FACULTY MANUAL S.Y.

2019-2020

SAINT AUGUSTINE HIGH SCHOOL

San Agustin, Surigao del Sur
 FOREWORD

The Faculty Manual of Saint Augustine High School, San Agustin, Surigao Del Sur contains
all the necessary information; that a faculty member of this institution needs to know especially
in the operation as an academic community.

The administration with the full collaboration of faculty member sees the attainment of the
school’s Philosophy, Vision, Mission, Goals and Objectives geared towards the total
development of the students and subsequently, towards the development of the community and
the country at large.

SCHOOL’S PHILOSOPHY
 SAINT AUGUSTINE HIGH SCHOOL aims to produce learners with sound Christian
character, equipped with essential skills and values for life-long learning and employment and
mold them to become mature , better and globally competitive citizens of the country.

VISION

SAINT AUGUSTINE HIGH SCHOOL as diocesan school provides quality and relevant
Catholic Education geared with 21st century skills in preparation for employment ,
entrepreneurship ,middle level skills , and higher education.

MISSION

SAINT AUGUSTINE HIGH SCHOOL is dedicated to develop and educate the 21st
century learners upholding the dignity of a holistic human person embodying the social
teachings of Catholic church.

GOALS

In pursuit of its VISION, the SAINT AUGUSTINE HIGH SCHOOL shall:

1. act as agent towards renewed and transformed faithful community;

2. strengthen relationship with and among administrators , faculty and staff
,stakeholders and the community as whole;
3. provide quality and child-friendly learning environment; and
4. produce graduates that manifest the SAHS core values, 21st century skills
competencies.

OBJECTIVES

1. to provide opportunities for spiritual growth to deepen the faith and relationship with
God;
2. to organize a system that exercise positive working environment and engenders
extension services;
3. to initiate faculty development program and follow- up services that will cater the
diverse needs of the learners and establish an environment conducive for learning;
4. to create curricular and co-curricular programs that shall enhance the essential
skills needed for the employment and life-long learning.

CORE VALUES

GOD –FEARING

RESPECTFULLNESS

INITIATIVE

LEADERSHIP

LOVE OF NATURE

CHAPTER 1

RECRUITMENT, SELECTION AND EMPLOYMENT OF FACULTY MEMBERS

 I. POLICY STATEMENT
The institution adopts a policy on Recruitment, Selection and Employment which is aimed at
streamlining the recruitment screening and placement procedures and hiring the best
candidate for a teaching position.

II. POLICY GUIDELINES

1. No hiring should be made without the approval from the school director.
2. A selected candidate should not be allowed to work unless he/she had submitted all
pre-employment requirements and had passed the pre-employment physical
examination.
3. An orientation on the high school policies and procedures and other details of
employment will be given to the newly-hired faculty by the Principal in coordination
with the School Director.

III. PROCEDURE
1. A forecasting of the number of faculty must be done before the end of the school
year. The School Director must help the Principal in the forecasting procedure.
2. The recruitment of a probationary faculty member is initiated by the Principal at least
two (2) months before the prescribed effectivity date of hiring.
3. The Principal must state, among others, the area/field of specialization, required
qualifications and other supporting justifications for the position.
4. The School Director recommends the approval of the Board of Trustees.
5. By the virtue of the BOT, the School Director / Principal facilitates the dissemination
of information concerning the existing vacancies.
6. Priority, however, shall be given to the alumni of the school.

QUALIFIEDS APPLICANTS MUST SUBMIT THE FOLLOWING CREDENTIALS:

 Formal letter of application with BIO-DATA and references ( at least 3 persons )

 Transcript of Records duly authenticated by CHED with Special Order
 Board Exam Certification / Rating
 Updated PRC ID ( if necessary )
 Two (2) ID pictures (2x2)
 Must be a Roman Catholic by religion affiliation
 Certification and recommendation from previous employer or a credible person

The School Director/Principal facilitates the implementation of the screening guidelines which
are reflected below.

1. Review of Credentials

All submitted applications/resumes shall be subjected to evaluation. The school

director/principal determines who among the applicants shall be scheduled for initial
testing.

2. Initial Testing

The Guidance Office shall conduct the initial test (Intelligence Test). The applicants
who fail to qualify in the initial test are automatically rejected.

