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Masinloc, Zambales
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Tel. No. (0471307-0320

FACULTY MANUAL
 SASIdA FACULW MAtlUAL / Fage I of 76

SA[\lAISE]RHS SCHOOB- OF MiASINLOC, $Ne.

FACUTTY IVIAfiVI.'AL

i- t-ilsTORY CIF s,At{ l\NDRHS SCI-.i()01 lvi/\Sll\lLOc

S,At\ ANDRES SC|-{OOL OF MASIf{LOC uras founded and established on June 1955. The man bel-rind was a
Coiurnfian Pniest, Rev. Fn. Denis Egan, who became its first di!"ector. Through him, the drean'l of
estahllshing a cathc'lic high schoo{in tl'le paris['l hecan'le a reality'

The schoc! stanted to operate and open classes in the first two curriculum years by virtue of
Goverrrnrent Permit l\o. 227, series of 1955. After it had established its credibility and had met the
entire neciuinernent, it was issuecj Govennn'lent Recognltion No.22, series of 1958 on March 2V,1958.

finst school year began with an ennollment of l2L freshrnen and sophornone under the tutelage of
Tl"re
young amd dedicated teachens rtarrrely: Letecia Ebba, Fe Estrada, Angela Encina, Amado Valdez, and
Ran'lon Fennandez.

tVlarch 195E rnarked the finst graduation. Batch 1958, which was composed of 32 rnembers of the
gnaduatiirg class headed by Ernestirra Ebha, the Class Valedictorian proudly, received their diplomas.

ln 1964, the finst group of Benedictinre Sistens anrived in Masinloc and taught Christian Living in the
schoo!.

The scfirood directors{'llp was transferred fnom Co{urnban to the Filipino Clergy in 1988. Rev. Fn. Francisco
Minas was the First Filipirro directol" of the school. He was succeeded by Rev. Fn. James l-aquindanum,
who was in tunn sllcceeded hy Rev. Fn. Williann Mlonsalucl,

The school has been offerir-lg her pre-elementary and elementary services since June 2001 through the
initiative and effort of Fr. William Monsalud. Mrs. Antonia Villanueva Ednacot had been the principal of
the Fre-elementary and Elennentary Department. Government Permit of this department was issued by
DepEd in 2001 and the governs.nent recognition in 2002. This growth prompted the school to change her
name fronn SAt\ ANDRES HIGF{ SCl-{OOL to 5Al\ ANDRES SCHOOL OF MASINLOC SASMA)'

ll - San Andres Scl-rool of Masinioc and CESDI

SASTVA is a member of the Cattrolic Ecjucational Systenn of the Diocese of lba (CESDI) and subscribes to
its vision, n'lissiorr, goals and objectives:

VISION:,4 Chnist-cemtered, dyr-rarrric and effective Catholic educationalsystem in the Diocese of

l ba.

Ml55l0t\i: Cornnn['tted to -
L. To gnow continuously ln oul" spiritual, SrnofesslonaN and personal llfe
2. To deve{op cornpetemt and caring acaclemic and support personnel for the total Catholic
'l'ormation of ouln studerlts.
 SAS,WA FACULW MAN{.j/'L I Fage 2 of 76

clevelog: sefif-c1inec'ned and nesponsihle catholic students who are acadernically and
-n-s

vocationa{lv equripped ancl neady to serve others especially the poor and the underprivileged
vr;ithi n tlre service curn mtln ity;
4. T* procluce citizems and {eadens url'lo ane maka-Diyos, makd-Too, mako-Bayan, maka-Buhay and
rnskci-lfulikasan.
III. PFiILOSOPI-{Y, GOALS, AI'{D CISJECTIVES

PFiILOSOPFIY

SASMA Tneasunes [ts Cathollc tradition of hurnanistic learning based on the Gospel values
exennpllfied by
the discip$e and apost{e st. Andrew, sharing in the mission of the catholic church, to
proclairn christ as
the Good {\ews to a{1, SASMA, wit{r corrscious pneference for the deprived, in the contemporary and
principles and values
fr.lture needs of thre church, the nration and the world. lt is on the basis of these
that SASMA provicles its quatity Catholic Andrean education in a Christ-centered way. Our goal then, is
the totai formatior-l of a persr:ll who "wxlks in the truth". Thus, Truth erlcourages the search for
knowledge wl'lich innpels us to {ove"

GEI\FR,AI- Gf,}ALS OF ANEREAI\ LDT,ICATION

i\ fofol cathotic christian with a sufficient understandtng and

awai.eness of the teaching of Christ who participates in the rnission of
CATI-{OLI C STIAhI
salvation through the utilizatlon of his/her talents and abilities for the
C I-I R I

senvice of Gocl and othrers.

A person who he{ieves in the dignity of self and others, who strives to
PERSON discover and develoP his/her capabilities to the full for the service of
God and n"lanl<irld.

An integrated msn or waman whose spiritual, moral, academic,

MAN/WOMAI\ cglturai, arrd vocational values acquired through his/her growing years
are bnought to the fore as he/she fulfills his/her various
respollsibilities in the horne and in the community where he/she lives.

A self-clirected Filipino who is proud of his/her national identity and

culture, and thre tenets embodied in the Philippine constitution, and
who ciemonstrates leadership thnough active participation at honne, ln
FtLrPlhl0
the School and ir-l the larger cornmunity. He/She is one who is
academically pnepaned, equlpped with necessary skills at his/her own
level o.f developn'lent. He/She is innbued with moral and spiritual
stremgtl-r and can fultill hls/her responsibilities'

An Andrean who is warm, active, simple, and appreciative of the finer

AI\IDRE,AI'{ and noblen things in life, holding Christian family values of primary
impontance and who lil<e,Andrew, the Apostle, motivated hy his deep
faith im Christ, brings everyone to the loving Christ.
 SAStriA FACU!-W MANU AL / Fage 3 of 76

SECON DARV ED I".JC,ATIOI\ OB.I FCTIVES

llo fonrn In'Negnated Catholic C{'lnistiams rrrho:

# Exemp{ify the Gospe{ values which the Catholic Church upholds

# hllanifest w['lolesome enrotional and spiritual characteristics in
school, home, community, country, and global conrmunity
s Farticipate regularly and actively during Sunday N/lasses and other
Iitur"gica I celebrations
IVIORAL qk lntennalize fnequent and regular reception of the sacrat"nents
I-JPRiGH'[ I\!E55 s Deepen pensona{ relationship with God through well-balanced
nefiations{-rips with the nnembens of the family and with otl'rers
+f* lViodel the virtues exemplified by Christ, Mary and St. Arldrew
such as friendliness, sense of communion and rnission, obedience,
hurrni{ity, ttonesty, sinnplicity, respect, commitnnent, kindness,
gemenosity, helpfulness, sensitivity to the needs of others, etc.

s Ane excellent in cornmunicative and reflective skills in all facets of

fiil'e as a resuit of thein nelevant and meaningful school learning
eNgreriences
ACADEMIC # Are self-directed toward lifelong learning skills which will help
EXCELLEI\CE thern cope witl'r the demands of daily life activities and challenges
nK Are nnature and capable to discern on matters that affect
thennselves as they relate witl'r their family, the Church, the nation
and the world

# $ensitivity to the r-leeds of others

qF' l-iave a deeper sense of other-centeredness through volunteer
works anrd selfless service at home, the community, nation and
SOCIAL 'the world
RESPOI\lSIBILITV
* Ane equipped with skills in organizing and building conrnnunities of
love, understandinrg and trulst
{* Sociaily cot'lscious ancl involved in cornrnunity, local and
international issues

ELT M FN d'AITV ED L.JCATION OE.J ECI-I\IFs

To fonrn integrated CathoNic Christians who:

s Regularly pray with love and devotion to God

MORAL # Participate regu!arly and actively during Sunday N/lasses, holy days
UPRIGI-,{ThIESS of ohligations, and other Iiturgical celebrations
# Receive t[re sacraments regularly
 SASf/iA FACULW MANUAL/ Fage 4of 76

Manifest personal relationship with God through well-balanced

re{ationsl'lips with the members of the family and with othens
Fnactice virtues exemplified by Christ, Mary and St' Andrew such as
obedience, hunnillty, honesty, simplicity, respect, contmitment,
[<inclness, generosity, helpfulness, sensitivity to the needs of others,
etc.

Thinl< an'ld reasot'r critica{iy anrd logically

ENplness thenrselves inteltigently inr both oral and wnitten
col^r'lmu m !catir:n
Ar[iaLi{ate as-rd record ideas of quantity appropriately and
accu rateiy
Recognize, au'lalyze and solve problems scientifically
Take pric{e in their national identity and cultural heritage
Defixonstrate creativlty in music, art, and body movements

Shane God-given talents and nesources generously

{leach out and stnetch out to help the underprivileged, the least,
SOCIAL
tfi'ie {ost and the last in soclety
RESPOI!SIEILTY
Panticipate actively anci voluntarily in civic affairs that help uplift
and deveNop the community/nation

I( I N DERGARTEI\ E Dt-JC,qTI Oi\l OB.J ECTIVES

To forrn integna-aeel Catholic Chnlstian pre-sc['looNers who:

Grow il"l God's {ove thnough experience and l<nowledge

Are able to love and worship God through simple prayer habits and
q"ecitation of prayens
iv oR,AL t.r PR IG l-{1"l\l E5s
Ane filled with Marian anc{ Andrean virtues of obedience, hunrility honesty,
and sirnp{icity
l-"iave developed a healthy self-image and good habits

Are exposed to interpersonal and social skills

Have developed sensory - perceptual and coordination of motor skills
ACADEMIC EXCELLEI\CE
F'{aveacquired reading readiness and expressive language sl<ills for the
development of problern-solving and thinking capabilities

Live and grow in values that will make the helpful, cooperative, caring,
to the needs of others
gene!"or.rs, and sensitive
SOCIAL RESPOI\5I BI LITV
Ane thanl<ful for their God-given talents and abilities by generously sharing
thenr with others
 SASMA FACULW MANUAL / Fage 5 of 76

tv - Qti/\[".i-N"v p0Llev 5T,ATEmlENll-

"5/15i1"44 pt"ovides halistic Cutholic Andrean Educatian in a Christ-centered Way"

THE P\l'{DRTAN C0RE VAI-[-.IES

CHRIST - Chn'ist is the of Andneanr life; Like 5t. Andrew, the disciple, Andreans follow and
CEh{"[-HR
in'litate C{'lnist, and do evenything in ref erence to l-{irn.

COfvlMllSSlOl\ Like 5t" Anc.irew, the,Apostle, the Andrean has a mission, a LIFE PURPOSE to spread
-
the Good lrlews; Iike Chnist, I'le/she actively participates in the salvation of this world to make it a
betten place.

- The Andrean is a RESFONSIBLE FAMILY MEMBER and CITIZEN, concerned with

COIVIMUI\ilTY
huildlng communities, pron'lotiorl of people, justice and peace, and the protection of the
environ nnerrt.

CFl,qRlSkl by Christ to beconne a "fisher" of men, the

- Liil<e 5t. Andnew, who was a fisherrnan shaped
Andreai'r develops his/her 6IFTS/TALEhiTS to be put in the service of the connnnunity. He/She strives
to grow and in'rpnove daily, always seeking the hetten and finer things, and the Final Good.

e F.{ARITY - l,.lnged on hy the LCIVE CIF CFiRlST, the Andrean is warrn, loving, hospitable and generous,
especially to t["le under6rrivrleged.

TI-{E AI\DREAI\'S WORI( ETI"JiCS

Visiolr Mirsslon Driven

o Respecri" histony and cneate the futt,rre

o Fractice strategic a{ignn'lents in aNl endeavors and activities
,s Maintain an attitude otl openness to change by constantly lool<ing forward
o Practice the Andrean cone values

Eucha risti c Conn rn u n ity a n cl Tota { Coni'l nn itm e nt

e Rernain constant to community connrnitnnents

' Optirnlze and shane resoL,trces

* Bulld ar-rd rnaintain collabonation and coopenatlve partnership and work in teams
o Llp[ift the quality of people hy contributing to curlture building, value enhancement, professional
hehavion ancl personal integratiol"l in Christ.

Trust and Transparency

o f;nnpowel' people hy s[raring leadenship nesponsibilities

o Treat ai'rc{ value indivlduals with dignity as childnen of God
qu Frovide opportunities fon gnowth, deve|opn'lent, and involvenrent
 SASMA FACULW MANUAL / Fage 6 of 76

* Give hr:mest amd accurate data/feedback/information for optimurn use in the improvennent of
i rr ej lvid ir a s a n d th e a c a d e nn c co t"r'l nn u r-l ity
I i

CL]rii{ruous leerr ing

o [:r"rcus cln the present {T{c}nxemt

o Strive fon total qua{ity as a wav of Nife towards uniorl with Christ
,o Learm to process evenrs arrd expenrences as a rneans to perfection
u il*i"lsult othens to emflearirce knrowledge ar-rd wisclonn

Aac0r"{N'ltahl{it-v

* Ohsenve sound p{annimg practlce

* Estahlish appropriate onganizational structures and resources to implernent plans
o hdanage operatior-ls and resources for effectiveness and efficiency
* lnspire peopie to achieve set goals

F'eople Cane

f"ielp bLri[d seitf-wortth, se8t-drgnlty of peop{e

'
o Chailenge peopie to tal(e nis{<s with tnanqui{ clanlng
o Promote positive relations witki cornpassion and tenderness
,e Accept ti'le limitations, weaknesses of people as an occasiot'l to love Jesus in othens

TF{E FACL!LTY

Vatican lB, frn frts Dea$anatfiom mf e8rn6st0an Edsieatioel, higlrlights the significant role of the faculty in a
Catholic School as fc'llows:

Catholic school teachens nnust nernen-lber that the Church depends chiefly on them in the
a'btainment of the purposes of the Cathollc School. They should therefore be prepared for
their wor[< with special care, having the appropriate qualification and adequate learning
both neligious and secular. They should a{so be skilled in the art of education in
accordance with the dlscoveries of the modern times. Possessed by the charity both
towards each other and towards tlrein pupils, and inspired by an apostolic spirit, they
shoulc{ hear testinnonv bV their lives and their teaching to the One Teacher, who is
cl-iRt5T.

Catholic sclrool teachers by vintue of their baptism participate in the three-fold mission of Christ -
teaching, serving and worst"lipping. They consider teachlng a noble personal mission within the Church
ancl not sil"nply as an opportunity to make a Iiving. Teaching is considered as integral dirnension of living
tl'rei n Ch nistiat"r identity.

Catholic Schoo{ teachers view sees teaclrlng a way of ftoddstde Catholic School forrnation of the students.
They exent all efforts to enahle the students to acquire C{rristianr principles, values, attitudes, virtues and
se{f-awareness that {eads to psvct-lo-slriritual integration; sociaN skills; knowledge and the sl<ills to
contini.loursly !earn; criticalthirni<ing s[<ills and skills for life; and skills in the effective use of technology.
 SASMA FACULW MAIIUAL/ FageT of76

The Cathoiic schoo! teact'lers are etlrically sensitive about their obligations to students, parents, the
connmunlty, thre profession, and ttrreir colleagues including administrators. They strive not only for the
nneeting of minds with str"ider-rts but rnore so, for teacher-student relationship built on respect,
se6lsltivity, compassion, Li"L,st and c|"laruty" They positively seek the cooperation of parents in the
fonnration of the students" They reallze their role as contributing to forming Cht"ist's disciples with a
gnoviring sense of particrpation in thre Christian cornrnunity. They are also supportive of their colleagues
and administrators and joyfulNy working with them as in a tearn. To be able to contribute fully to this
thern they zealously engage in personal and profession growth activities like actively participating in
professionaN organizations, funtfirer education and training, psycho-spiritual growth and conscious
witnessirrg to faith anrd Christiarn charity ar"ld generosity.

DUTIFS,qND RESPONSIBILITIES OF FACL"}LTV MEMBEI1S

Thre foliowing ane the specific ciuties and nesponsibiiities of teachers:

1. Teachinrg

Conducts classes faithfuily, punctually, effectively, and efficiently in adherence to the Vision-
Misslon-Goals of 5an Andres School of Masinloc, lnc.
Pnepares syllabus and lesson plans and assessment tools.
Ensures that students exhibit high standards of classroom behavior,
Welcon'les perfornnance evaluatio{"1 as a basis for irnprovement, reinforcement, promotion, or
awands.

2. Academic Counseling

Devotes suhstantial time a day on carnpus for student academic consultation or counseling.
Refers pnobleri'ls of students, if necessary, to the appropriate school officer.

3. AcademicRequIrements

Subnlits syllabus, lesson p[atrs wifh list of subject requiremenfs at the designated time.
Subn'llts the periodic exanrinatiol'rs, grading sheets, grade book as specified in the academic
ca lenda r"
Submits aii conrected tinai test papers and answer i<ey experiments, themes, other academic
requirements to the Prinrcipai at the end of the school yean.

4.. Activitles nelated to Teaching

Attends pre-opening activities and faculty meetings to update curriculum, syllabus, lesson plans and
otl-ler functions.
Proctors penlod ic exa n"l inations.
Attends all facu{ty/cornmittee/suhjec't anea meetings and all official school functions and related
ac'trvities"
Ta{<es all necessary and neasonahle precautiol'ls to protect students, equipment, materials and
faciilties.
Assists in the selection of hool<s, equipments, and other instructional materials.
 SASfl4A FA9ULW MA'NUA[-/ Page 8of 76

Estabiishes and maintairbs cooperative professional relations with others.

Pnepanes {"eport cat'ds and other fonnns nequired by the Departrnent of Education.
Pres i d es oven l'l onl eroorn FTA/Fa na i ly Cou nci I rn eeti ngs.

5. ScFroo! Senvice

F{elps in tire forrnation of students hy serving as cNass adviser and or club moderator.
Serves in various facutrty anctr school comrnittees organized by the Administration for the purpose of
I r''l pnoving acadennic a nd schor:l operations.

Asslsts in the registratlon pnocec$ures of the school and other school-related activities during
summer.
Participates inr planr"ring schrooI and area activities and pnograms.
Substitutes for co-teachers vul'lo are absent in class.

6. Cr:rnrnunity Extensiol'l Senvice/Outreach Progran'l

Participates in and contrihutes to the con'rmunity extension projects of the School. (This implies the
need to develop a connnnunity extensiol"l servlce programloutreach program).

7. iranish lnvolvernentlSplnitual Growtl'l

Gets active{y involved in amy of the parish rnandated organizations or moven'lents.

Goes to Mass eveny Sunday antl regulariy receives the sacraments of Confession and the Holy
Eulcharist"
Tal<es pant aatively in panish religious p!"ograrns and activities.
Attends recol{ectlonsfretreats for spiritual growth and rnaturity in Catholic faith.

8. ProfessionatGrowtl'l

Participates in seminans, wort<shops, or training programs for the purpose of professional

advancernent. tjpdates continually on clrrrent trends and developments in education and the field of
specializatiol"l.
Pursues post-graduate studies to prornote professional growth and organization value
Joins ;rnofessional onganizatlons and, at best, exercises professional leadership.

9. Resea rchl

Conducts research wfrich rr'lay take any of the fo{lowing forrns:

Easrc ancl/or applied neseanch.

Developnirent of InstructlonaI nratenials.
Texthool< writinrg either individually or with a groLnp.

CHAPTER 3 _ PffiCIfEMURES FO$? EIMP[.MV!V{EN'f

The Cathoflic Scfr'loof's facul{ty's rnission reaches out to the students, the Catholic faith, good teaching,
ancl the needy.
 SASjLflA FACULW MANUAI- / Fase I of 76

:!." Apqrllcation RequIrennefl iE:

A !etter of aPPiicatiol"l
Blo-data
An original co6ly of Transcript of Records with Special Order and PBET/I-ET results
Llcense to teacl'l issued by the PRC
Rornan Catho{ic Baptismal Centificate
Ronrarn Catho{lc Rite Manriage Contract, if marnied
555 lrlLlrnber, Tax ldenrtificatlon Number (Tll\i, Residence certificate
l_etters of neconnrnendation fnom the references given irr the bio-data including the previous

en'lployer
Fon r"rew gnadtlates, Centificate of R.egistnation to take the LET

l{ealth Certiflcate

2" Sclscqqqlq@ffi
Ti-re folSowir"lg ane the acaclernlc and educational qLlalifications:

(BSED) or a Bachelor
For F.{igh School Teacher; i--loiden of a Bachelon degree in Secondary Education
of Arts/Science degree (AB/BS) withr a nrajor field of speciallzation. For the AB/BS degree holders, at
{east l"g units of professionaI education subjects which specifically include Principles arld
Methods of
Teaching, pripciples of Ec{ucatlon, Theories of Learning, Test and Measurement, Development
Psychology.
(BSEED).
For Grade SchoolTeacher: a l-lo|der of a Bachelor's Degree in Elementary Education
Teaching Experience: Pneferahly a teachlng experience of at least one year or professional exposure
in the area of specialization.
personal qulalification: Baptized and practicing Catholic, a sense of mission and cornmunity,
emotional and inteiNectual maturlty.

3. Hiring Pnocedure

Frelin"linary intenview and evaiuation of application reqLlirements by the Principal.

Aptitude and Pensonality Tests"
Teac[-len's
lf necornrnended, ti-re principal schedules the applicant for a dernonstration lesson before a panel
conlposeci of teachens of thre same fleld of specialization, the Academic Chairperson, if any,
and the
Pni nci pa{.
The Pninctpa{ evalulates the results, conducts an interview and recornmends the qualified applicant
to the Directon for final irlterview and appoirltment.
lf hirecl, the principalgives the teachen the appropriate teaching loads and othen duties.
T',he Fnincipal schedules the newly-hired teacher for orientation.

4. Facultv Contracts And ApF:ointments

Contracts and appointt'ne!'tts are usually for one school year, unless otherwise specified for a shorter
or a longer peniod, and s[-lail tenrninate automatically on the date specified in the contract or
appointment papers witl'lout tfire need for a written notification to that effect.

I
 SAStrtA FACUIW MANUAL / Fage 1a ot 76

Tlre teachen shafil not asslgn or delegate his/her duties and responsibilities to anybody without the
pl"ior appnoval of nhe Principal. Tlrls is due to the fact that a teaching contract is made in consideration of
the personal quaiification arrd qualities of the appointee. Furthermore, a substitute teacher may not
necessarily possess the same qi.lalificatlon and qualities as those of the teacher being substituted. Any
vio{ation of the rule shall he a just cause for his/her separation from the service after due process is
properly ohsenved.

5. 0nientation Frocedune

T'he PrincipaI errgages tl"le newiy-hined with the Vision-Mission of the School.
The Fnli'lcipa{ expiain-ls the "lob Descni6ltiorr of the newly hired leading towards nrutual agreement.
The rnew teacfl"len studies tt-le Facu{ty Mamual.
The n'lew teacher attends the pt'e-operring activities for teachers which culrninates in the
con'lmissionillg, a "lVllSSl0" ol" con'lmitn'lent to one's teaching profession.

