Republic of the Philippines

SOUTHERN LUZON STATE UNIVERSITY

GRADUATE SCHOOL
Lucban, Quezon

ANNA MARIE A. RANILLO

Ph.D.-EDM

Writeshop 4. Apply what you learned from Writing Qualitative Research

Code Research Abstract Inferences (your References cited (in

own synthesized APA format)
insights in 2-3
sentences)
Teacher Attrition Title: A systematic review Based on the Doherty, J. (2020). A
Reduction Programs of literature on teacher research abstract, it systematic review of
(Support Programs) attrition and school- can be inferred that literature on teacher
related factors that affect teacher retention is attrition and school-
it a critical issue in related factors that affect
schools, and efforts it. Teacher Education
The retention of teachers is to recruit new Advancement Network
one of the key challenges teachers may not be Journal, 12(1), 75-84.
currently facing schools effective in
today. The imperative to addressing the
bring more teachers into overall shortage if
the profession and keep attrition rates
them there has never been continue to be high.
more urgent. With
Government interventions The government's
in England mainly focus on recruiting
concentrated on the teachers needs to
recruitment of teachers into shift towards also
the state sector, little addressing the
consideration has been reasons why
given to the scale of teachers are leaving
teachers leaving or their the profession. By
reasons for doing so. reducing teacher
National data masks attrition, schools can
significant local variations not only maintain a
and the overall extent of stable workforce but
the attrition problem. also improve pupil
Impact from the Retention performance and
and Recruitment strategy overall school
as a strategic Government improvement.
driver has yet to be
determined.
The teacher supply crisis
cannot be solved by
recruitment drives alone.
Reducing teacher attrition
could well be the key lever
to overcoming the acute

COLLEGE OF TEACHER EDUCATION

Brgy. Kulapi, Lucban, Quezon
www.slsu.edu.ph | slsu_support@slsu.edu.ph
Tel. No. (042) 540-47-87
 Republic of the Philippines
SOUTHERN LUZON STATE UNIVERSITY
GRADUATE SCHOOL
Lucban, Quezon

recruitment shortage now

faced in England.
By examining several
school-related factors, this
paper argues that reducing
attrition is vital for the
sustainability of the teacher
workforce, pupil
performance and school
improvement and the paper
concludes by making
recommendations for policy
makers.
Policy needing review Title: Examining the The shortage of Berg, A. T. (2019). The
and recommendation Process of Filing Leave substitute teachers Examining the Process of
for continuous Application for DepEd is likely due to Filing Leave Application
improvement. Teachers teacher for DepEd Teachers:A
absenteeism, Narrative
Filing Leave This study aims to retirement, and Inquiry (Doctoral
Application investigate the factors that attrition, which dissertation, Northern
influence the filing process suggests that there Arizona University).
of leave applications may be a larger
among DepEd teachers. issue within the
Data was gathered through education system
surveys and interviews with causing these
teachers and factors to occur.
administrators. The findings
suggest that there are The No Child Left
various barriers and Behind Act of 2001
challenges faced by has had a direct
teachers in submitting impact on the
leave applications, such as qualifications of
lack of clear guidelines and substitute teachers,
bureaucratic procedures. as they are now
required to have
The research abstract proper certification
reveals that there are and educational
significant issues within the pedagogy to be
filing process of leave considered highly
applications for DepEd qualified. This
teachers. The author indicates that there
highlights the need for is a higher standard
clearer guidelines and for educators in the
streamlined procedures to classroom to ensure
improve the efficiency of student
the process. This research achievement.
is important for

COLLEGE OF TEACHER EDUCATION

Brgy. Kulapi, Lucban, Quezon
www.slsu.edu.ph | slsu_support@slsu.edu.ph
Tel. No. (042) 540-47-87
 Republic of the Philippines
SOUTHERN LUZON STATE UNIVERSITY
GRADUATE SCHOOL
Lucban, Quezon

administrators and
policymakers in identifying
and addressing the
challenges faced by
teachers in accessing their
leave entitlements.

