HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT Q: Its an absence of integrity, a disposition to betray, cheat, deceive or defraud bad faith. a. Dishonesty b, Oppression ©. Treason qd. betrayal Answer: A, Dishonesty Is cin absence of Integrity, o disposition to betray. cheat, decelve or defraud bad faith. @ It is an act of cruetty, se use of authority. iy, unlawful exaction, domination or excessive a, Tacttuness b. Coercive power <, Oppression d. Humiliation Answer 1S Oppression is an act of cruelty, severity, unlawful exaction, domination or excessive use of authority. @: It Is a conduct that Is dishonest, depraved, base or vile and contrary to good a. Dishonesty b. —Assaulting person In authority ¢, — Moral Turpitude d. gross misconduct Eich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA | HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENTAnswer i Moral turpitude Is conduct that Is dishonest, depraved, bose or vile and contrary to. good morals. The term includes everything which is done contrary te justice, honesty, modesty or good morals @: It has been defined by the supreme court as negligence characterlzed by the want of even slight care, acting or omitting an act in a situation where there is a duty fo act, not inadvertently but willfully and intentionally with a conscious Indifference to consequence insofar as other persons may be affected. a Gross Neglect of duty b. gross misconauet ©. grave misconduct d. mitigating circumstance Answer) A Gross Neglect of duty has been defined by the supreme court as nagligence characterized by tne want of even slight care, acting or omitting an act ina situation where there is a duty to act, not inadvertently but willfully and Intentionally with a censeleus Indifference te consequence Insofar as other Persons may be affected. It is the omission of that care which even inattentive and thoughtless men never fall to take on thelr property. @ Supposing Mr. F the father of P a Grade ? student of a public secondary school In Pampanga, filed a complaint for grave misconduct against Mr. T, a feacher of P. Finding the complaint not under oath and not written in clear, simple and concise language, Dr. RD, the Regional Director of region Ill issued an order dismissing the complaint. Is the order proper? g, No, because the parent follow the correct pracess af filing a complaint b, Yes, the complaint Is not under oath and not written In clear . No, the parent has the right to be neard os stipulated in 8F 232 to exercise thelr right to develop themselves within the context of thelr cultures, customs, traditions, interest and belief Frich D. Garcia Ed.D. NOESH REVIEWER FOR DepED paMPANGA —EA HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEWELOPMENT d, Yes, Administrative charges against a teacher shall be heard initiclly by a committes composed of the comespending School Superintendent of the Division or @ duly authorized representative who should at least nave the rank of a division supervisorAnswer: ‘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 ond shall be written In clear, simple and concise language so as to Inform the person complained of cbeut the person complained of about the nature and cause of accusation ogalnst him to enable him to Inteligently prepare his defense or answer. ON ABSENT WITHOUT APPROVED LEAVE @: |s absent without approved leave can be deducted from accumulated leave credits? 9. No, eveniif they have local service credits b. Yes! they cre entitied to receive their salary c. Yes. by declaring sickleave and strong alibi d. No! Disopproved leave shall not entitled teachers to receive salary Answer: D No! An officia/employee whe is absent without appreved leave snall not be eniltied fo recelve his salory corresponding fo the perlod of his unauthorized leave of absence. It is understood, however thar the absence shall no longer be deducted from his accumulated leave credits, If ever are any. @: Does the regional director have the authority to hire a pul in his region? Why or why not? school teacher 0. Yes. It's what we called prerogative power of the Regional Director b No! Only the Scheels Division Superintendent has the power to hire place and evaluate HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT ¢. No! The Schools Division Superintendent or thru the ASDS has the power to hire place and evaluate d. Yes, Specially with tag items fram the congressman Answer: © No. Because the power to hire, place and evaluate all employees In the division both teaching ond non-teaching personnel except for the assistant division eunenntendent ic exnrescly vected Linon the echoals divitien cuinerintendent.Q: DepED officials and employees are entitied for Special Leave except for one? a. wedding / anniversary leave b. enrailment leave ©. government transaction leave d. Election compcign leave Answer D Election Compaign leave is non-existing. DepEd teachers are reminded to be neutral dung election campaign period However, Officials and employees, except TEACHERS and those covered by SPECial leave lows, ore 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 $. birthday Ieove 4. hospitalization leave 7. aceldent leave 8. relocation leave 9. government transaction leave 19. calomity leave HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT @; It ls an act of cruelty, severity, unlawful exaction, domination or excessive use of authority. 