CB-IAPTHR fl O
- FACU tTV CLASS$ F[CAT[O{\I

1" Assqrdugls-5ld1ug

Pnohationany

Frohationany appolntn'lent is given'to a newNy hired teacher.

Probationany period nefers to tfirat period of time between the initial hiring of a faculty
rnemben and the confernrent of tenure during which his work is under evaluation to
cjeternnine whether or not it meets known, predetermined, and established standards that
will warrant appoil-ltn'lent with tenure. These standards usually pertain to competence,
character, and $"lealth. (Amado Dizon, Law and .,lurisprudence on Dismissal)

By vintue of DOLE-DECS-CF{ED-TESDA Onder No.l-, series of 1.996 [07 February 1996], the
pnobationany perlod fon teaching on academic personnel shall be not be more than three (3)
consecutive SCF{OOL yeans of satisfactory service fon those in the elementary and secondary
leveis xxx (sarnnierrto: Educationr Law & the Pnivate Schools, p. 676, O 2002). A lapse of a
semestel" on a scl'locf; year will rnean the start of a new probationary peniod.

Fnobationany teachens generally enjoy security of tenure in the sense that during their
pnobationary ennpioyrnent they cannot he disrnissed except for cause. However, upon the
expiration of the conti'act of employment, academic personnel cannot clairn security of
tenure and conlpefi the school to renew thei!" employment contracts. (Sarmiento, lbid., p.
680.)

Fern'lamenty'[Xegula r

Pennnanent appolntrnent, Llpon the recommendation of the Principal, is conferred upon the
probatlonary teacher who has satisfactorily completed the probationary period. A
pernnanent teachen shall enjoy a security of tenure in the School"

t0
 SASfetA FACULTY MANUALIFage 11 of 76

TEt{URE rs a professional status conferred upon a faculty member at such time as he is

judgeci hy con'lpetent authorities to have demonstrated his professiorlal competence and
monaN fitness sufficient to warrant recognition of his achievement in accordance with the
inltial contnact of ernployrnei'rt. {Arnado Dizon, Law and jurisprudence on Dismissal)

that no teacher shall be suspended or separated from the service

SecLlnity of Temune in'lplies
during the pendency o'f his contract or appointnnent except for cause and after due process.
{Anlado Dizcln, I hir$"}

5u hstir:r-rte

Suhstitute ag:poinr'tnnent is given to a quaiified person employed to take the place of

teachens on rnatermity leave or c{uly approved leaves of absence for a specific period. The
appointment aLltoflnatically tennrinates at the close of the period indicated. One who is
en'lp{oyed on this statlls may rlot he given the sa{ary of the incumbent'

Substitute teachers are expected to attenrd all scheduled seminans, workshops, meetings,
and activities to which they are invited within the duration of their contract.

2. According t0 Load

Full-tin're

Full-time teachens ane those rneeting all the following requirements:

Who possess at least the nninir,nurn acadennic qualifications prescribed by the Department of
Ed ucation;
Who ane paid rnonth[y, hasecl onr the negular teaching loads as provided fon in the policies, rules and
standards of the Depantmer-lt of Education and the School. The regular teaching load of a full-time
teac|rer is 25 [roun"s fon rnajor sr"nbjects and 2V hours for MAI(ABAYAN subjects. Any teaching assignment
beyond the ahove will he considered an extra load which will be compensated accordingly;
Whose total working day of not rnore than eight (B) hours a day is devoted to the school such as
teaching the assigned loads, academic consuitation for students, academic pursuits namely teaching
preparation/planninrg, research, conrection of test pape'"s? and other similar activities such as committee
works, among otN'lers, and other official activities requiring teachers' attendance.
\rVho have no othen remunerative occupation elsewhere requiring regular hours of work that will
conflict withr the wonkrng fiours ir-l the school; and
Wl'lo are not teaching fulN-tlnne in any other educational institution.

Part-'tin-rre

Pant-tinle teachens are those who do not rneet the qualifications/requirements of a full-time
teacher. They are expected to engage ln academic consultation with students and to
participate in developnnent actlvities of the school and required faculty meetings.

Contracts of pant-trrvle teachers expire at the end of every school year. They are expected to
serve tl'le entire schoo{ yean for whrich they are contracted.

11
 SASJI4A FACULW MANUAL/ FaEe 12of 76

Fart-tirne teachens rnay rxe\/e!" acquine perrnanent status, regardless of the number of years
of service neriderecl to the school.

3" According ts the iNat!,ine of RespEnsibilities

Teaehens ftravflmg superwfismny fumctiom. These are n'lainly the Acadernic Coordinator, Curriculum
Yean Advlser, the Student Affairs Coordinator, Moderator of Clubs and Organizations. Teachers with
sugrenvlsony responsibilities maintaln their teaching assignments. They have a terrn of office that may be
renewabIe depending on their perfonn"lance. Thereaften, they go bacl< to the rank and file. They are
given a reasonahIe hononanium im accorciance with the financial capability of the School.
Suhject-Teaehens whe are assfigned spec[fic sr"rhjects of their specialization.
hlomeo"oo$n Adw0sens are those who are nesponsible for the moral guidance and academic records
and activities of a specific class. Thie assignrnent is good for one (1) school year unless rer-lewed by the
Principal. They are givem a neasonable honorariurn in accordance with the financial capabllity of the
Schooi.
Mioderators are throse whr: act as advisers to student clubs and organizations. Their assignment is
good for one (1) school year unless renewed by the Principal. They are given reasonable honorarium in
accordance with the financiaN capability of the School.

€HAPTHR [[[*TERMIs AINM CO{NDffTflOIUS OF WORK

1" Lesidence F{outs

Fuif tinne teachens ane nequined to devote eigttt (8) nonmal worl<ing hours a day, in academic
pr"lrsuits during each school yean within tl"le dates provided in the school calendar. However, this
should not hinder anyome frorn volunteer-work beyond the eight (8) hour work time for the
good of the school.

-[he residence hours rnay he neduced upon the appnoval of the Principal, for the following
ac'trvitles:

Off-ca m pus sem ina r/won[<shoplconference.

OtficIa! representation at organizationaI meetingslfunctions.

For" the pLrrposes mentioned ahove, the teacher ls expected to leave a seatwork for the students
or to hold a nral<e-up class.

2" AttenElance and PunctuaillIV

AN{ teaclrers are nequirerl to nneet thein ciasses promptly and regularly. Attention to this matter
he{ps il^tculcate in the students a!'i appreciation for punctuality, thoroughness,
col'lscientiousness, ancl pnoductivity" The teachers are required to accomplish their Daily Tirne
Record g:nopenly. l-he teae hers are given regulaa'feedback in this negard.

Ahsences
Absences for personal reasons, sucl'l as sicl<ness on death of an inrmediate nnember of the family,
and for ofticial l"easo0-rs, sl-rcfl"l as a'[tenclar']ce in off-can'lpus seminars or professional meetings, should be

T2
 SASflTA FACALW MANU AL / Page'r3 af 76

pnopenly notec{ amd docurnemted. Fniorr notice to the Pnincipa} is required. Ahserrce of official nature
does nort affect tfrre sick leave henefit afforded hy the School.
Teachers wl-lo sfroil be unahie to report fon work should notify the Principal in writing at least three
(3i wor{<irrg days hefone the expecterj ahsence so that proper arrangements rnay be made regarding
threir classes.

lmcase of unfoneseen absences, the Principal should be informed not later than 7:30
A"M. of the sanne day when the teacher will he absent. The cause of absence and
the date t$'ley expect to retu!'rn to work must be properly indicated.

ln case whem it is
irnpossib{e to give advance notice of abser-rce, ttre teacher
concerned shouid inforrn the Principal even during the time of the said absence, if
not Lipo!'t {"eturn for work.
l\o teacher is authorizecj to cancel, shorten, disrniss on change the schedule and the location of any
class or lahoratony period without the explicit pernnission of the Principal.
Absence from class is deducted on a per hour rate basis. Absences incurred when classes are only
half-day (li{<e exanrinatior"l days) are considered a full day's absence. Hence, such absence will be subject
t0 corresponding deductiot'ls"
Accumulated absences of fifteen (L5) school days within the school year in spite of verbal and/or
written warnings constitute a caLtse for dismissa[.
A teachen wl'lo shall he absent outslde the allowable five (5) days sick-leave with pay and without
prior authorieation shal{ be c{eenned as having abandoned his/her work, and thereby be subjected to
d isci pli na ry actior-r "

A teacher wlro shall imsist on being absent despite denial of request for a specific absence shall have
been denied, sha[{ he disnrissed frr:m the service pnovided, however, that due process shall have been
ohsenved"

Ta rci Imess

Tardiness nlearls reporting to worl< past the officiai time set by the School.
Teact'ler chec{<s in and out using the Daily Tinre Record enrployed in the school.
Accurnulateri tandiness of thirty (30) times within the school year shall be considered a negative
factor against any teacher and will adversely affect his/her chances of promotion, and will be prejudicial
to his/hen continured employnnenrt with the school.
[2.2"4" onnitted]

t",lnder-Tiri're

Under-tinre shall mean the sl"lortening of class tirne and/or residence hours in the school. This
includes going honre without g:enrnission during activities held for one-half day only. lt also refers to the
time incurred when a facuity nremher reports for work late.
Unden-tinne is excused if prior penmission has been secured from the Principal.
tardiness, rtirder-tirne is ll'l vio{ation of the rules of work hours. This is therefore subject to
Lil<e
salany deduction hased on the tota{ nunrrber of rninutes or l'lours of under-time.

The following are strictly 6:nohibited and ore subiect to disciplinary action:

Reconctring tinre ear[ier thari actual check-il"l or laten than actualcheck-out tirne.

[3
 SASNdA FACULW MANUAL/

proper{y rroted and docuffiented" Fruor notice to the Pnincipal is required. Absence of official nature
does not affect t['re srck leave hene'flit afforded by the School.
Teachers who shoil be unabte to neport fon work should notify the Principal in writing at least three
{3} worfl<ing days befone tfr"re expected absence so that proper arrangements rnay be n]ade regarding
thein classes.

ln case of unfoneseen absences, the Principal should be informed not later than 7:30
A"tVi. of the same clay when the teacher will be absent. The cause of ahsence and
tl-re date they expect to retli!'n to work must be properly indicated.

in case wl-leri it is inrpossible to give advance notice of absence, the teacher

comcermed shouNd inforrn the Prirrcipal even during the time of the said absence, if
not uport retrurn for work.
l\o teacher is authorizecj to cancel, shorten, disnlliss on change the schedule and the location of any
class or iahoratony period without the explicit perrnission of the Principal'
Absence from class is deducted on a per hour rate basis. Absences incurred when classes are only
half-day (like exanrination days) are considered a full day's absence. Hence, such absence will be subject
to c0rrespondlng deductiot'ls.
Accumurlated ahsences of fifteen (15) school days within the school year in spite of verbal and/or
written warnings constitute a caLtse for dismissa[.
A teacher who shall be absent oL,tslde the allowable five (5) days sick-leave with pay and without
prior authorization shal{ be c{eenned as having abandoned his/her work, and thereby be subjected to
discipllnany actlon"
A teacher who shail insist etn beinrg absent despite denial of request for a specific absence shall have
been denied, shali be disn'lissed fron'l the service pnovided, however, that due process shall have been
ohsenved.

Ta rriiness

Tardiness rneai"ts reponting to wor[< past the official tin'le set by the School.
Teacher checfl<s ln and out using the Daily Tinne Record employed ln the school.
Accunnulated tarciiness of thirty (30) tirnes within the school year shali kre considened a negative
factor against any teacher and will advensely affect his/her chances of promotion, and will be prejudicial
to his/her continued employmenrt with the school.
12.2.4. onrittedl

Unden-Tinre

Unden-time sha{l mean the shortening of class tirne and/or residence hours in the school. This
lncludes going horne without perrnisslonr during activities held for one-half day only. lt also refers to the
time incunned w{renr a faculty nilenrlher reports for wonk late.
Unrder'-tinre is excusec{ if pnior penn'lission has been secured from the Principal.
Li[<e tardiness, r.lnder-tirne is in violation of the rules of work houlrs. This is therefore sr,lbject to
salany dedr:ction based on the tota$ nunnber of nninutes or fi'lours of under-time.

The foIiowing a!'e strict{y prohihited and ore subiect to disciplinary action:

lleconrlimg time earlien thnai't actual ctreck-in or laten than actual check-out tirne.

IJ
 SASf,4A FACULW MANUAL / Fage 14 of 76

Failing to cl'leck-in in the Daity Tinre Record shall mark the teacher as absent even though the
teacher repo1'ts fon wonk, unless such failure is properly explained to the Principal'
Absence and non-partlcipation in school graduation ceremonies, retreats and all school activities
such as convocation, parent-teacher conferences, faculty in-service seminars, workshops, orientation
activities, among otl'lers. Repeated absences and non-participation thereof are deemed as lack of
interest in aligning onese{f with the goals of the School and constitute one of the causes for possible
ternnlnation frorn service.

3. Facultv Compensation arld Benefits

Teaching is a Chnistian nrission, lt is a participation in the evangelizing mission of the Church

entrusted to her by Jesgs Christ. lt requires love: the deeper the love, the more joyful and
rneaningfurl teaching hecomes. lt entails sacrifice that is never easy.

San Andres Schooi of tVlasinloc, lnc., cognizant of teachers' needs which can be met by material
henefits, has designed the faculty program of compensation and benefits so as to improve
faculty nnorale, to encourage greater cooperation and commitment to the teaching ministry, and
to assist thern in identifying their personal goals and interest in line with those of the school.

3.1, Cor"npensation Foiicies

Facuity compensation is based on teaching load. The salary scale is periodically reviewed
and nevised; thus, it will be a regularly updated supplement to this manual.

3.l,.L Salaries are paid twice a month or once every two weeks.
3.1.2 Absences and tardiness during the year will result in corresponding deductions
fron'r the monthly salary. Deductions include absences from general faculty meetings and on-
carnpus faculty development seminars.
3.1.3 Salaries shall be paid directly to the teacher to whom they are due except in cases
wherr the said teacher requests the Treasurer in writing specifying therein that his/her salaries
be released to any rnember of the family or official representative so authorized by the said
teacher.
3.1.4 Honoraniurn pay of coordinators for non-teaching assignments is not considered
part of the basic pay.
3.1.5 Rennuneration for overload shall be based on a per hour rate computed over fifty-
two {52} weel<s on a twelve {L2) nnonth basis in the case of regular and full-time teachers and on
tl.le ten (10) month hasis in the case of probationary full-time teachers.

3.2 Faynoll Deductions

3.3 BEI\EFIT5

3.3.L LegislatedBenefits

Faculty mernbers are covered by all benefits as mandated by Law which are as follows:
SSS, Philippine Health lnsurance, PAG-IBlG, L3th Month Pay, Maternity/Paternity Leave,
and the Diocesan Retirement Plan.

I4
 SAS,I4,4 FACIJI-W MANUA!- I Page 15 of 76

3.3.2 Suir'lnren Pay

Regular fult-tisne teacllens are cornpensated for twelve nnonths. This includes a two-
nnonth surnrner $lay cornputed at the regular teaching ioad equivalent to the nionthly
basic n"ate, exc{tlc$ing overload and otlrer honoraria.

probationary ful!,tirne teachers enjoy a nronth summer pay after two consecutive years
of satisfactory service, and two rnonthr summer pay after three consecutive years of
satisfactory senvice, pnovided that their contracts for the succeedlng school year have
heen renewecn. T[ie sL{ry'}rner vacation pay shall be based on the regular teaching load
equivaient to the monthiy hasic rate, excluding overload and other honoraria'

3.3.3 Othen Benefits:

3"3.3.I Tuitiot"r Fee Discoulnts for childrent

the following tuition fee discounts

Regu{ar full-tinne faculty n'lennbers are granted
pnovided thein chi{dren passed the entrance examination and are accepted for
ennoinnent in 5an Andnes Schrool of Masinloc, lnc'

Years of Service t" child 2no Child 3'd Child 4'h child
Five (5) Yns. 5A% 50% 50% 50%
Six (6) years and above IAO% xoo% too% rca%

Tuition Fee Discount covers only the following number of years of enrolment:

Eler"nentary Leve{ ------ Six (6)Years

Secondary Level ------- Four (4)Years

ln cases of re-ennolment in the same grade or year level due to failure in one or more
sgh.!ects, the privilege s{rall be suspended until the pupil/student shall have recovered
fnon'r the said failune(s).

Chlldnen of school einployees enro{led in the school shall be entitled, inclusive of the
aforementioned henefit, to an additional scholarship for each child. ln case of excess, it
has to be applied to other fees payable by the student/pupil concerned.

For single schor:l personne{lmarried hut childless who have nendered at least five (5)
years of service in tire schooi, the following benefits may apply: One siblinglfirst degree-
niece/nephew/grandchilc{ at a tirne following a sinnilar scheme for children of employee.

3.3.4 Faculty Developn'rent Program

RA]'IO{\ilALE

The Faculty Developrnent Prograrn is designed to provide the teachers with a holistic
Christian fornnation and to upgnade their academic and professional qualifications'

i5
 SASI4A FACULW MANUAL / Page'16 of 76

(1) Ttre SpirltuaN Development Prograrn is concerned with deepening the teacher's faith
relationship with Christ; with intensifying their becoming God-centered (MAKA-
DIYOS), people-oriented (MAKA-TAO), patriotic (MAKA-BAYAN), concerned with life
(MA|(A-B["JHAY), and concerned with the environment (MAKA-KALIKASAN); with
hanr-lessil"lg their leadership potentials in building a community of disciples in San
Andres School of Nlasinloc, lnc. and in the Parish. These are achieved through
recollectror.ls, retreats, Bible studies/ services and seminars, Catechesis, celebration
of the Fioly Eucharist and otl'ler liturgical services, faith sharing, and othen spiritual
eNercises and activities.
(2) The Enrichrnent Pnograrn covers serninars, workshops, conferences, and other
tnaining prograrns onganized by the School on outside organizations/agencies. lt also
lnclgdes ennolnner"lt irr subjects for credit on non-credit, but not a complete degree.
\31 The San Andres Schoo| of Masin{oc, lnc. ln-Service Training Program is mainly
directed towards instructior-lal methodologies and techniques, testing and
evalulation, t[re use of educational technology, lesson planning/ teaching module
wnlting, synnposia on current trends and issues concerning education, values
clanification, psycho-spirituaN integration, and special activities.

G t-IID E LIN E5

(1) The Schrool will siroulder all expenses for serninars/workshops organized/conducted by
the School itsetf on campus.
(2) For out-of-the-school faculty development activities such as seminars/workshops,
retreats, recollections, the following are to be observed:

{Z.t) One hundned {100%) percent of the total cost if the faculty member will be sent
as an officiaI representative of the Schoo|;
(2.2i Fifty (509'.) per"cent of the total, if the faculty rnember will attend on a voluntary
hasis;
(2.3) Fifty (50%) percent, however, lf the transportation cost to and frorn the venue
will he ratl'rer sr-lbstantlal.

3.3.4.4 Spinitual DeveloPrnent

As a nriatter of poiicy, teachers are encouraged to make a spiritual retreat at least

one a yea6. lf done on-campus, the school shall pay one hundred (100%) percent of
the total expenses. lf done off-campus, teachers shall share half or fifty (50%)
percent of the total expense for transportation if the venue is outside of the Diocese
of lba. Suhject to financial capability of the school, all expenses related to teachers'
retreat nray he shouldered by the School'

3.3.5 5ic[< Leave

All full-tirne teachens sl'lall enjoy five school days leave of absence with pay or sick leave
with pay. Unused sick leave with pay shall be converted into cash based on the basic
pay of concenned teacher.

[6
 SASJI4A FACULW MANUAT- / Fage 17 of V6

The sic{< ieave with pay rnay he applied for personal injury, illness or ernergency cases.

3.3.6 Syrnpathy Leave with Pay

3.3.6.1 A maNirnunl of three (3)school days with pay will be provided to teachers in case of
death of any of the irnrnediate nrernber the fannily: husband, wife, father, mother, brother, sister,
child, nnothen-in-law and fathen-in-$aw.
3.3.6.2 The teacl'ren" concerned should notify the Principal befone taking such a leave of
a bsence.

3"3.7 l-.$oiiday Fay

l\o deductiol'l im pay accrues to the faculty men'lbers for all legal and special holidays,
neligious feast days and unexpected suspension of classes.

3.3.8 Faculty ldentlfication Cards

The School sl'lall pnovlde all faculty members with identification cards. This is to be
surrendered to the School upon nesignation or withdrawal from employment. At first
issue, the identification card is given for free. Subsequent issuance of identification card
due to loss is to be paid for by the cor-lcerned teacher.

[3.3.9 amitted]

3.3.10 Medical Services

The Sctroot ernploys the services of a part-time physician and a dentist wfro may be
consulted hy tlre Facu{ty rnernber free of charge.

/\ stock of finst-aici nnedicines is t<ept in the School clinic fon ernergency pltrposes.

3.3. 11" Faculty Unifonnn

Each teachen is provided a set of unifornn every year. The teacher shall take charge of
the sewlng expense of the said uniform.

I i. 3. L 2 Lo n g ev ity/6 rat u i ty Aw a r d i s o m itte d. ]

3.3. 13 Diocesan Benefits:

3.3.13.L Retirement Benefits [explained in a separote documentfrom the Diocese of tba

Provident Fundl

j.. fMuft$-puro"pose !-oam fexpfained in a separate document fram the Diocese of lba provident
Fund Supplementl

Ilnswrance Premium - omitted]

't1
 SASJI4A FACULW MANUAL / Fage '18 of 76

CHAPTER $V * AEAffiffi{V'i9C PS!-,llC[ES

1. ClassLoQnn flrocelXure and Managenr'lent

Ctassroorn managernent refers to the nnanner in which the daily routine is organized
amd conciucted.

Definlte ngutine and consistent policies and procedures tempered with appropriate
f{exibility anc! compassion ane the principles, which in the hands of a skillful teacher,
wil! resu$t in an effective classroom nnanagement.

Even"y class starts and emds withr a prayer.

Attendance is checked before t['le lesson proper. A reporting absentee or late-come!' rnust not be
admitted ulnless an excuse/tardy slip coming fronr the Principal [or person designated by the principal] is
presentec{ "

Teachers and students may not be called out of the classroom unless authorized by the Principal.
l\o c{ass r"nay he disturbed kry neessages to students or teachers, except those coming from the
Adrninistra tion.
lnstnuctionai schedules are not to he interrupted by co-curricular or extra-curricular activities, unless
authorized by the Principal.
Teachers stloutd follow standand procedures reganding the transfer of classes, reservation for the
use of special roorfls and facilities or equipnraents.
[\o teacher sf'rall teach anything aontrary to the doctrine of the Catholic Church inside or outside the
school.