3. Preliminary Interview and Demonstration Class

The School Director/Principal shall schedule the qualified applicants for preliminary
interviews and demonstration classes. The faculty members shall be invited to attend the
classroom demonstration to help evaluate applicants.

4. Short-listing
 The School Director / Principal shall choose at most an evaluation interview. They
shall then be endorsed to the Guidance Office for the conduct of the Intensive
Psychological Tests.

5. Decision to Hire
Result of the interviews, pre-employment tests and other pertinent documents shall
be forwarded by the guidance counselor to be used during the deliberation of the
selection committee who will compose of:
 Board of Trustees
 School Director
 Principal
Background checking and in – depth interview maybe undertaken before the decision to hire is
made.

6. Pre-Employment Requirements
a. PSA Birth Certification
b. Marriage Contract ( if married )
c. Tax Identification Number ( TIN )
d. SSS form E-1/E-4
e. PAG-IBIG membership data form
f. BIR 2305-1902
g. Clearance from previous employer ( if any )
h. Recommendation Letter from a reliable source
i. Medical Certificate
The pre-employment requirements shall be forwarded to the office of the principal to
form part of the applicant’s records. The principal makes necessary recommendations to the
school director for the latter to recommend the approval for the appointment of the applicant to
the Board of Trustees.

7. Initial Orientation
The Principal shall facilitate the conduct of the general orientation for newly-hired
faculty members about the goals and objectives, policies and procedures and important
details of employment. These new faculty members shall be given a copy of this manual.

8. Contract and Effectivity of Employment

The employment shall officially take effect on the date as stipulated in the contract
of employment duly signed by the School Director and the Principal.

IV TERMS OF EMPLOYMENT

A. FACULTY SELECTION
Qualifications
 BSE or equivalent to Bachelor Degree
 LET Passer/Non –LET Passer
 Good Physical and mental health
 Emotionally mature and able to relate positively with students, peers,
and superiors.
 Professional sense of dedication and responsibility, socially oriented.
 Acceptance of mission commitment and thrust of the school.
Faculty members always start as probationary employees and they may either have full-
time or part time status.

B. JOB DESCRIPTION / DUTIES AND RESPONSIBILITIES

1. The Faculty Members – the normal academic of full-time members include;
TEACHING.
 Teaching assignments are given by the principal in accordance with the existing
policy on teaching.

His / her functions are to:

a) Know and implement the school’s philosophy, vision , mission, goals and
objectives.
b) Be present in classes regularly and punctually.
c) Supervise Students activities.
d) Initiate activities that support, re-inforce and complements classroom instruction.
e) Know all students in his / her class to effectively direct in their holistic development.
f) Show concern on students’ conduct and make appropriate report to the class
adviser.
g) Evaluate one’s teaching effectiveness in relation to students’ performance.
h) Provide opportunities and climate for students to make responsible decisions.
i) Devote part of the school hours for student conference/consultation with parents
regarding development of the students.
j) Cooperate with other teachers in various projects and activities.
k) Exercise leadership in school activities and give recommendation for the
improvement of instructional program.
l) See to it that teaching-learning experience in the classroom and other venues
including contents, methods and approaches contribute to the attainment of the
objectives of the school.
m) Set the general tone for the classroom by his /her enthusiasm, pleasant manner,
prudence, self-confidence, flexibility and fairness, sincerity and situation in
classroom.
n) Confer with the principal on matters concerning teaching-learning processes,
students’ performance and other important matters.
o) Perform activities related to teaching and academic development. In additional to
class preparation, he/she is expected to participate in seminars, workshops,
personal studies, and upgrading and research.
p) Pursue professional growth through professional readings attendance at seminars,
workshops, in-service trainingand institutes.
q) School service-faculty members may be asked to serve in councils, committees,
participate in academic planning and other duties that the department head may
deem fit.
r) To participate in the community service projects of the school and is encouraged to
get involved in socially-oriented organizations and activities.
s) Participate in community-oriented activities.
t) Engage in research and other activities which re-inforce, improve and revitalize
teaching, discover new knowledge and explore alternative approaches.
u) Prepare and submit lesson plans or learning plans, daily lesson log, school forms
other reports promptly.
v) Counsel students as supplement to regular classroom instruction.
w) Maintain discipline. Handle routine disciplinary problems that take place with-in the
class.
x) Confer with the adviser on students’ performance and other related matters.
y) Be present and participate in all faculty meetings, conferences and other activities
within the school and outside where one is delegated.
z) Perform such other functions which from time to time maybe delegated to him/her
by the principal.

