ADMINISTRATIVE

MANUAL
 TABLE OF CONTENTS
I. Job Description and Accountability of School Plantilla:
A) School President/Vice President
B) School Directress/Administrator
C) School Principal/Assistant Principal
D) Accounting Staff/School Registrar
E) Classroom Teacher
F) Guidance Counsellor/Librarian
G) School Physician
H) School Dentist
I) School Helper
J) School Security Officer
II. School Staff Appointment Proceedures
III. Communications Policy
IV. Employee Relations
A. The Employee and His/Her Supervisor
B. Suggestion and Incentive Award Program
V. Values Formation
VI. School Staff Termination Proceedures-Classification of Offenses
and Corresponding Penalties, Etc
VII. Conforme and Effectivity
VIII. History of San Carlos Preparatory School
RESPONSIBILITIES OF SCHOOL PRESIDENT/
VICE-PRESIDENT
 Head of the school
 Attends training sessions provided by the School
 Liaise regularly with the School Vice President who has the
lead role in executive and representation issues
 Communicates regularly with the school administrator to
obtain information of current issues and to raise
awareness on the importance of effective staff and student
representation
 Ensure that any problem or issue which cannot be resolved
promptly at the school level are brought to the school
board
 Liaise, as appropriate with the chairman of the board of
trustees
 Expected to attend the committee meetings
 School board allows school president to attend committee
meetings and be informed of issues at the school level
 Be informed of student’s current views or key issues which
will improve communications between the President and
staff
RESPONSIBILITIES OF SCHOOL
ADMINISTRATOR
 Provides administrative help as well as clerical support to
make school run smoothly and operate efficiently
 Observe/supervise all the teachers and task-staff in their
operations and in the evaluation of their performance
 Assist the principal in directing planning and control of
curricular and co-curricular objectives, or other child
related development programs
 Assist the principal in the actual implementation of the
school’s vision and mission
 Assist the principal in directing and implementing any
directives issued by the Department of Education
 Assist principal in the evaluation and approval of
recommended projects/programs by the PTA
 Reviews and submits with the principal for approval of the
school board, recommendations and requisitions needed
by the teachers and staff
 Prepares and submits together with the principal, to the
school board year-end status reports
 Represents the school president/vice president in official
functions whenever she is out
  Encourages coordination and cooperation among teachers
and among parents
 Addresses emergencies, questions or other concerns
 Encourages more enrollees
 Acts as a building administrator

SCHOOL PRINCIPAL/ASSISTANT PRINCIPAL

 Management and supervisory inspection duties on
teachers. Most importantly, the principal is expected to
function as instructional leader of the school. He/She
should promote a productive working and learning
environment
 Serves as mediator between parent and teacher. It is
his/her job that all parties find workable solutions to an
issue
 Represents the school to parents and the community in
securing their financial support and attendance for school
functions and activities
 Interviews prospective faculty members as well as to
supervise and evaluate staff performance
 Handles severe disciplinary problems with students,
determines if expulsion should be recommended to the
school board
  Organizes and manages the school budget

