOOE from January 1 to December 31, 2015 and timeliness of submission of liquidation reports as of the 5th working day of the succeeding month

Additional points shall be given to schools that have shown improvements in the indicators as compared to the previous year’s performance:

1. % of learners who scored average and better in LAPG, NAT or its equivalent in SY 2014-15
2. Simple dropout rate in SY 2014-15

Schools that have demonstrated exceptional performance in terms of initiative, innovation, leadership, creativity, recognition, and uniqueness shall receive a plus point on top their total score from the above cited indicators. The following criteria shall be observed.

1. The school is awarded as Best Implementor of Brigada Eskwela in the national level in SY 2014-15
2. The school is a recipient of national awards/recognitions in SY 2014- 15 from award-giving bodies duly recognized by DepEd.

The total accumulated scores from all the indicators and the plus factor shall be ranked from highest to lowest. Based on this ranking, the performance category of each school shall be determined. In case of a tie, schools with the same total scores will be ranked based on the following criteria, in this order, until the tie is broken:

1. OPCRF overall score
2. % of learners who scored average and better in NAT or its equivalent in SY 2014-15
3. Simple dropout rate in SY 2014-15
4. % liquidation of school MOOE from January 1 to December 31, 2015 (or whichever data used in this category)
5. Timeliness of monthly submission of liquidation reports as of the 5th working day of the succeeding month
6. Percentage increase from the previous year’s performance in the % of learners who scored average or better in NAT or its equivalent; except that priority shall be given to school/s with current year’s performance of 80% and above
7. Percentage decrease from previous year’s simple dropout rate; except that priority shall be given to school/s with current year’s dropout rate of 1% and below

If after the above cited criteria have been considered and there is still a tie, all schools with equal total scores will be moved to the next performance category.

There will be no individual forced ranking at the school level. Thus, the performance category of the school shall determine the amount of incentive that each employee will receive. An alternative categorization for schools as illustrated below shall be used.

However, if the Department meets at least 90% of each one of the FY 2015 targets of the Secretary as reflected in the OP Planning Tool Form 1 in addition to the criteria in provision no. 9, delivery units shall be ranked according to the following performance categories:

For the complete Guidelines on granting of the Performance based bonus for teachers, you can download it here.

Guidelines on the Grant of Performance-based Bonus for the Department of Education Employees and Officials