Professional Documents
Culture Documents
Good Luck
(NQESH (National Qualifying Examination for School Heads
School Leadership
Instructional Leadership
Creating a Learning Climate
Professional Human Resource Development
Parent Involvement and Building Communities
School Management and Daily Operations
Personal Integrity and Interpersonal Sensitivity
English Language Proficiency
Reading Comprehension
a. Listening
b. Encouraging
c. Problem Solving
d. Directing
e. Reinforcing
f. Negotiating
g. Standardizing
h. Clarifying
i. Reflecting
Mentoring is the process in which experienced teachers guide the young and new teachers in their
career.
Action Research studies the actions or activities experienced by the teachers and administrators in a
form of inquiry which aimed to solve specific problem in the school. It means that it is valid iun a
particular place.
For more information about the Procurement review RA 9184 or the Government Procurement Reform
Act.
Physical resources n schools includes the facilities and instructional(learning) materials. Examples of
instructional materials are print instructional materials, non-print instructional materials. It maybe a
form of equipment or furniture.
Examples of equipment
Tools, utensils, apparatus (for kitchen and home economics , for science laboratory, for playground)
Teaching aids and materials
Instruments and properties needed for curricular, non-curricular, and administrative functions and
processes implementation.
Examples of Furniture
Desk, chairs, table, benches, cabinets, shelves, bulletin board
Similar items that are permanent or attached that made up physical environment for learning
Movable items and furnishing that require instructional spaces
Other Equipment
Office equipment
Medical/dental/health equipment (for clinic)
Schools Furniture/Classroom/Building
For Dimensions, size of chairs and classroom and facilities please refer to DECS Manual
Regional Director issues a special voucher approving relief from the responsibility for the demolished
building
Personnel Management
Career Service – based on merit and fitness determined as far as practicable by comepetitive
examinations, as based on highly technical qualifications. Any person appointed to positions in the
career service has the opportunities for the advancement of high career positions and enjoy security of
tenure.
Employment Process
Stage 1. Recruitment
Pursuant to R.A 7041, Vacant positions in all levels in the career service are published in
the:
- Bulletin of Vacancies in the Civil Service; and
- In the newspaper of wide circulation
These are likewise posted in at least three (3) conspicuous places in the office for the 10 working days
(CSC-MC No. 20, s. 2002)
Stage 2: Selection
Selection of DepEd employees and teachers is based on the principle of merit, competence,
fitness and quality and it is open to all, regardless of gender, civil status, disability, religion, ethnicity
or political affiliation.
RANKING
Determining Factors in Ranking
1. Performance
2. Education and Training
3. Experience and Outstanding Accomplishment
4. Psycho-Social Attributes and Personality Traits
5. Potential
For teachers, ranking is school based.
Committees
School Committee – chaired by the school head or department head. Receive all application and
validates the documents submitted by the applicants.
Division Sub-Committee – evaluates the applicants, observes the teaching demonstration and conducts
interview to the applicants
Division Selection Committee- administer written examination, consolidates individual ratings and
makes the final ranking of all applicants for inclusion to the RQA (Registry of Qualified Applicants) for
submission and approval of the Superintendent.
Pooling – A registry of qualified applicants for every elementary school and for every secondary schools
is done in every division office and provide a copy also for Regional Director.
Stage 3: Appointment
NATURE OF APPOINTMENT
a. Original Appointment – refers to the initial entry into the career and non-career service.
b. Promotion – refers to the advancement from one position to another with an increase of duties and
responsibilities and usually corresponds to an increase in salary.
c. Transfer – refers to movement from one position to another, which is equivalent in rank, level or
salary without break in service.
d. Reemployment
e. Reappointment
f. Reinstatement
g. Renewal
h. Change of Statust.
i. Demotion
j. Reclassification
TEACHERS LEAVE
From the Magna Carta of Public School Teachers (R.A. 4670)
1. Teachers are not entitled to the usual vacation and sick leave credits but proportional vacation pay
(PVP) during Summer and Christmas Vacation
2. Teachers who have at least seven (7) years of continuous service may be entitled to study leave of
absence with pay not exceeding in one (1) school year.
3.
Maternity Leave
Every woman in the government service who has rendered an aggregate of two or more years in
service, in addition to the vacation and sick leave granted to her is entitled to a maternity leave of 60
days with full pay.
A married male employee is entitled to paternity leave of seven (7) working days for his first (4)
deliveries of his legitimate spouse with whom he is living.
