BALINGASA HIGH SCHOOL

Senior High School

A Research Presented To

The Faculty of the Balingasa High School

SENIOR HIGH SCHOOL

TEACHER’S SALARY AND TEACHING LOAD: A NARATIVE INQUIRY ON

BALINGASA HIGH SCHOOL TEACHERS

Althea alt

Prince Ed’z Barnachea

Ivan Delos Reyes

Loucil Rivera Mondido

Nexon Nuevo

Lance Rosario

Whymin Rosario

Fatima Sarmiento

Mark Laurence Sefuentes

John Oliver Sto.tomas

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Chapter 1

THE PROBLEM AND ITS BACKGROUND

Introduction

At school, teachers serve as our second parents. They are there to transfer

knowledge to students and to create an environment that will and may facilitate

effectively learning. Being devoted is one of the most crucial aspects of teaching.

In addition to listening to their students, teachers also coach and guide them. They

are committed to assisting their pupils in achieving their academic goals and are

able to help shape those ambitions. A teacher is a professional who imparts

knowledge to a class of pupils on a particular subject or subjects in an effort to

improve their knowledge skills, thinking, or general character. An educator or an

instructor are other names for a teacher. Because they mold future generations,

teachers deserve our gratitude.

Teachers have a very important lifelong impact on every student. This

effect includes not only the teaching of specific academic skills, but above all the

promotion of self-esteem in students. Improving self-esteem in the classroom is

associated with increased motivation and learning ability. One of the most

powerful ways teachers connect with their students is by making them feel valued

and respected. When students feel that their teachers care about them, want them

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to do their best, and are confident in their abilities, it can move mountains. Good

teacher-student relationships lead to increased collaboration and engagement in

the classroom. It also contributes to a welcoming and inclusive school environment

that promotes equity, social and emotional learning, and enhances student

achievement.

The importance of education means teacher productivity, and the effect of pay on

teacher performance. Salary has been a major point of discussion in different

fields, especially for teachers. Since the Teaching loads are the assigned contract

numbers to a teacher in the given semester or school year. Part of teaching loads

is the number of hours that the teacher will teach and the activities or work that the

teacher performs (Deped,2012).

According to Department of Education (2014), Philippine public school teachers’

are overworked (based on high pupil: teacher ratio, teaching hours per day, and

teaching hours per year). With long working hours and larger class sizes, teachers

are unlikely to have the time, energy, and opportunity for professional

development and lesson plans especially when the curriculum is changing so

often. As per the teachers’ concern about their salary, Department of Education

shall increase the teachers’ salary.

Based on the press from Quezon City 5th District Rep. Patrick Michael Vargas

government should upgrade the salary grade level of public school teachers in

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commemoration of World Teachers’ Day. The proposed measure, House Bill (HB)

No. 4070, aims to adjust the minimum salary grade level of public school teachers

from Salary Grade (SG) 11 currently at PHP25,439 to SG 19 or PHP49,835. The

salary grade levels of those occupying higher positions shall then be adjusted

accordingly (2022). As we observed in Grade 11 Balingasa High School teachers,

teachers who worked hard and have a commitment to their work should have a

salary that is equivalent to their hard work to give them a reason to be productive

in their work as a teacher of the students.

Background of the Study

Teacher Performance is an assessment of teacher performance evaluation.

As an assessment component, the teacher performance dimension is based on

direct observation of teacher practice (including teaching materials and other

educational products) and walkthroughs conducted by certified raters. They are

designed to guide the development of educational skills, recognize and reinforce

educational excellence, help teachers focus on student outcomes, and plan service

educational activities.

Performance management helps improve employee engagement and

productivity. Engaged employees work longer, participate more actively in the

workplace, and achieve better results. Improving employee engagement is key to

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increasing productivity and maximizing ROI. They are prepared, set clear and fair

expectations, have a positive attitude, are patient with their students, and evaluate

their teaching on a regular basis. Recognizing that different students learn

differently, they are able to adapt teaching strategies to both students and materials.

Teaching load is the amount of teaching assigned to a faculty member in a

given semester of the academic year. Teaching load includes what teachers do

such as teaching, creating lesson plans, produce educational material to name a

few. According to Department of education memorandum no.31(2012) School

heads shall assign teaching loads to public school teachers to fully utilize the six (6)

hour actual classroom teaching, i.e., six teaching loads at one hour per teaching

load, with due regard for possible teaching intervals.

