Action Research 2018-2019 Arra C. Derige

Republic of the Philippines
Department of Education
Region IV-A CALABARZON
DIVISION OF BATANGAS
Batangas Provincial Sports Complex, Bolbok, Batangas City
AM – PM PARTNERSHIP SCHEME: TO ADDRESS FREQUENT ABSENTEEISM

AMONG FILIPINO TEACHERS IN CALATAGAN NATIONAL HIGH SCHOOL,
CALATAGAN, BATANGAS
An Action Research
Prepared by
ARRA C. DERIGE
Head Teacher I
CALATAGAN NATIONAL HIGH SCHOOL
Page 1 of 19
AM –PM Partnership Scheme: To Address Frequent Absenteeism Among Filipino Teachers in Calatagan NHS, Calatagan, Batangas
ABSTRACT
Purpose
For the mere fact that students are the core of educative process. Full
attention must be given to them. They must be monitored well and always be
attended in their needs while inside the school premises.
In this connection, the head of the department noticed that there was frequent
absenteeism among teachers in the Filipino department. Hence, as a response she
designed an action research aimed to lesson frequent absenteeism among the
teachers.
Methodology
Employing the descriptive design which was quantitative in the aspect of data
gathering, collecting data from disbursing officers was done to compare the
difference of the rate of absenteeism before and after, when the intervention was
done.
Findings
The action has brought out positive effects among the teachers for the
department for this has lessened the rate of absenteeism in the department.
Research Limitations
The study focused on the ten – Filipino teachers who were found out to have
garnered numbers of absenteeism during the last 3 months of the first semester.
Page 2 of 19
Originality/ Value
Thus, the study will be very beneficial for this is the best remedy to lesson
frequent absenteeism among teachers.
Page 3 of 19
I. Introduction
Dedication and commitment are inevitable in the teaching profession.
Dedication to purpose and commitment to advocacy are the core strengths of
those who are in the teaching profession.
In a press release, Civil Service Commission (CSC) said it issued
Memorandum Circular No.1 series of 2017 on January 31, reiterating the policy
on government office hours and penalties for unauthorized absences, tardiness
and laziness.
Bala, the chairperson of the CSC cited that it is the duty of agency heads
to ensure that all officers and employees under them will strictly observe the
prescribed office hours. Furthermore, she added that workers are required to
render 8 hours of work form Monday to Friday or not less than 40 hours per
week.
Habitual absence, according to section 22, Rule XIV of the Omnibus Rules
Implementing Book V of Executive Order No. 292, S. 1987, is if “ One incurs
unauthorized absences exceeding the allowable 2.5 days monthly leave credit
under the leave law for at least 3 months in a semester or at 3 consecutive
months.
Bala stressed that frequent unauthorized absences from duty during regular
hours constitute loafing and it results in inefficiency and non performance of duty
which adversely affects the prompt delivery of service to the public.
It is in this light that the researcher was prompted to conduct action
research entitled “AM-PM shift partnership scheme: To address frequent
Page 4 of 19
absenteeism among Filipino Teachers in Calatagan National High School,
Calatagan, Batangas.
II. Literature Review
Civil Service Commission and Department of Education’s Issuances
Concerning Teaching and Non-Teaching Personnel
The following policies, guidelines and standards of teaching and non-
teaching personnel to wit:
1. ATTENDANCE
1.1 ALL TEACHING AND NON-TEACHING PERSONNEL are
required to utilize the Biometrics and attendance logbook for daily log in
and log out (15 minutes before the time in the morning, log out during
noon break not earlier than 12:00 noon, log in after noon break not earlier
than 12:30 P.M. and log out in the afternoon after 15 minutes from the
prescribed time).
1.2 Section 5, Rule XVII of the Omnibus Rules Implementing Title I,
Subtitle A, Book V of the Administrative Code of 1987 states that:
“Officers and employees of all department and agencies except those
covered by special laws SHALL RENDER NOT LESS THAN EIGHT
