Human Resource Management and Professional Development

HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT Q: It is an absence of integrity, a disposition to betray, cheat, deceive or defraud bad faith. a. b. c. d.

Dishonesty Oppression Treason betrayal

Answer : A Dishonesty is an absence of integrity, a disposition to betray, cheat, deceive or defraud bad faith.

Q: It is an act of cruelty, severity, unlawful exaction, domination or excessive excessive use of authority. a. b. c. d.

Tactfulness Coercive power Oppression Humiliation

Answer : C Oppression is an act of cruelty, severity, unlawful exaction, domination or excessive use of authority.

Q: It is a conduct that is dishonest, depraved, base or vile and contrary to good morals. a. b. c. d.

Dishonesty Assaulting person in authority Moral Turpitude gross misconduct

Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT Answer : C Moral turpitude is conduct that is dishonest, depraved, base or vile and contrary to good morals. The term includes everything which is done contrary to justice, honesty, modesty or good morals. Q: It has been defined defined by the supreme court as negligence negligence characterized by the want of even slight care, acting or omitting an act in a situation where there is a duty to act, not inadvertently but willfully and intentionally with a conscious indifference to consequence insofar as other persons may be affected. a. b. c. d.

Gross Neglect of duty gross misconduct grave misconduct mitigating circumstance

Answer : A Gross Neglect of duty has been defined by the supreme court as negligence characterized by the want of even slight care, acting or omitting an act in a situation where there is a duty to act, not inadvertently but willfully and intentionally with a conscious indifference to consequence insofar as other persons may be affected. It is the omission of that care which even inattentive and thoughtless men never fail to take on their property. property.

Q: Supposing Mr. F the father of P a Grade 7 student of a public secondary secondary school in Pampanga, Pampanga, filed a complaint complaint for grave misconduct misconduct against Mr. T, a teacher of P. Finding the complaint not under oath and not written in clear, simple and concise language, Dr. RD, the Regional Director of region III issued an order dismissing the complaint. Is the order proper? a. No, because the parent follow the correct process of filing a com plaint b. Yes, the complaint is not under oath and not written in clear c. No, the parent has the right to be be heard as stipulated in BP 232 to exercise their right to develop themselves within the context of their cultures, customs, traditions, interest and belief Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT d. Yes, Administrative charges against a teacher shall be heard initially by a committee composed of the corresponding School Superintendent of the Division or a duly authorized representative who should at least have the rank of a division supervisor Answer: B Yes, the order is proper because under section 4 of the revised rules of procedure, it is required that the complaint shall be under oath and shall be written in clear, simple and concise language so as to inform the person complained of about the person complained of about the nature and cause of accusation against him to enable him to intelligently prepare his defense or answer. ON ABSENT WITHOUT APPROVED LEAVE Q: Is absent without approved leave can be deducted from accumulated leave credits? a. b. c. d.

No, even if they have local service credits Yes! they are entitled to receive their salary Yes, by declaring sick leave and strong alibi No! Disapproved leave shall not entitled teachers to receive salary

Answer : D No! An official/employee who is absent without approved leave shall not be entitled to receive his salary corresponding to the period of his unauthorized leave of absence. It is understood, however that the absence shall no longer be deducted from his accumulated leave credits, if ever are any.

Q: Does the regional director have the authority to hire a public school teacher in his region? Why or why not? a. Yes, it’s what we called prerogative power of the Regional Director  b. No! Only the Schools Division Superintendent has the power to hire place and evaluate Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT c. No! The Schools Division Superintendent or thru the ASDS has the power to hire place and evaluate d. Yes, Specially with tag items from the congressman Answer: C No. Because the power to hire, place and evaluate all employees in the division both teaching and non-teaching personnel except for the assistant division superintendent is expressly vested upon the schools division superintendent.