2" Teaqblle Lo_ad"

The regulan teaching loact of a full-tinne teacher shali be in accordance with the recornmendations of
the Departrnent of Education as hased on the current Basic Education Curriculunn or Curricula.
Teaching/Class assignments are prepared and scheduled by the Principal. Full-time teachers ane
expected to he free for any t!me slot. CNass assignrnents should be given priority over other
conn m itn'renrts.

3. E:tra-load

A teacher nnay be given an extra {oad of one subject provided that the total load does not exceed
eisht (8) hours a day.
'The
assignrnent of extra load will be based on perfonrnance. The extra load should not be in conflict
with the hasic fr;nctions and responsibiiities of the teacher. The following criteria apply for the
assignnrent of extra loads:

Ahove average perfonrna nce.

Reasomahle conn6rliance witl"l schoo{ regulations and adrninistrative requirernents such as attendance
and pumctulalii:y, deadlines for subn'lission of instructional requirements like the teaching
nnoduIes/$essol-l plans, test qr,iestton-ls, gnades, among others.
Active participation in meetings, in-service progran'ls and other official functions irlcluding
extens i on a nd schoo! services.
corr'l n'l u m ity
Length of senvice.

18
 SAS&IA FACU t-TY MANUAI / Page'l I of 76

4. 5uryn'lery\g;lmmglts

AIN negu{ar fufff-time teachers anc{ fur{l-tirne probationary teachers whose contracts have been
renewed fein thue succeeding school year are required andlon expected to render professlonal service
d u ri ng the s u rr-l n'l en witho ut extra rern Li [-te {"ation.

These assigl'ln'lents i mc! uole:

Ad n'l in rstrative worN<.
Pnepanationf nevision of ha mdhool<s nra nuals, teaching rnod ules, etc'
Adnlinistration or panticipation in senninars, workshops, and other in-service programs.
Assistance duning enroirnent period.
Othen schooi-nelated activities.

5. ColNectio$_g[ Contributionrs

UnSess ar-rthorlzeci by the F,rimcipa[, nohody and no teacher panticularly, shali sell ticl<ets, articles, or
colIect corntribr-ltions frorn stulclents, parents or anyone else for any purpose whatsoever, whether
voluntany on otl-lerwise.
Fnoposed ccllections subrnitteci for appnoval by tLre Principal shall state the punposes, arnount to be
coiiected per student, the class or year, section and adviser concerned.
Alfi co[fiections fronnthe s'tudents subrnitted either to tlre Class Adviser or Club Moderator or the
Pt'incipal shatr[ be submitted In turrr to the Tneasuner's or Finance Office which shall issue the
cornesponding neceipt for the tota{ amount subnnitted.
l\o teacl'ler or studemt shall keep nnoney collections in School or at horne. Class and club expenses
shall be nequlested by the class/c$ub adviser upon the recommendation of the moderator and approval
of the Frincipal.

6. Cleanancg_

At the end of the school year, hefore saianies ane given, all teachers must be cleared
of alI responsihiNities/obligations for the immediately ending school year. This
includes the following: submission of grades, corrected final test papers with answer
key, class records, return of all borrowed instructional materials and equipments, all
property change, anc.l othen related requirements.

7 " Str..rdent Disciplinq

All teachens shoulcl be t'aml{iar with the School's rules and regulations for students as provided in the
Stuclent i-landhooSt and be respol"lsib{e for their observance.

8. Papel {Vetjt

Teact'lers shou{d pensonaliy correct/check and evaIuate students' worl<.

Fourth qua!"ter exarnination papers, themes, book reactions, reports and experirnent papers of
students are to he filed at the FrincipaN's Office atthe end of the schoolyear.
l(eeping accu!"ate records clf enrolment, attendance, grades (together with the sources of these) and
their pronnpt suhr"r'lission are of vital importance to the students and to the effective operation of the
School. A{i faculty n'rembers are expected to do their pant responsibly and conscientiously in l<eeping
these reconds and safeguarding their integrity.

19
 SASnfA FACUIW MA|.cUAL / Fage 20 of 76

9. Feriociic H;lan'linrations

These ane given quarterly during the course of the school year. At the end of the
scho,ol yeai., ll comprehensive year-end examination will be given to all students in
atl st"rhjects.

-pest
qulestions with answeil" l<ey are to he subrnitted to the Principal two weeks before the scheduled
'l-he
exanllination dates. exact nr.lnnber of copies of the test papers should be indicated.
Teachers is respansible in ensuring that their printed test popers are free of error and must ensure
that any carrect!ans are relayed to the proctors.
ir1o copy of t["ae test pape!"s is to be tal<en out of t[re Principal's Office before the examinations.
CoXles o['exarnimation questions ane keprt on file at the Fninrcipal's Office.
f\o special exarrrinations ane given fo those who missed the examinations during the scheduled time
withor-lt the permission of the Frincipa{. On{y in cases of illness or death of an immediate mernber of the
family ean a stulc{enn: ava![ of special qLlarterly examinations.

10. GnadimgSys[erU

-n-[re
gu'ading systemn is connpnehenslve arid integral part of the instructiorraN prograrn
of the Schoo{. lt !s on indicatar ln detern'lining the extent to which educational,
institutlonal and departnner-ltal object[ves are attsined.

Grades pravide the administratian, teachers, ond parents feedback of the students'
leanning progress showing their strengths and weaknesses . They olso indicate the
needed cornective learning action/learning reinforcement at the given period. They
contribute to an evalulation of school instructional program by identifying the areas
causing student difficulties. They provide useful information for educational and
institutionai planning. They determine the awarding of honors, scholarships, and re-
a d rn i ss i o n / n a n - re- a d m i ss i a n of stu d e nt s.

10.1 Acadennic and conduct/deportment grades and their criteria are based on the
latest gurirJellnes of the Department of Education.
10"2 Acadernlc gnades do rrot take co- and extra-curricular activities into account
except fon gnaduating stuclents.
10"3 Teacf"lers must be abie to justlfy and support their r,"larks by keeping accurate
neconcj of assessments and other requinernents"
10.4 Grades n"lust be submitted to tlre Principal not later than seven (7) days after
the tast c$ay of scheduled exarninations.
10.5 Gnades once officially subn'ritted shall not be changed by any teacher or by any
of the sc!-lelol personnel without the prior approval of the Principal, only for reasons
of cornputatlonal ennor. Changes may be made not later than three (3) days after
the sr-rbrnission of the grading shreet.
lA"6 Late subrnission of grades is a serious offense and shall be counted against the
teache r's eff i ci e ncy/pe rfarm o nce rati ng.

i" 1. SpeEiq[_{L{toring witl'x extra-paV

20
 SASJT?A FA,1ULW MANUA|.- / Fage 2't of 76

1X.1 Tutoring with extra-pay by school rnentors is discouraged. However, in

extrerne cases, students who need to be tutored should be coursed through the
Frincipal. Tutorial fees shall be paid at the Finance or Treasurer's Office who shall
{"ernunerate tlie teacher on an eighty-twenty (80-20) arrangement in favor of the
teachen.
11.2 Teachers are ahsolutely prohibited to tutor for a fee their own students.
11.3 Renredial classes are not remunerated. They serve as extensions of classroom
instructions.

t ?". Fi eletlEd u gati-ona I ltps

Tl'le DeXrartn'lent of Education has issued the following guidelines on ttre conduct of
educational field trips among public and private elementary and high schools
(DepEd Orden No. 51, s. 2002) which a{'e as follows:

Writtem consent of parents or students' guardians is a requirement before holding a trip. No field
trips s[ror-rld be undental<en witfinout lt.
Where a majr:rity joins the fieNd tnip, there should be no punitive measures or activities such as tests
relatecl to trip that will put the student who could not join the field trip at a disadvantage. They should
he given activities in school to cornpensate for their inability to join the field trip.
The tield trip should be wel| planned ahead of time with the students, so that they know exactly
wtrat to iool< for in the field trip. Safety measures should be discussed before the field trip'
Flaces to visit should be educational places such as cultural and historical sites or science exhibits in
museunls which cornplernent or supplement classroom lessons.
Trips to rnalls and attendance at noontirne TV shows especially during class hours are strongly
discouraged.
As rnuch as possible, field trips should not put an additional burden on the parents. Other possible
sponsors or sources can be tapped for the pLlrpose.

13. Orderi ne BaA&sll nstructiona I

Teachers are tasked to recomrnend to the Principal through the Acadenric

Coordinator, if applicable, the purchase of library and reference books or any other
instl.uctional materials, which are useful and necessary for their classes. Approval is
reserved to the discretion of tfire Fnincipal with due regard to the rationale provided
wlth the n"ecornmendation.

L4" Technolpgtr and Livglihood Education (T.L.E.)

Ta hetp stuclents minimize financial burden, it is strongly encouroged that teochers

especially thase who teach Technology ond Livelihood Education (T.L.E.) submit to
the Principal thelr proposals for students' projects as part of their clearance. Upon
approval, the teachers shall request the Principal to have the Finance or Treasurer's
Office purchase the needed materials in bulk and make these available to the
studer-lts instead of requiring thern to acquine the materials frorn profiteers outside
the School.

2T
 $ASnfA FACULW MAN|JA|-/ FaEe ZZof 76

CFfiAPTER V - EVA!.UATIOfq AIND PRCIMOTSOMJ

FAcu lt\i P_edornnanrce AppraisaI Svstem

The perfonmance of the teachers is regularly evaluated in order to

maintain
effectivemess il"l terms of instructional and professional cornpetence,
to
deternaine the areas of improving teachen and school perforrnance,
to provide
f:asi.s fon teachers' and adn'lirnistrator's planning and professional
development,
and to nevi;and exernplary penformance.

t" Frocedu re

Each g:r'obat{onary teacher wiil be visited by the Principal and the Acadennic
coordinator or
equivalent as pe!" agneernen[ mutually set by both parties at the beginning
of the school yean.
Evatruatiol'l of cnassnoonn 6rerfonn'lance I instrr,lctional delivery may
be announced or unannounced.
Evaluation ratings wilN be disctlssed hy the rater with the faculty memben
concerned to [relp the
teacher rea{lze hoth the strengt[-]s and weaknesses observed in accordance
with Clinical supervision
Practice.
,Afollow-uB visit will he scheduled whenever necessary.
stlpervisol"y evaluation is cornplemented by students' evaluation, whenever possible,
and by self-
evaluation"
A summative eva{uation is done by the Principal and the Academic Coordinator
or equivalent at the
end of tlre school year.
Evaluation of teacl"ler's perforn'lance will be conducted for all faculty rnernbers: regular,
pnobationary, full-time, and pa!"t-time, if any.

3" Facuitv Perfornrance Appraisal Forms (Please refer to Appendix)

e&{ApTFR Vn - pROFEss00fruAL eOu}ffi ffiF

HliHICS

L Facgl[v Vvitflr StuderyEg

Teacfi'lers sha{f riraintain psychological distance when dealing with their students, especlally on
matters corlcerning the acadernic and personal welfane of the stuldents.
They shou{d set a [rlgh stancland of acadenric and scholarly excellence, personal
integrity and finer
values in life.
They shor:ld safeguard the confidentiaiity of any information they corne
across or are entrusted to
them hy tlre students.
Discipline should be fornrative rather punitive. Teacl"lers, therefore,
should avoid threats, insults on
raised voices while they impose student discipline.
Teachers shal! not solicit nor accept favons or gifts from their students,
their parents or others in
their hehaflf in exchar"lge for requested concessions, especlally if undeserved.

Z. Faculty Wjth Colleagues

Teachens shotlfld alvrrays give due respect to colleagues and rnaintain confidentiality about the
rnforrnatiom they f<mow of one another.

22
 SASII/A FACULW MANUAL / Fage 23 of 76

They shroultJ [al<e fain" shrare in the burclen of specia$ facu0ty cornmittee or nesponsibiNities like
pl-octoning, negistering, amolrg othens.
They shoufirJ stnive to a{ways nnanifest professional loyalty, nrutual confidence and faith in each
othEr, selfr sacn[fice fon the cornrrx$t"x good and cheerful cooperation.
They sl"louNd not nneddtre win:fr the pensonal affairs of their colleagues.
'1|{rey
shou[d turnoven recnrds and othen things to their successor for the continuity of a function,
e.g. as C{r-lh Moderator or any nffice which entails the confidentiality of records and things.
They should sXrend officiaI trme productively or doing things of personal interest. They shouid spend
it as specifiecl ear[ier in tl're duties of a teacl'ler.
llhey shoulld avoici inf{uene ing or"le another in grading any sturdent's performance.

3. [eeq[_tv-' virtth_tlTr Ad rn i n istration

Teachers are expected to surppor"t tl-re legitinnate school poiicies and activities of the administration.
Regandless of personal feelings or pnivate opinions, they should faithfully carry out these policies as long
as they rernain in the lnstitution.
When they nnake public statements ahout their Nife on political options, they should clarify tl'rat these
are thein owffi as pnivate persons, and not the administratlon's.
They should observe proper channe{s whert problenn arises by respecting the ideals and tnadition the
adrn i n istra tiorr u pfi'lcfds"
"["hey
should discharge ttneir d{-it[es efficiently and punctually at all tinnes amd lry accepting extra
assignn'lemts as needed as a sign of their cooperation with the adnrinistration.
Tt'ley ane expected to stnengthen the good public lnnage of the School by thein professional behavior.

4. Facultv lvtLh Pq{ejttS

A.s panunens of the parents, the teachers are expected to:

Fromote and maintain a smooth and cordia! nelationship with the panents/guardians of students.
Motivate the parents/guandianrs to grarticipate active{y in School functions when their presence is
necessa ry"
Refraln fnom acceptlng rnaterial gifts given by parents in consideration of the student's acadenric
sta n di ng"
Upholcl tfie narrre of the School in whatever dealings they nray hrave with parents and guardians.

E[-[APTER V[O - DSSCOPO-E[\{AF{V REffiq,8N.ATNCI[N5 GOVERruING TI-IE FACLJLTY

While tl'le lmstitution urrderstands the minor failings of its faculty rnembers as
nonnna{, it ls equally concerned when the same are committed habitually or in
gr"oss Klroportion. Thus, in the sp!rit of heiping its faculty members rnaintain a
hann"lonious nelatiomsi"tip, the adnrinistration issues the following for
r"n isc{ ern ea l"lors conr rn i'tted :

-lgrnrl @
iWrittenr warning wql![] s[d{ he imposed by the
j Suspensiori witi'iout pay for not nnoi"e than five (5) days and forfeiture of
D_ DlsnnissaI

23
 SASndA FACULW MAfldUA[ / Fage 24 af 76

Offense Occurrence
1. Offenses AsaImst Fes"sotls 1t' 2nd 3'o 4th

1"1 l-ff-t*g d'g[-,t b"dllV lnjulry or assau{ting another employee or

anyhody in school or outside the school pnennises at any tlrne, except L D

in se|f-defense or in the defemse of schoo! propertv

l harassing any schrool en'lployee
B c l_.1

in on *ut of the schoo{ premises at any tinne

1.3 infllcting senious bodi{y lnjtrny on another school ennployee except in
n
se{f-defense or in the defense of school p{"operty within the school
pren'lises
1.4 lnflictlng [:odity injury, whether siight or seriouls, or assaulting a school
officia{ or student except il"l self-deferlse or in the defense of school D

filropefty
x.5 Taking the {ife of a schroo{ officiaN, ernployee on anybody willfully or
throug['l gross negligence wlthrin the school prernises or crn school
h
U

[3!"off]ertv ,lr anvwhene else at anv time

1.6 Will'fu! or deliberate destnurctlon of schoo{ prope{'ty D

1"7 Damaging school property tlrnoulgh gross r-legligence or threatening to C D

danrage scl-rool property eithen willfultry oLtll{g!€h rngL€glle
i""8 Stealing or atternpt{ng to st,eal fnonn others in the scfrrool premises at D
anv tiri"le
1"9 Carelessness, innprope{" or immocerlt use of school tool, rnachines, or A B C D
eq u Ipnn eilt
1.lCI l:naudulent Acts
1.1-0.L Misnepresentation or any falsehlood in accomplishing ernployee's n
a{rpllcation anci/or attachrnents to said form/letter
1"n0.2 [.inautl'lol'ized use of schooi rnaterials or equipment for personal or A D L D
connrnercial purp0ses
1.1-0.3 Falsifylng school recorcls on documents U

1.10.4 Obtaining or atternpting to obtain school rnaterials and supplies D

fra ud ulently
1.L0.5 Dest!"oying or atternpting to destroy school records to conceal D
irnegulan or iilicit transactions to ttre prejudice of the school
l-.10.6 Unaut[-lorizec{ and unjustified possession of final examination D
questions, [an'rpering with official facult] rL
1"10.7 L-inauthorized withdnawal oi deNibenate misplacennent from C D
deslgnrated place of recond or property belonging to the school
Offense Occu rrence
2 flffemses Aea[mst Fushific nVdonaBs ..t" 2no 3 4tn

2.l Taking alcohollc beverages, or heir"lg clrur-rl< on disonderly within school

B C D
prenl ises
n
.1: 2 Brlnging or atternpting to $rning irt on sell without authority within the
scl"lool pr"ennises alcol"lolic beverages or habit-forming drugs ot" c D
prt:hihited drlrgs

24
 SASn/tA FACULW MP,t{UAl- / Fage 25 sf 76

2.3 L.Ising hahlt-ionrning ennr:gs ol" prohIhitecl drugs ln or outside the school
D
pren'n ises
n/1 L.trsimg pnofame, vu{gar, insoler"lt or ohscene {anguage in addressing
anctf'len" perso["]r eri'lplclye*:J off" not hy the school, within the school D C D
prenn ises
2 5 lnnmonaf ity D

2.6 Taking part in pnornoting amy garnhllng on other games of chance in r

B D
schoo! prernises
2.7 Extending loan to any schooil emp|oyee with lnterest nate beyond the
A B C D
interest nate charged by cor.nnnercial hanl<s
2.8 lnclecent afifire (i.e. slrorts, $ando, n'llni-Skirt, spaghetti blouse, see- A (-
B D
through, etc.)
Offense Occurnence
rst ^td Arn
3" ffi$fearses Agafimst 0{eailth and SmmfrtatfrCIm a 7'o J
3"1 Creating or contnihuting to ul'lsanitany conditions, e.g. urinating or
defecatrr"lg outside of p{aces provicled hy the school, littering and gross r) C D

nes[[eemce in ttre use of toilets

3"2 Concealnient of contagior-rs c!isease C D

4" 0tfenses Agaimst Security

4"1 L.lnaLcthorized g:ossessron of dead{y weapons as defined by law, within
D
tl'le school r:nemises
4.2 Refusrng to subrnit to t!'le scf'lclo{-ar.cthorized security personnel in the n
(- D
performance of their dutres
4.3 Refusa| to subnalt to on failure to rneet secunity requirernents of the
B C D
school
4.4 Viola'cion of anry negulatlon on the urse and wearing of nequired school
A B C D
uniform and identification cand
4.5 Enrgaging in or attempting to errgage in sabotage, on violation of the
D
schoo{'s security col'ltrol
4.6 Reryroval of safety devices without authonization D C D

Offense Occurnence
5. Othen ffiftemses
5.X Givimg false testirnony riurrrng am official investigatlon authorized by the
D C D
School
5"2 lnisuhcnclination"l, i.e. disohedience reganding assignnnents or order or a
deliherate or wi{ilfuI refusafl to cnl"i'lp{y witl"l a proper reqLiest on denranc{, B C D
wil{ful drsregaro for authori;y
5.3 Delihenate and wiilfur{ failr-rre to chectr< in and or check otit ustng the n
t) C
enlpfloyee's tin'le logbook at the securrity guard's post
5.4 Tan"lpering riv'ith the enEries in the en-lployee's tlrne card, proxy n
C
recording and/on willfui nnls-neconding !n the time cand
5.5 Leaving work assignment c{u!"ir'}g wonk hours witfiout pnior pern'lission B C D

5.6 Wastlng tin'le or loitering ciunlng worlcing houns A l1 D

5.7 Leaving the sc|'lool prennises cJuning wonkirig time without previous
pernnlssion of irnmediate heari on witl"lout checking out at the security C D
guard's Dost

25
 SAStl4A FACULTV MANUAI- / Fage 26 of 76

5.8 F\ccul"l'lr.lfated umexcused absemces of fifteerl (15) days within the school n
vea n

5"9 l{ahiiiua{ absence f rom wonl< wlthout prevlous permission (five

B C D
ahsences in a nilonrll[-l are consicJened to be habitual]
5.1"0 HabituaI Tardlness
5.10.n iiahitual tardiness fnorn worl< without previous permission (three D
tarc{iness in a wee[< is col"lslderecl to be habitual)
5.10.2 Accumulated tandiness of thirty tin'les withire the school year D
h
5.lL Smoking withIn the schoof prernises at alltin-les D C D

5.12 Violatiol'l of- the schooi puh{isl-led safety rules and regulations t1 C D

5.13 Failune to report ln'lrnediately a pensonal injury on office time, or an B C D

accident lnvolving school p!"oper'tv, caulsil'lg damage thereto
5.14 Fai[une to report loss of office docuntents, anticies, checks, cash,
secunlties, etc., vvhich ai"e reco\,/ered and the ten'xporary ioss of which C D

causes clamage to 'che sctrool financially or othenwise.

5"15 Faiiure to fo{low sct'rool pubIished nules and procedunes promulgated
by the schoo{ im case accidents involving school personnel, property or a C tt

third paruv
c n
5.L6 Concealnr"lent of defective work B

5.17 Tannpening wlth the [:anrly clock D

5.18 Delihel"ately !"est!"icting productiol'r work output and/on the school C D

operatiol'ls
5.19 N/laking false, vicious ot" n'raliciotls statements concenning any C D
en'aployee student, administnator of the school
5.20 False inforrnation appllcation for enrlployment relevant to the job D
anoiied for
5.2I Accepting other enlployrnerlt durlng wonl<ing houns C D

5.22 Moonlightimg or accepting other employnnent after working hours

without pnlor wnltten corlsent of tfre school or accepting gainful C D

ennpiovn'lent while on officia! !eave without pay

5.23 Gnoss and hahitual neg|ect hy the ernpnoyee of C D
[ris/hen duties
5.24 Fraurc{ on wiilfun hreach {:y tlre ennployee of the trust reposed in him by D
the enrnlovei" or" represemtatlve
5.25 Serm:irs misconduct or wil|fur{ disobedieirce by tl'}e ernployee of the
ordens of his ennp{oyen or represerntative in connectiol-l with his work, D

whereby tilie sc{'loo{ is p,re iudiceci flnailcia[{v on otherwise

5.26 l.-lnauthonrzed nelease of confidentiai informatlon or records D
concernlng studerats, 'facu{ty, adn'litlistrators or the school's affairs
5.27 Bonrowil'lg rnoney directly or indlrectly frorn students and parents of D
C
stirclents of the school or so{iciting business frorn students
5.28 Extonting nioney on askirlg for a [:rihe to do something unauthorized n
on carnpLls
5.29 Canvassing or solicitlng contributions f rom students and co-
c D
employees un{ess authonized hy tlie adniin[st1a{qn_
Offense Occurrence

/a
 SASflTA FACULW MIA\{U AI- /

6..0oh Bmeff0

6.1 Any teacher wi"lo does not s['low prf]g!'ess in his or her specific job
1st znd 3'd 4th
Notwithstanding the fonegolng table of penalties, the School may impose stiffer or lighter
penialties dependir-rg upon ti-re circurnstances attendant to the case.