Policy needing review Title: The Effects of Trull, C. (2004). The

and recommendation Substitute Teacher The findings of this effects of substitute
for continuous Training on the Teaching study suggest that teacher training on the
improvement. Efficacy of Prospective while non-certified teaching efficacy of
Substitute Teachers in substitute teachers prospective substitute
Modifying Policy on the State of West Virginia may experience an teachers in the state of
Hiring substitute increase in self- West Virginia (Doctoral
efficacy after dissertation, Virginia
Teacher absenteeism, completing training, Tech).
retirement, and attrition their confidence in
have led to a widespread teaching may
shortage of decrease after
substitute teachers gaining classroom
throughout the United experience. This
States, resulting in the highlights the
hiring of individuals who importance of
lack teacher certification ongoing support and
and educational pedagogy. professional
In the past decade, West development for
Virginia joined many other substitute teachers
states confronted with the to maintain their
decreased substitute efficacy in the
teacher pool and the hiring classroom
of non-certified individuals
in the classrooms.
With the highly qualified
teacher requirements of the
No Child Left Behind Act of
2001 (NCLB), focus was
situated on the adequate
qualifications of substitute
teachers. Many substitute
teachers do not have the
educational pedagogy or
teacher certification
necessary to be considered
highly qualified by the
NCLB. Mandatory training
for non-certified substitute

COLLEGE OF TEACHER EDUCATION

Brgy. Kulapi, Lucban, Quezon
www.slsu.edu.ph | slsu_support@slsu.edu.ph
Tel. No. (042) 540-47-87
 Republic of the Philippines
SOUTHERN LUZON STATE UNIVERSITY
GRADUATE SCHOOL
Lucban, Quezon

teachers lacking proper

certification and
educational pedagogy
became the focus to qualify
these individuals for
the classroom. This study
focuses on the self-efficacy
of non-certified individuals
attending the
substitute teacher training
in the Regional Education
Service Agencies (RESAs)
in the state of
West Virginia to determine
if their self-efficacy beliefs
change after two days of
mandatory substitute
training or after classroom
experience.
The Teacher’s Sense of
Efficacy Scale (TSES)
developed by Tschannen-
Moran and
Woolfolk-Hoy (2001) was
the instrument used to
measure the self-efficacy of
non-certified substitute
teachers. Findings indicate
that the teaching self-
efficacy of non-certified
substitute teachers
significantly increased from
pre-training to post-training,
but significantly decreased.
from post-training to post-
teaching experiences.
Additionally, findings
revealed that age and
gender did not have a
significant influence on self-
efficacy from pre-training to
post-training, to
post-teaching. Finally,
applications and
ramifications of these
results are then discussed.

COLLEGE OF TEACHER EDUCATION

Brgy. Kulapi, Lucban, Quezon
www.slsu.edu.ph | slsu_support@slsu.edu.ph
Tel. No. (042) 540-47-87
 Republic of the Philippines
SOUTHERN LUZON STATE UNIVERSITY
GRADUATE SCHOOL
Lucban, Quezon

Policy needing review Title: Levels of The level of School- Cabardo, J. R. O. (2016).
and recommendation Participation of the Based Management Levels of Participation of
for continuous School Stakeholders to (SBM) the School Stakeholders
improvement. the Different School- implementation in to the Different School-
Initiated Activities and selected schools in Initiated Activities and the
Assessing strategy the Implementation of the Division of Implementation of
effectiveness on School-Based Davao del Sur was School-Based
different PPAs Management found to exceed the Management. Journal of
implementation in minimum standard, Inquiry and Action in
schools. This study aimed to indicating strong education, 8(1), 81-94.
evaluate the levels of leadership and
participation of the school effective
stakeholders to the governance within
different school-initiated these schools.
activities and the
implementation of school- The moderate
based management (SBM) descriptive rating of
in selected schools in the the level of
Division of Davao del Sur participation of
for the school year 2014- school stakeholders
2015 using a descriptive- in different school-
correlational survey initiated activities
research design. A suggests that there
researcher-restructured may be room for
questionnaire was improvement in
answered by the 13 school engaging and
heads, 56 teachers, and 50 involving all
stakeholders who formed members of the
part as respondents of this school community in
study. The data were decision-making
statistically analyzed using processes and
mean, analysis of variance school activities.
(F test), t-test for
independent sample, The statistical
Pearson r and t-test for the analysis showed a
significance of r as significant
statistical tools. In terms of relationship between
the level of participation of the level of SBM
the school stakeholders to implementation and
the different school-initiated the level of
activities, a moderate participation of
descriptive rating was school stakeholders
found. The level of SBM in school-initiated
implementation was found activities, indicating
to be at Exceeding the that effective
Minimum Standard. The implementation of
level of participation of the SBM can positively

