Abstract
This paper measured the level of implementation of the Results-Based Performance Management (RPMS) as a performance management tool. It focused on the teachers as well as the non-teaching employees of the Department of Education Division of Gapan City, Gapan City, Philippines. The study used the Control Theory of Performance Management System to measure the level of implementation of RPMS. The level of implementation of RPMS was measured in terms of the following phases: a) performance planning and commitment, b) performance monitoring and coaching, c) performance review and evaluation, and d) performance rewards and development planning. The study used as a research tool the survey questionnaire divided into two parts, namely: 1) level of implementation of the RPMS, and 2) challenges in the implementation of the RPMS. The study showed the need for periodic evaluation of the implementation of the RPMS as well as the strict compliance with the RPMS Guidelines.
Highlights
Performance management is important for an organization
The level of implementation of Results-Based Performance Management System (RPMS) was measured in terms of the following phases: a) performance planning and commitment, b) performance monitoring and coaching, c) performance review and evaluation, and d) performance rewards and development planning
Presented below are the weighted mean of the responses of the respondents regarding the level of implementation of the RMPS in the performance rewards and development planning phase
Summary
Performance management is important for an organization. It helps the organizations in ensuring that employees are working hard on achieving the organization's mission and objectives The importance of performance management system is realized by improving employee performance which redounds to organizational performance. Improving employee performance by using performance management system is a way to improve corporate performance [1].
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