DepEd MEMORANDUM  No. 017, s. 2025

DM 017, s. 2025 – Interim Guidelines for the Department of Education Performance Management and Evaluation System for Teachers in the School Year 2024-2025

FEB 07 2025

INTERIM GUIDELINES FOR THE DEPARTMENT OF EDUCATION PERFORMANCE MANAGEMENT AND EVALUATION SYSTEM FOR TEACHERS IN THE SCHOOL YEAR 2024-2025

1. Faithful to its commitment to providing support to teachers to be able to deliver quality education for Filipino learners, the Department of Education (DepEd) reviewed the Results-based Performance Management System (RPMS) issued as DepEd Order (DO) No. 2, s. 2015 (Guidelines on the Establishment and Implementation of the Results-Based Performance Management System [RPMS] in the Department of Education), ensuring streamlined, improved, and simplified processes and requirements for the performance management system.

2. As the comprehensive guidelines for the revision of DO No. 2, s. 2015 are underway, DepEd hereby issues the enclosed Interim Guidelines for the DepEd Performance Management and Evaluation System (PMES) for Teachers in the School Year (SY) 2024-2025.

3. These interim guidelines shall lift the suspension of the implementation of the performance management system for teachers per DM-OSEC-2024-001 (Guidance on the Implementation of DepEd Results-based Performance Management System (RPMS). Relative to Executive Order No. 61, s. 2024). This shall address the identified concerns relative to the current implementation of performance management for teachers. Further, this shall complete the three-year cycle of teacher performance assessment per DepEd Memorandum (DM) No. 008, s. 2023 (Multi-Year Guidelines on the Results-based Performance Management System-Philippine Professional Standards for Teachers), which covers all 37 Philippine Professional Standards for Teachers (PPST) Indicators.

4. This Memorandum shall cover all teachers in public elementary and secondary schools, as well as community learning centers, including Alternative Learning Systems, Madrasah, Special Needs Education, and Special Science Teachers. It shall guide the ratees, raters, approving authorities, and other stakeholders in managing and evaluating teachers' performance aligned with the PPST.

5. Furthermore, these interim guidelines for PMES for teachers shall be implemented starting the fourth (4th) quarter of SY 2024-2025. Only PMES-related activities conducted upon the issuance of this Memorandum shall be recognized and accepted to provide the rating of teacher performance.

6. All other provisions of DM 008, s. 2023 which are not affected by these guidelines shall remain in effect unless otherwise repealed, modified, or amended by subsequent policies.

7. For more information, please contact the Bureau of Human Resource and Organizational Development, 4th Floor, Mabini Building, Department of Education Central Office, DepEd Complex, Meralco Avenue, Pasig City through email helpdesk.rpms@deped.gov.ph or at telephone number (02) 8470-6630.

8. Immediate dissemination of this Memorandum is desired.

SONNY ANGARA

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DepEd Memorandum No. 017, s. 2025:  A Deep Dive into Interim Guidelines for Teacher Performance Evaluation

February 7, 2025

The Department of Education (DepEd) has released Memorandum No. 017, s. 2025, outlining interim guidelines for the DepEd Performance Management and Evaluation System (PMES) for teachers during the 2024-2025 school year. This memorandum marks a significant step in streamlining and improving the teacher performance evaluation process, addressing concerns raised about the existing system.  This in-depth analysis will dissect the key provisions of DM 017, s. 2025, providing clarity and context for all stakeholders.

Addressing the Need for Reform

DM 017, s. 2025 directly responds to the need for a more efficient and effective performance management system for teachers.  The memorandum acknowledges the previous Results-based Performance Management System (RPMS), as detailed in DepEd Order (DO) No. 2, s. 2015, and highlights the ongoing review process to create a comprehensive revision.  The interim guidelines presented in DM 017 aim to temporarily address identified shortcomings in the current RPMS implementation while the comprehensive revision is underway.

The memorandum specifically lifts the suspension of the performance management system for teachers, previously mandated by DM-OSEC-2024-001. This suspension was related to Executive Order No. 61, s. 2024, which highlighted concerns about the existing performance management system.  By lifting the suspension, DM 017, s. 2025 aims to ensure the completion of the three-year cycle of teacher performance assessment, as outlined in DepEd Memorandum (DM) No. 008, s. 2023. This three-year cycle is crucial for comprehensively evaluating teachers against all 37 indicators of the Philippine Professional Standards for Teachers (PPST).

Scope and Implementation

DM 017, s. 2025 has a broad scope, encompassing all teachers in public elementary and secondary schools, as well as those in community learning centers, including Alternative Learning Systems, Madrasah, Special Needs Education, and Special Science Teachers.  The interim guidelines provide a framework for ratees (teachers), raters (evaluators), approving authorities, and other stakeholders to manage and evaluate teacher performance in alignment with the PPST.

A key aspect of the implementation is the timing.  The interim guidelines for PMES for teachers will be implemented starting in the fourth quarter of the 2024-2025 school year.  This means that only PMES-related activities conducted after the issuance of this memorandum will be considered for teacher performance ratings.  This ensures consistency and fairness in the evaluation process.

Consistency and Future Directions

DM 017, s. 2025 explicitly states that provisions of DM 008, s. 2023, which are not affected by these interim guidelines, will remain in effect. This ensures a degree of continuity and avoids unnecessary disruption to the existing system.  However, it also acknowledges that these interim guidelines are temporary and will be superseded by the comprehensive revision of DO No. 2, s. 2015.

The memorandum provides contact information for further inquiries, directing stakeholders to the Bureau of Human Resource and Organizational Development at the DepEd Central Office.  This ensures that teachers, administrators, and other stakeholders have access to support and clarification regarding the implementation of the interim guidelines.

DepEd Memorandum No. 017, s. 2025 serves as a crucial interim step in reforming the teacher performance evaluation system.  By addressing immediate concerns and providing a clear framework for the fourth quarter of the 2024-2025 school year, the memorandum ensures the continuity of performance assessment while paving the way for a more comprehensive and improved system in the future.  The focus on alignment with the PPST underscores the DepEd's commitment to improving the quality of education for Filipino learners by supporting and evaluating its teachers effectively.  The clear communication channels and the emphasis on the temporary nature of these guidelines suggest a proactive approach to addressing concerns and ensuring a smooth transition to the revised performance management system.

ShareAdd a section about the impact of this memorandum on teachers' performance evaluation.Include a brief explanation of the Philippine Professional Standards for Teachers (PPST).Provide a concluding paragraph summarizing the key takeaways of the memorandum.

Secretary