COLLEGE OF TEACHER EDUCATION

Brgy. Kulapi, Lucban, Quezon
www.slsu.edu.ph | slsu_support@slsu.edu.ph
Tel. No. (042) 540-47-87
 Republic of the Philippines
SOUTHERN LUZON STATE UNIVERSITY
GRADUATE SCHOOL
Lucban, Quezon

school stakeholders to the influence the

different school-initiated engagement and
activities can be involvement of
significantly affected by the stakeholders in
level of SBM school affairs.
implementation.

Subtheme 21 Necessity Title: LEVEL OF Dizon, A. D., San Pedro,

in revising KRA in RPMS IMPLEMENTATION OF Based on the study, A. B., Munsayac, M. M.,
THE RESULTS-BASED it can be inferred Padilla, J., & Pascual, M.
There are new additional PERFORMANCE that the Department C. G. (2018). Level of
KRA/domains MANAGEMENT SYSTEM of Education implementation of the
inconsistent with the old IN THE DEPARTMENT OF Division of Gapan results-based
one. EDUCATION DIVISION OF City in the performance
GAPAN CITY, Philippines is management system in
PHILIPPINES actively exploring the Department of
and utilizing the Education division of
This paper measured the Results-Based gapan city,
level of implementation of Performance Philippines. International
the Results-Based Management Journal of Research-
Performance Management System (RPMS) as GRANTHAALAYAH, 6(1),
(RPMS) as a performance a performance 484-503.
management tool. It management tool for
focused on the teachers as both teaching and
well as the nonteaching nonteaching
employees of the employees.
Department of Education
Division of Gapan City, The Control Theory
Gapan City, of Performance
Philippines. The study used Management
the Control Theory of System was used to
Performance Management measure the
System to measure different phases of
the level of implementation RPMS
of RPMS. The level of implementation,
implementation of RPMS indicating a
was measured in structured approach
terms of the following to performance
phases: a) performance management within
planning and commitment, the organization.
b) performance The study highlights
monitoring and coaching, c) the importance of
performance review and periodic evaluation
evaluation, and d) and strict adherence
performance rewards to RPMS guidelines
and development planning. to ensure successful
The study used as a implementation and

COLLEGE OF TEACHER EDUCATION

Brgy. Kulapi, Lucban, Quezon
www.slsu.edu.ph | slsu_support@slsu.edu.ph
Tel. No. (042) 540-47-87
 Republic of the Philippines
SOUTHERN LUZON STATE UNIVERSITY
GRADUATE SCHOOL
Lucban, Quezon

research tool the survey effectiveness in

questionnaire divided into improving employee
two parts, namely: 1) level performance.
of implementation of the
RPMS, and 2) challenges
in the
implementation of the
RPMS. The study showed
the need for periodic
evaluation of the
implementation of the
RPMS as well as the strict
compliance with the RPMS
Guidelines.
Keywords: Level of
Implementation;
Performance Management;
Results-Based
Performance
Management System;
Human Resource
Management; Employee
Performance; Department
of Education.

COLLEGE OF TEACHER EDUCATION

Brgy. Kulapi, Lucban, Quezon
www.slsu.edu.ph | slsu_support@slsu.edu.ph
Tel. No. (042) 540-47-87