DepEd’s Multi-Year PMES for Teachers: A Guide to the 2025-2028 Evaluation System

The Department of Education (DepEd) in the Philippines has rolled out new guidelines for teacher performance management through Memorandum No. 089, s. 2025. Titled “Guidelines on the Multi-Year Performance Management and Evaluation System for Teachers from School Years 2025-2026 to 2027-2028,” this document aims to strengthen teacher evaluation, align it with the Philippine Professional Standards for Teachers (PPST), and promote continuous professional growth. Issued on October 1, 2025, and signed by Secretary Sonny Angara, it builds on previous DepEd orders and Civil Service Commission mandates. Below, we break down the key elements of this multi-year PMES to help educators, school administrators, and stakeholders understand its framework, cycle, and implications.

Why the New PMES? The Rationale

DepEd’s PMES is designed to ensure aligned and continuous teacher performance assessment, fostering consistency in teaching practices over multiple school years. It addresses the need for a streamlined process that simplifies evaluation while adhering to the PPST. The system covers public elementary and secondary schools, including Alternative Learning System (ALS) teachers, Madrasah, Special Needs Education, and Special Science programs.

Key goals include:

• Improving teacher performance management to enhance teaching and learning outcomes.
• Aligning evaluations with organizational goals and evolving educational needs.
• Establishing a culture of accountability, excellence, and professional development.

Implementation starts in the first quarter of SY 2025-2026, with full rollout across three school years.

PMES Framework and Cycle

The PMES follows a four-phase cycle anchored on the Civil Service Commission’s Strategic Performance Management System (SPMS). This cycle applies to all teachers, including those in Community Learning Centers (CLCs) and Schools Division Offices (SDOs), and is based on the prescribed school calendar.

Here’s a quick overview of the phases:

1. Phase I: Performance Planning and Commitment Conducted from one month before to one month after the official start of classes. Teachers align with PPST standards, complete self-assessments using the Self-Assessment Tool (SAT), and set goals via the Individual Performance Commitment and Review Form (IPCRF). Raters (e.g., school heads) provide guidance on competencies.
2. Phase II: Performance Monitoring and Coaching Ongoing throughout the school year. This includes full-period classroom observations (using the Classroom Observation Tool or COT), frequent walkthroughs, and technical assistance. Tools like the Performance Monitoring and Coaching Form (PMCF) help track progress and support teaching practices.
3. Phase III: Performance Review and Evaluation Split into mid-year (five months after classes start) and year-end reviews (after the last day of classes). Evaluations use the IPCRF, focusing on achievements in professional standards and competencies.
4. Phase IV: Performance Rewarding and Development Planning Also post-school year. Teachers finalize Individual Development Plans (IDP) based on evaluation results, emphasizing rewards for high performance and targeted development.

The cycle emphasizes teacher quality, with activities such as goal-setting, monitoring, and technical assistance.

The guidelines apply to all public school teachers, from Teacher I to Master Teacher V. For inquiries, please contact the Bureau of Human Resource and Organizational Development at the DepEd Central Office. Download the DepEd issuance HERE.

This multi-year approach streamlines assessments, reduces administrative burden, and prioritizes fair, objective evaluations. By fostering a supportive environment, DepEd aims to elevate teaching standards and student outcomes. Educators should review the full memorandum for detailed rubrics and forms. Stay updated on DepEd policies to navigate these changes effectively! If you’re a teacher in the Philippines, how do you think this will impact your professional growth? Share in the comments.