a. All employees must have the chance to take part in performance planning and commitment setting, to allow them to prepare and openly discuss their plans alongside their immediate supervisor.
b. Employees’ individual work must be connected to the SDO’s organizational direction. It must be assured that performance standards and expectations are entirely job-related and inclusive.
c. Employees shall not be required to perform or deliver any target that would cause them to violate their religious beliefs and practices.
d. Targets for PWD personnel must be set in accordance with the values of justice and equity.
e. If it is permissible, the supervisor will make sure that the unit goals are adjusted to reflect any changes made to the goals of his or her direct subordinates as well as their own goals.

a. Giving coaching or feedback must be done without fear of intimidation, coercion, reprisal, or prejudice
b. The rater shall make sure that any coaching sessions are focused on raising performance rather than other factors including age, sex, sexual orientation, race, ethnicity, religion, political affiliation, economic and social standing, or physical incapacity.

a. The performance review and evaluation shall be done at the end of the performance cycle to assess the office and individual employee’s performance level based on the commitments and measures as contained in the signed OPCRF and IPCRF.
b. A mid-year review should be conducted to determine the progress in achieving the Objectives. In exceptional cases, and only if the situation warrants, a one-time recalibration of office and individual Objectives shall be allowed during the mid-year review. Moreover, the ratee shall inform in writing the ratee of the status of performance, in case of an Unsatisfactory or Poor performance. Coaching, feedback and appropriate interventions shall be provided where necessary.
c. The standard rating scale approved by the Department of Education and the Civil Service Commission shall strictly apply during review and evaluation of performance of personnel. Raters shall not exercise biases or give ratings based on the limitations and restrictions considered when personnel belonging to specialized groups were given tasks.
d. The performance rating acquired during a certain performance rating period must be communicated to all personnel, regardless of employment position or category.
e. The rater and ratee shall reach an agreement by signing the OPCRF and IPCRF after determining the overall rating for the actual accomplishments and outcomes. This shall be done in compliance with the Equal Opportunity Principle.
f. As far as possible, the Schools Division Office shall ensure equal representation on the performance management team, regardless of age, gender, civil status, disability, religion, ethnicity, social status, income, class, political affiliation, or other similar factors that are contrary to the equal opportunity principle. 

a. The results of the performance review and evaluation shall be used in the performance rewarding and development planning.
b. The rater shall discuss and provide qualitative comments, observations and recommendations in the individual employee’s performance commitment, competency assessment and significant incidents which shall be used for training and professional development. These can be written under the strengths and development needs column of the Part N -Development Plans of the IPCRF.
c. For purposes of promotion and step increment, one ( 1) RPMS performance shall be equivalent to two semestral rating periods.