MANAGEMENT OF SCHOOL SYSTEM

Dr. Marites U. Sy

Name: RAGUDO, MARK ANTHONY Subject code: EDUC 312

Course: PhD Educational Management

September 6, 2020
Direction: Explain the Five (5) Phases of the RPTIM Model for Staff Development as you
perceive the Framework indicated below. Base your answers from the overview that was given
in Pages 6-7.

People are generally motivated by self-development but this is not enough because even if you
are intrinsically determined to metamorphose if there is no support or extrinsic motivation from
the people around you and from the environment you are working in, this is useless and it will
not materialize. But if the organization is after the growth and development of their employees
then it sounds great. The organization should align the staff development with the organizational
goals and objectives and future needs of the staff. The organization should also ensure that the
employee is growing personally and professionally, and developing their ability to achieve more
in the workplace and to create changes and impact to the whole organization. Thus, this RPTIM
model for staff development is very significant in every workplace and should be observed and
used as practices for the success of their endeavor.
 Phase 1 or readiness pertains to the preparedness of the workplace environment
considering the objectives, goals and future plans of the organization before conduction a staff
development. The organization should see to it that everything is ready from the crafting of
programs to determining the resources needed before planning of the said activity. The
objectives and goals should be paralleled with the organization’s vision and mission. Before
formulating the plans for staff development, school improvement plan should be considered so as
to have sense of direction towards planning.
If you have succeeded in the first phase you can already proceed to the second phase
which is planning. Planning is again anchored with the organizational goals and objectives. In
planning, you have to consider the characteristics, strengths and weakness of the employee who
will undergo trainings, seminars, mentoring and coaching. It answers the questions, “what are
the staff development needs and learning styles of the employees?”. Assessment and
examination of staff should be conducted prior to the training proper for staff development.
Thus, professional development starts with creating a professional development plan that helps
ensure learning objectives are met.
After the conduct of assessment, examination and crafting of the staff development plan,
here comes the 3rd phase which is training. Every employee should be given fair opportunity to
undergo trainings and seminars for self-development. In the educational organization, teachers
are required to update, upgrade and capacitate himself through attending hands-on and
interactive trainings which provides opportunity for them to directly engage in the different
learning activities. Skill development is now the focused of the 21 st century education and with
the integration of technology. Training also includes coaching, mentoring and instructional
supervision.
Implementation of the organization plan is the 4th phase in the RPTIM model for staff
development. In this phase, it is now the carrying out, execution or practice of a plan. Phases 1, 2
and 3 are useless if it will not put into action. So, implementation is one of the important aspects
in the conduct of staff development. The fact that this is critical to success. Implementation is the
process where it turns strategies and plans into actions in order to achieve the set objectives and
goals of the organization. Implementation answers the questions who, where, when and how will
it be done?
In this stage, maintenance training, developed and implemented properly is believed to
save money and improve employee. After the rigid trainings and seminars attended by the
employees and is already trained in a skill, he must be provided with the time and tools to
perform the skill. In short, application of what he have learned from the training experiences.
There should be a constant utilization of the acquired skills in order to make a change and impact
to the organization. The teachers who attended the said trainings should also re-echo and share
their learnings to their colleagues. People are also like machines that need maintenance.