ACCOUNTING STAFF - SCHOOL REGISTRAR

 Performs a variety of general office, clerical duties and
responsibilities for work in the registration and transfer of
students and the preparation or maintenance of school
records
 Maintains and respects confidentiality of student and
school personnel information
 Provides information, prepares correspondence and
related matters, maintains files and records to assist
teachers, parents and students
 Receives and greets person or group calling on the
guidance department, answers telephones, provides cash
preparations, takes and dispatches messages as needed
 Prepares cumulative record labels, grade credit, and rank
in class and year end reports
 Registers new students, maintains diplomas for regular
school term and summer school
 Prepares and sends transcripts to school for transfer
students
 Obtain records for new transfer students
 Files in record updates on demographic data in the
computer database. Request records as needed
 Operates standard office equipment to include word
processing and data processing equipment and copies
 Handles variety of routine technical and administrative
assignments
 Prepares salary vouchers for teachers/school personnel
every 15th of the month and at end of the month
 Prepares disbursement vouchers for needed school
expenses, for project payments, of school uniforms, book
supplies, etc
A. EDUCATION AND TRAINING
 At least a bachelor’s degree in accounting or CPA
 With at least 3 years of training in the maintenance of
students’ academic records and related school work
 Professional growth as evidenced by his/her engagement
in further studies and attendance in seminars, workshops
or professional conferences
B. SPECIAL REQUIREMENTS
 Computer Literate
 Good Moral Character
 Highly committed personnel
CLASSROOM TEACHERS RESPONSIBILITIES
A. Coordination support
 Follows professional practices consistent with the school
policies in working with students, parents and colleagues
 Demonstrate communication and interpersonal skills as
they relate in interaction with, students and parents,
teachers and administrators or other personnel
 Is available to students and parents for conferences
according to system policies
 Facilitates school communication by such means as
holding conferences according to system policies
 Maintains confidentiality of students and their records
 Works diligently and cooperatively with school
administrators, special support personnel colleagues and
parents
B. Complies with rules, regulations and policies governing
agencies and supervising personnel
 Complies with state administrative regulations and DepEd
policies
 Adheres to school and local school system procedures and
rules
 Conducts assigned classes at the time scheduled
 Enforces regulations concerning student conduct and
discipline
 Demonstrate timeliness and attendance for assigned
duties and responsibilities
 Maintains accurate, complete and appropriate records
and files promptly
 Attends and participates in faculty meetings and other
assigned meetings and activities
 Complies with conditions stipulated in the contract of
agreement
C. Demonstrate professional practices in teaching
 Models the correct use of language either oral or written
 Demonstrate accurate and up to date knowledge of
content
 Implements designated school curriculum
 Maintains lesson plans as required by school policy and
syllabi of subject taught
 Gives reasonable task and homework to students
 Participates in professional development opportunities
and applies the concepts to classroom and school
 applications
 D. Sets example in ethics and in a professional manner
assumes responsibility for the other school programs, of its
safety or good order
 Protects school records, equipment materials and facilities
 Assumes responsibility for supervising students in out-of-
class settings
 Shows appropriate personnel contact in performing school
duties

GUIDANCE COUNSELOR/LIBRARY IN-CHARGE

 The guidance counsellor assists the students by personally
talking with the students giving them advice, listens to
their problems and having students develop coping skills
to make them learn to be good problem solvers or
decision makers
 Plays important role in the social, emotional and academic
development of students

A. FUNCTIONS AND DUTIES

 Individual counselling-provides individual sessions for
students to keep with educational and personal concerns
 Group counselling-students keep each other by working in
a small group with leadership from the counsellor
 Student Appraisal-counsellors help students, parents and
teachers by collecting information about student abilities,
behaviour and achievements, so decisions can be made
about educational placements and institutions
 Consultations-consults with teachers and parents in order
to plan appropriate services for students

B. EDUCATION AND TRAINING

 At least a bachelor’s degree in psychology
 With at least 3 years of training in related school work
 Professional growth as evidenced by his/her engagement
in further studies and attendance in seminars, workshops
or professional conferences

C. SPECIAL REQUIREMENTS
 Computer Literate
 Good Moral Character
 Highly committed personnel with intellectual competence-
has adequate knowledge and flexibility in many areas
 Energetic-dynamic hence students develop confidence and
willingness to work
 Good Will. His/her motives and intentions are positive and
constructive instead of negative and destructive
  Self-Awareness. His/her feelings and thoughts influence
the way he/she handles certain things in the counselling
relationship

LIBRARIAN
 Person in charge of the library, trained and having earned
credentials in library science
 Maintains and keeps inventory of all library books
 Provides information through catalogs on books,
magazines, newspapers
 Ensures that students and staff are effective users of ideas
and information
 Provides instruction to foster competence and stimulate
interest in reading, viewing or using information and ideas
 Designs learning strategies meeting the needs of individual
students. Utilizes an appropriate second place of learning
 Assist teachers in selection and utilization of appropriate
resources, technologies and general literature
 Recommends strategies for the investigation of all
resources into instruction
 Develops and provides instructional opportunities with
information technologies for staff and students
  Sets short and long term goals for the media
program/centre
 Uses and maintains statistical reports
 Assists in identifying resources that support the curriculum
 Coordinates installation and maintenance of hardware and
software

SCHOOL PHYSICIAN
 Advices the school administration in school health issues,
policies and practices and may also perform any other
health related function assigned by the board
 Examines and diagnoses students referred by teachers and
other school employees to protect against the outbreak of
contagious diseases in the school
 Examines students for participation in physical education
and athletic activities
 Examines school employees and property if the physician
believes it is necessary to protect the health of students