2. Class adviser – the teacher assigned to take charge of a particular section. He/she
is expected to:
a) Know his/her students in his/her section and promote their general welfare.
b) Guide and counsel his/her class and when needed refer to or solicit the help of the
Guidance designate or Principal.
c) Create an atmosphere conducive to learning in his/her classroom.
d) Confer and work with the other teachers on the performance and progress of
individual students of his/her section.
e) Take charge of the general discipline of his/her students of the class he/she is in-
charge.
f) Conduct homeroom class, proctor and supervise his/her class examinations.
 g) Be responsible for the care and maintenance of his/her assigned classroom and
all its equipment.
h) Stay with his/her class during flag ceremony and personally supervise his/her
class in all activities and other activities where his/her class is involved.
i) Keep records, follow-up and confer with parents on student absences, tardiness,
discipline, etc.
j) Accomplish properly and submit promptly as required all forms and records of
his/her class.

C. CLASSIFICATION OF FACULTY
 According to Status
1. Probationary – a faculty member is hired on a probationary basis for a
period not exceeding three (3) years of continuous service on a full-time
basis or its equivalent in the case of part-time faculty member.
The probationary faculty member shall renew his/her contract of employment every
year. A probationer who wishes to become regular must apply in writing to the School Director
for regular employment three (3) months before expiration of the three-year probationary period.
He/she shall be notified of the status of his/her application for regular employment with in the
last thirty (30) days before the end of the probationary period.

2. Regular/ Permanent – a regular/permanent faculty member is one who has

completed the probationary period of employment and passed a Licensure
Examination for Teachers (LET). He/she shall received a rating of at least
“Very Good” for teaching performance as evaluated by the school director,
principal, peer and students, and has complied satisfactorily with other
standards contained in this manual. He/shall receive the appointment as a
regular faculty member from the school director upon the recommendation
of the principal with the concurrence of the Board of Trustees.

A regular / permanent faculty member with full-time status shall be given priority in
the assigning of loads and overloads except in cases of part-time faculty members who handle
specialized subjects. He/she may not be removed from his/her position except for a just or
authorized caused provided by law and after due process.

Permanent employment is automatically lost upon voluntary resignation of a teacher.

Should a teacher request for a re-employment, the said teacher goes on probation for one year.

D. POLICIES REGULATING ACQUISITION OF PERMANENT EMPLOYMENT

1. Permanent employment is acquired by teachers who pass the licensure
examination for teachers and has served a period of three (3) consecutive years of
satisfactory full time teaching in the school. Only full time teachers can acquire of
permanent status.
2. Once acquired, permanent employment carries the assurance of continued
employment until the time of retirement unless the faculty member resigns or
dismissed for a just cause.
3. Permanent Faculty Member is given appointment papers on his/her fourth year of
teaching. In addition to his/her appointment papers, the school asks which
stipulates his/her lead and other assignments which may vary year to year.
4. Permanent employment is automatically last upon voluntary resignation of a
teacher. should a teacher requests for re-employment, the said teacher goes on
probation for one year.

According to Service Rendered

1. Full-time Status – unless otherwise provided, a faculty member has a full-time status
when he/she devotes every school year for High School instructors.

A full-time teacher refers to those who teach at least six hours actual teaching per day and 2
hours related teaching activities, handle an advisory class or equivalent responsibility and get
involved in the normal academic activities specified in the function of the faculty member.
 2. Part-time status – unless otherwise provided, a faculty member has a part-time status
when he/she teaches below the minimum load of a full time teacher.

3. Substitute Teachers – refers to those who teach only when called upon to handle
classes of teachers who are absent or on leave.

E. Loading Policies

a. The full- time teacher has a load of at least 6 subjects with 24 hours classes per
week ,one class advisorship and one coordinatorship. A teacher who has no class
advisorship teaches one additional load.One major co-curricular activity assigned to
a teacher shall be equivalent to one regular subject load.

b. Faculty members may also be deloaded for the following reasons:

b.1 - A special assignment given, such as administration assignment.
b.2 - For other reason which the department head may deem worthy.

c. Full-time faculty members may be given overloads normally not exceeding two (2)
loads. The giving of overloads will be based on the following criteria:
c.1 - Line of specialization/major.
c.2 - The overload should not be in conflict with other duties.
c.3 - Above average teaching efficiency.
c.4 - Reasonable compliance with school regulations involving deadlines of
grades and other requirements.