Q: DepED officials and employees are entitled for Special Leave except for one? a. b. c. d.

wedding / anniversary leave enrollment leave government transaction leave Election campaign leave

Answer: D Election Campaign leave is non-existing. DepEd teachers are reminded to be neutral during election campaign period. However, Officials and employees, except TEACHERS and those covered by special leave laws, are granted the following special leave privileges subject to the condition hereunder stated: 1. funeral / mourning leave 2. graduation leave 3. enrollment leave 4. wedding / anniversary leave 5. birthday leave 6. hospitalization leave 7. accident leave 8. relocation leave 9. government transaction leave 10. calamity leave

Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT Q: It is an act of cruelty, severity, unlawful exaction, domination or excessive use of authority. a. Tactfulness b. Coercive power c. Oppression d. Humiliation Answer : C Oppression is an act of cruelty, severity, unlawful exaction, domination or excessive use of authority. Q: Which of the following actions could be a ground for an administrative complaint? I. Inefficiency and incompetence in the performance of official duties. II. Conviction of a crime involving moral turpitude. III. Borrowing money by superior officers from subordinates. IV. Lending by subordinates to superior officers. a. b. c. d.

I and II only II and IV only I II and III only I, II, III and IV

Answer : C Lending by subordinates to superior officers is not a ground for an administrative complaint

Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT Requirements in the Processing of Equivalents Record Forms (ERFs) To: All Schools Division Superintendents This Region 1. To facilitate the processing of requests for upgrading of positions of teacher and other teaching related positions thru the Equivalents Record Forms (ERFs), the following are the required documents: a. Three (3) copies of fully accomplished ERF b. One (1) original and one (1) duplicate copy of Official Transcript of Records with S.O. Number for private schools, and Board Referendum/Resolution Number for public schools. For teachers who are non-teacher education graduates, units earned in education should be included in the Transcript of Records c. One (1) original and one (1) duplicate copy of Certification from the Registrar as to the MA units/degree earned by the teacher (if public school) d. One (1) original and one (1) duplicate copy of Sworn Statement stating that the teacher actually earned the units indicated in the Transcript of Records e. One (1) original and one (1) duplicate copy of Certification from the Commission on Higher Education (CHED) as to the masteral units/degree earned by the teacher (if private school) f. One (1) copy of MA curriculum/checklist certified by the Registrar g. One (1) original and one (1) duplicate copy of comprehensive complete Service Record showing inclusive dates of paid service and salary adjustments/increases granted duly certified by the Schools Division Superintendent, Division/Schools Administrative Officer, or any official authorized to certify service records h. One (1) certified photocopy of previous approved Equivalents Record Form as Teacher III, if any or Certification of no approved ERF as Teacher II (for Teacher III) i. One (1) original and one (1) duplicate copy of Notarized List of Teachers being supervised by the proposed appointee with their item numbers (for Head Teacher II & III)  j. One (1) copy of thesis book (MA Degree) k. Three (3) copies of duly signed Plantilla Allocation List Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT l.

One (1) copy of Personal Service Itemization and Plantilla of Personnel (PSIPOP) m. One (1) copy of latest pay slip 2. Only teachers with at least Very Satisfactory Performance should be recommended for upgrading. The latest Performance Rating should be indicated on the ERF. 3. The maximum study load of nine (9) units per semester/trimester should be strictly followed. Teachers who are candidates for graduation may be followed to carry from one (1) to three (3) units more than the nine units authorized, provided that these units are the last units these teacher need to enable them to graduate. 4. Division Evaluators are advised to carefully check and evaluate the above mentioned documents. The Personnel Unit of this office, after processing/validating the requests, immediately forwards the Plantilla Allocation List with supporting documents to the Finance Division (this Office), for the funding requirements. 5. To easily identify the different requests of schools divisions, it is suggested that the following color code assigned to every schools division as agreed during the meeting of all Division Personnel Officers and Administrative Officers on October 15, 2014 at Manila Ocean PARK, City of Manila shall be on the folders of ERFs, reclassification of positions, retirements, and other requests:

Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT Republic Act No. 7041

June 5, 1991

AN ACT REQUIRING REGULAR PUBLICATION OF EXISTING VACANT POSITIONS IN GOVERNMENT OFFICES, APPROPRIATING FUNDS THEREFORE, AND FOR OTHER PURPOSES Be it enacted by the Senate and House of Representatives of the Philippines in Congress assembled: Section 1. Policy.  –   It shall be the policy of the Government to promote efficiency in the allocation of personnel in the civil service, as well as transparency and equal opportunities in the recruitment and hiring of new personnel. Section 2. Duty of Personnel Officers.  –   It shall be the duty of all Chief Personnel or Administrative Officers of all branches, subdivisions, instrumentalities and agencies of the Government, including government-owned or controlled corporations with original charters, and local government units, to post in three (3) conspicuous places of their offices for a period of ten (10) days a complete list of all existing vacant positions in their respective offices which are authorized to be filled, and to transmit a copy of such list and the corresponding qualification standards to the Civil Service Commission not later than the tenth day of every month. Vacant positions shall not be filled until after publication: provided, however, that vacant unfilled positions that are: a) primarily confidential; b) policy-determining; c) highly technical; d) coterminous with that of the appointing authority, or e) limited to the duration of a particular project shall be excluded from the list required under this Law. Section 3. Publication of Vacancies.  –   The Chairman and members of the Civil Service Commission shall publish once every quarter a complete list of all the existing vacant positions in the Government throughout the country, including the qualification standards required for each position and, thereafter, certify under oath to the completion of publication. Copies of such publication shall be sold at cost to the public and distributed free of charge to the various personnel Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT offices of the government where they shall be available for inspection by the public: provided, that said publication shall be posted by the Chief Personnel or Administrative Officer of all local government units in at least three (3) public and conspicuous places in their respective municipalities and provinces: provided, further, that any vacant position published therein shall be open to any qualified person who does not necessarily belong to the same office with the vacancy or who occupies a position next-in rank to the vacancy: provided, finally, that the Civil Service Commission shall not act on any appointment to fill up a vacant position unless the same has been reported to and published by the Commission. Section 4. Penalties.  –   a) Any violation of Sections 2 and or 3 of this Act and its implementing rules and regulations shall subject the official concerned to public censure without prejudice to the withholding of his salary pending compliance with the requirements as provided in this Act. b) Any repeated and willful violation of Sections 2 and/or 3 of this Act and it's implementing rules and regulations shall subject the official concerned to criminal prosecution and, upon conviction, suffer the penalty of imprisonment of two (2) years and/or a fine of not less than Five Thousand pesos (P5,000.00) nor more than Ten thousand pesos (P10,000.00), at the discretion of the court. Section 5. Jurisdiction.  –   The Civil Service Commission shall have original and exclusive jurisdiction to investigate and recommend for prosecution all cases of violation of this Act: provided, however, that in case the violation is alleged to have been committed by the Chairman and/or any of the Commissioners of the Civil Service Commission, the Ombudsman shall have original and exclusive  jurisdiction over the investigation and prosecution of said alleged violation. Section 6. Implementing Rules. –  The Civil Service Commission shall issue the rules and regulations necessary for the effective implementation of this Act. Section 7. Existing Laws.  –   Without prejudice to the provisions of existing laws requiring the posting or disclosure of matters of public interest, the provisions of this Act shall not apply during any period when there is a ban on hiring. Section 8. Appropriation.  –   The amount necessary for the effective implementation of this at shall be charged against the appropriations for the Civil Service Commission under the current General Appropriations Act. Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT Thereafter, such amount as may be necessary for the continuous implementation of this Act shall be included in the annual General Appropriations Act. Section 9. Repealing Clause.  –   All laws, decrees, orders, rules and regulations or parts thereof inconsistent with this Act or the rules and regulations promulgated pursuant thereto are hereby repealed or amended accordingly. Section 10. Separability Clause.  –   If any provision of this Act is declared unconstitutional or inoperative, the other provisions not so declared shall remain in force and effect. Section 11. Effectivity.  –   This Act shall take effect fifteen (15) days after publication in any newspaper of general circulation. Approved: June 5, 1991.

Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT Requirements of the Services Provided by the Personnel Unit General Policy on Appointment Appointments in the civil service shall be made only according to merit and fitness to be determined, as far as practicable, and except to positions which are policy-determining, primarily confidential, or highly technical, by competitive examination. A non-eligible shall not be appointed to any position in the civil service whenever there is a civil service eligible actually available and ready to accept appointment. (Sec. 2 (2), Article IX-B, 1987 Philippine Constitution; Sec. 26, Book V, Exec. Order No. 292) 1. Processing of Appointments 1. Duly accomplished CSC Form 3 2. Publication (RA 7041) 3. Post-audited Plantilla of Personnel 4. Certification of funding requirements (CSC Form 203) 5. Duly signed a Position Description Form 6. CS Form 212 7. Transcript of Records 8. Service Records 9. Copy of Eligibility 10. Copy of rank list 11. Certification of Training Programs Attended. 2. Equivalents Record Forms (ERFs) The Equivalents Record Form (ERF) is a document showing the educational preparation, training, teaching experience, workshop attended and activities for professional growth undertaken by a teacher. Said ERF is used by both DepED and DBM, the latter through the post-audit of the Plantilla, to determine the classification level and salary grade assignment of a teacher. The following are the requirements: 1. Fully Accomplished Equivalents Records Form in five copies 2. Original Official Transcript of Records and Special Order Number of the teacher concerned. Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT 3. Sworn Statement of the teacher in accordance with the provision Department Order No. 12, s. 1962, an inclosure to Memorandum No. 51, s. 62, if the teacher studied in a private school. 4. Copy of thesis or seminar paper in accordance with General Letter No. 100 dated August 10,1951 if the teacher is a full fledged MA degree holder. 5. Comprehensive complete Service Records showing inclusive dates of paid service of salary adjustments/increases granted duly certified by the School Divisions Superintendent, Administrative Officer or any official authorized to certify Service Records. 6. Original or certified photocopy of previously approved ERF as Teacher 2, if the application is for teacher 3. If the teacher has no previously approved ERF as Teacher 2, a certification from the Superintendent or Administrative Officer be submitted. 7. Official copy of the MA curriculum and/or certification from the Registrar as to the number of units required in Graduate course. 8. Certification from the Registrar as the MA units earned by the teacher (Note: Only teachers with a least Very Satisfactory performance should be recommended for upgrading of position (MECS Order No. 27, s. 1984)) 3. Implementation of Approved ERFs (Regional Order No. 106, s. 2006) 1. Three (3) certified photocopies of approved ERF. 2. Eight (8) copies of Plantilla Allocation List in accordance with item no. 5.1 of Circular Letter No. 84-4 dated May 30, 1984, inclosure to MECS Order No.33,s. 1984 3. Certified photocopy of latest appointment paper. 4. Updated copy of Service Record. 5. Certified photocopy of latest post-audited Personal Services Itemization and Plantilla of Personnel (PSIPOP) showing the name and unique item number of the teacher. 6. Certified photocopy of latest post-audited Notice of Step Increment, if any 7. Certified photocopy of latest pay slip.

Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT 4. Reclassification of Position Basic Requirements 1. 2. 3. 4. 5. 6. 7.

Transcript of Records/Special Order/MA/Doctoral CSC Form 212 Service Records Copy of CSC Eligibility/License Certificate of Trainings, Merits and Outstanding Accomplishments Latest Performance Rating for three (3) consecutive years Ranklist duly signed by the Chairman and Members of the Ranking Committee and attested by the SDS 8. Plantilla Allocation List 9. All documents must be original or certified photo copy Master Teacher Position (Elementary) 1. Documents showing the total number of Permanent Teachers and Master Teachers in the District, certified by SDS or any authorized officials. 2. Class program 3. Justification for the need of the position. 4. Certificate of Demonstration Teacher 5. Basic requirements

