METRO MANILA COLLEGE

Jordan Plaines, U-Site, Brgy. Kaligayahan, Novaliches, Quezon City

INSTRUCTIONAL MANAGEMENT PROGRAM

(EDUC 606)
1st Semester - A.Y 2021-2022

DR. MARIA THERESA E. ASUNCION, FRIEdr, FRIM

Professor

TOPIC : Personal and Professional Attributes and Interpersonal Effectiveness

DISCUSSANT: Gregorious, Dan Lhery

Personal and Professional Attributes and Interpersonal Effectiveness

NATIONAL COMPETENCY-BASED STANDARDS FOR SCHOOL HEADS TRAINING
AND DEVELOPMENT NEEDS ASSESSMENT (NCBSSH-TDNA): Domain 7

Guiding Principles in the Framing of the NCBS –SH

Function - based. The competencies are based on school head functions as stated in RA 9155,
related laws and DepEd policies.
Responsive. Competencies are applicable in any range of context: big or small school, city or
rural school, culturally divergent groups.
Impartial. These are applicable to any school head regardless of position item, gender, age,
experience and other personal circumstances.
Coherent. These are clear and logical.
Valid. All performance indicators are research-and experience-based.

Basis and purpose of the NCBSSH-TDNA

The National Competency-Based Standards for School Heads Training and Development Needs
Assessment (NCBSSH-TDNA) is a mechanism to systematically determine the training and
development needs of school heads (SHs) in order to support improved practice as effective
school leaders.
 The needs assessment mechanism was an adaptation of the National Educators
Academy of the Philippines (NEAP) assessment tool for school managers. A list of
required competencies based on the mandate for school heads was earlier developed by the
NEAP for its School Leadership Experience Portfolio (SLEP).
The DepEd Order No. 32, s. 2010 defines NCBSSH with a list of competency standards
which can be used as basis for the school heads’ decision making, actions and performances of
their functions. In addition to fundamental direction provided by the set of standards, there are
knowledge, skills, and values that are clarified through the indicators defined per strand on
every domain. The NCBSSH shall be used as basis for the preparation of a comprehensive
training and development based on expected tasks that will be utilized to deliver training
programs to ensure efficiency, effectiveness, and excellence of school heads’ job performance
(DepEd Order No.32, s. 2010, par 2 and 3).
The NCBSSH-TDNA tool is necessary to determine the school head’s needs for training
and development vis-à-vis the seven domains of competencies for an effective school leader. It is
a self-assessment mechanism done by reflecting on past and current practices as a School
Head.
DOMAIN 7. Personal and Professional Attributes and Interpersonal Effectiveness

CORE PRINCIPLE
School heads are competent, committed and accountable in providing access to quality
and relevant education for all through transformational leadership and high degree of
professionalism.
 Professionalism
Manifests genuine enthusiasm and pride in the nobility of the teaching profession.
Observes and demonstrates desirable personal and professional (RA 6713 & Code of
Ethics RA 7836) behaviors like respect, honesty, dedication, patriotism and genuine concern for
others at all times.

RA 6713
Code of Conduct and Ethical Standards for Public Officials and Employee
AN ACT ESTABLISHING A CODE OF CONDUCT AND ETHICAL STANDARDS
FOR PUBLIC OFFICIALS AND EMPLOYEES, TO UPHOLD THE TIME-HONORED
PRINCIPLE OF PUBLIC OFFICE BEING A PUBLIC TRUST, GRANTING INCENTIVES
AND REWARDS FOR EXEMPLARY SERVICE, ENUMERATING PROHIBITED ACTS
AND TRANSACTIONS AND PROVIDING PENALTIES FOR VIOLATIONS THEREOF
AND FOR OTHER PURPOSES
The Philippine Teachers Professionalization Act of 1994
AN ACT TO STRENGTHENTHE REGULATION AND SUPERVISION OFTHE
PRACTICE OF TEACHING INTHE PHILIPPINES AND PRESCRIBING A LICENSURE
EXAMINATION FORTEACHERS AND FOR OTHER PURPOSES.
Objectives
(a)The promotion, development and professionalization of teachers and the teaching
profession; and
(b)The supervision and regularization of the licensure examination.
Professionalism

 Maintains harmonious relations with superiors, colleagues, subordinates, learners,

parents and other stakeholders.
 Makes appointments, promotions and transfers on the bases of merit and needs in
the interest of the service.
 Maintains good reputation with respect to financial, matters such as the settlement
of his/her debts, loans and other financial affairs.
 Develops programs and projects for continuing personal and professional
development including moral recovery and values formation among teaching and
non-teaching personnel.
 Communication

 Communicates effectively to staff and other stakeholders in both oral and written
forms.
 Listens to stakeholders' needs and concerns and responds appropriately in
consideration of the political, social, legal and cultural context.
 Interpersonal Sensitivity
 Interacts appropriately with a variety of audiences.
 Demonstrates ability to empathize with others.

Fairness, Honesty and Integrity

 Observes Award System and a system of assistance for teachers staff to sustain
integrity, honesty and fairness in all school practices.
 Demonstrates integrity, honesty and fairness all his/her dealings and transactions.
 Makes individuals accountable for their actions.