HOURS (8 hrs.) of work for five (5) days a week of forty hours a week,
exclusive of time for lunch. As a general rule, such hours shall be from
eight o’clock in the morning (8:00 AM) to twelve noon (12:00 NN) and from
one o’clock in the afternoon (1:00 PM) to five o’clock in the afternoon (5:00
PM) on all days except Saturdays, Sundays and Holidays.”
Page 5 of 19
1.3 Section 8, Rule XVIII of the Omnibus Implementing Title I,
Subtitle A, Book V of the Administrative Code of 1987, as amended,
provides that:
1.3.1 Habitual Absenteeism. This happens when the employee incurs
unauthorized (read: no approved/official leave) absences for more than 2.5
days for at least 3 months in a single semester, or for three (3)
consecutive months in a year;
1.3.2 Habitual Tardiness. This happens when the employee is tardy for at
least ten (10) times in a month for two (2) months in a single semester; or
10 times in a month for two (2) consecutive months in a single year. Take
note that, technically 8:01 AM is already considered tardy.
The 15-minute “grace period” known and commonly practiced among
government offices has NO BASIS in law or CSC regulation; and
1.3.3 Loafing. An employee is guilty of loafing if he/she incurs frequent
unauthorized absences from duty during office hours. A simple (yet very
real) example of this is when a government employee does personal
shopping at mall during office hours. Likewise, an official monitoring
schools without an Authority to Travel is also considered a violation of
loafing.
1.4 Civil Service Commission Memorandum Circular No. 16, s.
2010 promulgates the guidelines on Undertime which mentions that
undertime is not classified as tardiness. It states that any officer or
employee who incurs undertime, regardless of the number of minutes/
hours, ten (10) times a month or at least two months in a semester or at
Page 6 of 19
least two (2) consecutive months during the year shall be liable for a
Simple Misconduct and/ or Conduct Prejudicial to the Best Interest of the
Service, as the case maybe.
1.5 Under CSC MC 23, s. 1998, Tardiness refers to the failure of an
employee to report for work or resume for work on time. Any official or
employee shall be considered habitually tardy if he/she incurs tardiness
regardless of minutes per day, ten times a month for Two (2) consecutive
months or Two (2) months in a semester during the year. He is subject to
disciplinary action: 1st offense is reprimand, 2nd offense is suspension for
1 day to 30 days and 3rd offense is DISMISSAL.
1.6 CSC MC No. 17, s. 2010 provides guidelines on Half Day Absence
with conditions that any officer or employee who is absent in the morning
is considered to be tardy and is subject to the provision on Habitual
Tardiness and any officer or employee who is absent in the afternoon is
considered to have incurred undertime, subject to the provision on
Undertime.
1.7 An employee who has incurred UNAUTHORIZED ABSENCES,
exceeding the allowable 2.5 days monthly leave credit under the Leave
Law for at least three (3) months in a semester or at least three (3)
consecutive months during the year shall be considered habitually absent.
Those who incur habitual absence is subject six (6) months and one (1)
day to one (1) year suspension on the first offense and Dismissal on the
second offense,
Page 7 of 19
1.8 There shall be no off-setting of tardiness or absences by
working for an equivalent number of minutes or hours by which an officer
or employee has been tardy or absent, beyond the regular working hours
of the employees concerned.
1.9 MECS Order No. 9, s. 1985 dated January 20,1985 – Strict
Enforcement of Civil Service Rules on Attendance.
1.9.1 Teachers who do not report to duty shall be marked absent
1.9.2 The corresponding deductions shall be made from their salary
1.10 Heads of office shall be responsible for the attendance of their
personnel. (Book V of Executive Order 292 and Omnibus Rules, CSC MC
No., 40, s. 1998, CSC MC No. 15, s. 1999 and DECS Service Manual
2000)
1.11 RA 6713 – Code of Conduct and Ethical Standards Section 4 (a)
states that, “Commitment to Public Interest – Public officers and