SCHOOL DENTIST
 Educates students on oral healthcare
  Examines teeth and diagnoses students dental conditions
 Assesses treatment options and agrees on treatment plans
with patients
 Carries out agreed clinical treatment such as gum disease,
restoring teeth affected by decay, etc
 Maintaining patient’s dental records

SCHOOL HELPER
 Keep school premises clean by sweeping, mopping,
scrubbing and waxing floors
 Dispose trash and wash windows, interior walls and
ceilings
 Cleans and disinfect washrooms and fixtures
 Clean air vents, chimneys, connecting pipes or sprays
insecticides and does fumigation
 Sets up, arranges and removes decorations, tables and
chairs to prepare for school events such as meetings,
conferences, etc
 Installs curtains in times of need
 Maintains the cleanliness of the comfort rooms
  Ensures classroom locks with fire exits are working and
are accessible.
SECURITY OFFICER
 Provides security for school staff, students, building and
property, patrol the school building perimeters including
parting lots
 Oversees and participates in security inspections of school
facilities
 Develops and periodically monitors a reputable system
designed to detect security issues in school facilities
 Makes recommendations, covers security issues once
identified
 Participates in providing security for all occupants of
school buildings and grounds
 Prevents unauthorized visitors from entering school
buildings and loitering on school campus
 Informs guidance counsellor, parents, teachers, and school
administrators of students’ behavioral problems
 Monitors illegal substance abuse. Prepares reports and
assists in special assignments as directed
  Ensures gates are locked at the end of the day.

SCHOOL STAFF APPOINTMENT PROCEDURES

  1ST – File letter of application addressed to the principal
with resume, transcript of records and in-service trainings
 2nd – After applicant’s credentials are evaluated and
qualified on the school standards, examination or an
entrance test is given
 3rd – If applicant passed the exam or has an average score
of 85% he/she is required to conduct demo-teaching
 4th – After satisfactorily passing the demo-teaching,
applicant is required to report for panel interview
represented by the school vice-president, principal or
assistant principal
 5th – He/She abides with the requirements by signing of
the contract agreement as follows:
o The contract of agreement is good for 3 or more years
o Salary is in conformity with DOLE policies
o In the contract all expectation and guidelines are
embodied

COMMUNICATION POLICY
The School maintains and encourages honest and open
communication with all its personnel, regarding all aspects of
the work environment.
 This communication process can only be successful if the
employee makes suggestions and sustains a healthy dialogue
that shall promote his/her maximum growth and productivity.
Aside from convocations, conferences, public address system
announcements, school bulletins and newsgrams, the President
maintains constant and open dialogue with all employees.
Regular working hours are required for performance
duties or to further communications and are to be spent as
productively as possible-like brainstorming on ways to improve.
These working hours are from Mondays to Fridays 7:30-
11:30AM and 1:00-5:00PM, except on legal holidays and
weekends with lunch break from 11:30AM-1:00PM. A 15-
minute coffee and conversation break is allowed in the morning
and in the afternoon, to allow employees to take their
snacks/merienda while talking with their peers. Overtime in the
school premises is an indication of disorder, lack of discipline or
the need to be more productive. Our policy however is that it
be avoided, and its root cause shall be removed over a
reasonable period of time.
Loafing during regular school hours and overtime, reading
newspapers and magazines, doing cross-word puzzles and other
similar activities are discouraged.
Training seminars, courses, workshops are encouraged as
it will promote the employee’s career, communication
advancements and family welfare.

