UNIVERSIDAD DE STA.

ISABEL
NAGA CITY

SCHOOL TEACHER’S MANUAL

CATHERINE D. PANGANIBAN, MAED-MAAS
SCHOOL PERSONNEL AND ADMINISTRATION

*IDENTIFICATION OF POSITIONS
*PROCESS OF HIRING
*TRAININGS AND INTERVENTIONS
*PERFORMANCE BASED EVALUATION
*INCENTIVES AND GRANTS
*REINFORCEMENTS
 In the Department of Education K-12 Curriculum Context there are different
positions in the teaching organizations in school. Below are the different identified Teaching
Positions.

1. IDENTIFICATIONS OF POSITIONS
PRINCIPAL HEAD TEACHER MASTER TEACHER
TEACHER
I I I I
II II II II
III III III III
IV IV

Here is the list of the number of teachers being supervised by each school head.

POSITION NUMBER OF TEACHERS SUPERVISED

Head Teacher I, II, III 6 Teachers
Head Teacher IV, V, VI 21 Teachers
Principal I 10-25 Teachers
Principal II 26-29 Teachers
Principal III 100-174 Teachers
Principal IV 175 and above Teachers

2. PROCESS OF HIRING

School head reports vacancy to SDS

SDS refers to the Teachers Deployment Analysis Rainbow Spectrum

SDS requests for Authority to Fill from RD

Vacancy is filled up once Authority to fill is received.

 The issuance of these Guidelines aim to integrate and further institutionalize the primary
objectives of the K-12 Basic Education Program, which is to enhance the over-all Quality of
basic education in the country by hiring highly- competent teachers and to uphold the
Department ‘s mandate under the Magna Carta for Public School Teachers,(Republic Act 4670)
to promote and improve public school teacher’s employment and career opportunities as well as
to attract more people with proper qualifications related to the teaching professions.
1. All applicants shall register to the Departments Online System at application. deped.
gov.ph. where they must encode their Personal Data Sheet and select the Division where
they want to be ranked. Once submitted, an Applicant Number will be issued to the
submission of application requirements, this number must be indicated.

2. An applicant shall submit to the head of Elementary or Secondary school where a teacher
shortage or vacancy (regular/natural) exists, a written application, with the Applicant
Number indicated, supported by the following documents.

2.1 CSC Form 212 in 2 copies with the latest 2x2 ID picture.
2.2 Certified photocopy of PRC ID showing the teacher’s name, LET rating and other
information recorded in the PRC Office.
2.3 Certified photocopy of rating obtained in the Licensure Examination for Teachers
(LET)
2.4 Certified photocopy of transcript of records (TOR)
2.5 Copies of service records, performance rating, school clearance for those with
teaching experience.
2.6 Certificates of Specialized Training, if any
2.7 Certified copy of the voter’s ID and / or any proof of residency as deemed
acceptable by the School Screening Committee.
2.8 NBI Clearance.
2.9 Omnibus Certification of authenticity and veracity of all documents submitted,
signed by the applicant.

3.) The applicant assumes full responsibility and accountability on the validity and
authenticity of the documents submitted, as evidenced by the Omnibus certification of
authenticity.

3 .TRAININGS AND INTERVENTION

 Growth in Professions depends on how we handle and manage ourselves.
Development in our chosen career starts with a good planning, followed by
implementation and with follow up intervention. Are we stable enough to stop
improving and learning?

Teaching and learning is said to be a continuous process that measures our

stability. The Department of Education caters different Training / Seminars for the
Teachers to develop their holistic well-being. Because it is believed that “you can’t
give, what you don’t have” So teachers can’t share to their learners if they don’t have
the weapon for the said battle.

Training and Seminars and the implementations of different interventions would

be a great help for both the Teachers and Learners. Among the Trainings the teachers
attended were the Basic Education Curriculum or the K-12, Language and Literacy
Instructions, ICT, Personal Development, Contextualization of Learning Matrix and
others.

There are different learning materials that are not available in school. Teachers
must find ways to look for some strategy and interventions to implement in the
classroom to realize the teaching learning process and to achieve the desired
outcomes for the learning skills. These interventions were answered in the book
writing workshops.