employees shall always uphold the public interest over and above
personal interest…”
1.12 RA 4670 entitled Magna Carta for Public School Teachers Section 27
stipulates Freedom to Organize stating that “Public school teachers shall
have the right to freely and without previous authorization both the
establishment and to join organizations of their choosing, whether local or
national, to further defend their interest.”
1.13 RA 2260, known as “Civil Service Act of 1959 in Relation to Sec. 36
of PD 807, Punishing Violations of Existing Civil Service Law and Rules.
Also BANS STRIKES, to wit:
Page 8 of 19
Limitation on the Right to Strike – it is declared to be the policy of the
government that employees therein shall not strike for the purpose of
securing changes in their terms and conditions of employment
1.14 MECS Order No. 10, s. 1985 dated January 31, 1985 – Reiterating
Regulations Related to Class Disruptions.
(a) Teachers may participate in organization activities outside of office
hours, or within office hours provided they have the PERMISSION of the
School Superintendent. They should however refrain from conduct
prejudicial to the service which are subject to disciplinary action.
(b) Superintendents and Principals to check attendance of teachers.
Those who are absent without prior approval by the official concerned, or
who refuse to perform their functions should be subjected to
corresponding administrative sanctions.
1.15 MECS Memorandum No. 143, s. 1985 – Violations of Civil Service
Regulations on Strike and Absences stipulates that, persons who go on
strike shall be replaced as soon as feasible to do so under Civil Service
rules.
1.16 Memorandum No. 35, s. 1970 of the Bureau of Public Schools also
provides that the concerted action of the teachers of leaving their classes
without due permission from the school superintendent or without prior
approval of an application for leave, can be considered “a strike” and
therefore subject to administrative action conformably to Civil Service rules
and regulations.
Page 9 of 19
III. Research Questions
The study aimed to lessen the frequent absenteeism among Filipino
Teachers in Calatagan National High School, Calatagan, Batangas
Specifically, it sought answers to the following questions.
1. How effective is the intervention done to lessen the rate of absenteeism
among teachers based on the data presented.
IV. Scope and Delimitation
The main focus of the study was the attendance of the ten- Filipino Teachers
in the department and at the same time limited to their attendance.
V. Research Methodology
A. Research Design
The study employed descriptive design which was quantitative in the
aspect of data gathering, collecting data from the disbursing officer was done
to compare the rate of absenteeism before and after ,when the intervention
was done.
B. Sampling
Purposive sampling was used to represent the sampling of the study.
Specifically, homogenous sampling was utilized. This sampling technique
refers to selecting participants with similar characteristics so that the
researcher can understand an experience shared by these participants while
comparing and contrasting those experiences (Glesne, 2011)
Page 10 of 19
The target participants of this quantitative study are the Ten- seasoned
Filipino teachers of Calatagan National High School, Calatagan, Batangas.
C. Data Collection
To get accurate and reliable results, the head teacher collected data
from disbursing officer particularly the daily time record for the first -3- months
of the first semester.
D. Plan for Data Analysis
The data collected form the disbursing officers was tabulated and will
be compared to the attendance of the teachers reflected on their daily time
record for the last 3 months of the year 2018.
E. Ethical Issues
The names of the teachers-participant were not mentioned to protect
their dignity and integrity.
VI. Results and Discussion
Table 1
Record of Absenteeism of Teachers from June to August
Number of Absences
Teacher June July August
Teacher 1 2
Teacher 2 2 0.5 0.5
Teacher 3 0.5
Teacher 4 2 1.5 1
Teacher 5
Teacher 6 1
Teacher 7 2 1