Master Teacher Position (Secondary) 1. List of permanent teachers in all the subject areas with position titles, item numbers under oath. 2. PSIPOP 3. Class program/General class program Individual Class Program of the Teachers under the subject area recommended. 4. Basic requirements Head Teacher/Principal (Elementary and Secondary) 1. District Data Bulletin of all districts with school breakdown. 2. Data on the number of existing teacher position. Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT 3. PSIPOP 4. Copy of latest post-audited Plantilla of Personnel (including extension position). 5. Copy/ies of Designation as Teacher-in-charge. 6. List of teachers in all the subject areas with position titles, item numbers under oath. 7. Class Program/General School Program (Individual Class Program under the subject area recommended for HT secondary only). 8. Justification for the need of the position. 9. Enrolment by year/grade level. 10. Basic requirements Guidance Counselor 1. Bachelor’s degree in Psychology/Behavioral Science or relevant degree in Education, including or supplemented by 9 units in Guidance and Counseling 2. List of permanent teachers in all the subject areas with position titles, item numbers under oath. 3. PSIPOP 4. Justification for the need of the position. 5. Enrolment by year/grade level. 6. Basic requirements Guidance Coordinator 1. Bachelor’s degree in Psychology/Behavioral Science or relevant degree in Education, including or supplemented by 18 units in Guidance and Counseling 2. List of permanent teachers in all the subject areas with position titles, item numbers under oath. 3. PSIPOP 4. Justification for the need of the position. 5. Enrolment by year/grade level. 6. Basic requirements

Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT SPED Teachers 1. Certificate of the candidate on the required number of units in SPED issued by an authorized training institution/agency. 2. Data on Enrolment by exceptionality and by year/grade level for the present school year. 3. Data on the number of pupils/students in the category of children with special needs handled by the candidate. 4. That the school where the candidate is assigned is an authorized existing SPED school/center 5. That the candidate has at least three (3) years’ experience in teaching any of the categories of children with special needs. 6. Basic requirements. SPED School Principal 1. Documents showing that the candidate was trained in the Organization Administration and Supervision in SPED by an Authorized training institution/agency. 2. Enrolment by exceptionality and by year/grade level for the present school year. 3. Data on the number of pupils/students in the category of children with special needs handled by the candidate. 4. That the school where the candidate is assigned is an authorized existing SPED school/center 5. That the candidate has at least three (3) years’ experience in teaching any of the categories of children with special needs. 6. Basic requirements. 5. Realignment of Positions 1. Conformity of both Principals 2. Reason for realignment 3. Letter request of the SDS, stating the name of the teacher with item number and schools.

Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT 6. Monetization of Leave Credits 1. Duly Accomplished CSC-Form-6 2. Complete copy of employee cards (Certified true copy) 3. Endorsement from the Superintendent/Head of Office

7. Travel Abroad 1. Endorsement Letter 2. Basic Letter 3. Certification that he/she is a bonafide employee 4. Clearances: •Administrative Clearance (noted by the SDS) •As to money and property accountabilities and responsibilities. 5. Form 6 6. Certification that services can be dispensed with 7. Certification that he/she did not avail Provident Loan (If he/she has no provident loan) Travel Abroad (Extension) 1. Endorsement Letter 2. Basic Letter 3. Form 6 4. Certification that services can be dispensed with 5. All previously approved authority to travel abroad 8. Request for Transfer 1. 2.

Endorsement Letter Basic Letter

9. Step Increment for Technical Vocational Schools 1. 2. 3.

Plantilla of Step Increment Notice of Step Increment Appointments Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT 4. 5. 6.

Service Records Previously approved Step Increment. Payroll

10. Claims for Service Credits Teachers’ vacation service credits refer to the leave credits earned for services rendered on activities during summer and Christmas vacation as authorized by proper authority, These vacation service credits are used to offset absences of teacher due to illness or to offset proportional deduction in vacation salary due to absences for personal reasons or late appointment (Book V of EO 292 & Amended Omnibus Rules) Following are the requirements: 1. 2. 3. 4. 5.

Approved Authority to render service. Duly signed Daily Time Record/CSC Form 48 Accomplishment Report. Certificate of Appearance (for Seminar Attended) Certificate of Appointment issued by the Comelec and signed by The Election Officer (for election services starts 1998 National and Local Elections and there after pursuant to Regional Order 2, s.2005).