EMPLOYEE RELATIONS
 Professional standards and human virtues/qualities are
main criterion for advancement within the school.
All development should translate into the advancement of
people in society. Society is made up of a subsidiary of
groupings, the foundation of which is the family. All trainings
therefore, is so that development makes possible efforts
directed towards the benefit of family. Endeavouring should
development take on a truly human, concrete dimension, it
must be brought home to respond meaningfully to the
everyday concerns of ordinary people.
Basic needs of families are to be met so as to strengthen
the backbone of our society. The requirements for subsistence
and respect should be adequately met. Proper health care and
education for all shall be made readily available and affordable
as an end to work. Time and opportunity for rest and
recreation, meditation and rejuvenation of the spirit, should be
provided. A comfortable house with the most necessary
modern furniture where a vibrant and pleasant home life can
be fostered shall be owned. Proper arrangements for savings
and security to take care of contingencies and old age have to
be set up and made available. Only when these basic needs are
met can families be liberated from their most immediate
concerns; only then can a material base be laid upon which to
build strong family ties that help make a unified and happy
society.
If family welfare, measured in the most concrete terms are
to be the ultimate yardstick of development, then concerns for
productivity fostered at the family level has to be the true
engine for economic growth. Discipline and hard work are
values that are best fostered within a family setting. Concern
for the little things that in the end make a lot of difference is
the base for innovation, for entrepreneurial spirits, and for
commitment to bring about effective results: and these are the
imperatives for the advancement of civilization. It is also in the
family where the virtues on adaptability to change, on
teamwork, on harmonious cooperation with others are learned
as a natural environment.
Less concrete, therefore are demands of productivity
which is the other side of welfare in civilization. All work from
whence the family earns the income to provide for its welfare
should lead to a product or service whose ability to sell above
competition is rooted in its responsiveness to the needs and
welfare of the family: whether in affordability, durability or
utility.
Welfare and productivity shall go together in the process
of development growth. Justice demands that the level of one
should be commensurate with that of the other. The challenge
of advancement is that the level of both increases quickly and
consistently for many generations.
The School is committed to maintain an employee
relations climate which promotes maximum personal
development and achievement. SCPS treats its personnel fairly
and provides excellent working conditions and facilities as well
as DOLE required salaries and benefits. SCPS likewise believes in
open and direct resolution of employee problems in an
atmosphere of mutual trust. It recognizes and allows personnel
participation in different organizations such as the APSCU.
To be recognized as an employee, a dress code of the
School or uniform shall be strictly observed. The ID is part of
the attire for all employees and officials. All employees are
required to be neat and tidy at all times.
Smoking and games involving games of chance or gambling
in any form, or vices penalized in this administrative manual are
not tolerated.
Attending to personal matters during school hours is to be
avoided. Should an occasion arise when it becomes an
emergency for the employee to leave the building premises,
he/she must obtain permission from his/her supervisor. If
permitted for good reasons, exact time of departure and return
shall be properly recorded. Except on emergency cases, an
employee is not encouraged to receive and entertain private
visitors during school hours.
Contractual employment shall be issued if the terms and
conditions of tenure are governed by an employment contract
signed by particular person and San Carlos Preparatory School.
Temporary appointment shall be issued if the position to
which one is being appointed is characterized by a non-critical
nature, which shall not exceed twelve months.
 Permanent appointment shall be issued if one meets all
the requirements for the position to which one is being
appointed.

A. The Employee and his/her Supervisor – Of the many

working relationships the employee will have throughout
his career at SCPS, his/her relationship with supervisor is
probably the most important. The relationship is one of
partnership wherein both contribute to the success of
each others’ jobs.

The supervisor is accountable for the job performance of

the employee. It is the duty of the supervisor to orient the
employee on the requirements of the job. An open and cordial
dialogue between the supervisor and the employee to discuss
matters regarding the job is encouraged.
B. Suggestion and Incentive Award Program – If an
employee has bright ideas or suggestions for the
improvement of school operations or to save time, cut
waste, provide better service, or improve customer and
public relations, he/she should submit his/her
recommendations to his/her supervisor. Suggestions that
are adopted for implementation shall entitle the employee
who submitted the same to a special recognition by the
President and an award to be decided by Management.
VALUES FORMATION
The School is to gather its employees in the front grounds
every Monday, to sing the National Anthem and say prayers,
etc. After which an updates-meeting or commentary on the
theme for the week based on twelve (12) Boy Scout/Girl Scout
Values Program is to be shared by an assigned employee or
officer.
Bundy Clocks are located in conspicuous areas to allow
employees with required time cards to punch in and out at
designated hours in the morning, lunch time and afternoon.
The School has a “no time card, no pay” policy. Also punching in
of another’s time card is not allowed. An employee shall be
considered habitually tardy if he/she incurs tardiness,
regardless of the number of minutes, 10 times a month for at
least 2 months during the year.
Loyalty awards are given every five (5) years upon the
completion of a ten (10)-year service to the School. Length of
service is to be considered creditable for purposes of this award
and must be reckoned from the date of original appointment in
the School on any employment status, provided that the
service is directly paid by the School. The Loyalty Award of
those employees with a pending administrative case at the
time of the nomination thereon shall be held in abeyance until
the final resolution of the case, provided that if they are found
guilty of a grave or less grave offense, their loyalty award for
that particular bracket shall be forfeited.
 Awarding of loyalty awards to qualified recipients shall be
done during the foundation day celebrations of the School.