Teacher 8 1 3
Teacher 9
Teacher 10 6.5 1.5
Page 11 of 19
Table 2
Record of Absenteeism of Teachers from October to December after the intervention
Number of Absences
Teacher Oct Nov Dec
Teacher 1 0 1 0
Teacher 2 0 0
Teacher 3 1 1 1
Teacher 4 2
Teacher 5
Teacher 6
Teacher 7
Teacher 8 1
Teacher 9
Teacher 10
It was evident from the data collected that there were lots of absences
garnered during the first 3 months of the school year as evident at the attendance of
Teacher 1, 2, 3, 4, 5, 6, 7, 8, 9 and 10 totaling 26 days.
Great change was evident in the attendance of teachers when the intervention
took effect, as evident in the attendance of teacher 1, teacher 4 and teacher 8, while
teacher 3’s attendance rose up to almost 93%. However only 7 days absences were
garnered on the last 3 months of 2018.
See the graphical representation showing the difference on the rate of
absenteeism before and after the intervention.
Total Absences
30
25
20 Total Absences
15
10
5
0
June to Aug Oct to Dec
Page 12 of 19
VII. Conclusion
Based on the findings, it was very evident that the intervention done
created positive effect on the attendance of the teachers as well as to their
punctuality.
VIII. Recommendation
Based on the conclusion, the following recommendations are hereby
suggested:
1. Create AM- PM partnership for 2 shifting class schedules.
2. Always observe punctuality
3. Observe 8- Hours work everyday
4. Develop genuine love for teaching
5. Consider teaching as a mission not a job
Page 13 of 19
IX. REFERENCES
Omnibus Rules Implementing Title I, Subtitle A, Book V of the
Administrative Code of 1987, Civil Service Commission Memorandum
Circular No. 16, s. 2010, CSC MC 23, s. 1998, CSC MC No. 17, s. 2010,
Book V of Executive Order 292 and Omnibus Rules, CSC MC No. 40, s.
1998, CSC MC No. 15, s. 1999, DECS Service Manual 2000, MECS Order
No. 9, s. 1985, RA 6713 – Code of Conduct and Ethical Standards, RA
4670 entitled Magna Carta for Public School Teachers, RA 2260, known
as “Civil Service Act of 1959”, PD 807, Punishing Violations of Existing
Civil Service Law and Rules, MECS Order No. 10, s. 1985, MECS
Memorandum No. 143, s. 1985, Memorandum No. 35, s. 1970)
Page 14 of 19
CERTIFICATION
This further certifies that the research of ARRA C. DERIGE on AM-PM
PARTNERSHIP SCHEME: TO ADDRESS FREQUENT ABSENTEEISM AMONG
FILIPINO TEACHERS IN CALATAGAN NATIONAL HIGH SCHOOL, CALATAGAN,
BATANGAS has created minimization of tardiness and absenteeism of 10 Filipino
Teachers in the department leading to realization of teaching and learning outcomes.
Given this 7th day of January 2019 at Calatagan National High School,
JORGE C. BAUTISTA
Principal I
Page 15 of 19
CERTIFICATION
This further certifies that the research of ARRA C. DERIGE on AM-PM
PARTNERSHIP SCHEME: TO ADDRESS FREQUENT ABSENTEEISM AMONG
FILIPINO TEACHERS IN CALATAGAN NATIONAL HIGH SCHOOL, CALATAGAN,
BATANGAS has created minimization of tardiness and absenteeism of 10 Filipino
Teachers in the department leading to realization of teaching and learning outcomes.
Given this 7th day of January 2019 at Calatagan National High School,
JORGE C. BAUTISTA
Principal I
Page 16 of 19
CERTIFICATION
This further certifies that the research of ARRA C. DERIGE on INTENSIVE
ONE ON ONE READING COACHING AS A MEANS TO ADDRESS STUDENTS
WITH READING DIFFICULTY IN BOTH ENGLISH AND FILIPINO DISCIPLINES
have brought good impact to 5 grade 7 non-readers making them readers of
Filipino and English language leading to realization of teaching and learning
outcomes.
Given this 13th day of February 2020 at Calatagan National High School,
JORGE C. BAUTISTA
Principal I
Page 17 of 19
CERTIFICATION
This further certifies that the research of ARRA C. DERIGE on INTENSIVE
ONE ON ONE READING COACHING AS A MEANS TO ADDRESS STUDENTS
WITH READING DIFFICULTY IN BOTH ENGLISH AND FILIPINO DISCIPLINES
have brought good impact to 5 grade 7 non-readers making them readers of
Filipino and English language leading to realization of teaching and learning
outcomes.
Given this 13th day of February 2020 at Calatagan National High School,
JORGE C. BAUTISTA
Principal I
Page 18 of 19
Page 19 of 19