11. Authority to Fill 1. Form 3 2. Format for Authority to fill vacant position 3. Transmittal Letter 12. Retirements 1. Application for retirement duly accomplished. 2. 2 x 2 identical pictures with complete printed name on it. 3. Letter of Introduction from District Office/School noted by the Superintende (RA1616) 4. Copy of Savings Account No. at Land Bank of the Philippines of any branch.(RA1616) 5. Notice of Salary Adjustment pursuant to Sec. 26 of RA 4670. Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT 6. Latest of Notice of Salary Adjustment for Non-Teaching Personnel. 7. Certification as to Last Day of Service and leave of Absence with/without pay 8. Original updated service record indicating leave of absence without pay. 9. Original copy of Ombudsman Clearance. 10. Clearance as to money and property accountabilities (noted by the Supt) 11. Clearance as to criminal and administrative case (noted by the Supt.) 12. Original Copy of Prosecutors Clearance. 13. Latest Sworn Statement of Assets and Liabilities. 14. Proofs of Disability (Part 1, Part 2 and Part 3). 15. Proofs of Surviving Legal Heirs with corroborating statement. 16. Original Death Certificate of the deceased retiree or certified true copy signed by the Local Civil Registrar. 17. Original Marriage Contract of the deceased retiree or certified true copy signed by the Local Civil Registrar. 18. Original Birth Certificate and/or Marriage Contract (in case married) of the designated beneficiary/ies or certified true copy signed by the Local Civil Registrar. Note: All photocopies must be certified by the authority concerned for authenticity.

13 Provident Fund Loan 1. Regular Loan ( 5,000 & 10,000 ) - Duly accomplished Provident Form Loan - Payroll ( both Borrower and Co-Maker ) - Service Records ( both Borrower and Co-Maker )

2. Special Loan ( 20,000 up) - Duly accomplished Provident Loan Form - Letter request of the borrower duly noted/signed by the School Division Superintendent Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT - Supporting documents: * Educational * House Arrears * Hospitalization/Medical * Major House Repair * Payment of Loan from Private Institution -Payroll (both Borrower and Co-Maker) - Service Records (both Borrower and Co-Maker)

SCHOOL LEADERSHIP Mission-Vision The RA 9155 otherwise known as the Basic Education Act of 2001 enumerates the various functions of school head. One of these is the “setting of mission, vision, goals and objectives of the school”. In planning, there should be a clear statement of the vision and the m ission. Facilitating the School Improvement Plan: There are seven milestones in the implementation of the School Based Management through the SIP and AIP. These are 1. Plan –  SIP and AIP that was developed by the stakeholders Stakeholders includes Internal –  school head, teachers, PTCA, students External –  LGU, community leaders, retirees, alumni 2. . Fund - School Based Management Fund coming from different sources such as PTCA, LGU, DepEd MOOE, NGO’s etc.. 3. . Implementation of Plan –  full participation of stakeholders are encouraged. 4. . Management of Fund 5. Monitor and Evaluate the Plan 6. Show The results based on Performance Indicator (Completion Rate, Participation Rate, Drop-out Rate, Achievement Rate etc..) 7. Reporting to the Stakeholders 2015 Principals' Test (NQESH 2015) Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT

June 21, 2015 will be the schedule stated in the DepEd Memorandum No. 18 s. of 2015 The following are eligible to take the test 1. One year as Head Teacher 2. 2 years as Master Teacher or Teacher in Charge 3. Five Years as T-III Current Issues/Topics: 1. Senior High School 2. School Based Management 3. DepEd Rationalization Plan 4. RPMS 5. PBB (Performance-Based Bonus Review the following: (Updated) 1. DECS Manual (very important to have a copy of this) 2. RA 9155 - "Governance of Basic Education Act of 2001" 3. RA 4670 - "Magna Carta for Public School Teachers" 4. EFA - Education for All 5. BESRA - Basic Education Sector Reform Agenda 6. EMIS/BEIS - Basic Education Information System 7. K to 12 8. Writing Correspondence 9. NCBTS-IPPD 10. Code of Ethics for Professional Teachers 11. Grammar and Vocabulary (Identifying Errors etc...) 13. Child Protection Policy 14. Anti Bullying 15. RA 7610 (Child Abuse Law) 16. DepEd Mission and Vision 14. DepEd Orders (you may browse website of Deped) * Test Practice in Reading Comprehension I hope you will passed the NQESH Principals' Test 2015 on June 21, 2015 Sample of DepEd order that you may review -Anti Bullying - Deped Mission and Vision Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA

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