SCHOOL STAFF TERMINATION PROCEDURES -

CLASSIFICATION OF OFFENSES AND PENALTIES
(1) Letter of Resignation.
(2) Administrative Offenses which are classified into grave, less
grave and light and their corresponding penalties.

A. Grave Offenses: 1st Offense 2nd Offense 3rd Offense

1.Dishonesty Dismissal
Acts constituting
dishonesty:
a. Embezzlement or
misappropriation of
School funds or
property;
b. Stealing of School
funds or property;
c. Fraudulent
monetary claims;
d. Submission of
fictitious or falsified
receipts to support
monetary claims;
e. Payroll padding;
f. False reporting for
pecuniary benefits;
g. Other analogous
acts

2. Gross Neglect of Dismissal

Duty

3. Grave Misconduct Dismissal

4. Being notoriously Dismissal

undesirable

5. Conviction of a Dismissal
crime involving moral
turpitude

6. Falsification of Dismissal
official document

7. Physical or mental Dismissal

incapacity or dis-
ability due to vicious
habits

8. Engaging directly or Dismissal

indirectly in partisan
politics by one
holding a - non-
political office
9. Receiving for Dismissal
personal use of a fee,
gift or any other
valuable thing in the
course of official
duties or in
connection therewith
when such fee, gift or
other valuable thing is
given by any person
in the hope or
expectation of
receiving a favor or
better treatment
than that accorded
other persons, or
committing acts
punishable under the
anti-graft laws

10. Contracting loans Dismissal

of money or other
property from
persons with whom
the office of the
employee has
business relations

11. Soliciting or Dismissal

accepting directly or
indirectly any gift,
gratuity, favor, enter-
tainment, loan or
anything of monetary
value which in the
course of his/her
official duties or in
connection with any
operation being
regulated by, or any
transaction which
may be affected by
the functions of his
office. The propriety
or impropriety of the
foregoing shall be
determined by its
value, kinship, or
relationship between
giver and receiver and
one’s motivation

12. Punching in Dismissal

another’s time card

13. Disgraceful and Suspension Dismissal

immoral conduct 1 day to 1 year 6mos.

14. Inefficiency and Suspension Dismissal

incompetence in the 1 day to 1 year 6mos.
performance of
official duties

15. Frequent Suspension Dismissal

unauthorized 1 day to 1 year 6mos.
absences or tardiness
in reporting for duty,
loafing, or frequent
unauthorized
absences from duty
during regular office
hours

16. Refusal to Suspension Dismissal

perform official duty 1 day to 1 year 6mos.

17. Gross Suspension Dismissal

insubordination 1 day to 1 year 6mos.

18. Conduct grossly Suspension Dismissal

prejudicial to the best 1 day to 1 year 6mos.
interest of the school

19. Directly or Suspension Dismissal

indirectly having 1 day to 1 year 6mos.
financial and material
interest in any
transaction requiring
the approval of his
office. Financial and
material interest is
defined as pecuniary
or proprietary
interest by which a
person will gain or
lose something

20. Engaging in the Suspension Dismissal

private practice of his 1 day to 1 year 6mos.
profession unless
authorized by the
Constitution, law or
regulation, provided
that such practice will
not conflict with
his/her official
functions

21. Disclosing or Suspension Dismissal

misusing confidential 1 day to 1 year6mos.
or classified
information officially
known to him by
reason of his office
and not made
available to the
public, to further his
private interests or
give undue advantage
to the competition of
the school

B. Less Grave Offenses:

01. Simple neglect of Suspension Dismissal
duty 1 day-6mos. 1mo.

02. Simple Suspension Dismissal

misconduct 1 day-6mos. 1mo.
03. Gross discourtesy Suspension Dismissal
in the course of 1 day-6mos. 1mo.
official duties
04. Gross violation of Suspension Dismissal
existing local,state or 1 day-6mos. 1mo.
national ordinances
05. Insubordination Suspension Dismissal
1 day-6mos. 1mo.