In addition, a full-time teacher has to handle an advisory. Remuneration is based on overload

rates.

F. ABSENCE AND SUBSTITUTION

a. When a teacher forsees that he/she will be absent, he/she should inform the
principal and the School Director beforehand, leaves activities or lesson plan for his
/her classes or makes other necessary arrangements. In the event of anticipated
absence, the teacher makes reasonable effort to notify the Principal/ School
Director and sends activities for his/her classes. In any case, upon return to school
after absence, the teacher should notify the Principal or Director.
b. Teachers are granted a maximum of ten (10)working days of leave of absence with
pay for the following reasons.
b.1 Personal illness or illness of immediate members of the family (parents,
parents-in-law, spouse, children).
b.2 Death of immediate members of the family.
b.3 Paternity leave
b.4 Honeymoon leave
b.5 Calamity or conflagration that befalls on the family.
c. Absences or leaves in excess of the allowable ten (10) working days shall be
subject
to daily salary deduction, using the following formula.

Monthly Basic Salary (including COLA if any)

No. of days/month (employees considered paid)

Ex. Daily Salary Deductions

Php. 9,000.00 – Monthly Basic Salary

22
= Php 409.09 /day

Note : absences/ leaves for reasons other than those indicated under allowable absences are
automatically subject to salary deduction.
 d. Outside engagement and delays, meeting and business trips related to private
affairs and other private engagements do not constitute grounds for excuse
absences.
e. If excused absences without salary deduction are not used exhausted, the
remaining days are not convertible to cash nor are they accumulated from year to
year.
f. On the day before every payroll, the principal submit to the bursar the list of the
teachers whose absences are not to be deducted from salary.

G. SALARY AND BENEFITS

1. Starting Salary
The starting salary pay is given to a new teacher whose only qualification is a
bachelor’s degree. The rate is based on the mandated minimum.

2. Benefits
The teachers should receive benefits mandated in DOLE, such as Philhealth, PAG-
ibig, SSS , and others such as Christmas bonus, fiesta incentives.
3.Additional salary increment is based on the criteria given below.
Criteria Points Earned
- Additional Bachelor’s degree - 1 point
- Civil Service passers - 1 point
- Licensure Examination of Teachers (LET) - 1 point

- MA / MS Units 1 point / 6 units - 1 point

( maximum of 5 pts for 30 units)
- Thesis - 10 points
- Experienced Teacher - 1 point for 5 Years in
service

3. Rates for Overloads and Part-time teaching

Considering that the responsibilities of a full-time teacher include other
than academic activities besides teaching, as enumerated earlier, the rate of
overload is computed as follows:

Computation for Overload Pay:

Teacher’s actual Basic Salary/Month x 70%

8 loads

Ex. Php 8,500.00 x 70 % = Php 743 /mo. per unit load

8 loads

H. POLICIES GUIDELINES ON PAYMENT OF SALARY

1. Teachers on probation are contracted and paid on the following terms:
a. 1st year probationary are paid on 10 months/year basis for 10 months service
from June 1 to March 31. He/she will received 11months pay
b. 2nd year Probationary are paid on 11 months/year basis for 11 months service
from June 1 to April 30. He/she will received 12months pay
c. 3rd year Probationary are paid on 11 months/year basis for 12 months service
from June 1 to May 31. He /she will received 13months pay
2. Regular after 3 years probation are paid on 12 months per year basis for 12 months
services.
3. Summer study approved by the school head considered as compliance of the
summer service required for entitlement to summer vacation pay provided he/she
returns to work the following school year.
4. A teacher who decides not to teach the following school year forfeit his/her summer
vacation pay.
 5. The increase of the salary due to additional qualifications based on the criteria
stated either , is effective upon submission of documents at the time salary
increment is given, each teacher counter checks the entries, any document given
ahead of time, not reflected in the salary increment form and brought to the
attention of the administration will take effect only upon the discovery of such
document.
6. Salary is paid semi-monthly, that is, every 15th and 30th of the month.
7. Overloads taught during the whole year are comprehensive on the 10-months
basis, June to March. Teachers who take temporary overloads are compensated for
the inclusive period that he/she handles the load, that is from the first to the last
day of the teaching subject.
8. A substitute teacher is paid for the inclusive period for which his / her services is
hired. This includes holidays and Christmas vacations, if those fall within the
inclusive period.
9. Part-time teachers are contracted and paid of ten-month basis, that is, from June 1
to March 31.