Policv on SexuaN l-{arassnnent

F.2 lt sN-ral$ he the dLrtV of the head of the educational institution to prevent or deter the
comnnissioll of acts of sexual harassn'lent asrd to pr"ovide the procedures for the resolution,
setttennent or prosecL{tion of acts of sexua{ hanassrnent (Sec. 4, R.A. 7877 - The Anti-Sexual
l-{arassrr'lent Act of 1995).
1.,,.3 trrt slhall he the decitarec{ poiicy of the 5an Andres 5chooI of Masinloc tl"lat sexual
harassment
is r:macceptahle behavion and a violation of the Law shall not be tolerated or condoned.
S"4 Definitior-l of Sexual l-.{arassrnent. Education-related sexual harassrnent is connnnitted by an
enng:!oyen, en'lpioyee, teacher, instrLrctor, professon or any other person who, having
authority, ir-lftuence or moral ascendancy over another in an education environment,
derr.lands, requests on ot['lerwise requires any sexual favor from the other, regardless of
whethen the dennand, nequrest on" requirennent for submission is accepted by the object of
tlie said act.
S.S lm an educatio!'t or training-related envinonrnent, sexual harassment is cornmitted:
S.5.:1. Against one wtro is under the care, custody, or supervision of the offender;
S.5.2 Against one wl'lose education, training, apprenticeship or tutorship is entrusted
to the offerlder;
S.5.3 When the sexual favor is rnade a condition to the giving of a passing grade, or
the grantinrg of honors and scholarships, or the payment of a stipend, aNlowance
or otf'ler henefits, privileges, or considerations; or
5"S.4 When 'the sexual advances result in an intimidating, hostile or offensive
envirorrment for the sttldent, trainee or apprentice.
5.6 Fornns of SexuaN F{anassment.
Sexua{ hanassmenI can consist of any of tl"le following:
S.6.1 Penslstent, unwanted atternpts to change a professional or educational
relatlorlsi'lip to a personal one'
5.6.2 l.,tnwelconne sexuaI flirtations and inappropriate put-downs of individual persons
or ciasses of peop{e. Examples are ii'lcluded, but are not timited to the
fol$ovr:il'lg:
5"6.2.-1" L,trmwe{corne sexuaI advances;
5.6.2.2 Repeated sexually oniented kidding, teasing, jol<ing or flirting;
5.6.2.3 Verhal abuse of a sexua{ mature;
5.6.2"4. Gnaphic con1rnentary about an individual's body, sexual prowess or
sexual deficiencies;
S"6.2.5 Derogatory on derneaning cornments about wornen in general, whether
sexual or noU
5.6.2.6 Leering, whistNing, touchlng, pinching or brushing one's body against
anothen's body;
5.6"2.7 Offensive cnucle language; and
S"6.2.8 Displaying objects or pictures, which are sexual in nature that would
create hostile or offensive work or living environments.
 SASMA FACUI-W MANUAL / Page 28 of 76

5.6.3 Romantic Relationsl'rips. Romantic nelationships between faculty and students,

faculty arrd teacher assistants, teacher assistants and undergnaduates ane
strongly discouraged.
5.6.4 Other Persons Liable. Any person who directs or induces another to commit
any act of sexual harassrnent as herein defined, or who cooperates in the
cornn'l0ssiotrl thereof by another without which it would have been committed
sha{l also he tiable under these rules.
5.15.5 Samctir:ms" T[re fol{owing admiriistnative sanctions shall be imposed on sexual
hanassnnent cases after due process shall have been observed:

5.b,5"1. Repnirnand and Warning

5.6.5.2 Suspensiol'r
5.6.5.3 Disrnissal

5,6.6 Classification of Sexual Flanassment. Sexual harassment offenses shall be

classified as fo{lelws:

5.6.6.1 Ligfiit sexual harassrnent cases are those to which these rules attach the
penalty of reprimand and warning.
5.5.6.2 Less serious sexual harassment cases are those to which these rules
attach ttrte penalty of suspension.
5.6.6.3 Serious sexual harassment cases are those to whiclr these rules attach
tl-re penalty of dismissal.

5.6.7 Sanctions are not impedirnents to Court Action. Administrative sanctions shall
not he considened an impedirnent to possible prosecution in the proper civil
corirts of sexua{ hanassment cases. ln this case, the offender shall be given the
sanction of pneventive suspension.
5.6.E Cornnnissior-l of Sexual Harassrnent Outside the Campus. The School shall take
cognizamce of sexual harassment cases committed by the n'rembers of its
connnnul'lity outside the institution's campus and beyond classroom hours in any
of the following cases:

5.6.8.1 The violation of these ruNes occurred in connectlon with an activity

sponsored by the institution outside the campus; and
5.6.8,2 l'he violationr involves the status of the erring member of the
educational comn'lunity or affects the good name or reputation of the
Institr.ltion.

5.6.9 GnievancePnocedunes

llfre Disciptinany Boand is hereby created. The Board shall conduct meetings, as the
case !-nay he, with en'lployees, teachers, and students to increase understanding and
prevent lnciclents of sexual harassment. lt shall also conduct the investigation of
al{eged cases constituting sexual hanassment acts.

tq
 $ASfu'A FACA|'-W MANUAL/

9"6.10 Righn. i:q Due Fnocess. No disciplinany action shall be applied upon erring
menlher of the educational cornnnunity except for cause and after due process
shai[ fi'lave beerr ohserved. ln sexual hanassnnent cases, the alleged offender
rnust he affordeel due process and as nruch confidentiality as possible duringthe
process to proteat thre good nanne of the offender as well as of the School.
S"6.1'n Fnocecjuna! Fnocess Standards. Tt-re following procedunal due process standards
mrust $:e n"let in sexual harassnrent cases:

5.6. j,l.:li The alleged offender

must be imfonmed in writing of the cause of accusatiorl against hlm;
5.6" J":1".?" l-'le shall have the
r"dghil to answer tf,le charges against him, wittr the asslstance of a !egal
counse[, if clesired;
). o. .l" lr. -) He shall be informed
of'the evidences against hirn;
5"6.1:i1..4 Fie shall have the
rlg{'it to adduce evidence in his own behalf; and
5.6.11.5 The evidence must be
cos-lsidered hy thre Disciplinary Board which is tasked to hear and decide
fihe case.

S"6.12 Liahi0lty ot the Ernpioyer, Head of the lnstitution. The ernpNoyer or head of the
instltultion s{'rall he liable for damages ansing frorn the acts of sexual harassment
cornnr.ltttec{ ir"l the education or trainlng environment if the employer or head of the
institution is !nfornned of such acts bV the offended party but fails to nnake
innrnediate aetion on the corilplalnt flled;
b"6 L3 Wnitten Reconds and Privacy r:f Parties. Careful written neconds of cases of
sexulaI hanassment nnust he [<ept, but precautions should be taken to protect the
privacry ot a{l parties involved as n'lulch as possible.
F"5.14 Freventive Suspension of ti-le Accused inr Sexual Harassrnent Cases. Any
nnenlhe11 of the educatianal community may be placed immediately under
g:rreventive suspension during the pendency of the heaning of the charges of
serious seNual hanassrnent acts fi{ec{ against him/her if the evidence of his/her
g6itt is stt"ong and tfre School head is n'rorally convinced that the continued stay
of the accusecl during the peniod of investigation constitutes a distraction to the
norri.lal operations of the instlttition or poses a risl< or danger to the life or
propei"ty of the other men'lbers of the educational community.
5"6.15 Freventive Suspensiol'l of Student. The preventive suspension of student
exceeclir"lg twenty (20%) percent of the prescribed school days shall be reported
to tl"re Regional Office of the Depantment of Education'
5.6.16 lncpnllimating lnnocent Members of the Educational Community. Any rnernber
of the Sctroo{ wlro, hy any act not constituting perjury, shall directly incniminate
or impute to an inr-locent mennber of the sarne community the cornmission of
sexua{ harassrirent act shaNl he punished by exclusion or ter!'nination as the case
nnay bs.
5.C;"17 Intrigi".xirrg Agalmst [-{onor or Reputation. The penalty of exclusion or
tern"lination, as the case rnay be, shall be irnposed for any intrigue involving

29
 SASMA FACtll-W MAff{iAl- /Fage 3a af 76

sexual helrassnlemt act that has for its principal purpose to besrnirch the
honor
or nepcltation of a rnernber of tlre School con'lmunity'

Ch{ApTHR'\i$[0.ffiRIEVA$ueH[ViEcfi4Atu[s[VnAzumV0LtJINTARVARBBTRATSSh$

1" Fninciple in tlre Settleri'lent of Grievance

Systern of the Diocese of lba

The estabtishrrrent of gr[evance rylect'lamlsrm in tl'le cathoiic Educational
comstitr,ltion, wttich states that "The state shal{ proniote the
[cESEl] is ernhoclied ir-l the Fhllipgrine
g:rinciple of shaneij responsihi$ity hetweerl workens and employers and
the preferential use of voluntary
rnodes of settling disputes, inr:ludirrg eonci{iation, and shall
enforce their mutual cornpliarlce therewith
As such' the
to f.ster industria{ peace." (Sec" 3, Art. xll, '1987 Cor-lstitution of the Philippines)' creation of
l\o' 26 rnandates the
Departn'lent of Labor and Emnployrnent ir'I its Policy lnstruction
voluntany arbitration. lt seeks to ensu!"e the expeditious and
least expensive settlernent of labor
work situations (cf' Sexc' 32' Batas
disputes, given tlreir unique chanacteristics, peculiar problems, and
Pambansa Blg. 232)'

creating the grievance nnechanisrn to

The cESDl Schoois shalI abide hy the nnandates of the law, thus,
ensllre that tlre rights of a|l ennployees are upheld. Ft"lrther, this
will establish high nrorale among
eniptoyees anc[ strer-rgtt'len tlne employen-ennployee nelationrship
for efficient, effective and quality
service to [!"1e students anrd the cori'lrrlul"lity at large'

2. FoIlcY Statennent

It is the pci{icy of the rigfirts of al{ workers and create an atrnosphere of [iigh
CESDI Schclo0s griarantee
and professionally held conferences
nlorale hy nesolving conl6llaints and/on grievances through friendly
as possible'
fotiowil-rg sys'd-en'ratic proceciunes and pnocess settlernents as expeditiously

3. Defimition of Tennns

or implemerltation of
A ,,gnievance,, is any connplaint, suhmitted in writing, on the interpretation
The written complaint states the nature
contract, agreement, or personr'lel poNicies and other isSuances.
of the c0aim, the facts in suppoflt of the clalrn, and the relief
requested.
,.lrnri.lediate l,.lead" refers to the superior of the unit or departrr'lent where the ernployee is attached'
,,Conciliation,' is a process wlrere the disputing parties meet in a confenence to state their demands
ancl positions witl-r the airn of diplomaticatly reaching a
viable agreement facilitated by a third party
known as ttie "conciiiatof"".
,,conclliatiori comnnittee" refers to a committee whose function is to intervene via diplomatic
a meeting of the rninds between the
nregotiations of differences and reconcile the dispute by facilitating
Board (AB)'
prntl*u" This "connnnittee" is conrlposed of the n'lennbers of the Arbitration
,,Arhltration" is a process, a confidential proceeding, where a third party known as the "arbitrator"
agreement or award in a labor dispute'
reconlrnemds to the school Head a viab{e settlennent or final
,,Anhitrationr Comrnittee" refens to a cornnnittee whose function is to decide upon a viable settlement

or finai agreernent or award in a dispute in the nnost practical

manner. This "cot-nmittee" is known as
the Anhitration Boanrl iAB) conrposed of Diocesan Legal counsel who
will act as the chairnnan' I other
menabens wi{[ lre c{eterrninec{ during tl'le consuitatiorl
process ]'

30
 SASIUflA FA?dLW MAfV{./A{"/Pase 3f af 76

"[Vledi;rtior-u" is a pnocess wihene [he clisputing parties rneet in a conference to state threin dernands
and posltinns wlthr lLl"le ain'l oi' c[ipioma'tiealfly reaching a viahie agreennent as forwarded flry a tliird party
{<mowr"l a:; ih e "r-riie,.:{iatclr".

4.. Tl"le Grievance Procedure

Fnefiirnimary Steps

Cori'16:flaimant (en"lp{oyee}should seel< the adv]ce of the departnnent or unit steward (an ennployee
who u;as trainerj im conciliatiom/n'rediation teehniques but is not a mennber of thre committee). When the
issue is ulnresolved at this suage, tf'le steward rl'lay sLrggest a conference with the irnnnediate head. When
tfre issue is still unreso{ved, the complaint is written and fonwarded to the Chairman of the Arbitration
Board (AB) anrd copy furnrshed the Schroo{ l-{ead.
l'f the con'lplaint is agaimst ti-le in'lrnediate head or t['le stewand, the complainrt is written and
fonwarded to the Chairnran of tlae Arhrtration Board (AB) and copy furnished the School Head.
The cannplainant fllls up a {'onrn secured frorn tl"re Chainman of the AB to officially request for a
fonn'la{ intenvention - corrciliation or arbltration. Thre complainant cites the nature and scope (facts
pertaining to) of the gnierrance"
The At3 sets a preliminarSr c,onference wit{n the cornplainant two (2) days after suhrnission of the
otlficIai reqi"test.
[-he l\B sets a con$'erence with jlhe ottler concermed panty and thereafter the concerned party
off{ciaflly wnites t{'le counten ne6lly on the conaplaint/grievance, which is submitted to the Chairrnan of AB
anei copy furnrsfl"lec{ the SchooI i-{ead.
l-he,rrB evalLla'[es the facts o1i the gnlevance fnonn the connplainant and the cou{'lter neply of the
concernecl pani"y"
llflie AB st"lhsun'les initiai[y [["le concilIation-mediation nnethodology by setting up a conference to
hoth parties"

Conci Iiation-ful eol iatlein Steps

Thre AB reviews the posltionls of both parties imrnediately after the conference and agrees on the
points clf onder fon conc[niatron.
The AB cal{s hoth parties two (2) days after the review to discuss the points of order for conciliation.
lf a settlennent is neaehed, a Covenant of Conciliation Agreement is signed by both parties. lf no
settlennent is neached, the AB cllanges level to nnediation.
Tl-le AE pnesents setttrernent proposals to both parties. T[re contesting parties are given two (2) days
to review the settlennent proposaNs suhmitted by the AB.
lf a settilennent is neacfi"led, a covenant of Mediatiol'l Agreernent is signed by both parties. lf no
settlerraen'l is neached, tlne AB changes leve{ to arhltratiori.

The Anhitra'cnon Steg:s

The,e,E neviews anc.i ne-evatuates the extent of positions of both parties and the polnts of order by
whic!-l the'two pan"ties faileci to com"lprornise"
The,AB cal{s fon the flnal huearir-lg three {3} days aften tl'le last conference.
The l\E necomnlenrds their ciecisior"l to the Fresident fon appnoval. When approved or a rnodification
fnom tfi're Fresident is in orcier the AE calis hoth parties fon the decision and/or award/settlernent. The
AB notlftes a{{ urri'rsle{e6iartnxents for t{"le in'lplementation of the decision or awands/settlement.

3n
 $ASMA FACULW MANUAI- / Fage 32 af 76

When the decision or awand [s unacceptahle, tlre conrplainant rnay appeal to the School Head.

The ,4ppeal

The complarnanrt suhrnits a wnitten appeal to the Sclrool Head citing the unfavorable provisions of
the decision.
The Sctrool Head calls for the cornplainant for a conference.
When the decision of the School Head is acceptable, the complainant settles to the final action of
rhe AB.
When unacceptabte, the corr'lplalnant by virtue of democratic principles may utilize other legal
rneans as providertr hy the Constltution of the Republic of thre Philippines.

5. Cor"nposition of the Anbitration Board

To he discusseci during consulitatiorr ol'l vicaniaI levels.

6. Se{ection of Representatives to the AB

To he discussed during consu{tatiom ort vicarial levels.

7. Qua{ificatioms of the Repnesentative to the AB

Must have con'lpleted a pnofessior"laI training or-l arbitration given by a recognized agency.
lVlust he {<nowledgeable ln areas not covered by the professional training on arbitration (i.e., human
relations, socia! and school legislations, etc.)
Must be of known prohity and integrity coupled with high sense of justice and fairness.

8. Tenulre

Sha{l servefor a terrn of one (1) year and rnay be recommended fon a re-appointment theneafter.
ln acknowledging the gravity of wori<, the remuneration (in the form of honorarium) is dependent
on the pen load equrivalent as a practlce in the CESDI schools.

9. Functions of the Arhitration Board

The Arbrtnation Board functions accondinrg to the scope and lirnitations of the
definition c*ted above.

10. Quot"uri'l

The Arhitnation Boand rneets and decides on the recommendation to the case
when 2/3 of the nnernbers are present.

i.1". Vacancies

A vacar"lcycan only be tilled up by qualified ernployees following the

qualifications of nepresentatives to the AB and shall serve for the unexpired
ternr of the nnemher whose position is filled.

J ,/-
 SASil,fA FACULW MA,f$A AL / Fage 33 of 76

12. .iurruse.{ietielrnof the immediate Head

The ini'rnleoliate head resolves disputes within the ambit of the functions of the
r.r l"l it/depa ntnnent.

EHAPTHffi gX - ]'RAfVSFHR, S€PARATIOru & RETIREMENT

TRAt\l5FHR nefers to the rnovernent ol' teachers from one Catholic school to another Catholic school
wlthin the Diocese of lha provicneei that the following wiil be observed:

4. [:u{{-time pnobationary teac['rers, back to zero (0) year of service;

5. FulIi-time regu[ar teachens:

2"1 Fifty {50%i of the tot6al numher o{'yeans of service will he considered after a year of probation.
l\leanurhile, thre teachen sha{l neceive the basic sanany of a new teacher in the institution where the
teacher transferrecn.

Tenure colrtinues
Aprl0 saiany aften one school year of service; Apnil & May salany after two (2) schoolyeans of senvice.
Senvice reconci fnonrr prevlous school should be surhnnitted
55S Pnen'rium prayable by the schooN hased on saNary rate in the school where the teacher
transfenned.
Shouid not witlrdraw tlneir retirernent prerniums fnom the Diocese
Letten of recomniendation fron'l previous Director and Principal.

TEACI-{ERS ON LEAVE;

By fonce on'circurnstance, suc['l as senious illness, serious marital problems, in'ln'lediate fanrily affains, a
teacher may he atlowecl to taice a pnolonged Ieave of abserrce without pay from the schooN. For a full-
tin.le regr.rfla!" teacl"rer taking an authorizec{ leave of absence for six months or more, he/she shall not be
entitleci to a vacation pay for Aprii and lVlay. For full-tln'le regular teacher taking an authorized leave of
absence rl'on five (5) months on less, he/she shall be entitlecl to a vacation pay for the month of April only.

Ful[-tirne regulan teachens whc sl"la{[ ta[<e a nnaternity leave fron'l the months of February to March are
entit{ec{ [o their vacation pay of April and May provided, however, that the said teacher shall render
his/her services to the schoo! ilnrnediately after thein authorized maternity leave of absence. The same
policy appf,ies to teachens who wii{ be having their nnaternity leave of absence withrin the rnonths of April
and Mair.

A teachrer, before the expiratlon of f-lis/fier authorized leave of absence for a year, should express in
writing not later tl"ran the finst {1't} day of February his/her desire to be reinstated for the foliowing
school year. On the other hand, a Leacher who fails to do so shali be considered resigned. The letter of
notification shaNI he addressed to tlre schoo{ head.
SEPARATION is the termination of the ernployen-employee relationship through resignation,
abandonrnent, retinenrent, or dismissa{.

--
JJ
 SASMA FACULW MANUAL/ Fage 34otV6

tEEsrGivATr0i\

A resignation is a sepanatlon fnom the service of the school at the initiative of the employee/teacher.
Any facuity n'ler,"]ben wllo shall nesign fnom tl'le School is required by law to give a written notice of
such imtentlon to the Schrool Heerci at $east thir"ty (30) days before the said resignation tal<es effect'
Uponi the titing of the writtem resignation notice, the teacher must secure and accornplish a faculty
rnennher's clearance Forrrr (see Appendix on Clearance Form) and clear himself of all accountabilities and
other oh{igatiol'ls wlth the SchoCI{. This means that any school's property, record, documents, keys, and
ott'ler asse'ts in the teacher's gtossesslom, custody or contnol rnust be submitted to the Pninclpal not later
tfi"lan one {1) day irnrnediately hefore the {etten of reslgnation ta[<es effect.
A resignation, situation and need, rnay be accepted on take effect
depenc$ir-rg $0^i ttne school
!n"nrnediate{y og1 tftne date of suhnnrission of the notice of reslgnation, regardless of whethen tlre sarne was
fi0ed withsut complrance wrth the ti'lir"ty (30) daV-notice or whether the faculty rnember has specified a
preferrecl cfate when the res{gnation takes effect. Shou{d he/she re-apply after nesignation, the said
teaclrer shrait he consiclered a rlew teact-ler.

ABA[\l D0l\lt\lElNT

Any teacf'len shratl he ternninated fnom the service fon having abandoned his/her employment when
helshe:

1 Absents hinrsetf/herself for three (3) consecutive days without prior written notice to and/or
appnoval of the Pnincipal. ln extrerne cases, text message notifying the Principal of such absence
n'lay be a{lowed.
2" Ta!<es upon hirnself/henself to leave or to ternrinate his/her ennployment without the prior
appnova{ of andlor acceptance hy the School Director; or
n
.1. Does not appear at the speci'Fied date and tirne of return after an authorized leave of absence.

SLiSPrNSi[]l\

This is a sepan"ation o'f a faculty r-nember frorn the Schoot for a definite period of time as a nesult of minor
infnactlon arf schc,o! rules and neguiatiolls.