9. Tocifulness b. Coercive power ©. Oppression . Humiliation Answer 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? | Inefficiency and incompetence in the performance of official duties. Il, Conviction of a crime Invelving moral turpitude. Ill Borrowing money by superior officers from subordinates. I¥, Lending by subordinates to superlor officers. . land Il only b. land IV only e. Illand iil only LL llband lv Answer: Lending by suberdinates te superior officers Is not a ground for an adminktrative complaint Tid GacnTab warsinevewenronoereoraurance EE HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT Requirements in the Processing of Equivalents Record Forms (ERFS) To; All Schools Division Superintendents This Region 1, To facliltate 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: G. Three (3) copies of fully accomplished ERF b, One [1] original and one |1) duplicate copy of Official Transcript of Records with 5.0. Number for privote schools, and Board Referendum/Resolution Number for pubilc schools, For teachers who are nonteacher education graduates, units eomed in eduestion shovid be included in the Transcript of Recorcis ¢. One [1} orginal and one |!) duplicate copy of Certification from the Registrar as to the MA unitsfdegree eamed by the teacher (itpubie senoci) . One [1] orginal and one [1] duplicate copy of Sworn Statement stating thot the teacher actually samed the units indicated in the Transcript of Records @. One [I] original and one [1] duplicate copy of Certification from the Commission on Higher Educotion ({CHED} os fo the mastercl units(degree eamed by the teacher if private schael f. One (1) copy of MA curiculum/checkist certified by the Registrar g. One [1] original anc one (1) duplicate copy of comprehensive complete Service Record showing inclusive dates of paid service and sclary adjustments/increases granted duly certified by the Schools Division Superintendent, Division/Schools Administrative Officer, or any official authorized fo certify service records h. One [1] certified photocopy of previous approved Eauivelents Record Form as Teacher lil. if any or Certification of no approved ERF as Teacher Il (for Teacher ill) i. One (1) ofiginal and one [1) duplicate copy of Notarized List of Teachers being supervised by the proposed appointee with thelr item numbers [for Head Teacher il & til) |, One [1) copy of thesis book [MA Degree) k. Three (3) copies of duly signed Plontilic Allocation List Thick Gacio Bd D worse reviewer ron oereo raurance EE HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT |. One {1} copy of Personal Service |temization and Plantilia of Personnel (PSIPOP] m, One (1) copy of latest pay sip Only teachers with at least Very Satisfactory Performance snould be recommended for upgrading, The latest Performance Rating should be indicated on the ERF The moximum study load of nine (9| units per semester/trimester should be strictly followed, Teachers whe are candidates for graduation may be followed te cary fram one (1) 0 three (3) units more than the nine units authored, provided that these units are the last units these teacher need to enable them to graduate. Division Evaluators ore advised te carefully check and evaluate the above mentioned documents, The Personnel Unit of this office, after processing/validating the requests, Immediately forwards the Plantllia Allocation List with supporting documents to the Finenee Division [this Office), for the funding requirements To easily identity the different requests of schools divisions, it is suggested that the following color code assigned fo every schools division os egreed during ne meeting of all Division Personnel Officers and Administotive Officers on Gctober 18, 2014 at Manila Ocean PARK, City of Menila shall de mn tin Emlnlmen mf CDES vaanlnaelt]nctias, af monsielmme patiemynminee menaother requests: 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 If enacted by the Senate and House of Representatives of the Phillppines In Congress ossembied: Section 1. Policy. — It shall be the policy of the Government to promote gificiency in the allocation of personnel in the civil service, as well as transparency and equal opportunities In the recruliment ond hirlng 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, instumentalities 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 thelr respective offices which are authorized fo be filed, and to transmit a copy of such Ist and the coresponding qualification standards to the Civil Service Commission not later than the tenth day of every month. Vacant positions shall net be filed until after publication: provided, however, that vecant unfilled positions that ore: a) primarily confidential:b) policy-determining: €] highly technical d] coterminous with that of the egpointing authority, or ¢| limited to the duration ef @ particular