I. CONTRACT, APPOINTMENT, TERMINATION

a. Part-Time Teachers
a.1 – Part –Time teachers are on contractual basis and their employment
automatically terminates with the termination of their contract.
a.2 – Notice of intent no to renew a contract should be given by the teacher at
least one month before the expirations of contract.
b. Probationary Teachers
b.1 – Probationary teachers shall have the right of responsibility to employment
for the duration stipulated in their contract. Employee-employer
relationship shall automatically be considered terminated upon expiration
date of the contract.
b.2 - A month before the end of the school year, the teacher on probation
submits a letter of re-application or a letter of intent not to renew his/her
contract addressed to the Director/Principal.
b.3 - The renewal of contract of a teacher on probation is based on the
evaluation
of the Director/Principal.
b.4 – The Services of a teacher who is on probationary basis maybe terminated
for just cause or when he/she fails to qualify for status in accordance with
reasonable standard set by the school.

c. Permanent Faculty Member

c.1 – Permanent teachers are given appointments with permanent status.

c.2 – Permanent teachers shall not be terminated except for serious reasons
and just cause or causes and with due process.
c.3 – In case of closure, cessation or reduction of a unit of the school or in case
of promotion, filing up of the position, lay-off, the following factors shall
govern in the order of importance.
c.3.1 Qualification, efficiency, seniority and experience; and
c.3.2 Should all other consideration be equal, seniority will be the primodial
consideration. The permanent teacher terminated under those cases shall
beentitled to a separation pay computed in accordance with the provision of the law.
c.4 - A teacher who decided to terminate his/her relations with the school give the
Director/Principal prior notice at least one month before the end of the current year.
c.5 – A permanent faculty member is considered retired after rendering 30 years of
service in the school or upon reaching the retirement age of sixty (60) whichever
comes first. Then he/she may apply for the benefits given according to the
provisions of the retirement plan as stipulated in the Labor Code.

d. Causes for Termination of Employment

1. A teacher may be terminated due to the following reasons:
d.1 – grave moral delinquency or turpitude in or out of school.
 d.2 – Gross and habitual neglect of academic responsibilities ( gross in inefficiency )
Gross in- efficiency shall consist of any of the following:
= Frequent failure to meet the reasonable deadline for the submission of grades
and report or forms.
= Teaching without lesson plan or learning plan
= Habitual non-submission of lesson plan and non-filling up of DTR (log book)
for aNumber of days.
= negligence in keeping school or student records, or tampering with or
falsification of the same.
= failure to fill up students’ records and other forms regularly.
=Non-correction of students’ examination paper, projects, reports and other
academicworks which are required.
= Manifest non-cooperation in official activities or functions such as non
attendance of faculty meetings, committee meetings, and refusal to committee
membership and chairmanship.
= Poor teaching performance.
= Disgraceful or immoral conduct.
= Incompetence in teaching as formally assessed by the respective department.
= Frequent absences or tardiness in coming to school and to class.
d.3 Abandonment of post or prolonged absence beyond the specific deadline and not
extend which is equivalent to resignation on the part of the department.
d.4 Persistent failure to observe contractual obligation with the school.
d.5 Prolonged mental and physical incapacity which a medical expert certifies to be
incurable within 6 months.
d.6 Refusal to implement the objectives and policies of the school and flagrant defiance
of it’s deals.
d.7 Engaging in activities that are contrary to the philosophy and objectives of the
school.
d.8 Any cause that may be provided by law or the manual of regulations for private
schools.