A teacher with six (6) hours of actual classroom teaching and/or equivalent

teaching related activities and duties shall render the remaining two (2) hours of

work within or outside the school premises to comply with the eight-hour workday by

engaging in the following teaching- related activities and duties, preparation of

lesson plans, action/work plans, instructional materials, evaluation/assessment

tools/rubrics, preparation and checking of exercises; recording of academic

performance results and classroom accomplishments, conduct of research,

attendance to seminars, workshops and similar programs, counseling, mentoring,

coaching of students including home visits, consultations and conferences with

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parents, performance of coordination activities and duly recognized community

social services, participation in the maintenance and improvement of school

facilities and equipment, and other activities.

Salary of the teachers have a effects of the teaching performances that they

perform in the school. Teachers has been rallying for a higher wages to their salary

as they do the things that they need to comply in time and the hard work they do

that cause them to overwork and underpaid. Salary was been one of the reason

why other teachers to work abroad just because teachers has been undervalued

and the salary there is much been higher than here at the Philippines.

As certain by the Alliance of concerned teachers (ACT) party list (2022), At

least three boxes of documents containing over 57,000 signed petitions from

teachers calling for higher wages have been sent to the House of Representatives

committee on appropriations, it says here that it is only just for the government to

increase the salary grade (SG) of teachers who are overworked and underpaid

amid the resumption of face-to-face classes for the current school year. With the

low salaries received by the public school teachers in our country, this implies the

lack of value given to this occupation and also the quality of the teachers being

recruited for a teaching job.

Public school teachers are seen as just government employees, overlooking

their important roles as second parents and formatters of future of future citizens of

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a nation. Aside from the undervalued role of the teachers, given the low salaries

they receive, more and more of them opted on working abroad instead. In fact, they

go abroad to work as domestic workers or other occupations that do not suit their

educational attainment. This is due to the fact that the salary offer is way more

competitive than what they receive here, not to mention the benefits that await them

abroad.

A survey concerning the global status of teachers and the teaching profession

had been drawn from the union leaders across all levels of education which resulted

to more than 42% of the respondents stating that teacher's condition had been

demeaned for the past three years. Salaries during the COVID 19 pandemic had

also undergone a significant decrease as indicated by the notable 84%. All the

while, teachers raised their voices regarding the extensive workload; having 55%

claiming that workloads were "unmanageable". Administrative requirements were

also viewed as a contribution to the pressure of intensifying paperwork’s as stated

by over 66% of the respondents (Thompson, in Henebery, 2021). An indication can

then be drawn that despite the implemented standard teaching load, teachers tend

to overwork beyond the requirement of their job with little to no increase in salary

grade.

As this research aim to know what are the perceptions of the teachers about

their salary and the teaching load that they have, do teachers gets the salary that

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equivalent to their hard work, the performances of every teachers, their experiences

during the years that they served being a teacher, and their opinions about their

salary and teaching loads and the reason why we conduct this study because we

are concerned in our teachers effort, this study will further infer whether teachers'

hard work are being compensated in terms of their salary and other professional

benefits.

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Statement of the Problem

This study aims to determine Perception of Balingasa High school teachers on

salary and it's relation with the teaching load. It sought to answer the following

questions:

1. How may the participants be described in the terms of

1.1 Years in service

1.2 Position

1.3 Salary grade

1.4 Teaching load

2. How the salary grade affects the teaching performance?

3. What are the factors that affect the increase of teachers’ salary?

4. How teaching load affect the salary of the teachers?

Scope and Delimitations

The research was conducted in Balingasa High school. This study limits its

coverage on teachers’ of Balingasa High School having 20 faculty members.

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The main purpose of this study is to identify the perception of teacher’s in

Balingasa High School about their Salary and its relation with teaching load. The

respondents are the in Senior High School that are teaching in 11 HUMSS B in

addition, the objective of this study is to know what will be the perception of the

teacher to their salary and teaching load.

Significance of the Study

This study is conducted to benefit the following:

Students. This study may serve as to know how teachers get paid and it

affects the class by their teaching methods

Educators. This study will help them to recognize how their hard work have

been pay. And their salary is equal to their teaching load to be able to give their best

at their performances at their profession.