LAY.OFI:

1. S1lbstitr,lte teacl-rers are automatically laid off upon tt-le eNpiration of their period of ernployment
as indicated in the employrnent coritl"act.
2. llhe cessatiol'l in thle operatiofrt of one or more departments or section(s) of the school
automatrcal{y lays off the teachen connected therein, unless their contract is renewed upon the
discretior-l of the Dinecton"

DIsM ISSAL OR DISCI{ARGE

L. This is a cornplete sepanatlon from t[-le service of the school with the cause arising from willful
violatlons on seriouls infnaction of school policies, rules and regulations, incornpetence,
il.lsubordipation, clisf'ronesty, I-rahituai absenteeisrn, inability to rneet the school's standards of
perfornnance and otl'ler :;erious nnIsdeeds.

34
 s,Asri4A FAe uf.rv MAN{/A{" /

v_. This is ul-l.lplen"lenterj in accol"dan-lce with the rules and regulations of tl"le School rn coi'lfornnity
wi.th existing and app[lcahle 0aws arrd imp{ernentlng regulations.

RF-f lRi:MHill!T

his/her 60'h
This is sepanaticr.l fnonl the sctloclil at the end of the schoo| year when the teacher celebrates
hinthdav.

APPEfi\JMOEH$

COhCTRACI CIF F'ROBAI ION/\RV TTACF{Ii\I6 EhIPLOYMEi{T

t{t\lCIw At-i iMEhl B}/ Tl-iE5E F11f;ShlriT5:

This agreement rnade amc{ emterecX into hy ancl hetweerl:

\lAtviE 5cl-tr001, a Catho[ic educational institution cxuly negisterectr with SEC as a non-stocl<, non-
CIF Tl-.lE
profit col"6ronation"l, owned hy the Diocese of lba and govenned by its Board of Trustees in accordance
with the Conporatiom Code of the PhiliXipines and existing under and by virtue of the Laws of the
Phllippirrres, wlth pt"it'lcipal office in of Office), represented by
nefenred to as the FIRST PARTY.
-*(l\anle of tl-re Schoof head), heneinaften---(Place
AI\D

NAN/F OF TEACF{ER, DATE AI\ID PL,ACE OF EIRTF{, AGE, CITIZENSF{IP, CIVIL STATUS,
MAILII\G ADDRESS,
DEGREE-|\IAiORlN--_, csE PASSER (lF APPLICABLE), LET PASSER WITF{
GRADE,

hereinafter neferned to as the SFCOND PARTV.

wtTr\E55tTl-{

Ttrat the FiRSl- pARTy, in r-onsideration of the rnr-ltual covenants and agreernents rnade herein,
hereby
hires ant.[ appoinrs rhe SECOT\D PARTV as a FtiLL-TIME PROBATIONARV TEACI-{ER fon the Scl'rool year
fnom June __,Z00S to March 30, 2005 on the following agreed terms and conditions:

t. t-lftat tlne SIC$t\D nender hislher full-tirne servlce as a PRoBATIONARY

ltrAlil"V agr€es to
THACHER ip _---__-._---(Subject assigned) in such capacities and tasks as
the FIRST
p,ARTy rnay direct in connection therewith, dillgently, efficiently and assiduously, effective
.-(date of effectivity) for a remuneration of P---- per
rnor'lth, 6raya hie serni-r-l romthly;
?-. That the SECONE PARTV agrees ancl binds hirnself/herself to faithfully connply and abide by the
Department of Education's policies, circulars, and the requirements of passing the Licensure
Examination for Teachers {l-ET), the School's Facuity Manual which corltain arnong others
po{icies, nuies a6ld regulations of the School, dinectives, memoranda, voluntary arbitration

35
 SASN4A FACULW MANAAL/

Flrocedu!"e, as we{l as his/lrer duties, functlons and responsibilities

determined and established
by the FIRST PARTY, and with those which may and shall be promulgated and issued in the
f uture fronn time to tinre by the FIRST PARTY;

3. The SECOND PARTY agrees to perform efficiently and regularly the duties and functions of
fris/hen position, including the duty to assist in the enrolment and school activities or programs
which may take place at times on Saturdays and Sundays, and to attend punctually to and for
the entire period all assigned classes, rneetings, seminars, workshops, in-service training,
retneat/recollections, and those tasl<s assigned to her from time to time by the FIRST PARTY
tl"r ro ugl-l its d u ly a uttrorized representative;

4. That the SECOND PARTY agrees and binds himself/herself to submit punctually the grade sheets,
class records anrd test papers within the prescribed period; to require the students the use of
textbool<s and manuals prescribed by the FIRST PARTY only; not to sell tickets for any thing, or
collect or solicit money or anything frorn the students for any academic project or any purpose
not approved and authorized by the FIRST PARTY, the violation of which will be prejudicialto the
continuance of the conti"aaU
5. That upon the expiration of this contract, the teacher shall cease to be the ernployee of the
Scl'lool rinNess the teacher and the School enter into another contract;
6. That in the event the SECOND PARTV desires to resign, he/she must inform the FIRST PARTY in
writing at least thirty (30) clays pnior to the end of the academic term on the intended date of
ieaving the School to ailow the School enough time to look for a replacement;
7. That the SECOND PARTV acl<nowledges that he/she has been given a copy of the Faculty/School
Manual and has been informed of the standards by which his/her performance will be
evaluated;
g. That in the event the SECOND PARTY decides to renew the contract for the succeeding school
year, the FIRST PARTY reserves its right to renew or not renew said contract, subject to the
perfornnance rating of the SECOND PARTY which should be at least SATISFACTORY;
g. That this contract shall terminate for breach of any of its terms and conditions by the SECOND
pARTy or for any cause allowed by law, or rules and regulations of the Department of Education,
as well as in the event of the dissolution of the FIRST PARTY, or the appointment of receiver or
assignee in case of insolvency, or change in the management and administration of the FIRST
PARTV, or for othen causes for dissolution in accordance with law;
10. That this contract shall also terminate automatically upon its expiry date without need of any
prior notice therefone fron'l the FIRST PARTY.

lNWlTNE5SHERECIF,thepantieshenetohavehereuntoSettheirhandsthis-dayof
in the City of Olongapo/Province of Zambales, Philippines.

FIRST PARTY SECONID PARTY

SIGNED IN TI-IE PRESENCE OF:

35
 SASI4A FACULW MANUAL / Page 37 of 76

ACI(hi OWLEDGEMENT

REPI.JBLIC OF IIFIE PI-.{I LI PPI I\ E5

PROVIhJCT OF ZAMBALES/
CITY OF OLONGAPO

Before n're, l\otary Fuh|ic im the Pnovrnce of Zamhales, Philippines/Olongapo City, Philippines, personally
appearec{ the fo{lowing:

Name Comm. Tax Cert. Date & Place lssued

Narne Cornrn. Tax Cert. Date & Place Issued

l(nown to me and to me known to be the same persons who executed the forgoing instrument and
acknowledged tf^rat the same Is their and voluntary act and deed.

WITI\ESSED MV HAhID AND NIOTARIAL SEAL this day of

i n Zan'nbales, Phili ppi nes/Olonga po City, Fhilippines.

Doc" No"
Page No.
BooN< No.
Series of

CONTRACT OF REGTJLAR TEACFINISG EMPLOYMENT

KNOW ALE" IVIEIN BV THESE FRHSENTS:

This agreennent rnade and entened into by and between:

t\AME CIF Tl-.lE Catholic educational institution duly registered with the
SCHOOT-, a
5EC as a non-stock, non-profit conporation, owned and rnanaged by the Diocese of lba, and existing
under and bV vintue of the Laws of the Philippines, with principal office in

J/
 SAS,l,tA FACULTY MANUAL / Fage 38 of 76

__{Address) , represented by (Name of the Head

of the Schoo!/Directon), heneinaften refenned to as the FIRST PARTY'

AI\D

NAh4E OF TEACHEiI, AGE, DATE & PI-ACE OF BIRTF{, CITIZENSI..IIP, CIVIL STATUS, MAILING ADDRESS,
DEGREE-MAJOR l\1, LET PA55ER WlTl-{.----GRADE, hereinafter referred to as the SECOND PARTY.

\AIITi\IESSETI..{

That the tIRST pARTV, in consiclenation of the nnr-rtual covenants and agneements rnade herein, hereby
l"lires and appoiirts the SECOND PARTY on the following agreed terms and conditions:

1. That ttre SECOND PARTV agrees to render his/her full-time services as a regular employee of the FIRST
PARTY as in such capacities and tasks as the FIRST PARTY may direct in
connection thenewith, diligently, efficiently and assiduously, effective for a
ren'luneration of per nronth, payable sen'li-nr, onthly;
2. That the SECOND PAR"IY agrees and binds himself/herself to faithfully comply with and abide by the
Departmenrt of Education's policies, standands, mennoranda, circulars, and all the policies, standards,
directives, nnenroranda, voluntary arhitration procedure, rules and regulations of the FIRST PARTY, as
welI as his/l-rer durties, functions and responsibilities determined and established by the FIRST PARTY,
and witlr those which rnay and shall be promulgated and issued in the future from time to time by the
FIRST PAR d-Y;

3. 1-hat the SECOT\D PARTV agrees to penforrn efficiently and regulanly the duties and functions of his/her
position, inclgding the duty to assist rn the enroNlrnent and school activities or programs which may tal(e
p{ace at tirnes on Saturdays and Sundays, and to attend punctr.lally to and fon the entire period all
assigned classes, meetings, seminars, workshops, in-servlce training, retreat/recollections, and those
tasks assigned to hlm/hren fnonn time to tlme by the FIRST PARTY througir its duly authorized
nepresentative;
4. That the SECOND PARTY agrees and hinds himself/herself to submit punctually the grade sheets, class
records and test papers within the prescribed period, to require students the use of textbooks and
manuals prescribed by ttre FIRST PARTY only; not to sell tickets or any thing, or collect or solicit money
or anytlxing frorn students for any academic project or any purpose not approved and authorized by the
FIRST PARTV, the violation of which shall be a ground for termination of this contract;
5. That upon the nesignation of the SECOND PARTY, or termination of this contract by the FIRST PARTV
for breaclr of any of tl"le terms ancl conditions of this contract, or for any valid or just cause authorized
by law, particularly by the DOLE, the FIRST PARTY shalN be under no obligation whatsoever to pay any
severance or separatiorl pay to the SECOND PARTY;
6. That in the event the SECOND PARTY desires to resign, he/she must inforrn the FIRST PARTY in writing
thinty (30) days prion to tt'le end of the acadennic term or the intended date of leaving the school ln order
to give thae FIRST PARTV enougl'r tirr"re to look for a neplacement;
7" That the teacher acknowledges that helshe has been given a copy of the Faculty/School Manual and
has been imformed of the standands, poNicies, nules and negulations by which lris/her performance will be
evaluated;

10
JO
 SASil4A FACULW MANUAL / PaEe 39 of 76

for hneach of any of the terrns and conditions of this contract by the
B. That this contract shall termlrrate
SECOND pARTV on for any cause allowed by law, or rules and regulations of the FIRST PARTY,
Departrnent of Education, as well as in the event of the dissolution of the FIRST PARTY, or the
appointrnent of neceiver or assignee in case of insolvency, or change ln the management and
adnninistration of the FIRST PARTV or for other causes for dissolution in accordance with law.

lNl WIThIESS F{EREOF, the parties hereto hrave hereunto set their hands this of
in the Province of Zambales, Philippines/City of Olongapo, Philippines.

-day

FIRST PARTY SECOND PARTY

SIGT\,NED IhITI-IE PRESENCE OF:

WITI\E55 WITNESS

REPUBLIC OF THE PF{ILIPPINES

PROVII\CE OF ZAMBALESICITY OF OLONGAPO

BEFORE ME, a Notary Publlc, for ancl in the Province of Zambales/City of Olongapo, personally appeared:

NAME CTC No. Date & Place lssued

NAVIE CTC No. Date & Place lssued

l(1lown to me and known to be the same persons who executed the foregoing instrument and
acknowledged tfiat the sanne is their free and voluntary act and deed'

WITNESS MV HAND AND NOTARIAL SEAL this (date) in Zambales,

Philippines/O{ongapo City, Philippines.

39
 SASI,|A FACULW MANUAL / Page 40 of 76

Doc. fiIo.
Page \lo.
Book No.
Series of;

APPOIhITMEI\lT

To:
Depantment :

This is to infornn you of your appolntment as effective

It is undenstood that you agnee manlrals, policies,

to faithfully comply and abide with the school's
directives, mennoranda, rules and regulations, and with those which may or shall be promulgated and
issued in the friture frorn tirne to tirne, as well as the lawful orders, directives, and to submit to
voluntary arbitration procedure of the School.

your signature wi!l signify your acceptance of this appointment, and your compliance with the above
mentioned conditions.

REMUNER,ATION; P

RECOMMENDED BY: APPROVED BY:

PRII\CIPAL DI RECTOR

COINFORIVE:

Appointee

DATE:

40
 SASf,tA FACTJLW MANUAL / Page 41 of 76

PROBATIOI{ARV TEACH ER'S APPOI I\TM Et\I

f{ArME CIF Tl-{E scl-{001

Address

Date:

"fl'eachen
Narne of
Address

Dean Sir/lVladan"r:

You are hereby appointed full-tinre classnoorn teacher on probationary status

with compensation at
of living allowances, if applicable, and
P_--_*--_ pen nnontl'r for one school year, exclusive of the cost
2005 up to 2006.
othen fninge benefits required by [aw, effective at

Fon youn teacl-ring assignrrnent ([oad) and a clarification of the terms and conditions of this appointment,
you should confer witfi the Frincipat of the School'

status will depend

It is ul.lcienstood that the renewal of this appointment or its change to permanent
school policies,
upon the quality of your perfornaance and satisfactory compliance with laws and
promulgated, including but not
standards and regulations that have been and may hereafter be
plan, the giving of examinations on the
necessarily linritecJ to, the prepanation of subject syllabus, lesson
dates sclreduied, the correction of the exarnination papers, the submission
of grades within the
prescribed period and the keeping of regular class hours'

any further wnitten

This appointment shall tenminate on its expiration as indicated hereof without
notification.

Very tnuNy yours,

Fresident/Di nector of Schoo{

Accepted:

[',larne of Teacher (Signatune]

TE M PORA RYISI..J BSTITI"JTE TEACI.I E R,5 AP POI NTM E I\T

Date

4L
 SAS&IA FACULTY MANUAL I Page 42 of 76

i\lame of Teact'ler
Addness

Dear Sir/Madanra:

Vouareirenebyappointedclassroomteacherassubstittltefor--(Nameofteacher
-::',;
T: T:1
henefits nequined by law, effective
#,, lffi il lJ" ;i ffi "'ff :? il, x'J :' :lii I ll il " #; :J lr?T:i;:"l'(Name
up to or upon Mr./Ms.
;:' :
of teacN'lel being substittited) return to service, whichever comes first'

For your teacl^ting assignrnents and a ciarification of the terrns and conditions of this appointment letter,
you shou{d coirfer with the Frincipa{ of tl"le 5cl'rool.

This appointment is subject to existing laws and the School's policies, standards, and regulations
inclr,ldi6g hut pot {innited to the preparation of subject syllabus, lesson plan, the giving of examinations
on ttle dates scheduled, the connection of the exarnination papers, the submission of gnades within the
prescnibed periad and the l<eeping of regular class l-rours.

This appointrneftt sha{$ terrr"llnate on its expiration as indicated l'rereof without any written notification'

Very trr-rly yotirs,

President/Directon

Accepted:

-T'eacfi'len
Nan'le of

Date:

A4
 SA$ftil, , ACULW [WAhlUAL / Page 43 of 76

APPCIIN{TIVIEI\T LETTER FOR REGTJLAR TEACI-IER5

I\IAME OF THE SCHOOL

Addness

Date:

Narne of Teachen
Addness

Dear 5rn/Madana:

You are herehy appointerJ tull-tirne classroom teacher on a permanent/regular status with
con-lpenrsation at F a month, exclusive of the cost of living allowance, if applicable,
anci other fninge benefits requlred by law, effective June

This appolntnnert will he suhject to {aws and the School's--2005.

pollcies, standards and regulations that have
been and rnay i'reneaften be promu{gated and will continue in fr:ll force and effect unless sooner revoked
for cause.

Very tnu[y yours/

Pnesid ent/D irectot"

Accepted:

Nlarne of Teachren {Signature)

Date:

43
 SAS'IdA , ACULW MA|IdUAL/

APPOI NTIU E NT COhITRACT FOR PRI hICI PAL/VI CE PRI I\CI PAL

h,JAIVE OF THE SCHOOL

Addness

Date:

f\lanne of Apporntee
Address

Dear 5ir/Madam:

You ane l"renehy appointed Pnincipan/Vice Principal with connpensation at P a nronth for a

period of thnee {3) acadennic years effective.lune to May 3l-, 2008'

-2005
Attached are yoLn{ functions, duties and responsibilities as Principal/Vice Principal, as contained in the
Adrninistnative Vlanua{ of the SchooN. Flease be guided accordingly.

This appointment will be subject to existing laws and the School's policies, standards and regulations
that have been and n'lay heneafter be pnomulgated and shall automatically terminate as of the
expiratiol.l hereof without any funthen written notification, unless nenewed by mutual consent of the
parties"

Very truly yours,

Fnesident/Directc,n

Accepteri:

Nanne of Appointee

L-r.l [e:

RIGFITS OF SCI-IOOL PERSONhIEL (Section 3, Batas Pambansa No' 232)

School personnel in each institr-ltion shall enjoy the following rights in addition to other rights provided
for under othren relevant laws:

t. '1ihe
night to have free expression of opinions and suggestions, and to avaifi of effective channels
of cornnnr-lnicatio{'l witfr the appropriate acadernic and administrative bodies of the school.

44
 SASIdA TACULW MANUAL / Page 45 af 76

') The rigl-rt to he provided witlr free legal servlce by the appropriate government office, in case of
purbIic schoo{ personnel, and through the school authorities concerned in the case of private
schoo{ 6:ersonnel, when charged in an adrninistrative, civil and/or criminal proceeding by a party
on panties othen tl'lam the schoo{ or regulatory government authonities concerned for" any action
c,:npmitteci cflinectly in the NawfulS discharge of professional duties and/or in defense of school
,- -.11;^;^-
titfNtr-uE)"
? "t'he night to establish or joIn, and maintain labon organizations andfor self-regulating
61,-.ofessir:nal organrzations choice to promote thelr welfare and deferld their interests.
o'f, tftrein
"l"he
4." night to be free frnn'l involuntary contrihutions except those approved or irnposed by their
ou,/n or"ganizations.

-TEACF{
SpECIAL ri NGI-.{TS p\i\ D/PRlVi LEG [5 OF I l\{G OR ACADEIVI I C 5TAFF

{ Sectiolr 4, Batas Pamhansa h$o. 232, Education Act of 1982)

ln addition to tlne nigtlts of every sctroo{ personnel as provided in the preceding Section 3 hereof, each
nlennfuer of the [eaching or acaclenaic staff of a schooi shall enjoy the following rights and/or privileges:

L. The right to he free fronr any compulsory assignnnents not related to their duties as defined in
theln appoi6ltrnents on ernploynrler-lt contracts unless compensated therefore in accordance with
e:<isting {aw.
2" trhe right to inteNlectua{ propenty as pnovided by applicable laws.
3. The right to be cneenned persons in authonity, entitled to protection and due respect, when
acting the discharge of lawful duties and responsihilities.
il.'l
4. The nigl.lt to be accorded thre opportltnity to cf'roose alternative career channels either in school
ac1nninistration or c{assroorn teaching, or othen lines of endeavor in the school, for purposes of
{:a r^eer adrra mcerneu'l t.

TEACI-{ER5' OBLIGATIONS (Rule lll, Sectlom 3, Batas Farnhansa Nlo. 232)

Teachers shalt, in adc{ition to comptying with othrer duties and obligations under existing laws:

t. Ferforrn their acaden'ric c{i.lties in accordance with the philo.sophy, goals and objectives of the
school.
2. Be accountable fon the efficient and effective attainment of specified learning objectives in
$lursuance of national development goals, within the limits of available
school resources.
3. Render regular reports to the school on the performance of each pupil or student and to the
Iatter or their parents or guardians as nnay be necessary, with such necessary suggestions for
innprovepnent as calied for by the circumstances of each individual pupil or student.
A Assulrr"le 1he responsihi0ity of rnalntaining their professional growth and advancernent and
sr.istainimg professiomalism in their behavior at a!l tin'les,
rJ. llefrain fronyl nlla{<lng deductions in the scholastic ratings of pupils on students, for any act that is
clearly n'lot a nnarcifestation of poon scl'lolarship.

45
 SASMA ACULW MAtIUALI
'

6. panticipate as agents of constructive social, econon"lic, moral, intellectual, cultural and political
cfl'laglge in the schoo{ arrtj con'lnnunity within the context of national policies.

S [-O MO MI/\T"[\i E HVI\LT,IATH O Nf, ffi F F,qC{"! LTV Pffi R FO RMAfrICH

INAME: AREA: DATE:

This INSTF{L}MENT 15 DESIGI\1ED T0:

1,. Ensure the effectiveness of lthe teacf'rer in terrns of instructional competence and professional
performance/ suctrt as: conce{'n fon professional standards and growth, concern for the total
sctrool pflogram, effectivenress in collegial interaction and communrity building, thoughtful
contributions to the teacl"ling rninistry through constructive participation in school activities,
panish activities, connnnur-llty extension service, and academic endeavors;
Z" Deterrnlne areas for innproving teacher classroom and institutional perfonmance;
3. Reward suprerior/outstanding performance.

!ruSTR0JeT$ONAn" C0ftilPETEh{effi { 5S poEnts}

1. lnstnqctional PlAniliqts

lntegnates Gospetva{ues in tt'le Iessot'l plan'

States objectives in behavional tennns (SMART)
lncluldes instrulctiona{techr"lology/materials and varied activities in the lesson plan.
Suhnnits Iessol'l plan or-l tirne.

2. lrr$tructionaI Assesqrraerll

llefer to Evaluation of lnstructionral Delivery Sheet'

44 points: 30 points by the Acadernic Coordinator and Principal and L4 points by the students).

3. lnstructional Assessnr'lent

in accordance with the adopted grading system of the lnstltution with sufficient
Rates studen'lts
evidence frorn written worl<, hands-on activities and transforms/projects to assess students'
per"fonmar"rce.
5uhmits grades o$1 ton'le.

pROFESSfi ffi [\{AL RH5pffi fiN5l B0 Lfl T'[ E5 (2S Pmn NTS]

1. Concern fon FrofessionaI GnowtFl

46
 $ASiUtA , ACULW MANUAI-/Fage 47 of 76

Funsues graduate studies ne$ated to his/hen field of specialization.

