Location via proxy:   [ UP ]  
[Report a bug]   [Manage cookies]                
Scribd Logo
Upload

Welcome to Scribd!

  • 73 views

    Ipcrf Development Plan

    Uploaded by

    RHEA B. RAMBONGA
    This document outlines an action plan to develop the strengths and address the development needs of an employee based on their RPMS-PPST objectives and core behavioral competencies. The plan identifies learning objectives, interventions, timelines, and resources needed. For functional competencies related to teaching strategies and learning resources, the employee will attend seminars/workshops on providing feedback and applying new strategies. For behavioral competencies like teamwork and innovation, the employee will incorporate training on conceptualizing innovative methods into in-service training. Coaching and feedback will be used to improve development areas over the year using available resources like PTA funds and the learning development team.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd

    Ipcrf Development Plan

    Uploaded by

    RHEA B. RAMBONGA
    73 views1 page
    This document outlines an action plan to develop the strengths and address the development needs of an employee based on their RPMS-PPST objectives and core behavioral competencies. The plan identifies learning objectives, interventions, timelines, and resources needed. For functional competencies related to teaching strategies and learning resources, the employee will attend seminars/workshops on providing feedback and applying new strategies. For behavioral competencies like teamwork and innovation, the employee will incorporate training on conceptualizing innovative methods into in-service training. Coaching and feedback will be used to improve development areas over the year using available resources like PTA funds and the learning development team.

    Original Title

    IPCRF-DEVELOPMENT-PLAN

    Copyright

    © © All Rights Reserved

    Available Formats

    DOCX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    This document outlines an action plan to develop the strengths and address the development needs of an employee based on their RPMS-PPST objectives and core behavioral competencies. The plan identifies learning objectives, interventions, timelines, and resources needed. For functional competencies related to teaching strategies and learning resources, the employee will attend seminars/workshops on providing feedback and applying new strategies. For behavioral competencies like teamwork and innovation, the employee will incorporate training on conceptualizing innovative methods into in-service training. Coaching and feedback will be used to improve development areas over the year using available resources like PTA funds and the learning development team.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    73 views1 page

    Ipcrf Development Plan

    Uploaded by

    RHEA B. RAMBONGA
    This document outlines an action plan to develop the strengths and address the development needs of an employee based on their RPMS-PPST objectives and core behavioral competencies. The plan identifies learning objectives, interventions, timelines, and resources needed. For functional competencies related to teaching strategies and learning resources, the employee will attend seminars/workshops on providing feedback and applying new strategies. For behavioral competencies like teamwork and innovation, the employee will incorporate training on conceptualizing innovative methods into in-service training. Coaching and feedback will be used to improve development areas over the year using available resources like PTA funds and the learning development team.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 1

    DEVELOPMENT PLAN

    Action Plan
    Strenpgths Development Needs Timeline Resources Needed
    Learning Objectives Intervention
    A. Functional Competencies (RPMS-PPST Objectives from Part II of e-SAT)
    3.3. Selected,developed,organized 1.2 Used a range of teaching Using strategies that provide Attending seminar/workshop Year round School Heads / Master
    an appropriate teaching and strategies that enhance learner timely, accurate and constructive using different techniques Teachers
    learning resources, including ICT to achievement in literacy and feedback to improve learner and strategies.  MOOE
    address learning goals. (PPST numeracy skills (PPST Indicator
    performance.
    4.5.2) 1.4.2)
    1.3 Applied a range of teaching 3.1 Planned, manage and Applying new learning from attending Attending Year round School Heads / Master
    strategies to develop critical and implemented developmentally courses/seminars/workshops/LAC/E- courses/seminars/workshops/LAC/E- Teachers
    creative thinking, as well as other sequence teaching and learning learning. learning.  Local Fund
    higher order thinking skills (PPST processes to meet curriculum
    1.5.2) requirements and varied
    teaching context. (PPST 4.1.2)
    6.1 Performed various related 4.2. Monitored and Applying new learning from attending Attending seminars/LAC/ Year round  Learning and
    works/ activities that contribute to courses / seminars / workshops / E-learning Development Team
    the teaching-learning process. evaluated learner progress  Supervisors / School
    and achievement using Learning Action Cells (LAC)/ E-
    Heads / Master Teachers
    learning
    learner attained data.  Local Fund
     Using feedback to try a new
    approach to an old practice
     Coaching and mentoring
    B. Core Behavioral Competencies (from Part III of e-SAT)
     Teamwork  Innovation particularly  Incorporate in the next in-service  Coaching  Regular  PTA
    on conceptualizing training (INSET) the training on coaching Funds/MOOE/Local
    ‘’out of the conceptualization of innovative Funds
    and ingenuous methods and
    box’’ideas/approach solutions.

     Self- Management  Results Focus  attending the in-service In-service training seminar/workshop  PTA
    training (INSET) on  In-service Funds/MOOE/Local
    seminar/workshop on training Funds
    promotion of creative climate
    among co-workers.
     Crafting and feedback
    mechanism to improve
    development needs.
     Results Focus
     Service Orientation
    Feedback

    RHEA B. RAMBONGA ERICA LOUISE D. BELLO JEREMIAS L. NUŃEZ


    RATEE RATER APPROVING AUTHORITY
    NOTE:
    This shall be accomplished/updated during: i) Phase I: Performance Planning and Commitment, based on the results of e-SAT; ii) Phase II: Performance Monitoring and Coaching, based on the agreements on the Performance Monitoring and
    Coaching Form and Mid-year Review Form; and iii) Phase IV: Performance Rewarding and Development Planning, based on the actual results of IPCRF.

    You might also like