Posted by Scientist at 5:27 AM
According to Andy Hargreaves, a professional learning community is an ethos that infuses
every single aspect of a school operation. When a school becomes a professional learning community,
everything in the school looks different than it did before. Ethos is a guiding belief. According to
Duofor, PLC operates under the assumption that the key to improve learning for students to
continuous, job embedded learning for educators.
1. Induction Program – it is for new employees/teachers to develop pride, commitment and sense of
belonging to the public service.
Induction program is for “NEW” employee.
2. Orientation Program – it refers to activities and programs designed to inform the employee about the
thrust, operations and programs of a certain agency. It is also to inform the employee of his
responsibilities and benefits.
3. Reorientation Program – a program designed to inform the employees about the new policies and
programs anf their new duties and responsibilities.
Rewards based on Performance
President Benigno Aquino III introduced the PBB or Performance Based Bonus.
Some of the Honor Awards given by the Government and other agencies/companies
1. Presidential or “Lingkod Bayan” Award – conferred to an individual for consistent dedicated
performance showing the best in any of the profession or occupation resulting in the successful
implementation of the performance which affects the national interest. It is in the form of gold
medallion and plaque containing the citation and signature of the President of the Republic of the
Philippines.
2. PAGASA Award or Civil Service Commission Award – conferred to a group or individuals or team who
has shown outstanding teamwork and cooperation in the delivery of public service. The plaque
contained the citation and signature of the Chairman of the Civil Service Commission.
3. KAPWA Award or Department Award – it is given to an individual or group of individual in recognition
of their contribution that directly benefitted the single department or agency of the government.
4. “Dangal ng Bayan Award” (Outstanding Public Official/Employee Award – it is granted to the official
and employees in the government who have demonstrated exemplary service and conduct in the basis
of the Eight norms of conduct and behaviour of a public official stated in the Republic Act. 6713.
Incentive Awards
1. Performance Incentive
2. Length of Service Incentive
3. Productivity Incentive
4. Most Courteous Employee Award
5. Retirement Award
6. Year End B onus/Thirteenth Month Bonus/Mid Year Bonus + Cash Gift
“Understanding the Management Process” is the first step towards effecteive management for school
heads
PHASE 1: PLANNING
- Situation Analysis
- Goal Determination
- Setting of Targets and Objectives
- Formulation of Strategy and Policy
- Identification of Program and Projects
The School Improvement Plan (SIP) is a plan for three to five years
The Annual Implementation Plan (AIP) is a plan for one year
PHASE 2: Programming
- Formulation and prioritization of development programs to operationaliza the SIP and AIP
- Specify the implementation schedule, target clientele, location and funding requirements and
sources.
PHASE 3: Budgeting
- Financing of prioritized school programs
Sources of Funds
- Deped Budget
- SEF (Special Education fund) of the Local Government Unit
- 20% of the Social Development Fund from the barangay
- School Canteen Operations
- Other School income-generating projects
- Donations and contributions in cash or kind
- Financial Assistance from foreign countries.
PHASE 4: Implementation
The implementation and execution of the projects based on the SIP/AIP. It is also the
utilization of the resources and budget allocated for the program.
PHASE 5: Monitoring
The collection of data based on the targets set in the SIP/AIP and the school actual
performance.
PHASE 6: Evaluation
Involves Identification and measurement of the whole teaching and learning output of the
school’s program and projects against its stated goals and targets.
PHASE 7: Reporting
Year-end reporting of the targets accomplished based on the AIP. It includes the the
strength, weaknesses and achievement of the school.
Mission-Vision
The RA 9155 otherwise known as the Basic Education Act of 2001 enumerates the various functions of
school head. One of these is the “setting of mission, vision, goals and objectives of the school”.
In planning, there should be a clear statement of the vision and the mission.
There are seven milestones in the implementation of the School Based Management through the SIP
and AIP. These are
1. Plan – SIP and AIP that was developed by the stakeholders
Stakeholders includes
Internal – school head, teachers, PTCA, students
External – LGU, community leaders, retirees, alumni
2. . Fund - School Based Management Fund coming from different sources such as PTCA, LGU, DepEd
MOOE, NGO’s etc..
3. . Implementation of Plan – full participation of stakeholders are encouraged.
4. . Management of Fund
5. Monitor and Evaluate the Plan
6. Show The results based on Performance Indicator (Completion Rate, Participation Rate, Drop-out Rate,
Achievement Rate etc..)