Republic of the Philippines CEBU TECHNOLOGICAL UNIVERSITY GRADUATE SCHOOL ‘CEBU CITY CAMPUS Corner M.J. Cuenco Ave. & R. Palma St, Cebu City ‘website: tp aweclu.ph ema: infomaon@ct.ph Telephone No, (032)412-1400 Fax No, (032) 416-6708 INS Form 18 June 2012 Revision: 0 a 969 COURSE SYLLABUS In Educ. 608 (Personnel Administration: Issues & Problems) First Semester 2014-2015, Department/ Area Curriculum Curriculum Year Graduate School Master of Arts in Education (MAEd) No. of Hours/Sem. 54 weeks Credit Units 3 units Prerequisite(s) ‘None Vision of the University’ ‘The center of excellence and development in research, instruction, production, and extension: services for progressive leadership transcending global technological, business and industry criven education. Mission of the University: : Provides advanced professional and technical instruction for special purposes, industrial trade, teacher education, agriculture, fishery, forestry, engineering, aeronautics and land-based programs, arts anc soiences, health sciences, information technology and other relevant fiolds of study. It shall undertake fesearch, production and extension services and provide progressive leadership across the sreas of ‘specialization for global empowerment be Goals of the College: Produce knowledge-based and globally competent human resource who are reasonably flexible and attuned to the latest technology needs, strengthen academe and industry partnership; end spur effective and efficient technology management. Mission of the Graduate School: to “The Graduate School develops technology and values oriented executive leaders in education, agri- industrial and related sectors through research and community services towards shared productivity in their ‘chosen fields. Vision of the Graduate School: Center of Excellence in technology management, education, Aims of GS: 41, Complementation and continuity of the undergraduate programs. 2. Provision of the need of the oriented educational leaders/technologists who are and would be ‘occupying managerial positions in technical, industrial, educational and related sectors. 3, Contribution to the attainment of regional and nationals goals through the promotion of ‘educational and applied research towards quality tif. 4. Acceleration of high-level professionalism and productivity Aim of MAEd: Develop quality teachers as well as competent administrators and supervisors in the fleid education.Description of the Course This course deals with analyses of cases involving personnel management and the concepts of personne! administration, the prime sources relative to the legal and non-legal bases of personnel administration, personnel operative functions. it covers personne! planning, recruitment, selection and placement, training & development, employee performance evaluation & ratings, employee status, Compensation, incentives and fringe benefits, maintenance of employees, labor-management relations, the fersonnel program, and organization culture towards humane organizational climate. DESIRED OUTCOME General Objectives: At the end of the semester the student will be able to’ 1. Understand the mission and vision of the CTU System and the Graduate School; 2. Understand the theoretical consideration and principles underlying values clarifications, inculcations of values, moral development, moral analysis and action learning as an approach to values education, Aopreciate the importance of learning the theoretical considerations and principles underlying values clarifications, inculcation of values, moral development, moral analysis and action {earning as an approach to values education in relation towards redirection of one’s values for productivity and effectiveness in the or - Specific Objectives: - At the end of the semester the students will be able to: 1. To choose, price and act one’s values. 2. To inculcate the values that people in a cert role efficientlf.~ 3. To stimulate moral imagination, recognize moral issue, develop skill! analysis and elicit sense of ‘moral responsibility and obligation. 