V. GRIEVANCES AND COMPLAINTS

Grievances against any member of the school community are best settled through the
sincere dialogue and discussion. It is only a last report that one must follow procedure to settle
such grievances.
Communication is necessary or members of the community to instruct satisfactorily. If
something goes wrong, those affected should not wait for a crisis situation to develop but
attempt to settle matter informally as soon as possible , that is, orally.
As soon as grievance community is made orally, it is considered informal and is to
settleinformally. Only when grievance is expressed in writing and duly signed does it becomes a
formal complaint needing a formal procedure for settling or grievance the following conditions
must be taken:
- All proceedings shall be in writing the complaint, answer, memoranda, recommendation,
consequently decision and excerpts of all proceedings which should be signed by all
participating parties.
- All original records of proceedings shall be in the possession of Director/Principal.
- When the grievance procedure is availed of, the findings of the fact by the committee
concerned shall be accepted as final by all parties thereto.
The procedure for various types of cases are as follows:
a. Faculty members compliant against his/her fellow teachers, subject coordinators.
a.1 – The teacher submit his/her written compliant to the Director/Principal
a.2 – The Principal has 72 hours to investigate the complaints take action and
render judgement.The decision is made final.
b. Complaints against the Director/Principal
Complaints against the Director/Principal are submitted to the Chairman of the Board
of Trustees or to the Diocesan Schools Superintendent.

VI. FACULTY EVALUATION

a. Objectives:
 Faculty evaluation is an ongoing process based on mutual trust. It has the
following objectives:
a.1 – To motivate strength and identity weakness for improvement.
a.2 – to motivate teacher to develop their potential as persons and as
professionals.
a.3 – to rate performance in order to improve the quality of instruction.
b. Participants in the Evaluation Process
Faculty evaluation is participated in by:
b.1 – Faculty Member – Self – Evaluation
b.2 – Peer Evaluation
b.3 – Director/Principal
b.4 – Students
c. Evaluation of the Faculty considers the following aspects.
c.1 – Academic Qualification
c.2 - Instructional Competence
c.3 - Educational Leadership
c.4 - Personal and Social Qualities
c.5 – Professional Growth
d. Procedures
d.1 – Each teacher rates himself/herself using the self-evaluation.
d.2 – The co-teachers (peers) rate each teacher.
d.3 – The Director / Principal rates each teacher.
d.4 – The Director / Principal confers with the teachers’ reself evaluation.
d.5 – The Director / Principal consolidates the teachers’ self-evaluation,
peers’ evaluation , students’ feedback and principal evaluation.

Awards: in recognition of and grateful appreciation for dedicated service to the school, SAHS
gives the Loyalty Service Award on the 5th, 10th, 15th , 20th ,25th, and 30th year of service of the
teachers.

VII. ACADEMIC GUIDELINES, REGULATIONS AND PROCEDURES

A. General Guidelines
The following guidelines must be observed by all teachers.
1. Every teacher both male and female must wear the prescribed uniforms for
the day.
2. The official time must be observed: 7:00 – 12:00 a.m.
1:20 – 5:00 p. m.
The accurate time arrival and departure should be indicated daily in one’s Daily
Time Record (DTR)/ Logbook.
3. The Director/Principal should be noticed in writing of any foreseen absence.
Hence an absence is foreseen, lessons in a form of seatwork should be sent.
4. Teaching hours must be fully used for teaching learning activities, and non-
teaching hours within the official time must be devoted to school work or
school related functions.
5. Class schedules must be observed. In any change of schedule or classroom
should be arranged ahead of time with the office of the Director/Principal.
6. Symposium, film viewing, and other class activities intended to re-enforced or
enrich the teaching must appear in the teacher’s lesson plan.
7. For field trips and other activities outside the school or school hours, the
following guidelines must be followed:
a. Approval for the Director/Principal must be obtained beforehand.
b. Permits slip or letters are sent to parents for information and
consent.
c. For field trips which are extension of classroom instruction into the
Community, the following must be followed:
c.1 The teacher organizer of the field trip presents to the
 Director/Principal a written request or permission containing the
details of the proposed trip purpose, date, time, class involve,
evaluation form, place, transportation, etc.
c.2 a formal letter signed by the teacher in-charge of the activity in
sent for arrangement with the persons, firm, or institution subject
of the field trip.
c.3 Evaluation of the activity must be done in class and its brief
summary must be filed in the office of the Director/Principal.
8. Soliciting leans from students or parents is unethical.
9. Collecting any kind of voluntary contribution from students need prior
approval from the office of the Director/Principal.
10. Only Christmas parties, Classroom fiestas are traditionally held in the
classrooms; other picnics as well as private parties held in school are
discouraged.
11. In-service/Seminar Workshop/Conference/etc.
a. A teacher sent for a seminar, turns over to the school all materials
given to him/her and makes a report of the seminar, or re-echo if it is
needed. (materials be turned over if he/she separated from the
school).
b. Seminar fee/travel is paid by the school.
12. The use of classroom and other facilities other than that for which those are
intended, needs prior permission from the school personal in-charge of those
facilities.
13. Use of Library/Laboratory materials and equipments.
a. Teachers / Students accomplish the borrowers slip.
b. Materials and instructional aid must be immediately return after use.
c. Borrowers are accountable for the loss or damage of borrowed
materials.
14. The faculty room is for exclusive use of the faculty members. Conference with
parents of students are done in the office of the Principal or any appropriate
place. (If separated room )
15. Guidelines on Tutorship
Teachers may accept tutoring requested by parents of the students who
have learning difficulties. The following guidelines must be observed.
a. The teachers makes prior written information to the principal on the
tutoring to be done in school its starts. The information should
consists of student name year, section, time and place of tutoring.
b. A teacher should not tutor his/her own student.
c. Tutoring in school maybe done only after official time.
d. For the effectiveness, number of students tutored must not exceed to
two.
16. Close of the School Year.
a. Each teacher is expected to finish all forms and reports and other
requirement at the close of the school year.
b. Teacher’s clearance must be duly accomplished and submitted to the
office of the Director/Principal.
B. Classroom Management