Farticipates in all in-l'rouse seminars, worl<slrops, conferences, arnong others ( 1 point for perfect
atten da nce)
Fanticipates im sctroo{-sponsor'ed off-campus senninars, workshops, among others, with a written
neport (1 point fon penfect attendance)
Attenrjs se{f-initiated approved off-campus seminars, workshops, among others, with a written
report.
ConcJr-lcts an echo-serninar om wonl<shops, senninans, etc. attended.

2. LeadershipActivities

Enlists as rnen'lber of a recognized professional, religious, ol" civic organization.

Pa rticipates in school/panish/cornnnu n ity-oriented activities.

3. Fngage in peer suppot"t systerns such as:

Intensive positive support to colleagues in tearn work activities such as participation in programs/
fund raising activitles, etc. ( 2 p:olnts fon maxirnurn support).
4. Attei'rds and panticipates in nneetings anid officialfunctions of the lnstitution (2 points for perfect
attenda nce).
5. Farticipates lnr the conrrr"nunity eNtension projects of the lnstitution ( 3 points for rnaximum
attendance).
6. School Senvice

Renders service duning the sennester/Cl"lristmas/sumrner break or outside class hours/days. (3 points
for nnaxi n"lu n'l a ppea ra nce).
Substitutes for absenrt co-teachens in the area (2 for maximum substitutiorl).
Supervises stuclent/class activities (2 points for maxirnum supervision)

SUMMARY:

FACTORs POINTS

L. lnstructional Connpetence 50 pts.

2. Professional Responsihillty 20 pts.
3. Corporate Cornmitment 30 pts.
TOTAL:
Signed:

(Teachen) (Principal)

FACU LTV EVAI-UATI S N O F N S3'R{.' CTi B CI NI AI. D H ["!VE RV

I\anne of Facultv Ohsenved: Subject:

Date/Trnnte:

4'.7
 SASntA r ptCULW MANUAL/ Page 48of 76

'Ihis is an instnulrr.lent ulsed for ohservation of classnoorn perforrnance, "on the spot", ol" scheduled.
Encirc{e t{"re nunnkren of those iterns observed to he implemented by the teacher under each category. (
30 points)

l-. Frovldes positive expenierlces tl"lat motivate leannirrg'

Ca ptu es s'tt-lderrts' attenti tll'l th rou gh a ctive i nvolvernent.

e'

Z. tlses appropriate de|iverv strategy - ways of providing information for students to acquire the
{earning.

tJses vanietyof appropnlate !earning aids that suppo!'t delivery of instrllction.

Cites Iitenatune {hooks, jourr-lals, neseanch studies non-print nnaterials, internet sources} during the
discussion of the !esson.
Fnovicjes nelevant examples and nnode{s of higher-{evel thinking skills by verbalizing the processes of
ana lysis, syl'ltt'lesis, amd evaluatiol"l.
Sunirnarizes on neviews durimg the iesson to pnovide continuity.

3" Refiates r"lew ideas with prerriotls eNperiences.

t+. Uses questions to prornote undenstandit"lg'

Asks c{ean{y stated questiorls tl'lat are relevant to the objective(s).

Frovides cltes to pl"ol'11pt co!"rect, or expand student answers'
Asl<s students to explain ancJ clanify answers.
Asl<s more thought pnovoking {why, trow) questlons.

5. Pnovides gulided and/or lnrdependerlt practice'

Conducts relevant teacher-directed group practice-activities.

Moves arnong students to give assistance during guided and/or independent practice.

6" Pnovides feedhact< on students' responses.

Frovides specifrc feedback on responses tlrat are correct/incorrect and why they are so.
Frovides feedfuack to stlldents hy repeating, panapl'lrasing, applying, or extending their correct
responses.
V. Cfloses lessot'l by usil'lg an appropniate strategy.
lnvolves stt"ldents il'l sunnnnanizlng the Iesson.
5urnnnarizes the nnain points of the lesson'
Pt"ovides an intenestir-lg "clincher" to bring the lessotl to an effective close and leave the students
with sonxething to think abourt"
Tel{s t[.le stuclents what they will be studying the next day and how it relates to what they have been
studying duning tlre day's lessol'1.
B" provides summative evaluation t[xat nneasures students' achievernent at any point during the
Nessol.r "

Provides evaluation that rnatches the objectives.

AO
+(t
 $ASJtfn , ACULW MANUAL/Page 49 of 76

Pnovides evaluatiorl that is app!"opriate for the learners.

Corn rn u n icates eva uatiorl res u lts tct stil dents'
I

9" Ongamizes iearning envinoni-nent to y"naxirnize student tir-ne on task.

Organizes activities and anramges classroom to facllitate learning'
Makes snroottr tnansitiol'ls fnor''l one activity to another'
Maintains an ordenly systenn fon housekeeping duties - attendance, prayer, distributing, and
col N ectl n g rnatenia ls/horneworl</test pa p ers.
10. hlaintains behavior that is cot'lducive to learning.
l0.L Monitors hel"lavior that is cot"lducive to learning.
10.2 Deals effectivety with inapproprlate behavior.

1'I. h{etps learnens deve{nrp $sositive self-concepts.

1.1 Focuses on stuc{enrt krehavion rather persoilality.
1.2 Accepts divense oPimions"
1"3 Estahlistres rnutula0 respect between teacher and students.
1.4 Conveys wanmth, frlendiiness and enthusiasn"l.

F0l[\lT5:

REMARi(5;

Signed:

Signatune of Teacher" over Signatune of Observer oven

Frirrted l\!anne Printed Name

PHRFORIVIAIVCffi APPRABSAL FSR TEACF{ER5 BV STLJMENT's

Tfuis eva{uation inrstrunrent is c{esigned to rneasure the present instructional system in terms of:

1. Effectlve use of the integrative curriculum delivery system;

2. Effective inrstnuction; and
3" Valid assessn'lerit of !earnlnrg activitles.

pART L:
Piease encircle the nurnber of the itern(s) you observed to have been implernented or
demonstrated by the teacfi'rer. (L4 points]

NAME OF FACULTV

49
 SASIl4n ,'ACUtr-W MAlt[UAl- / Page 5a of 76

SI"J B.JECT DATE TIME

t. The teachen presents appnopniate learning conditions to facilitate development and attainment
of ohjectives.

Stants and ends the class on tirne.

States the ohjectives of 'the fiesson of the day.
Relates the tessol'l to previous experiences and futune learning of students.
Pnovldes guided anc{ independent practice such as assignrnents, seatwork, etc.
L,lses student-centened, activity-orier-lted, on interactive approach in developing the lesson.
Allorrus students to ast< questions ancl as'lswers thern convincingly.
,Asl<s nnore thougl-lt-provoX<ing (why, how) questions.
Tells t!-re students what they will be studying thre next c{ay and how it relates to what they lrave been
studving cluring tlle day's {essor"t.

2. Onganizes {earming envinomnnent to maxirnize student tirne on tasks.

StinluBates stucle6ts'invoivernent and interest in leannring by organizing activities and the classroom
to faci{itate {ea rning.
{Vlaintains an orderly systern for housekeeping duties suclr as attendance, checkinrg, prayer/
distributing or col{ecting papers.
Maintains student behavion conducive to learning-

3. t-.trses an appropriate st{"ategy fon assessment and evaluation'

Retunns cl'lec!<ed test papers inNn'lediately.

Provides specific feedbac{< and responses that are correct andfor incorrect and cues to prompt,
correct, or expand studer'lt answers.
Constructs test quest!ons that require fi<nowfiedge, comprehension, application, and evaluation skill.

PERFORM$ANEffi APPRAIsAL Fq}R FACUL]IV

EORPOM.ATH CO!M flTft/iENT

What 6s the quafirty of my do6ng amd hefrmg?

l\ame: Area Date

The follgvrring iterns will lEaoi you into the cornpetencies expected of workers in the system,
to Nook
Enrcircle tire numhen of those ltems observed to be demonstrated by the teacher under each category.
(30 point)

1". FersonalGnowth

Makes the needed ctrange in orle's behaviol" as a sign of growth.

Attenrds and participates in BEC and related activities. (2 points for rnaximum attendance)
Seef<s resources othen than those available within the environment.
Panticipates enthusiasticaliy in chrange activities being r.lndertaken by the erltire organization.

50
 $,A$lldn, ACULW MANUAL /

Accepts rnista$<es and f;earns fnonr-l thenn"

2. Bui$ding Pnoductive Teanns/Partnerships

Sl'l a res i nf onn-rl i a h Ie resou rces with others.

at! ot'l/ava I

Provides assistamce to co-wor{<er in a tearn effort'

Listens to and cosrsiders others' ideas, suggestions, and feelings.
t"Ipholds teanrr decisio!'!s once consensLls has been reached'
Keeps in corrf idence rnatters whlch are shared to hirn/her in a spirit of trust.
Adopts a win-wln approach in'l solvnng conf|icts and finding solutions to problerns.

3. Fenfonnrrance Accotrt-ltahitity

Suhn'lits reqr.llred output cin t:n before the deadtrine.

Reports to worl< on time"
Accepts cniticrsm oil'l one's work outputs and deals witl'l these in the best way possible.
Concentnate on one's work during the time one is supposed to do so'
Works beyond scheduled tlrne wFrenever circumstances demand that one does so.
Accepts resg:onsibi{ity fon one's actiorrs and unit as a whole.

4. Corporate Citlzenship

Dedicates one's life in tf'le onganization as a journey towards the Vision, Mission and Goals of the
orga n izatiot'l "

Mafires sulre that one's petrsonal values continually get aligned with the core values of the
organizatiol"l.
Upholds/Defends the sctroo{'s pollcies, nules and/on regulations and stands by the onganization on
particulan issures.
Gives fu[[ cornrr"litment to achieven'lent of goals.
Displays personal integnity and professional behavion.

5. Self l\lastery/Pensonal Competence

Maintains stanclards of honesty and integnity.

ls open to feedback, r'lew perspectives, continuous learning, and self-developrnent.
Recognizes student's needs.
Meets cornmltments and l<eeps prorrlises.
Persists in seel<ing goals despite obstacles and setbacks'
Admits own nnistal<e and confronts unethical actions of others.

Rating:

Teachen Evaluaton
(Signatune oven Pninted hlarne) (Signature over Pninted Narne)

51
 SASMA rdeUd"tryiMAftlUAL / Fage 52 af 76

EODE OF HT'FONCs
NE

PRffi Fffi 558Of{A[- THAE$48R5

IEO/\RM FOR PR@F855fl ffi NAL TFAEFff ER5

RHSffiLUTOON flSffi.435
5ERBH5 OF 1997

pu$RsuA[sT Tffi Tff{H pROVISSONS ffiF PARAGRAPH (E], ARTgetH gl, oF R"A. N0. 7836, ST${ERWISE
*p$4[10-Up0$NE5"rHAeHffiRs pROFESS!CINALIaATI0IN ACT OF 1994" AhlD PARAGRApFI (A],
D(NOWN AS TS4H
SHCTSShI ffi, P"M. Nffi" 223, AS AIVIHh$DEM, T[-iH tsCIARD FOR PROFESSIOIVAL TEACI'IERs I'IEREtsV ADOPTS

ANM PROrV!LB[.GAT'85 T'h!E FMI.LOWNN6 'CODE CIF FT[.{[C5 FOR PROFESS!CIhiA[. TEAChIERS""

PREA[MMLH

Teachers are dully llcensed pnofessionals who possess dignity and reputation with high n'loral values as
weiI as technicaI and pno{'esslona{ connpetemce. lrr the practlce of their noble profession, they strictly
adhere to, ohserve, and pracfic* this set of ethlcal and nnonai principles, standard, and values'

ARTfl ELE ]i " SCM P 8.,,4\$\$ E Lff IVI fi TF\iI'[ ffi iN S

SFClltOi{ :t.. The philippime ConstItult!on pnovides tha'[ all educational institutions shall offen quality
educatir:1'1 fon a[0 FiNipiuo cirlizel"ls, a visior.l that nequllres professionally competent teachers cornmitted to
its fg$[ reaIizatlon. The provisi,::nrs of thls CocNe shra{l appiy, therefore, to aliteachers in all scl"lools in the
Ptnilippin es.

SECTNOi\ This Code covei"s a{i public and pnivate schoo! teachers in all educational irlstitutions at the
Z.
preschoo!, pninnany, eler,lentary, and seconrdany ievels wt-lether academic, vocational, special, technical,
or non-fonn-lal. The tenrn "TEACHfR" sl"lall include indr-lstrial art or vocational teachers and all other
persons prerforming supervlsary and/on adrninistrative functions in all school at the aforesaid levels
whethen on full-tirme on part-tin"le basis"

ARTICLE I8 . THH TEAES-{EM A[\JM THE STATH

SECT|Ot{ t.The schroo{s are the nunsenies of the citizens of the State. Each teacher is a tnustee of the
cultuna! arlrj eclucational Lieni'tage of the nation and is under obiigation to transmit to learners such
heritage as wel! as to elevate national rnorality, prornote nrational pride cultivate love of country, instill
allegiance to t["le Constitution anc{ nesirect for all duly constituted authorities, and pnornote obedierlce to
the Iaws oli'the 5tatel.

SECTTOI\i ;t.Eveny [eachen on scfrrool official shall actively help carry out the declared policies of the
State, amr,{ shall tat<e an oatt"l 1rr: il["lis effect,
sECTIO[\l 3. ln the interest of the State of the Filipino people as nnuch as of hls own, everv teachen shall
he physlcaily mem[a8ly and nnonatly tfit.

dn
JL
 S,AS,ll?I. . ACULW MAffUAd- /Fage 5$ of 76

SECl"l0{r,! ;i" Every teachen shalll ioossess and actulailize fu{lcori'lrnitrnent and devotion to duty.

SECTIOhI 5. Even,teacLier shall not e0rgage Ini the prcnvlotian of any political, religlotls, or other partisan
intenest. anci shrali mot, clinect[y or rnclirectiy, so{icit, nequire, collec't, or neceive any money, senvice, othen
vatuab{e nlatenial tronn any person or e!'}tity fon such purposes.

SECl-lCIhl 6" Every teact"ler shati vo'[e and sl-rall exercise all other constitLltiona{ rights and
respol.lsikr;{ities

SECT|Ol\! 7. A teacher sha[{ n{rU use his positiori on official authority of influence to coerce any other
pei"so!") to fo!low any political counse of action.

SECTIOi11 E. Eveny teachrer shafit em.ioy academic freeclom anc{ shall have the privilege of sharing the
pnoclgcI of his reseanc{res amd investigations, pnovided that, if the results are irrinrlical to tt-le declared
policies q}f the State, [l-ley sl.la{t be dnawn to the proper authorities for appropriate remedia{ actlon.

ARTOCLH $[fl -"FO4E TEACHER A[\IM TffiE COIMIVIUhN$TV

SECTNON :n.. A teacher is a rlaciiitator o'f {earnlng and of the development of the youth; he shall,
thlerefope, remden the hest. senvi,r:es by pnoviding an enviromnnent conducive to such leanning and growth'

SECTtOi\x Every teacher s{ra[[ pnovide {eadei"ship and initiative to actively ioarticipate irr cornmunity
;1.
nnolierylemts for monai, Socia[, ec{ucatiOnat, econ6nnic and civiC betterment.

SFCTIOi! 3. Eveny teacher shall rnenit neasor-rab{e social recognition for which purpose he shall behave
with l'lonron and clignity at a{{ tirnes and refrain fron'l such activities as gambling, smoking, drunkenness
and other excesses, rnucl'l Iess ii{icit relations"
SECT1OF,j 4. Every teacher shal! heip the schcol keep the people in the community, and shal[, therefore,
stucly and undenstanci {ocal custorns and traditions in order to have a sympathetic attitude, therefore,
refnaln frorn dispanaging the community.

SECTION 5.
Every teacher shall help the school l<eep the people in the comrnunity informed about the
school's work anci acconrp{ishnneints as well as its needs and problems.

SECT1Ol\ 6.
Eveny teacher [s an tntellectua{ $eaden in t['le connnlunity, especially in the barangay, and
shal! we{conne the opportunity tr: provicne such leadership when needed, to extend counseling services,
as appnopria'te, ancl to actively [:e involvec.l iy-r rnatters affecting the welfare of the people.

SEC'l-lOl\ l.
Every teacher sl'lall nrlaintain harrnonious and pleasant personal and official relations with
6ther prcifessior"lals, with governrnent officials, and with the people, individual{y or collectively.

SECTlOi! 8.A'aeacher possesses fneec{orn to attend church and worship, as appropniate, but shall not
use his Slositlon anoi lnfluence 1lo prose{Vte othlen
AffiTOCLH O\i - T$.{E TEAEF{EM AINM TF{E PROFESSBCIIN

53
 $A$Mr, ,'ACULTV MAf{UAI / Fage 54 af V6

SECTICIhJ jl" Eveny teacl-len shalfl active0y help [nsune that teaching is the nob{est profession, and shall
rnamifest genulne enthgsiasrn and pride ira teaching as a noble calling.

SLCTIOf\{ ,.r. teac['ren shal! uphofid thne highest posslble standards of quality education, shall rnake
EvenXr
tfre hest pnepanatiol'l fon the career of teaching, anc.{ shall he at his best at all tinnes in the pnactice of his
pnofessio,n.

SECT1ON 3. participate in the continuing professional education (CPE) program of

Eveny tieachren shaIN
the Frofessional Regulation Corynrnisslon, and shall pursue such other studies as will improve his
e,fficiency, en["lance the prestige of the professioi'1, and strengthen his competence, virtues, and
6:roductivl'ty In onder to he nationally and intennationally competitive.

SECTIO5{ 4. if duly authonized, to seek support for the school, btjt shall not
Every teachen shall ftieflp,
nlal<e irnpnopel"rnisrepresentatlort througli personal advertisements and other questionable means.

SECI-IO|\I 5. Every'i:eachen sha[{ use the teaching pnofession !n a rnanner that rnaN(es it a dignified N"neans

for earning a decent {ivi:"1g"

ARTOELE \I "'THE TffiACE-ilER /qNiM THffi"TEACF{B{UG COIVIMIT.lNflTV

-X-eachens
SECTIC.)Nl '1. alt tin'les, he imbuec{ with the spirit of professional ioyalty, rnutual
slia[tr, a1
confidence, anc.i faith in one angthen, se{f-sacniflce for the connmorl good, and full cooperation with
colgeagues" \Alhen the hest lntes"es't of the learners, the school, or the profession is at stal<e in any
controversy, teac['lers sha!l stlpglol"t one another"

SECTIOI! 2. A teacfier is not en'{,itled to c{airn for work not of his own, and shall give due credit for the
won[< of othens whicl"l he rnay use.

SECTIOir3 Eefore leaving lris position, a teacher shail organize and leave to his successor such necords
3"
and other data as are necessary to carry on the worl<.

SEC-n-lOl\ 4. A teacl-ler shall hold inviolate all confidential inforrnation concerning associates and the
school, and s|ia|l not divu{ge to anyone docunrents whictr have not yet been officially released, or
trefflove records frorn the files iruitltotlt ofticial perrnission"

SECTIOhj lt shall he the nesg:cmsibllity fon every teachen to seel< conrectives for what rnay appear to be
5.
an ur"lpnntessigmaI anci unethrical conduct of any assoclate" This may he done only if there is
i ncontrerrrertIb!e evldence fon si;ch conrd uct.

SECTION {6. A teachuer rnay suhrnit to the proper authorities any justifiable criticisrn againrst arl associate,
preferabfiy In wnitimg, without vlolating any night of the individual concerned.

SECTIO1\ 7" ,4 teachen nnay ag:pfiy fon a vacant position for which he is qualified, provided that he
respects the svs"Lem of selection on the hasis of nnerit and competence, provided, funther, that all
qualifiecl carirdlc{ates are given t[ne opportl.lnrity to be consldered'

</4
J'+
 .$A$M** ,-AC{.il-W MANUALlFage 55of 76

ARTECLE Vii - irffiH THACE"{HR A[\im il40Gh{ER AUT$4trRlT',sHs [N TF{E ph6[[-gpplruEs

SECT;Ol\ A teacher s[ea{{ n'lake it hris durty to rnalqe an honest effort to understand and support the
1.
legltinlate policies of the schooI and t!'le adn'linistnation regardless of professional feeling or private
opinlon and shaNlfaithft"t!try canrv ffr"lern out.

SECTION 2
A teacher shafft nof, rnal<e any faNse accusation or charge against superiors, especially under
anonymity. Fiowever, if tl"lene are valid changes, he shouNd present such under oath to competent
a uthonit'v

SFCTIOI\ 3. A ffeacher shall firansact a[[ officiai business through channels except special condition
warrant ; diffenent proceolune, such as wtren reforms ane advocate but are opposed by the immediate
superion, inr whlcl'l case the teachens shrai! appean' dinectly to the appropriate higher authority.

SFClilCll'{rjt" /\ teactler, irrdivic.lr-laily or as part of a gnoup, has a right to seek redress against injustice anrd
discg,irnlmatlon and to tt"le extemt possihle, shail raise his grievances within democratic processes. ln
dging so, he sha[{ avold jeopanc{izingthe irrterest and welfare of learners whose night to learn rnust be
respectndl "

SETlOt11 A teacher has a night to lnvoke the pninciple that appolntrnents, promotions, and transfer of
5"
teacl'lens ane mad om{y on t{'le hasis of rnerit and need in the interest of the service.

SECTIOI\J 6" A teacl-ler wtro accepts a position assuffres a contractual obligation to live up to his contract,
assun"ling fuNl l<nowledge of tl"le employrnent terrns and conditions.

ARTICE"H VUB - S€fl.{OO[. OFFOE8Afl.S, TFAC$"{ERS AIUD OT$4ER PERSONNE[.

SECTIOt\t 1.
School officials shalN at all tirnes show pnofessional courtesy, helpfulness and synnpathy
towards teachers and othen personnel, such pnactices being standards of effective school supervision,
dignifieciacli.ninistnatiot'1, resporlsible Neac{enship and enlighten direction.

SECTIOI\{ School official, teaehers, and otl'ler school personnel shall consider it thein coopenative
2.
nesponslhiIity to formufiate poiicies or intnoduce lmportarrt ct-langes in the system at aNI levels.

SECTIONI 3" to the pnofessional growth of all teachers under

Schoo{ official s['lal{ encoun"age aird attend
tt'len"n surlch as recommending thern 'fon promotion, giving thenr due recognitionr for meritorious
perfornrrance, ancl aSlorving ther-y-r to partrcipate irr conference and training programs.

SECTIOhI 4. l\o school official shall disn'liss o{" recornrnend for dismissal a teacher on other subordinates
except fon cause.

SECT1O1\ 5" Sc{"rool aLlthorities concenned sha{l ensur"e that public school teachers ane ennployed in
accondance with pertinent civi{ service nules and private school teachers are issued contracts specifying
the terms and conditions of thein wort<, pnovided that they are given, if qualified, subsequent permanent
tenutre, in accordance with existing laws, and, provided, further that they are duly registered and
llcensed pno'fesslonal teachers.