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Republic of the Philippines

AM – PM PARTNERSHIP SCHEME: TO ADDRESS FREQUENT ABSENTEEISM

CALATAGAN NATIONAL HIGH SCHOOL

attended in their needs while inside the school premises.

absenteeism among teachers in the Filipino department. Hence, as a response she

designed an action research aimed to lesson frequent absenteeism among the

frequent absenteeism among teachers.

Dedication and commitment are inevitable in the teaching profession.

Dedication to purpose and commitment to advocacy are the core strengths of

those who are in the teaching profession.

In a press release, Civil Service Commission (CSC) said it issued

on government office hours and penalties for unauthorized absences, tardiness

Implementing Book V of Executive Order No. 292, S. 1987, is if “ One incurs

under the leave law for at least 3 months in a semester or at 3 consecutive

which adversely affects the prompt delivery of service to the public.

It is in this light that the researcher was prompted to conduct action

research entitled “AM-PM shift partnership scheme: To address frequent

absenteeism among Filipino Teachers in Calatagan National High School,

II. Literature Review

Civil Service Commission and Department of Education’s Issuances

Concerning Teaching and Non-Teaching Personnel

The following policies, guidelines and standards of teaching and non-

teaching personnel to wit:

1.1 ALL TEACHING AND NON-TEACHING PERSONNEL are

1.2 Section 5, Rule XVII of the Omnibus Rules Implementing Title I,

Subtitle A, Book V of the Administrative Code of 1987 states that:

“Officers and employees of all department and agencies except those

covered by special laws SHALL RENDER NOT LESS THAN EIGHT

PM) on all days except Saturdays, Sundays and Holidays.”

1.3 Section 8, Rule XVIII of the Omnibus Implementing Title I,

Subtitle A, Book V of the Administrative Code of 1987, as amended,

1.3.1 Habitual Absenteeism. This happens when the employee incurs

unauthorized (read: no approved/official leave) absences for more than 2.5

days for at least 3 months in a single semester, or for three (3)

consecutive months in a year;

note that, technically 8:01 AM is already considered tardy.

The 15-minute “grace period” known and commonly practiced among

government offices has NO BASIS in law or CSC regulation; and

1.3.3 Loafing. An employee is guilty of loafing if he/she incurs frequent

real) example of this is when a government employee does personal

shopping at mall during office hours. Likewise, an official monitoring

schools without an Authority to Travel is also considered a violation of

1.4 Civil Service Commission Memorandum Circular No. 16, s.

2010 promulgates the guidelines on Undertime which mentions that

undertime is not classified as tardiness. It states that any officer or

employee who incurs undertime, regardless of the number of minutes/

hours, ten (10) times a month or at least two months in a semester or at

Simple Misconduct and/ or Conduct Prejudicial to the Best Interest of the

Service, as the case maybe.

1.5 Under CSC MC 23, s. 1998, Tardiness refers to the failure of an

employee shall be considered habitually tardy if he/she incurs tardiness

months or Two (2) months in a semester during the year. He is subject to

disciplinary action: 1st offense is reprimand, 2nd offense is suspension for

1 day to 30 days and 3rd offense is DISMISSAL.

is considered to be tardy and is subject to the provision on Habitual

Tardiness and any officer or employee who is absent in the afternoon is

considered to have incurred undertime, subject to the provision on

1.7 An employee who has incurred UNAUTHORIZED ABSENCES,

consecutive months during the year shall be considered habitually absent.

1.8 There shall be no off-setting of tardiness or absences by

working for an equivalent number of minutes or hours by which an officer

of the employees concerned.