1. Opening of School
a. An orientation program on the philosophy , vision , mission, goals and
objectives of the school, policy of the schools, grading system, etc. And
facilities of the school is conducted during the first week of classes.
2. Attendance
a. Class Advisers should check and record the students daily attendance.
b. Class Advisers should make immediate follow-up of students who are
absent for three to five consecutive days.
c. A student who incurs ten consecutive days of absences from class
without notification to the class adviser will not be admitted to class
without admission slip from the office of the Principal.
 d. As provided by DECS Memo, a student whose absences exceeds 20% of
the total number school days for the school year automatically dropped.
3. Uniforms
a. Inspection of uniforms maybe done by the Principal, school care take –
care, SBO Officers, and class advisers as the students from their lines for
the flag ceremony or go inside the classroom.
b. Class Adviser should encouraged students to be neat and to wear the
uniform properly.

4. Punctuality
a. Teachers must observed strict rule of punctuality at the start and at the
end of his/her classes.
b. Teachers should fully utilized their classroom time for teaching learning
activities.
5. Discipline
Discipline is an essential part of character formation. It develops self
control, responsibility and respect for others and for property. It maintains
orderly condition in school and thus ensures progress is work and duty.
It is well to keep in mind that discipline is not just punishment but
character building to guide the students towards Christian courtesy and
the amenities such as praying reverently, speaking politely, sitting
properly, rising when greeting or talking with superiors teachers and
visitors.
a. Inflicting corporal punishment such as whipping, beating, sitting on the air,
pinching, pulling the ears, etc. is prohibited.
b. Advisers should handle and take full responsibility in dealing with
problems regarding discipline of his/her students. He/she shall send
students committing major offenses to the Principal and to the Director.
c.
Coping Techniques: Teachers can use in handling disciplinary
problems.
1. Deliberately ignore the misbehavior to a point.
2. Intervene with non-verbal signals.
3. Reduced the distance between the offender and the leader.
4. Make an effort to rekindle lost interest.
5. Use humor to defuse tensions.
6. Give functional assistance to perplexed students.
7. Do things differently now and then.
8. Give support through routine. Some students need it more than
others.
9. Used non-punitive signs.
10. Physical restraint is sometimes necessary.
6. Leaving the Classroom
a. Teachers can leave the classroom during class hours only for emergency
reasons and with permission of the Principal or Director.
b. Teachers should fully maximize his/her class time.
c. All classrooms should be locked at the end of the day.
7. Leaving the Campus
a. Teachers must need permission or secure pass slip duly signed by the
Director/Principal if they have to leave the school during official time.
b. Teachers must leave a set work for the students to guide whoever is
assigned by the Director/Principal to take over the class.
8. Caring the Classroom / Campus
a. Adviser are the responsible for the
a.1 Cleanliness and orderliness of the classroom and other
assigned areas.
a.2 Care of all room equipment.
a.3 Aesthetic appearance of the classroom
 b. Subject teachers should see the orderliness of the class before he/she
start
his/her lesson.
c. Adviser should assign cleaners to do cleaning with her/his supervision after
classes.
INSTRUCTION:
Classroom instruction is concern with the total development of the students her and now.
a such, the teachers primary concern is the relevance of the subject matter contextualized in the
present realities of students experience taught with the appropriate methods.