55
 SA5flds ,'A0U[W [riA&uUAd- / Fage 56 of 76

ARTOCLffi VBIE .I'O{H TEAEfl{ER ANJM [.EAR[qER5,

SECT|ON1. "A teachen has the right and duty to deternrine tl"re academic marlcs and the promotlon of
{earners n the suhject they $'lancllle. Such detenmination shall be in accordance with generally accepted
f

pnoducens of eva$uation and irleasurernent. ln case of any complaint, teachers concerned shal{
rrrn'nediate{y ta[<e appnopriate action, ohserving the process.

SEeTlOlN ?.
A teachrer shall recognize that tl'le interest and weifare of learners are his first and fonernost
concern ane[ shaIi handle each !earnen justly and irnpantially.

SECTlOhi :1. L-!r-re{er rno clneurnnstrrr"lce slea{l a teaclher be pnejudiced non discrirninatory agair-lst any learner.

SECTI0l\.! li.. ,A teachen s{hall mo't acceloi favons or gifts fron'r leai"ners, their pare!'lts or others in tl'leir
hehaf,f in *ilc{nange 1'cn requlestedl concessions, especially if ulnderserved.

SECT|Ol\ 5. A teachen shaNl mot ae cept, direct{y or indinectly, any remuneration fronn tutorials other than
what is authorized for suchr service.

SECT|Oh! 6. /\ ceacher shal! hrase the evaluation of the leanner's work on merit and quality of academic
performar"lce.

SECI-ION 7.
ln a situation wftlene nrutual attnaction and suhseqilent love develop between teacher and
Iearn"len, rihe teac['ler sha{[ exencise utrvlost professional discretion to avoid scandal, gossip, and
preferential treatrner'!t of t8'le learnen.

SECT|Ohl E. A teacl'ler shal0 mot inflict corponal punlshnrent on offending learners nor rnake deductions
frorn tl-leir scfio|astic natlngs as a punishment fon acts which are clearly not manifestations of poor
schoianship.

sECTiOi\j 9. /A iieachen s['la!$ insune that conditions contnrhutive to the maxinlunn developrnent of
leanners er"e aelequate, and shralltr extencn needed assistance in preventing or solving {earner's pr"oblems
anc{ cliff iE:ulties.

ART'CCI.E UX - Th{iE TEAEHHR AONM PARETNTS

SECT|Ol\ 1" A i:eactren sha0[ establis{r and rrraintain cordiai relations with parents, and shall conduct
hlmself to merit thein con"lfidemce and nespect.

SECT|Ot\ 2. A teacher shaln !nfonrrl panents, through proper authorities, of tl-le progress or deficiencies
of iearners urnc{en hinn, exercising utrnost candor and tact in pointing out learners'deficiencies and in
seei<ing panent's coopenatlon for the proper gr"ridance and improvement of learners.

SECTION! 3. A teacher shal! f'lean parent's cornplaints with syrnpathy and understanding, and shall
discounage unfain cnticism.

)0
 SASfit^ , A,CULW MANUAL / Page 57 of 76

ART8CLH K - TFOffi T'ffiA€HER AruM BLJS[ruHS5

SECT1Oltl has a night to engage, directly or indirectly, in legitin'late income generation,

1". A teactren
provided that it cjoes not relate to or advensely affect his work.

SECTIOi\ 2.A teacher s[ra{{ rnaintain a good reputation with respect to financial matters such as in the
settlen'lent of [ris just debts, loans and othen financial affairs.

SECT|Ol\ 3" No teacher shall act, dinectly or indlrectly, as agent of, or be financially interested in, any
commercla{ ventlire which funt'l{sh teNthooks and other school commodities in the purchase and disposal
of whichr ['le cam exercise officia! unfluemce, except only when his assignment is inherently related to such
purchase and dispcsal, provided that such shal! he in accondance with existing regulations.

ARTOCLtr M8 - TF.{ffi THAC$4HR I\S A PHR$ON!

5EC"l-lOh! L A Ieactren sha$f Nive iliith digniti/ in ail places at all times"

SECT1O|\ 2.
A teacher shalf piace prenniun'r upon self-respect and self-discipline as the principle of
personaI hehavion in ail relationships witl'l othens and in allsituatiot'ls'

SECT;O1\ 3.A teachen shalI r"naintain at all tirnes a dignlfied personality which could serve as model
wortl'ly of ennulation hy leani'lers, pee{"s, and others.

SECTION 4.. A teacher shaiN a{ways recognize the Almighty God or Being as guide of his own destiny and
of the destinies of nren and natiot'ls.

ARTIC!.F XNI . M$SCOPLII\IARV ACTfl ON

SECTIOI\ i.. Any violatiol'l of any pnovision of this Code shall be sufficient ground for the imposition
against the enring teachrer of disciplinary action consisting of revocation of his Certificate of Registration
and License as Frofessional Teacl'len, suspension fronr the practice of the teaching profession,
reprirnamcl, on cance!latlon of his tennporary/special penn'lit under causes specified in Section 23, Article
lll of R.A. l\o.7836, and under Rule 31, Article Vlll, of the Rules anrd Regulations lrnplementing R.A. No.
7836.

ART[E[-E XN$U - ffiFFffiE"$'8VITV

SECTIONn 1.
Thls Code sha{l he appnoved by the Professional Regulation Commission and shall take
effect sixty (60) days following its publication in the official Gazette or any newspaper of general
circulation, whic|'lever is earlier.

57
 $ASllr^ fAcuLw MANUA,I/ Page 58of 76

TF{ E TEACl"l I I'lG P[ RSO[\$ N EL

l" Teachen's !"eqLtirement and selection.

L Teacher nequlrement

Teachers ane nequlined throulghr any of the following rneans:

,4,nnouncernent of vacancies of the bulletin board:

Advertisernent of vacancies in newsletter and othen scl'lool pulblications.
Recorrrr"nendations/referrals of sctroo{ officials and ott'ler stuff member
Contact with deans of teacflren educatiorl centers.
Assls'tance of the guidance and placement service, when even applicable.
Receirn mendations of professiona I organ ization; a rld
Contact nnade hy applicant through nrail, telephone or in person.

t\pplicant shaNI furnishecl a prospectus/frandbook for the following information:

(1) Requine educational qualification for the existing vacant teaching position;
(2) lnfornnationr about the senvlce cornrnunity of the school; and
(3) Fentlnent data on the school its rnission, goals and objectives, its curricular
prograrn and availabtre facilities and services.

2. Selectiol"l of teachers

Teacher-applicants sha[[ he selected on the following loases:

Accor-nplishn'lent of applicatiol'l fonm with blo data

lnterview by the principal
a nce test {ci assroorr'l tea ch i ng d emonstnation
Ferforn'l ) ;

lnterview hy fre schooidinector

3. Require docurnent/credesrtials

Tnanscript of records.
Certificate of rating in the licensure exarns for teacher (L.E.T);
Certificate of iicense t0 teach
Baptisnnal centificate
Marriage contract, if nnarriage
Certificate of previous enrployment, if any; and
Certifications of good nnoral character and Ietter of the recommendation by:

The Parish Pniest

The barangay captain or any respectable person in the community:And
PrevioLrs ernployen, if anry.

58
 Medical centificate
5.5.5 r'lurnben/ T.l.N nurnber

N.B.:

{1) -feachrens in the catho|lc educationral System of the Diocese of lba shall be
practicil"lg Catholic and shouid remain so throughout the service, if not their
lifetin're. Contnary to this will pnejudice heir continued service in the school.

4. Apponntment of trlew Facr:lty hlernbens:

The dinectot" upot't the necornmendation of the vprincipa{ shall appoint new faculty
n'lennbers. A Contract shall eventua{ly be signed by the new teacher and the
Director, stipuiating therein terms and conditions of employment.

ll. Ranking and Frornotion Of Teachers

Teactlers ane ranl<ed and prornoted on tl"le following bases:

L. Ferfonrnance rating fon the Nast three years;

2. Pursuit of Graduate Studies;
3. Attendance in serninars, conferences anrd workshops;
4. Fersomality;
5. Senrority;
6. Attituc{es towards wonl<;
7 " Standing with assoclates and stutdents;

E. Attitudes towards superiors, panticulanly the principal and directon.

ht" B.:

(1)Perfonmance nating must be very satisfactory;

(2)Senvice murst be cor-ltir-luous;
(3)FLrnsuit of Graduate Studies

--Teacher enrolled in Any Gnaduates Advised complete their course within

the pneso ihed periotX.

--Depending on terrn s and conditions agreed upon, so many units and/or

degree eanned should he giver-l proper comper-lsation as an incentive to teacher.
(4) A unified ranking and promotion System includes pnocedures and standards
shall be devised.

lll. Pensomaland ProfessionalgrowthofTeachers

l.,Activitiesand/onOpportunities

59
 $A$JI,r* FACU|W MANUAL / Fage 6A af 76

2"X Availahility of pnofessional books, magazines, research journals and other

pu blications;
2.2 lnterest-fnee educational loans, payable in monthly installrnents;
2.3 Ailowance fon registration fees and transportation expenses when attending in
service education activities outside the school; and
2.4 Study leave with pay, subject to availability of funds.

l\1. Minirnun'r Required Educationa{ Qualifications for Teachers

l-" For" Acadennic Sirbject:

l-folders of he ffiachelor of Science in Education or Bachelor of Arts degree or heir

equivaient, wrth at least 18 units of professional education to teach mainly in the major
1l'ietd.

2" Ferr Technical-Vocational Subjects

l{otdens of any fourr-year College degree with l<nowledge of/experience in the

Vocationrai/Technical Courge ['le is to teach; or
College undergnaduates wl'lo, by training, experience or both, can teach the assigned
suhject or suhjects or any vocationally trained or experienced person, engaged in the
occupation on trade, who rnay serve as a resource person in any aspects f his expertise.
For techno{ogy and horne economics: holders of the Bachelor of science in education
degree with T.H.E as nnajor or minor subject, or of science in technology and home
econonrics"

V. Teaching Load

Teaching ioad of faculty rnemhers refers to the total nurmber of subject and the
cornesponding time allotnnent assigned to a teacher, which is deterrnined as follow:

loads no. of nrinutes Noad per day(minutes)

l\o. of
1. Eng{ish and Filipino 5-6loads 60 2OA-240
2. N/APEt-{ 5-6 loads 48 200-280
3" Soc. Studies, Val" EcJ.,
& Math 5-6 loads 60 240-324
4. Science & Tech. 4-5 ioads B0 320-400
5. T.L.E. Yr I & il 4-5 loads 80 320-400
Yr lll 8r lV 3-4 loads B0 270-320

NI. B.:
One rnajor co-curricuiar activity assigned to a teacher shall be equivalent to one regular subject
load. Teachers shall have a rnaximunr of two co-curricular activities only.

Teaching Noads beyond those specified above shall be considered as extra load and
conrespondingly paid in accordance with DOLE/DECS/CHED/TESDA policies governing extra loads.

CrL)
 SASMa TACULW MANUAL / Page 61 of 76

Vl. Terrns and Conditions of Employment

1. l\ew FacuNty mennbers should undergo a probationary period of three consecutive

schooN years of satisfactory service prior to the granting of permanent or regular
status.
2. As a general nute, all Catholic schools shall employ fulltime academic personnel
consistent with the !evels of instructlon.

ful{-time acadernic personnel is or-le who meets all the following requirements:
A
Who possesses at least the rninimunn acadernic qualifications prescribed by the department under
this manualfor ail acadenric pensonnel;
Who frs paiel nnonthly on hourly based on the regular teaching load as provided for in the policies,
nules and standards of tlre department and the school;
Whose totaI working rJay of not more than eight(B) hours a day is devoted to the school;
Wl"ro has no otfrrer remunenative occupation requiring regulars hours of work outside the school;
and
Who is not teachi!'rg full-tirne in any other educational institution'

Any schooi teaching personnel who does not meet the foregoing qualifications is
considered pa rt-ti rne.

3. Secr.,lrity of Tenure

Fulll-tirne faculty nnembers onr pnobationary status are covered by a yearly contract and therefore do
not enjoy a security of tenune. They cannot, however, be arbitrarily terminated from services during the
period of contract coverage except for just cause or causes and after due process.

As a nrratten of policy, full-tinre faculty members who have served a year of

teacl'ling in the schooN is not entitled to a vacation or surnrner pay. A teacher,
however, who shall have surnmer or vacation pay for April or may respectively.

4" Designat!on

Every teaches" wtrethen permanent or probationary in status may be designated to

penform otl-rer duties in addition to those of his/her regular teaching loads provided
this shall be compensated accordingly.

5. Compensation

-peachers'
salaries shali be consistent with the most recent wage order promulgated by the DOLE
and if possible, shall be cornparahle to the salaries of teachers in the public Schools.

6. Benefits, Rights and Privileges

BEI\ E FITs

(L) SSS/h/ledicarelEC
(2) Retirernent Pay under the diocesan netirement program

ol
 SASfrr^ ,'ACULW MANUAL / Page 62 of 76

(3) Pag-ihig fund

{4} lVlaternity leave with pay payable in advance by the school refundable by SSS.
(5) Parennity leave of Seven (7) days with full pay for male teachers for the first
too{ chiNdren of legitin'late spouse.
(6) 13'h h/ionth pay payahle on/before December 24year.
(7) Sick leave with pay.
(8) Summen vacation pay:

(8.1) A.fter first year of teaching: l\O pay

(8.2) After second year of teaching: ParT on April
(8.3) Aften thirrj year of teaching: Pay on April and May

g. Tuitiol't fees discounts for children of teachers on permanent status enrolled in the
schoo{ and/on depending on pnevailing institutional practices along this rnatter.
10. Sympathy {eave witf'l pay (applicable only in case of death of immediate members of
the family.)

RIG F{TS AI\ D PRIV| LEGES

ln ac{dition to otl'ler rights provided for by law, teachers and other school personnel shall
enjoy t["re fol{owit'rg nights:

(1) T[re rights to fnee expression of ideas ttrrough proper channels of communications.
(2) Free legal servlces granted by the school head when charged with an administnative,
civll and/on crimina{ case parties other than by the school or by regulatory
authorities concerned fon actions cornmitted directly in the lawful discharge of
professional duties and/or n defense of school policies.
(3) The right to organize/join/maintain unions and/or professional and self-regulating
organization of their choice to promote their welfare and interests.
i4) Freedorn fnorn involuntary contribution except those imposed by their respective
organ izatir;n.
{5} The night to he free from cornpulsory assignments no related to their duties as
defined in tlrein contract, unless conformably compensated therefore, according to
existing laws.
{6) The rlght to intellectual property consistent of applicable laws.
{7} The right to be deemed persons in authority when in the discharge of lawful duties
and responsibilities and tl'rus be accorded due respect and protection.
{S) The n{g to pursue altennative career lines for purposes of professional advancement.

7 " Duties and Ohligations

'tr'eacl"rers
have the folXowing duties and obligations:

Ferfonm dulties and responsibilities consistent with the philosophy, vision, mission, goals and
objectives of the schoo{.
Be accountable for the efficient and effective attainrnent of specific instructional objectives within
the limits of available resoui'ces.

62
 SASILIa TACULTY MANUA| / Fage 63 of 76

Renden periodlc reports olr the perforrnance of students to the latter and their parents/guardians,
with specific suggestion for Innpnovennent, if necessary.
Assurne the responsibility of sustained personal and professional growth and advancement and
exen'l p{ ify profess iona is r''l at a I ti n'l es
I I

Refnain fron'l nnaking deductions in student's scholastic ratings for acts that are clearly not
nnanifesta'tions of poor scholans['ti p.
Farticipate as arx agent of constructive social economic, morai, spiritual, intellectual, cultural, and
poiitica{ change im his schoo! anc{ in the connnnunity within the context of national policies, the teachings
of ttie catholic chunch in genenal and PCP ll in particular.

E. Fact"r{tyDeve{opment:

[ach sc{"lool shatl provide arr'lple opportunities for the personal and professional
growtfir and c$eveloprnent of teachers.
Spirituality shaff[, however, he given due ernphasis in all development prograrns.

Tl'le fo lowi l'l g

I rn ea su res a re recorn m en d ed :

Study leave:
Scholarship gl"ants to qualified and desenving teaclrers
lntenest-free educatlonal loans for further stLidies
Regr-l{ar facLrlty nneetings intended for deve{opment purposes
lnservice education through seminars,workshop,conferences,symposia,among others
Provisions of books, rnagazines, educationaljournals, and other professional books
f eriodic il-rterschool visitation
Encouragenner'tt to conduct research in their respective fields of specialization and interest
Educationan fleld trips and tours
Monthly recoilectioll and annual retreat for their spiritual growth and developnnent

L Transfen

Teacl'lens may vo{urrtarity transfer frorn one catholic school to another catholic
schooI in he dioceses pnovicled, however, that the following are properly observed:

9.1 A letter of resignatiol'l written by the transferring teacher is tendered to the

schoo{ of onigin.

9.2 Teacher-transferee slrall start as a new teacher in the school where he/she is
transferring. He/She sha[[ undergo therefore the probationary period of at least one
year here consecutive school years in the said school prior to the acquisition of
security of tenure and/on pernranent/regular status.

9.3 Teachrer-transferee shall be compensated according to the rate of a new teacher

in the school he/she is tnansferring.

9.4 Contlnuity of service of tl're teacher-transferee will only be considered in the

followir.lg:
W Diocesan Retinement Plan

6J
 .SASffr^ ,-ACULW MANUAL / Page 64 of 76

W 555/Medicare/EC
W Fag-ibig Furrd
10. T'errn!nation

Ernptoyen-ernployee relationships may be terminated by the school only for

causes as provided by iaw, by senving the teacher concerned a written notice thirty (30)
days prion to the effectivity of the terrnination.

Causes of tern'linating ernp{oynnent are as follows:

ln acicjitiom o the just causes enurnerated in he Labor Code, the employment of

school persomnel, including faculty rnembens, may be terminated for any of the
fol{owil'lg cause$:

Gross inefficiency arrd !ncornpetence in the performance of his/her duties such as, but no
necessa6ny lirnited to, hrabitual and inexcusable absences and tardiness from his classes, willful
a b a n d o n n'l e nt of e n'l p oy m e int o n a ss g n rn e nt;
i i

Negligence in [<eeping school or student records, or tampering with or falsification of the same;
Conviction of a crirne, or an atternpt on, or a crinninal act against the life of any school official,
personne{, or student, or upon the property or interest of he school.
Notoniously r-lndesirable.
Disgnaceful or innnroral conduct;
The sale of ticl(ets or the collectior-l of any contributions in any form or for any purpose or project
whatsoever, whether voluntary on otherwise, fi"om pupils, students and school personnel, except
nlen'lhership fees of pupils anci students in the Red Cnoss, BSP/GSP, arnong others, duly
necogi'rized/aliowed hy the Schroolheac[.
ln the everit of phasing out, c|osure or cessation of the educational prograrn or course or the school
itself; anctr
Leading, instigating, particlpatir"lg in rnass actions, illegal strikes, amortg others, which lead to
deNiberate disruption of classes or any atten'rpt to de-estabilize the school;
Othen causes analogouls to the foregoing as i-nay be provided for in the regulations prescribed by the
DECS Secretary/Cl-{ED/TESDA or in the schooi nules or in a collective bargaining agreernent,

TF'IE STUDEI\ITRV

L Ad r,lission Requ iren'lerlts

1. l\ew StudentsfTransfenees

Repont Cand (Fonnn X"38)

Certificate of Gooci Moral Character by he following:
- Fr"lncipaI
- Banangay Captain of Residence
Blrt{'l Certificate
Baptisnrla I Certificate
AC ltr for aiien students

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 SAStl4^ , ACULTY MANUAL / Page 65 of 76

2." The Rat[ng System

The rating systemr hat to tre used in the Catholic secondary schools of he Diocese of lba
stla[[ be the cunluiative systern, in accondance with the SEDP'
The followitrg [teff-]s ane comsidered in the computation of students'periodic/final
gracies:

Class s'tanding [particlpatlon in the necitation, projects, special assignments,

expeninnents, and quizzes];
Rating in he MonthlY Exann;
Rat[trg in'l the Feriodic exan'l

C['la racterlCond uct

3. Basis for Gnading

The or nating given to a student in the particular subject should be based on

Finral Grade
[-ris schoIastic perfornnance. Any dinninution of the grade in a subject for non-
ipvolvement in co-curnicular activities, poor attendance, or misconduct, shall not be
atlowed.

I l. Pnornotion Syster"n

At the secondary level, pnon'lotlon of students shall be by subject and not by currlcullurn year. To
pass a parttcu{a!" suhject, a studer-lt st-rould get a final ratinrg of 75% or its equivalent. A student who gets
a final nang of less than 75% shall he considered failed and should repeat the subject. A student,
howeven, wlao faiNs ln subjects with a total of 3 unit-credits will be retained in the cunriculum year where
Lre/she failec{.

N6 stucleylt, however, shatl he given any school credit toward the completion of or graduation
frorn a program or" cor.trse, un!ess l'le has enrolled in the satisfactorily fulfiiled adrnission requirements
faithfully, neguIarly attended classes, and acquired reasonable proficiency in each subject of the
approved curnicu{um.

The neconds of attendance and subject proficiency of students for each school year, for
reference or examination punposes in case of any grievance or complaint filled.
II l. Quizzes/Exarninations

tr. Besides the quizzes administered to the students by their respective teachers, whenever
needed, to track individua! student's progress, students are required to take the following written
examinations:

1"1 The monthfiy written exarnination which is administered for evaluation and
collectionr rposes.
pL,

1"2 Thre periorJic wnitten exarnination or an equivalent of four periodic exarninations

within one scl'rool year.

lV. Graduation Requirenrents

65
 $ASllrm TACULTV MAN{/A{-/Fage 66 of 76

1. The folfiowing are requined for candidates for gnaduation:

Sgrecial Order {50) issued by the DECS

Satlsfactory completion of curriculan requirernents prescribed by the DECS and Catholic
Ed ucatlon

Z. Stuldents nnay he hanred fnon'r attendinrg the Gnadiration Ceremonies for gross rnlsconduct or
senious vioiations of schoo! nules and regulations. Due process, however, shall be properly
obsenveri.