4. To know the relevant features of the situation that require a moral decision, make a tentative oral judgment, determine clearly reasons for judgment and imagine somebody else in the same situation who would make the same moral judgmentt. -. 5, To become aware of the problem or issue, decide to act, plan for and take action and evaluate the action iakes. society must uphold in order to perform their 6 COURSE CONTENT: Toric T SPECIFIC | STRATEGIES [ NO.OF REMARKS TO BE DISCUSSED. OBJECTIVE __ACTIVITIES_|_ HOURS EVALUATION | > Position in the Career Executive | “Service (CES) | | | | ¢ Mission, Vision, Goals of CTU/GS & | Rélated course Discussion | 3 | Subje | tomission, | | | Professor | vision and goals | | \ ofCTU/GS& | Orientation. | | | | + The Civil Service, its mandate [Discuss thechil | Lecture/ | 3 Reporter) | |e Career Service | service, its | Discussion/ 1 Professor | > Open Career | mandate & ow, | | + Close Career | career service | |> Career Officers other than those in the Career Executive Service | Commissioned Officers & Enlisted | ‘Men of the Armed Forces ' | | | > Personnel of Government-Owned / | i | Controlled Corporation i | \ i Permanent Laborers, whether | j Skilled, Semi-skilled /Unskilled. | | 7 T | on * Non-Career Service Define tenon: | © -do- | -to- «Pours under the nn-aser sence | carer sere, \ > Elective officials & their | discuss the personal/confidential staff. positions under > Secretaries & other officials of the non-career Cabinet rank service, position | > Chairpersons & members of classification & | commissions & boards three i > Contractual personnel levels/classes of | | } Emergency & seasonal personnel | positions. | + Position Classification’ | | ‘Three Levels/Ciasses of Positions with | ) | examples _ | | = © Recruitment of Examinations & Learn | -do- | | -do- Placement of Employees “recruitment of | | | % fecruitment & Examinations | examinations & | | > Civit Service | placement of | | Examination/Etgibilities employees & | | > Computer-Assisted Testing (CAT) | eligibilities | > Appropriateness of Eligibility granted + ligibilties granted pursuant to | pursuant to Resolution No. 435, .198Rand | Resolution No. | CSC MC No. 10, s. 1977 and MC No. | 435, 5. 1980 and | 42, §, 1993 CSC MC No. 10, | 5.1977 and MC | a | No. 42, s.1993 For first level position | Explain first level -do- y | -do- > Cultural Community Employee position & \ | > Barangay Official Eligibility | second level i | > RA 6850 Career Service Sub | position. | | Protessionat ' | | > PD. 1125 i P.O. 1869 t | | For second level positions | | > Cultural Community Officer i | RA 68SO Career Service | | Professional i | | \ ~ a a © RA 6850 Teacher [DiscussRA | do “de = p.9.907 6850, P.0. 907, | | = P.0.997 : | p.0. 997, .0. i © PD, 1408 | 1408 , for first 4 | + For first and second level positions | and second level + veterans Preference Rating __ Positions &> Career Offices other than those in the Career Executive Service > Commissioned Officers & Enlisted Men of the A-med Forces > Personnel of Sovernment-Ownes / Controiled Corporation % Permanent Laborers, whether Skilled, Semi-skilled /Unskilled. | Non-Career Service Positions under the non-career service > Elective officials & their personal/confidential staff. > Secretaries & other officials of Cabinet rank Chairpersons & members of commissions & boards > Contractual personnel > Emergency & seasonal personnel Position Classification’ Three Levels/Classes of Positions with examples Define the non- career service, discuss the the non-career service, position classification & three levels/classes of | positions. | | Learn -do- +} ‘+ For first and second level positions | and second level + Recruitment of Examinations & do | 8 | to. Placement of Employees | recruitment of |p Recruitment & Examinations | examinations & | | Civil Secviee | placement of | Examination /Eligilities employees & | Computer-Assisted Testing (CAT) | eligiblities | i > Appropriateness of Eligibility granted . ibilties granted Ryrsuant