project shall be excluded from the list required under this Law. Section 3, Publication of Vacaneles. - 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 standerds required for each position and, thereafter, certity under oath to the completion ef publication. Copies of such publication shall be sold at Cost 1o the public Gnd distiouted tree of charge to the varlous personnel TAD GacablD nar awewnronomopeaca HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT offices of the government where they shall be avallable for Inspection by the Public: provided, thet scid publication shall be posted by the Chief Personnel or Adminisirative Officer of all local gavermment units In at least three (3) public and conspicuous pieces 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 belang to the some office with the vacancy or who occupies a position next-in rank to the vacancy: provided finally, that the Civil Service Commission shall net act. on any appointment to fil up a vacant position unless the same hos been reported to and published by the Cemmission. Section 4, Penalties. - 9) Any violation of Sections 2 ond or 3 of this Act and its Implementing rules and regulations shall subject the official concerned fo 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 Sectlens 2 and/or 3 of this Act and Its implementing rules ond regulations shall subject the official concerned to criminal prosecution and, ypon conviction, suffer the penalty of Imprisonment of two (2) yeors and/or a fine of not less than Five Thousand pesos (P5.000.00} nor more than Ten thousand pesos [F 10,000.00), at the discretion of the court. Section §. Jurisdiction. - The Civil Service Commission shall have original and ‘exclusive jurisdiction to Investlacte 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 hove original and exclusive Jurisdiction aver the Investigation and prosecution of sald alleged vielation. Section 6. Implementing Rules. - The Clvil 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 lows requiring the posting or disclosure of matters of public Interest, the provisions of this Act shall not apply during any period when thers is a ban on hiring. Section §. Appropriation, - The amount necessory for the effective Implementation of thls at shall be charged against the appropriations for the Civil Service Commission under the current Generel Appropriations Act. Trich. Garcia Ed.D. NOESH REVIEWER FOR DepED paMPanca EA HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT Thereafter, such amount as mey be necessary for the continuous Implementation of this Act shall be Included in the annual General Appropriations Act. Section ¥. Repealing Clause. - All laws, decress, orders, rules and regulations or Parts thereof Inconsistent with this Act or the rules and regulations promulgcted Pursuant thereto ore hereby repealed or amended accordingly. Section 10, Seporaiblity Clause. - If any provision of this Act Is deciored unconstitutional or inoperctive, the other provisions net so declared shail remain In force and effect. Section 11. Effectivity. - This Act shall take effect fiffeen [18] days after Publication in any newspaper of general circulation. Approved: June 5, 1991HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT Requirements of the Services Provided by the Personnel Unit General Policy an Appointment Appointments in the clvil service shall Be made only accerding to merit cand fitness to be determined, as fer as practicable, and except to positions which ore policy-determining, orimorily confidential, or highly tecnnical, 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 availasie and ready 10 accept appointment. (Sec. 2 (2). Article 1-8, 1987 Philippine Constitution; Sec. 26, Book V, Exec. Order No, 272) 1. Processing of Appointments 1, Duly accomplished CSC Form 3 2. Publication (RA 7041) 3. Post-udited Plantilo of Personnel ‘Certificetion of funding requirements (CSC Ferm 203) Duly signed ¢ Position Description Form (CS Form 212 Transcript of Records Service Records 9. Copy of Eligibility 10. Copy ot rank list 11. Certification of Training Programs Attended. ONOOe 2. Equivalents Record Forms [ERS] The Equivalents Record Form |ERF) is a document showing the educational preparation. training. teaching experience. workshop attended and activities tor professional growth undertaken by a teacher. Scid ERF is used by both DepED ond CBM, the later through the post-audit of the Plantlla, te 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 Oficial Transerlot of Records and Special Order Number of the teacher concemed. —Exich D. Garcia BC. D. MQESH REVIEWER FOR DEPED PAMPANGA HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT 3, Sworn Statement of the teacher In accordance with the provision Department Order No. 12, 5. 1962, an inclosure to Memorandum No. 515,82, If the teacher studied Ina private scheal, 4. Copy of thesis or seminar paper in accordance with General Letter No, 100 doted August 10,1981 If the teacher is ¢ full feaged MA degree holder. 