V" Ru les/t{egutatio!'ls Fenti nemt tc En rolrnent

1. Registnatlon

The enro{n'lent of pupils or students in every Catholic sci'tool in he Diocese of lba shall be conducted

duning the !'egistration days indicated on the approved calendar and the pertinent procedures of the

sc['lool, and subject to tl'le following rules:

l-.1" Whien a student registers in a school, it is urnderstood that he is enrolling for the entire school
year fon elennentary and secondary courses, ancl for'the errtire sernester for collegiate courses.
1.2 Aslc{e fnon'r the specified registration period, a pupil/student may enroll and be admitted in
accordance with the reasonable nules of the school for late enrolrnent but which in no case shall exceed
two weeks after the openinrg of ctasses.
1.3 After the two-wee{< period abovernentioned, no further enrolment will be allowed, without
prejudice, however, to subsequent transfer hy an enrolled student from one school to another during
the schrool year, provided the consent of both schools is obtained. As a general rule, inter-school
trai.lsfers after the enrolmerit period are discounaged, especially in the case of students who are
expected to graduate fror,,l a course of study during the school year at the secondary or tertiary levels of
forrnal education.
1.4 l\o pupil/student [s deemecl officially enrolled unless he presents the proper school
credentials on or before the end of the enrolment period for the school term.
1.5 A pgpil/student is deemed officially enrolled after he has submitted his appropriate
adnnission on tnansfer credentials, has nrade an initial payment of his school fees which has been
acceptecl by he school, ancl l"las heen authorized to attend classes in the school.
1.6 No foreign student on pupit shall be enrolled without the prior approval of the Secretary of
Education on his duty aulthorized nepresentative.
1.7 Fon purposes of enrolrnent, the narne and other personal data or circurnstances of each pupil or
student as indicated onr his [rirth certificate or alien certificate or registration, where applicable, shall
pnevai{.

2" Cross Fnrolment

Fon a va$ld cause arrd with the prion writ'ten authority of the school in which he has enrolled, a student

rnay be perrnitted o cross-enroll any subject in any other school.

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 sAsffl/h ,-ACUtr-TY MANUAL /Fage 67 sf 76

3.Tnansfen of Students

l\ pgpil or student ennolied in one school is entitled o tnansfer to another school, provided he
has no unsettled ob{igatlons with the sct'loo{ he was ennolled in.

livery pupifi or stuclenI who applies fon and is eligible to transfer should be provided by the
school he is enrolled in with t['le appropriate tnansfen credentials which will entitle him to admission in
anottrer sct'loo! r:f his choice, suhject to t['le latter's policies and regulations on he admlssion of transfer
students" Such credentia{s to he issued are as fol{ows:

3.x. Fon $'le elen'lentary and secondary Nevels:

ffi Tt're uncanceiled repont card {Form 138} with the certificate of eligibility to transfer duly
accomplis{red and signed by he school head which shall be issued to the pupil or student within two
weeks filing of the application on after l'le close of the school year, as the case may be.
Fon acirnissiol'l into second year and subsequent years of any collegiate program or
coLlrse, the prescribed transfer credential, norrnally a Certificate of Transfer, from the
college on univenslty last attended.

Where a puplt on student is unable to present the required school record or credential
indicated ir"l subparagraph 3.tr" and 3.2, a certificate of eligibility issued by the Secretary
or his duly aLlthorized repnesentative will be required.

4. Tuition Cl'larges

A student who transfens or otherwise withdnaws, in wniting, within two weeks after the beginning of

classes and whuo l"las already paid the pertinent tuition and other school fees in full or for any length

longer than one nnonth naay he cl'larged ten per cent on the total amount due for the term if he

witl'ldraws within he finst week of classes, or twenty per cent if within he second week of classes,

regand{ess of whether or not he has actually attended classes" The student may be charged all the

school fees in fu[! it he withdralrrrs anytime after thle second week of classes. However, if he transfer or

witi'rdnawai is due to a justifiable reason, he studenrt shall be charged the pertinent fees only up o and

including the las month if attenciance.

5. Suhject Load and Sequence

Tlre subject load and tfl"le sequence of subjects of pupils or students shall be in accordance with he

approvecn currlcululnr fon each program or course of study. Reasonable exemptions may be permitted in

67
 SA$f,&r MANUAL/
''ACULW

individua! cases taking into account the best interest of the pupil or student and the objectives of the

educaticlma{ systen'N "

6. Advanced Suhjects anci Bac{< Subjects

As a genenatr nule, a student shall not he permitted to take any advanced subject untiN he has

satisfactorily passed the pre-neqlrislte sub.iect on subjects

l-'{owever, im the case of students in the secondary level, the following rules shall apply:

6.1A student who failed in any subject nrust enroll in the subject again, either during summer or
in a succeeding school yean. A student who passed a subject need not repeat the subject'
6.2 A student rnay enrolN in not rnore than two subjects during he summer, either for the purpose of
rnaklng up for subjects previously failed, or for earning advanced credits in other subjects.

6.3 A student shall not be allowed to take any new subject unless he takes at the same time the
subjects in which he failed.
6.4 A student wil! he penrnitted an overload of not more than two subjects during the regular
school yean, inclusive of subjects previously failed.

Tlre ahove restrictions will not apply where the student concerned has reduced or eliminated his
back suhjects during tJ"le surnrner terml.

Gifted on hongn students in all ievels may be permitted to take such additional advanced subjects or
overload, including the sunnmer sessiol'r, as the appropriate school official may deterrnine, based
upon the pnevious acadernic performance of he student and other evidence of educational
rneasii rernent.

7 " Excess Load for Graduatinrg Students

Agraduating student, both secondary and tertiary, rnay hre permitted, upon the discretion of the school,

an additional subject load of no more than one unit and six academic units, respectively, in excess of the

nornnal load specified by the school for the school year or term.

8. School Attendance

8.1 Attendance of a student of the total requined number of school days in a school year shall be
properly necorded and rnonitored fon purposes of cornpleting he counse.
8.2 A students who incurrs ahsences of more than twenty (20%\ percent of the prescribed
nunrher of classes clr"lring the school year should be dropped frorn the school nolls.

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 $ASIL'rr , ACULW MANUAL I PaEe 70 of 76

4.ICI [-ack of sense of responsibility

4.11 ineffective teachlng on tlre part of ttre teacher
4.12 Poor teacher PersonalitY

5 l(inds of Offenses

Cornl,noni Offenses include the fo{{owing:

l-ia bitua I tandiness/absences

Tnuancy
Disobedlence
Disrespect
Offensive Nanguage, aFnong others
Graffiti

Senious Offenses inc{ucle the followimg:

lrnn-norality
lnstigating on leading and participating in disruptive mass actions, illegai strikes or
similar concerted activities nesullting in the stoppage of classes
Gross nnisconduct
Hazing
Drug adc{iction (ei'ther as a pushen on user)
Carnying deadiY weaPons
DishonesXy
Drunkenness
Vandalisin
Hooliganism
Serious assault of student, school personnel, and school authorities
Fneventing or threatening any student or school personnel from entering the school
prernises or attendi ng/clischa rging thei r duties'
Forging or tannpering school records or school forms.
L.lsing forged scliool records, forms and documents'

2. Stages of SchrooN DisciP{ine

[Vlaintenance of student discipline involves measures and actions consisting of the following:

6" I Special Fanenta$ At.lthonitY

6.1.1 Every school official or teachen, while acting with special parental authority, has the
authorrty to regulate student conduct tflrrough the enforcement of reasonable rules, and to administer
acts of discipline nonnrally apptied by parents for nninor offenses or infractions committed in her
presence" No cruel or physicaliy l'rarrnful punishrnent shall be imposed or applied against any student'
6.1.2 Corrective rneasures to remedy less serious disciplinary problems are as follows:
6.1.2.1 Persona{colloqium with and appealto the student to do what is right.

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 sAsfft*, , ActJLw MANUA!- I FaEe 69 of 76

Vl. Student Discilpline

t. Rationale

Eiscipline ln Catholic scl'lool is a part of character forrnation. lt is defined as the combination of

all constnuctive influences whici'l the school exerts on the student in its effort o guide him toward
appropriate and acceptable behavior. The purpose of discipline should be to create and preserve the
conditlons esser.ltia{ to the ordenly progress of the school, to help the student and the class to learn
gradually to instill
more effectively, to help each individual to grow and develop as a total person, and
the fundamentai attitude of self control and pensona{ responsibility. lt should lead to self discipline, and
uttinratefiy, o self guldance" Disclpline shali be a rneans of attainment of a goal consistent with
the
educatiomal goals of the sc{root as we{[ as of the student and of the class as a whole. ln a Catholic school,
discipline sha[[ he nrode{ed after the rTiar"}rler in which Chnist guided and led His disciples.

L. Elenres'lts im DisciPline
Z.t lihe stuc{ent,ternper,ance, physiological and psychological disturbances, adoiescence, sex
dlfferences, degree of intelItgence.
2.2 The circunnstance-!nfluer-rce of tlre home, school and the social nnilieu.
2"3 The teachen-personality and competer-lce
2.4 Thre classnoorn * physical aspects, management and learning atmosphere.
2.5 The rmethodology - pedagogical skill of the teacher'
2. 6 The ad n'l i nistratiol'l- su ppontiveness a nd leadershi p'

3. DiscipNinarY Problems

There are instances when discipllnany problems are caused by the role models set by teachers
and Frincipals. The exernplary and professional qualities of these individuals are preventive and curative
problerns'
ln terms of dlsciplirie. Their negative qualities, on the other hand, can bring about disciplinary
preventive rneasures by the teacher instead of penalizing
Many discipiinany problems ai"e soived through
the studei"lt. Constructive disclg:line is easien to pu!"sue when students are treated by the teacher as

persons, and thein dignity as hurnan beings is respected. "Teachers should realize that what is needed is
rnore finnl and eagen hands om tl-ie wheels, not stronger feet on the brakes." Thus, the better the
teacher
is in relatiom to personanity, tnaining and experience, teaching competence, and inrterpersonal
relationsinips, tt'le Iess likeiy witi disciplinany problems arise"

4. Causes of Disciplinary Problenrs

4.j- Llnsatlsfactory irome conditions (bnoken hornes, excessive pampering; rejection,

arnong others)

Lack of hreedlng
Lack of exposr-ire to PeoPle
lnability to acijust to ado{escerlce
Undesirable c0rtnpanY
Lack of interest in studies
Physica{ effects
Poor school organ izatiot"l
Lacl< of dialogLle between teacl"ler and students; students and adrninistrator

69
 sAsn/tA " AcuLw MAttuAL/ FageT'l af 76

trr.n.2.2 Group coa-l'ference on counseling to help individuals realize the consequences of

thein behravior.
Confenence with to clisct"lss thre pnoblenn of their chitd'
panemts
Rest[tiltion for the cJarnage done and voluntary expression of apo{ogy by the
stLr d ent.
Withdrawal of pnivileges
Retention after school ['lours fon rennedial worl< or completion of assignments.
i\ on-reacl nn ission to classes
Suspens0on frorn the partlcular class it'l which the offense is committed'
Invalidatlon of qu{zzes, examinations, or other class work.
Reglnimand amd warning
Cance[{ation of scholarship grant, where applicable.

6"2 Formal Adminlstnative Action

6.2.1 Serious offenses such as gross violation of school policies, nules and regulations is
dealt witfi'l thnough administrative actiorr against the erring students.
6.2"2 The schoo{ head shall cause the fonnna{ investigation of the charges against the
student hy comstituting an lnrvestigating connmittee which shall observe dmue process of law in all stages
of t[-le case.
6"2.3 A studerit under investigation for a serious offense may be placed under preventive
suspensi6n ar"ld barned frona entering school pnernises, if evidence of guilt is strong and the school head
is morally convineed that contlmued stay of the student in he school campus/premises may disrupt the
nonrnaI apenatlons of the schoo[ or destroy school prope!"ty.
6.2.4 Upon the completion of he fonmal investigation, a report of its findings and
recori.lmendations shatI be suhnnttted to the school head for proper action or decision or-l the case. lf the
respol"ldent student is exonerated, a neport on this exonenation shall be entened in his school record; if
found guli[ty, the appnopriate sanction shall be imposed on the student by he school head.

6.3 Adrninistra tive Sarrctions

Any of the foliowinrg adnninistr"ative sanctions may be imposed on serious offenses such
as gross violation of schoo{ poiicies, ruies and regulations, nanrely:

6"3.L SUSPENISlCItN, as a penalty, shall deny an erring student the right of attendance to his
classes fon a perloc1 not exceeding twenty (20%) percent or forty-onre {41) days of the prescribed class
days for the school year. Susper-lsion involving the loss of the entire school year requires he prior
approval of the DECS Secnetal'y, pl'ovided that pending action of the DEC5, the student shall serve the
tern'l of sirspension for the allowable peniod.

The decision of tlre schoo{ on every case involving the penalty of suspension
which exceeds twemty (20%) percent of the prescribed school days for a school year or term shall be
forwarded to he RegIonal Office concerned within ten days fronr ttre termination of he investigation of
eacfl'l case fon its inforrratiot'1.

7X
 S,ASih^''ACULW MANUAL /

(t i pREVENTIVE 5t-,lsPENSlON. A pupil or student under investigation of a case

involving ttre penalty of expu{siol'l may be preventively stispended from entering the school premises if
the evidence of gui{t is strong and the school !'lead is morally convinced that the continued say of the
g:upi{ on stucient duning he g:eriocl of the investlgatiol'l constitutes a distraction to the nornral operations
of the sctloo! or poses a nisk on danger to the life or persons and property in the school'

6.3.2 FXCLtiSIOI\ as a penalty results n the schooI excluding or dropping the ilame of the
enring student from the school rolls as an undeslrable'
6.3.3 EXPIiLSIOI\, as a pena{ty nesults in the exclusion of an erring student from the school
wl-rere he is presentiy enrolled, and his disqualification from admission to any public or private school in
the Philippines whrich shall requil"e the pnior approval of the DECS Secretary. The penaNty rnay be
irnposed for acts of offenses constitriting gnoss rnisconduct, dishonesty, hazing, carrying deadly weapon,
irnnr.lorality, seiiil'lg anci/or possessior-r of pnohibited drugs such as marijuana, drug dependency,
drunkenness, vandaiisrn, hooliganism, and other serious school offenses sucl'l as assaulting the student
or school authorities, instigating or leading and/or particlpating in disruptive mass action, illegal strikes,
or sirnilar concerted activities resulting to the stoppage of classes, preventing or threatening the
students or schools personnel frorn entering the school pnemises or attending classes or discharging
thein duties, forging or tampering with school records or school forms, and securing or using forged
school records, forms and docurnen'ts.

The decision of the school on every case involving the penalty of expulsion, together
with the supponting papers shall he forwarded to the Regional Office concerned within ten days from
the terrnination of the investigation of each case"
[Manua{ of Regulatlons for Pnivate Schools, Art. XlV, Sec77, a, b, & c]
Fii i ng of Adrninistrative Actios"l

When the offense coni'lmitted is senious and circumstances so warrar-lt, the school head
shall cause the fling of the col"nesponding administrative action against the erring ptlpil or student. No
disclplinary sanction shalI be appNied upon ar]y pupil or student except for cause as defined n the rules
and regulations of the schoot on in this Manua{, and after due process shall have been observed. The
punishnrent shall be commensi;t"ate with the nature and gravity of the offense. [Manual of Regulations
for Private Schools, Ant. XlV, Sec. 76]

ABpeallReview

Anry studenrt adversely affected by a decision of the school adrninistration imposing any
of the forgoing penalties, rnay file an appeal/review with the school within fifteen (l-5) days frorn receipt
of the decision.

6.5.1 LJpon recelpt of the appeal, schoolauthorities shallforward its paper on action taken
on the appeai, together with the appealed decision of the school to the Regional Office concerned
within terr (10) days from recelpt hereof.
6.5.2 ln any case involving the penalties of suspension for the entire schoolyear, expulsion
fronn the school or exclusion fnonn the school rolls, and no appeal has been filled, school authorities shall
sti!l fonward to t|'re Regional Off[ce concernecl within thinty (30) days from the formal receipt by the
respondent-student of ti-le deciEiol'1"

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 SASffr^ rAeULW MAt$UAL /

6.5"3 ln tfr'le case of exclusion frorn the school rolls, the decision with all the pertinent
papers shall he kept on file with the school for a period of one year to be made available to the student
or the DECS.

TH E CO-CI*J RRI C[",J I-,AR PROG RI\IVI

l. Goals and 0hjectlves

The co-clll"l"lculan pnogrann lm the Catholic schools of the Diocese of lba consists of activities
intendecl [o help s'tudents Iear[1 to do things together, wor[< together towands a corrrnon goa{, and to
tJeveNop sr:cial conscience. T[rese activitles ane [il<ewise nreant to tap and develop potentia{ leaders as
well as tg onganize a body of we{{-fornned, seif-dinected fol{owers. These activities also aim to develop
wise use nf the lelsure time, an aesthetic sense and versatility. These activities should contribute to the
integration of the student's totan pensonality. Every student should be encourage to partlcipate in one or
more activities provided these do not affect his scholastic standing.

ll. Activitles

The nurnher and type of activities to be organized in any school should be determined by
the size of the ennol{rnent and the needs of the students and connmunity'

The following activlties are suggested:

L. Sturdent Organlzations and Studer-rt Government

to soclaN awareness and concern and result it'l

A,ctlvities of ttrese groups shor.lld lead
stucjent's abitity to do things and/on work together towards a common goal. They should provide
opportuflrities for socializatlon and fon felNowship and other constructive purposes.

2. Special Nrttenest C{tlhs

These groups ai"e cofnl]osed of students with common special interests such as Music,
Dance, Dran'la, Science, Matl'l and Engiish, among othens. Besides developing individual talent, these
gl.oups are expected to enhance self-discovery and self-fulfillment in students.

3. Car-npus iourr-raIisnn

This activity pron'xotes student's writing/literary skllls. lt also serves as a vehicle for self-
expression as well as an instrument for the dissernination of vital issues and other information about the
school and the cornrnunity. lt shrould ernphasize truth and responsibility in writing, ever mindful of the
provisions of Cannpus iournalisrn Act and Vision/Mission, Goals and Objectives of CESDI.

4. Speech, Dran'la and Mtlsic Gnoups

Tl'lese ta{ent grou6ls ane intencled to deve{op the special inclinations of students in the
expnessive arts, such as Inr public spea!<ing, drarna and rnusic.

?t
/J
 S,4S&r^ TACULW MANUAL/Page74of 76

5. Ath{etic 0rganizations

These groups pror-note the ideat of a sound n-rind in a sound body. All students should be
encouragecl to participate in athletic intnamurals apartfrom the required P.E. Athletic activities develop
good spor'llsrnanship, body-rnincl integnation, and wise use of leisure.

6. Religiotis Organlzations

Since the scl'lools in the Diocese of lba are Catholic, formation of religious groups or
organ"lizatiol"ls is stroi"lgly encouraged. These organizations are intended to develop apostolic zeal and
service to the Christian community, panticulanly to the poor and the oppressed; to strengthen students'
falth and cornmitnnent as children of God; to enhance spiritual growth, partlcularly in their sacramental
!ife, l.e, that of the Eucharist and Penance; to develop sense of lnvolvement in their religious activities
and programs of the parish of which the school is pant; to develop in students a sense of leadership as
future active Church leaders.

IIl. Guidelinres Governing the Co-curricular Prograrn

L A rnoderator/adviseff rnav be appointed by the school head to direct and/or rnoderate

individuaI and group activities of the curricular program.
2. Corrtrols rnay be exercised by the administration when excessive time devoted to student
organizations interferes with classroom learning or have undesirable effects on student's health, sense
of values and nlonality.
3. Student activities/projects should be terminated at least two weeks before the final
examinatiol'ts towards the end of the school year.
4. Fgnds fon the various activities/projects should be strictly accounted for, preferably through a
central accounting system" Auditing preports shouid be posted or published periodically. A general
n-lernbersi'lip fee deter"n'rlned hy the adnnir-ristration shoutrd be paid at the beginning of the school year
anci distrihuted to the different onganizations by the coordinator according to their needs.
5. Periodic evalr.latior-l of ail organizations by the coordinator, assisted by the moderators and
stude6lt representatlves, is necessary if the program rnust improve in its capability to supplement and
enrich ciassnoorn learning. Evaluatlon results must be reported to the student body for appropriate
action.

STUDENT SERVICES

Followinrg are the educational services available to students of the Catholic schools in the
Diocese of iba:

1. Librany Services

These services ainn;

1"1 To traln studemts ln Lhe effective use of library as a vital means for developing
indepenrJent study s$<ills anrd hahits;
1.2 To enhance students' nead!ng skills and abilities;

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-[o pnovide
1.3 students with updated neference books and other n"elevant r^naterials and to
supp$ennent {eanning fron'l the textboo[<s.

7". 6uidance anc{ Catrr-lse{ing

These senvices ane intended for individual growth and development in the following areasl

2.1 Know{edge of ome's abilities and liniitatlons;

2.2 AhiIity to face prohlenis square{y and rnake intelligent decisions;
2.3 Caneer guidance

:; F{ealthnServlces

These senvices aim to establish a healthful school environment conducive to students'

growth in all aspects of development. As a matter of policy, every school employs a part-time physician
and a part-time dentistfor the health and dentalcare of students.

4" Canteen or Food Senvlces

These services are ir"ltended to inculcate in students good eating habits, hence
cornn'lercialisnn should be avolded. Ernphasis is on nutritiously balanced foods prepared under sanitary
conditions and wfrich are affondahle to students.

5. Studer-rt FinanciaI Aid

to provide financially strapped but deserving students with loans, grants,

These services a0{ln

scholans{'lips and campus employnnent. The services stress the work ethic, particularly
conscient[ousness, and exennplany acadernic performance to deserve assistance.

N/ANJAG E M EI\T I I\ FORMATIONI 5E RVI CE

-{-he
Catholic Schools in the Diocese of lba shall maintain an adequate and efficient information
service to the various sectors of the educational comrnunity.

Foilowing ane pertinent inforrnatlon which the MIS of the Catholic Schools of lba takes charge of:

L. Every school shall rnaintain a systematic filing system of information on students, teachers
and othen sclrool personnel;
2" Policies, standards, nules and regulations ane disseminated through rneetings, bulletin boards,
cinculars and inernonanda.
3" ReguIar faculty meetings are held to discuss with teachers educational thrusts and
developments.
4. Meetir.lgs with parents are hetd to discuss rnatters pertaining to tuition fees, discipline and
scl'lolastir: standing of str-ldents, ar-nong others.
5" Eveny school is encounaged to put up a school organ to infonm all school sectors as well as
parents on matters pertaining to the scfi'lool and the community.

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TF{ E OI,ITRIACI-I PROG RAhII

T6e school should have/provide an organized program intended to develop students social
awareness and concern, consistent with the Social Teachings of the Catholic Church. Optimum
participation of both the students and teachers is encouraged in activities intended to in'lprove the
quality of {ife in the community, including drives on environmental health and sanitation, conservation
of natunal resoLtrces, anti-drug abuse, nutrition and functional literacy, among others' Activities in the
outneach prograrn should be linrited to nelevant lessons in the various subject areas, particularly Araling
Panlipunam"

Along this trne, thelefore, students and teachen"s ar"e strongly encouraged to study or get familiar
with the Sociai teachings of the Cathoiic Church and finrd ways and rneans for their practical applications.

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