000			03125nam a22002657a 4500
003			OSt
005			20241114100920.0
008			230801b |||||||| |||| 00| 0 eng d
040			_bEng. _cFoundation University Library
050			_aLG 221 D35 G73 _bA6 E38 2019 D471
100			_aComighud, Sheena Mae T. _eAuthor. _93420
245			_aGoal setting, monitoring, and feed-backing practices as performance management mechanisms [dissertation] / _cby Sheena Mae T. Comighud
260			_aDumaguete City : _bFoundation University, _c2019
300			_axii, 137 leaves : _billustrations ; _c28 cm.
500			_aTables.
502			_eThesis Graduate (Doctor of Education) -- Foundation University, 2019
504			_aIncludes bibliographical references and appendices.
520			_a"This paper examined the extent of school heads' implementation of the Results-Based Performance Management Sytem (RPMS) as performance management mechanisms in the Department of Education (DepEd). It focused on the 61 school heads and 271 teaching personnel of Bayawan City Division, Negros Oriental, Philippines for SY 2018-2019. It utilized the descriptive, comparative, and correlational methods of research in the sense that the extent of school heads, implementation of goal setting, monitoring and feedbacking practices was surveyed and the results were related to teachers' job performance. The extent of the implementation of the RPMS was measured in terms of the following phases: a) planning and commitment, b) monitoring and coaching, c) review and evaluation, and d) rewards and developmental planning. The study used a researcher-made questionnaire divided into three parts, namely: 1) profile of the respondents, 2) extent of implementation of the RPMS, and 3) job performance of the teachers. It revealed that there is a very high extent of goal setting, monitoring, abnd feedbacking practices as respectively assessed by both the social heads and tecahers in alll RPMS areas: a) planning and commitment, b) monitoring and coaching, c) review and evaluation, and d) rewards and developmental planning. There were also significant difference between shown in the extent of the school heads' job performances when the former and the latter are respectively grouped according to their profiles items as to length of experience, educational attainement and position held. It included that there is a strong and significant relationship between the extent of goal setting, monitoring, and feedbacking practices as performance management mechanisms and teachers' job performancer as all thevalues of rs fall in the "strong relationship" categories with an overall rating of 0.712 and compueted p-values less than the 0.05 level of significance." --Abstract
650			_2LC _aExtent of Implementation _99321
690			_2FU _aPerformance mannagement mechanisms _99322
690			_2FU _aResult-based performance mannagement system _99323
690			_2FU _ateachers job performance _99324
690			_2FU _aDepartment of education _99325
942			_2lcc _cDS _n0 _hLG 221 D35 G73 _iA6 E38 2019 D471
999			_c3199 _d3199