5, Comprehensive complete Service Records snowing Inclusive dates of pald service of salary odjustments/Increcses granted duly certified by the Schoo! Divisions Superintendent, Administrative Officer or any official authorized to certity Service Records, 6. Original or certified photocopy of previously approwed ERF as Teacher 2. if he application Is for teacher 2. If the teacher has no previously approved ERF os Teacher 2, ¢ certification from the Superintendent or Administrative Officer be submitted. Official copy of the MA curiculum and/or certification fram the Registrar as to the number of units required In Graduate course. Certification from the Registrar as tne MA urits earned by the teacher (Note: Only teachers with 6 least Very Satistactory performance should be recommended fer upgrading of pesition (MECS Order No, 27, s. 1984)) 3. Implementation of Approved ERFs [Reglonal Order No. 106, , 2006) 1, Three [3) certified photocoples 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.33.5. 1984 3. Certified photocopy of latest appointment paper. Updated copy of Service Record, Certified photocopy of latest post-audited Personal Services itemization ang Plantila of Personnel [FSIPOP} snowing 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. s wHUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT 4, Reclassification of Position Basic Requirements Transcript of Recerds/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 Rankilst duly signed by the Chairman and Members of the Ranking Committee and attested by the SDS Pantie Allocation List 9. All documents must be criginal or ceriified photo copy Mow R ep o @ 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. Class program Justification tor the need of the position, Certificate of Demonstration Teacher Basic requirements aR ep Master Teacher Position (Secondary) 1. Ust of permanent teachers in all the subject oregs with position titles, item: numbers under oath. 2. PSIFOF 3, Class program/General class program Individval Class Program of the Teachers under the subject area recommended 4, Basle reaulrements Head Teacher/Principal (Elementary and Secondary) 1. District Data Bulletin of all districts with school breakdown. 2, Data on the number of existing teacher pesition, Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEFED PAMPANGA El HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT a pepap4, Copy of latest post-audited Planta of Personnel (including extension position]. Copy/les 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. §. Enrolment oy year/grade level. 10. Basie 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 List of permanent teachers in all the subject ores with position fitles, item numbers under oath. 3. PSIFOP Justification for the need of the position. Enrolment by year/grade level. Basic requirements n oR Guidance Coordinator 1, Bachelor's degree In Psychelogy/Behavieral $clence or relevant degree In Education. including or supplemented by 18 units in Guidance and Counseling Uist of permanent teachers in all the subject orecs with position files, item numbers under oath. PSIPOP Justification for the need of the position, Enrolment by year/grade level Basic requirements 2 op ome Euich D. Garcia Ed. D. NOESH REVIEWER FOR DEPED PAMPANGA 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/orode level for thepresent school yeor, Data on the number of pupils/students In the category of children with special needs handled by the candidate, That the school where the candidate is assigned is an authorized existing SPED scheol/center That the candidate has at least three (3| years’ experience in teaching any of the categories of children with special needs. Basic requirements. SPED School Principal v 4 Documents showing that the candidate was trained In the Organization Adminisiration and Supervision In SPED by an Authorized ‘ining institution/agency. Enrolment by exceptionality and by year/grode level fer tne present school year. Data on the number of pupils/students in the category of children with special needs handled by the candidate. That the school where the candidate is assigned is an authorized existing SPED school/center That the candidate has at least three (3) years’ experience in teaching any of the categories of children with special needs. Basic requirements, §. Realignment of Positions 1, Conformity of beth Principals 2. Reason for realignment 3. Letter request of the SDS, stating the name of the teacher with item number and schools, HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT 4. Monetization of Leave Credits 1. Duly Accomplished CSC-Form-6 2, Complete copy of employee cords (Certified true copy] 3. Endorsement from the Superintendent/Heod of Office 7. Travel AbroadEndorsement Letter Basic Letter Certification that he/she Is a bonatide employes Clearances: + Administrative Clecrance (noted by the SDS] *As to money and property accountabilities ond responsibilities. 