06. Habitual Suspension Dismissal

drunkenness 1 day-6mos. 1mo.
07. Recommending Suspension Dismissal
any person to any 1 day-6mos. 1mo.
which has regular or
pending official
transaction with his
office, position in a
private enterprise
unless such
recommendation or
referral is mandated
by (1) law, or (2)
international
agreements,
commitment and
obligation, or as part
of the function of his
office
08. Unfair Suspension Dismissal
discrimination 1 day-6mos. 1mo.
in rendering public
service due to party
affiliation or
preference

C. Light Offenses:
01. Discourtesy in the Reprimand Suspension 1-30 days Dismissal
course of official
duties
02. Improper or Reprimand Suspension 1-30 days Dismissal
unauthorized solici-
tation of
contributions from
subordinate
employees

03. Violation of Reprimand Suspension 1-30 days Dismissal

reasonable office
rules and regulations

04. Gambling Reprimand Suspension 1-30 days Dismissal

prohibited by law

05. Refusal to render Reprimand Suspension 1-30 days Dismissal

overtime service

06. Borrowing money Reprimand Suspension 1-30 days Dismissal

by superior officers
from subordinates

07. Wilful failure to Reprimand Suspension 1-30 days Dismissal

pay just debts or,
wilful failure to pay
taxes

08. Lobbying for Reprimand Suspension 1-30 days Dismissal

personal interest or
gain in legislative halls
and offices without
authority

09. Promoting the Reprimand Suspension 1-30 days Dismissal

sale of tickets in
behalf of private
enterprises that are
not intended for
charitable or public
welfare purposes and
even inthe latter
cases if there is no
prior authority

10. Failure to process Reprimand Suspension 1-30 days Dismissal

documents and
complete action on
documents and
papers within a
reasonable time from
preparation thereof

11. Failure to attend Reprimand Suspension 1-30 days Dismissal

to anyone who wants
to avail himself of the
services of the school,
or act promptly and
expeditiously on
related transactions -

A. MITIGATING AND AGGRAVATING CIRCUMSTANCES

The following are mitigating circumstances:
1. Physical illness
2. Good faith
3. First offense
4. Admission of guilt
5. Waiver of right to formal investigation
6. Under pressure from superior
7. Restitution
8. Length of service (at least five years)

The following are aggravating circumstances:

1. Taking advantage of school position
2. Taking undue advantage of subordinate
 3. Undue disclosure of confidential information
4. Use of school property in the commission of the offense
5. Habituality
6. Offense committed during office hours or within the premises of the working office
or building
7. Employment of fraudulent means to commit or conceal the offense

B. FINDINGS OF GUILT ON TWO OR MORE CHARGES OR

COUNTS
If the respondent is found guilty of two or more charges or counts, the penalty to be
imposed should be that corresponding to the most serious charge or count and the rest shall be
considered as aggravating circumstances.

C. IMPOSITION OF ALTERNATIVE PENALTIES

Penalty that may be imposed in lieu of Prescribed Penalties – the penalty of fine may be
imposed instead of suspension from one (1) day to one (1) month.
The penalty of transfer, or demotion, and fine may be imposed instead of suspension from one
(1) month and one (1) day to one (1) year except in case of fine which shall not exceed six 6)
months.

EFFECTIVITY
This Administrative Manual shall take effect immediately
upon signing your conforme in the receipt of this handbook.

SAN CARLOS PREPARATORY HIGH SCHOOL

 The School was organized 2002 and its High School
started operations in 2008-2009 after securing a permit
to operate from DepEd. The project was conceived after
coming up with a survey made by the Coliling Farmers
Savings and Credit Cooperative, its conduit institution. In
that economic survey it revealed that most children of
CFSCCI are deprived of the blessings of education due to
the reason that most of the members belong to the low
income group hence, content themselves with finishing
only the elementary grades. Children stop studies to help
their parents in weaving sawali or tiklis, aside from
farming. Their chance of finishing secondary education is
slim but due to the opening of the national high school in
the barangay nowadays, said problem has been
addressed. At any rate due to the overcrowded status of
classes in public secondary schools, a felt need of SCPS
was to venture on to Secondary Education which is
equally vital. SCPHS was finally granted government
recognition after complying all DepEd requirements on
Feb. 28, 2012.

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