1. Lesson Plan
a. The Subject teacher is required to evaluate, reviseand update lesson plan of
the subjects. He/she taught the preceding school year and which he /she will
teach the next school year. Those are submitted to the principal for approval
before the opening of the school year.
b. A lesson plan is an indispensable guide of the teacher in teaching. This is
prepared weekly and submitted to the principal on a specified day.
2. Course Requirements
A course requirement for high school refers requirements for each subject area
as indicated in the revised secondary rating system.
3. Assignments
Assignment should be given with the purpose not merely as time-filler. In as
much as there are many subjects, teachers should be careful not to overburden
the student’s capacity. Assignments are given to follow-up the days lessons and
should be checked regularly although short quizzes or class discussions, while
written assignments should be checked.

Though assignments do not have to be given every day the teachers should take
into consideration the availability of needed materials and references and that
ample time is given to finish the projects.

In giving long range assignment such as projects, reports, etc., the assigned
work must be specific and should be checked and graded objectively.

4. Remedial Instruction
Teachers give remedial instruction to slow learners. This is integrated in the
teaching program of every subject teacher carried through varied strategies, such as
differentiated assignments; supervise seat works and grouping students for learning activities.
Some slow learners and low achievers are given added attention either through organized peer
tutoring or remedial classes. Peer tutors are organized among students’ volunteers by subject
teachers and among the members of Clubs by the club moderator as one aspect of their
community service. In the English area, a remedial class for reading and comprehension
among First year Students is carried through the development reading classes. The
development reading class also serve as enrichment for students who do not need remediation.
Slow learners in Math from the First Year to the Fourth Year are assisted through remedial
classes conducted by the Math teacher. Those classes are attended on by the students who
have been found to need more assistance than the rest and are recommended by their parents.

5. Preparation of Periodical Examinations

The periodical test notebook which contains the periodical test questions
constructed along with the principles of the table specifications is submitted one week before
the first day of examination to the principal for checking.

6. Examinations schedule
a. Examinations schedule
Students are required to take the examination on the schedule dates as
indicated in the school calendar of activities. Periodical examinations are given for
times during the school year. Periodical examinations consists the following:
Prelim, Midterm, and Final. Test schedule is posted on the bulletin board. Delayed
periodical examinations due to valid reasons are administered by the office of the
Principal or Subject teacher to students who have not taken the test during the
schedule examinations days. Those who fail to take the periodical examination will
receive a zero score for the examinations which is equivalent to 60%.

b. Examination Permits
The teachers should see to it that all students have examination permit
before taking the exams. All High school students should get their exam permits
from the Cashier/Bursar, one day before the schedule of exam. Students who
have no permit slips should be referred to the Bursar.

c. Supervision of Examinations
Class Advisers / Subject Teachers proctor the examination of their
advisory/subject classes. Proctoring examination is a big responsibility of the
teachers, hence, they should not be occupied with the things other than
supervising the examinees. Alertness in the enforcement of honesty is important.
Test papers which have been checked for errors by the subject teachers are
given to the advisers/proctor before the examination. Corrections placed on
proctors copy should be written on the board by the proctor before the start of the
exam. Seat should be cleared of unnecessary things before the distribution of the
test papers or before the examination conducted. For whatever need, the
students, may call the proctors attention by raising his/her hand. After answering
the test paper, the students may submit his/her paper and then study quietly
outside the classroom for the next examination.

d. Test Papers
For reasons of accuracy in checking, the examination papers are to be
considered, graded unrecorded by the teacher himself/herself. Students
are not allowed to check periodicals.Monthly examinations and quizzes
maybe corrected by the teacher with the help of the class. To avoid
errors, key to correction should be written on the chalk board and not
merely dictated. Tests are graded according to definite standards laid
down by the school and the evaluation results should be utilized as basis
for improving instruction. Checked and recorded, periodical test papers
are shown to the students and are collected back and filed in the office of
the Principal. Monthly Tests papers and quizzes should be returned to
students for their file reference before the next of quiz is given.