5. Form 6 Certification that services can be dispensed with Certification that he/she did not avall Provident Loan [if he/she has ne provident loan} Rona Travel Abroad (Extension) 1, Endorsement Letter 2. Bosic Letter 3. Form & 4. Certification thet services can be dispensed with 5. All previously approved authority to travel aloroad 8. Request for Transfer 1 Endorsement Letter 2. Basic Letter . Step Increment for Technical Vocational Schools 1. Plantllie: of Step Increment 2. Notice of Step Increment 3. Appointments HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT 4, Service Records 5. Previously approved Step Increment. 6 Payroll 10. Clalms for Service Credits Teachers’ vacation service credits refer to the leave credits earned for services rendered on activities during summer and Christmas vacation os authorized by proper authority, These vacation service credits are used to offset absences of teacher due to ines 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)NP OE NNO Approved Authority fo render service. Duly signed Dally Time Record/CSC Form 48 Accomplishment Report. Certificate of Appearance (fer Seminar Attended) Ceriificate 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, 5.2005) oRone 11. Authority to Fill 1. Form 3 2, Format for Autherty to fill vacent pestiion 3. Tronsmittal Letter 12. Retirements 1. Application for retirement duly accomplished. 2,2x2 identical pictures with complete printed name on it. 2, Letter of Introduction from District Office/School noted by the Superintende (RA1616] 4, Copy of Savings Account No, at Land Bank of the Philiopines of ony branch.[RA1414) 5. Notice of Salary Adjustment pursuant to Sec. 26 of RA 4670. Trick. Gareis Ed.D. NOESH REVIEWER FOR DEPED pamPaNca ERA. HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT 6, Latest of Notice of Solary Aglustment for Non-Teaching Personnel 7. Cenification as to Last Day of Service and leave cf Absence with/without pay 8. Original updated service record Indicating leave of absence without pay. 9. Original copy of Ombudsman Clecrance. 10. Clearance as to monsy and property accountabilities (noted by the Supt) 11, Clearance as to criminal and administrative cose [noted by the Supt.) 12, Original Copy of Prosecutors Clearance. 13. Latest Swom Stotement of Assets and Licilities. 14, Proofs of Discibllity {Port 1, Pert 2. and Part 3), 15. Proofs of Surviving Legal Heirs with comoborating statement. 16. Criginal Decth Certificate of the deceased retires or certified true copy signed by the Local Civil Registrar. 17. Original Mariage Contrect of the deceased retiree or certified tue copy saned by the Local Civil Realstrar.18, Original Birth Certificate and/or Mamizige Contract {In case maried) of the designated beneficiary/ies or certified true copy signed by the Local Civil Registror. Note: All photocopies must be certified by the authority concerned for authenticity. 13 Provident Fund Loan 1, Regular Loan | §,000 & 10,000 | - Duly accomplished Provident Form Loan - Payrell ( both Borrower and Co-Maker } = Service Records ( both Borrower and Co-Maker } 2. Special Loan | 20,000 vp} - Duly accomplished Provident Loan Form - Letter request of the borrower duly noted/slgned by the $chool Division Superintendent 1ichD Garcio B.D noes nevewenronoerco raurance EE HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT + Supporting documents: * Educational * House Arrears. * Hospitalization/ Medical * Majer House Repalr * Payment of Loon from Private Institution -Payroll (both Borrower and Co-Maker] - Service Records (both Borrower and Co-Maker| SCHOOL LEADERSHIP Nilsston-Vislen The R& 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 snould be a clear statement of the vision and the mission. 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 den Stakehclders includes Internal — schacl head. teachers, PTCA, students External — LGU, community leaders, retirees, alumni loped by the stakeholders 2. Fund - School Based Management Fund coming from different sources such as PTCA, LGU, DepEd MOGE, NGO's etc. 3. Implementation of Plan — full participation of stakeholders are encouraged, 4... Management of Fund 5. Monitor and Evaluate the Pian 4% Show The results based on Performance Incicater (Completion Rate, Participation Rate, Drop-out Rate, Achievement Rate etc..) 7. Reperting te the Stakeholders 2015 Principals’ Test (NQESH 2015) HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT Juné 21, 2015 will be the schedule stated in the DepEd Memorandum Ne. 185. of 2015 The following are eligible to take the test 1. One year os Head Teacher 2. 2 years as Master Teacher or Teacher In Charge 3. Flve Years as Tl Current Issues/Topies: 1. Senior High School 2. School Besed Management 3. DepEd Rationalizcticn Flan 4, RPMS 5. PBB [Perlormance-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 - "Magne Carta for Public School Teachers’ 4. EFA - Education tor All 5. RA = Basic Education Sector Reform Agenda 6. EMIS/BEIS - Basic Education Information System T.Rt012 5. 9. . Writing Correspondence - NCBTS4PPD 19, Code of Ethics for Professional TeachersPE SIRT ISPS ES GRITS IT EINES nnn 13. Child Protection Polley 14, Anti Bullying 18. RA 7610 (Child Abuse Law) 18, DepEd Misslon 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 reviews ~Anti Bullying - Deped mission and Vision TiaD GachtiD ars awewn Foner o maracas