to pursuant to | Resolution No. 435, 5.1980 and | Resolution No. CSC MC No, 10, s. 1977 and MC No, | 435, s. 1980 and 42, 5.1993 CSC MC No. 10, 8.1977 and MC - | No. 42, 5.1993 _| | | © For first level position Explain first level -to- 3 | do > Cultural Community Employee | position & | > Bacangay Official Eligibility | second level | > RA 6350 Career Service Sub position. | Professional | | | » PD 2s ' i | > 9.1569 | | | + For second fevei positions | | Cultural Community Officer | 1 RA 6850 Career Service ' | Professional | | i —s ee { | | I i _ | | 5 cae oe Pee |: po.o07 leecn rotor! | = 0.997 . | p.0. 997, .0. | i + P.O. 1408 | 1408 , for first | ' Veterans Preference Rating | positions &veterans j preference | I | tating placement | i | of employees. + Qualification Standards Discuss -do- 3 -do- «(atest Policy issuances on | qualification | | ualitication Standards | standards, latest | + Appointments & Other Personnel | policy issuances | Actions | on qualification ! Appointment Preparation | standards & ; > Disapproval of appointments | Appointments and other | > Status of Appointment _| personnel ! Y Classifications of. | actions. ' i appointments in the i career service Y Classifications of appointments in the ! nnon-career service | + Personnel Actions | expiain -do- 3 | doe + Limitations/Prohibitions on personnel - | Appointments | actions, | | | + Leave Benefits limitations/prohi | > Kinds of Leaves | bitions on | { + Employees entitled to Leave | appointments, \ Privileges | Heave benefits & | ¥ Permanent, other policies on i i Tempgpary & Casual | leave of Employees | absence. | Y Local Officials Y Employees on | | Rotation Basis | ¥ Part-time Employees i ¥ Contractual Employees | ¥ Teachers | +Other Policies on eave of absence | | | | | | | | | | Benefits | Discuss Gsis do | 8 to. — _ benefits, | ° ~~ PRILHEALTH, ! © PHILHEALTH PAG-IBIG | j = . : + | ie PAG-IBIG | | — | \ | T 1 + Personnel Relations | Explain | i | © Employee Organizations/Unions | personnel | 1 i i > Advantages of Unionism | relations & | * Who may join Unions | employee i > Public Sector Labor. organizations/ aManagement Council > Registration of Employees’ Union + Accreditation of Employee's | Union unions. © Grievance Machinery | Understand > Complaint | grievance vvy Grievance procedure Legal rights of Employees to present grievances Oral discussion Y Grievance in writing > Grievance Committee { v | © Collective Negotiation | Learn collective % Negotiable Concerns | negotiation & + Dispute Settlement | dispute > Modes of Settling | settlement. Employee-Management | Disputes | | i | Grievance | machinery. { | | ¥ Conciliation ¥ Mediation “Arbitration ‘+ Fundamentals of Employee | explain Discipline | fundamentals of | Norms of Conduct py. | employee | discipline & norms of | conduct. «do + Types & Classification of Offenses | Discuss types & & Application of Penalties classifications of ‘+ Recent Policies on Administrative | offenses Offenses & application of Penalties _ &application of penalties & | recent policies | fon | | administrative offenses & | application of | “penalties. Merit Promotion | Define/explain §— -do- | merit | promotion. + Performance Evaluation Discuss -do- | performance -do- -do-‘evaluation. | e Training & Employee Development | ‘Adapt training & -do- -do- employee | 4» | development. | ee é : | 5 suggestions & incentive Awards "| Explain -do- -do- system | suggestions & | | incentives | | awards system. | «Employee & Employer’ Rel | adapt employee to | -do- c/o Labor Code Cite Cases & employeers | relation fo ‘Teaching Methods and Techniques Sharing Group Presentation Dialogue Reporting Lecture-Discussion Evaluation Recitation Critiquing, Quizzes 4, Regular Exams Requirements 1, attendance 2. Report 2.1 Oral 2.2 Written 3. Regular Examination 3.1 Mid-term 3.2 Final References: oyes, Taianella D, Gots, nora 8. Distance Learning Program on p Service (Module 1-5) Prepared oy. VICTOR D. ious, Ed. | labor code cite | cases L , LLB., Ph.D. jersonnel Administration in the Civil