4 .PERFORMANCE BASED EVALUATION

There is a Year -End Performance Based Evaluation for every school year to
evaluate the teacher’s performance in school in the different key Result Areas. The
purpose of the evaluation is to monitor the accomplishments of the Teaching Process
and the relationship to Co-workers, learners and community, to be given some
additional intervention. Feedback and comments will be a great help for them to be
more productive in their strength and areas that needs improvement.

I. Instructional Leadership
II. School Leadership, Management and
Operation
Basic Education Services III. Learning Environment
IV. Human Resource
V. Community Involvement
VI. Plus Factor
Key Result Areas KRAs OBJECTIVES
1. Instructional Leadership A. Learning Outcomes
B. Instructional Supervision
c. Literacy / Numeracy

2. School Leadership, Management A. SBM / SIP / AIP

and Operation ( School Based Management, School
Improvement plan, Annual
Improvement Plan)
B. Final Management

3. Learning Environment A. Child Protection Policy

B. Physical Facilities

4. Human Resource A. In Service Trainings (IN SET)

B. Awards and Incentives
C. Technical Assistance

5. Community Involvement A. Brigada Eskwela

B. Gulayan sa Paaralan
C. General Meeting / PTA Rabus

6. Plus Factor A. Enhanced Facilitating Skills,

Chairmanship, Speakership and others.

5. INCENTIVES AND GRANTS

Teachers are one of the most crucial professionals in nation building. It is a tough
responsibility in the teaching profession and is to be taken seriously and appreciated by
the government.

On the positive side our government is continuously making some proposals and
guidelines which is in progress upon seeing the value and dedication of teachers. To
compensate all the hard works and sacrifices. The government thru the Dep Ed provides
benefits and incentives and teacher can enjoy through their careers.
What are the Yearly Benefits Teachers should receive?

A. Clothing / Uniform allowance -Ph. 6,000

B. Mid- year Bonus – one month basic salary
C. Year- end Bonus
D. Cash gift – Ph. 5,000
E. Productivity Enhancement incentive (PEI) –Ph. 5000
F. Anniversary Bonus – Ph.3000
G. Performance – Based Bonus – ranges from 50-65% of the basic salary depending on
school performance.
H. Proportional Vacation pay (PVP) – 10 days during summer and Christmas break for
those who have rendered full services during the school year.
I. Cash / chalk allowance –Ph. 3,500

Other Benefits and Incentives for Dep Ed Teachers

A. One year increment for every 3 years of continuous satisfactory performance.

B. One or two step increment due to meritorious performance using the Result-Based
Performance Management System (RPMS).
C. Loyalty Cash Incentive depending on the number of years in service starting on the
10th year amounting to 10,000 and 5,000 after every 5 years.
D. Special Hardship Allowance to teachers assigned in hardship posts ( cannot be
rendered by regular means of transportation) mobile teachers and multi grade teachers
(15 – 25 % of basic salary.
E. Honoraria for teaching over load subject to funds availability.
F. Leave Privileges ( Maternity, Paternity, study leave)
G. Additional Incentive Allowance from LGU.
H. Vacation Service Credits (Maximum of 15 days per year).
I. For Mobile Teachers, Ph. 2,000 per month for transportation allowance.
J. For Mobile Teachers and District ALS (Ph. 5,000 per year for instructional
materials).
K. In Service Training Program Support Fund

Social Security Benefits for Dep Ed Teachers

A. GSIS Benefits ( retirement and life insurance premium )
B. PHIL Health Benefits ( Hospitalization)
C. Employees Compensation Program
 6. REINFORCEMENT

Reinforcement is a consequence for a certain action in behavior that is giving a

chance to improve in the future. Positive reinforcements are of great help for someone’s growth
and development.

 Direct Reinforcement – giving appreciation and acceptance for appropriate

behavior or action and leads to more invitations for further activities.

 Social Reinforcement – giving expression of approval and praises for appropriate

behavior by striving in different means like comments, written approval or actions
( smiling and nodding ).

 Tangible Reinforcement – giving presents or souvenirs that motivates to do better.

Material remembrance or souvenir serves as encouragement to improve more in
the next journey.