School Administrators. This study will help them to be aware of what their

co-teachers going through by getting underrated on their professions.

Future Researchers. This research will be a useful reference for other

researchers who would plan to make a study in line with the topic about teachers

salary and it’s relation with the teaching load.

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Definition of Terms

The following terms will be used operationally in conducting the study.

Salary grade- A fixed regular payment, typically paid on a monthly or by

weekly.

Teaching loads- For faculty a full teaching load is two three semester hour

courses per year or equivalent

Number- An arithmetical value express by a word, symbol or figure, .

Performances-We define teacher performance as a set of attitudes and

behavior that result in learning for children. The more that children learn, the

better we judge the performance of the teacher to be.

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Chapter 2

REVIEW OF RELATED LITERATURE

The importance of education means teacher productivity, and the effect of pay on

teacher performance, is a central concern for governments worldwide. The reason

for this is the difficulty in identifying the true impact of teacher pay on performance

due to the indigeneity of teacher wages.

A teacher with six (6) hours of actual classroom teaching and/or equivalent

teaching-related activities and duties shall render the remaining two (2) hours of

work within or outside the school premises to comply with the eight-hour workday

by engaging in the following teaching-related activities and duties:

Teachers throughout the world are preoccupied and overloaded with the duties

and responsibilities. They are burdened because of too many tasks borne on their

shoulder. Aside from their teaching load, they still have more additional work to

perform.

Teaching work is a rewarding yet demanding career. With extended hours and a

heavy workload, it is easy to fall prey to teacher burnout. Without proper

assistance, teachers are in danger of being overworked and not taking care of

their own mental and physical health needs.

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Teacher should not be expected to undertake additional responsibilities without

appropriate Additional pay. Merit pay plan is a salary plan that attempts to make

teaching more Attractive, as well as more financially rewarding by linking teachers

performance and teacher Salary (Crane, 2000).

Reducing teacher works load need to be systematic and evidence way.

A more specific breakdown of the exact workload of a regular teacher, the sources

of work, and the amount of time left for student contact and actual teaching will

alloe DepEd to pinpoint the sources the pressures.

*Public school teachers are among the lowest paid professionals in the Philippines

and lowest paid teachers throughout Asia.

*Public school teachers are seen as just government employees, overlooking their

important roles as second parents and formatters of future of future citizens of a

nation.

*Teachers’ intensified workloads pose two possible corollaries: 1.) new duty will

replace the old task compromising the latter and 2.) new task gets added on the

list of teacher’s works that need to be accomplished.

*Dunham (1994) thus provides a broader yet more precise definition of teacher

stress as a “process of behavioral, emotional, mental and physical reactions

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caused by prolonged, increased or new pressure within the teaching environment

which are significantly greater than their coping resource” According to Dunham’s

view, teachers’ appraisal of job demands and their coping strategies, their

anticipation of future demands and readiness to deal with them, their preparation

and possession of skills to handle work pressure are factors which contribute to

stress in teachers.

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CONCEPTUAL FRAMEWORK

INPUT
 Teachers performance at school

PROCESS
 Increasing the salary of the teachers and
Decrease their work loads
 Increasing the salary of the teachers with
Same work loads
 Increasing the salary of the teachers and
Increasing their work load
 Not increasing the salary of the teachers and
Not increasing their work loads
 Not increasing the salary of the teachers and
Increasing their work loads

OUTPUT
Teacher’s can be motivated to do their works, the teacher’s approach to
their students will be light and not stress, and their performance of their
teaching will be improve. The performance of the teachers will be improve,
but the way they approach the student will be stay the same. They can be
more productive if their salary is increased at the same time they can be
more exhausted because of their increased teaching load. It will be the
same with the performances they do. Teachers will be exhausted with
the profession they do

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Chapter 3

METHODOLOGY OF RESEARCH

This chapter describes the research methodology where it presents all of the

tools and techniques used by the researchers in gathering the needed data of the

study. It includes the research design, participants of the study, sampling techniques,

instrument used, construction and validation of the instrument and the administration

and retrieval of instruments.

Research Design

The researchers chose qualitative research which made use of narrative

inquiry for getting data's and information of those 20 teachers’ of Balingasa high

school, to know their experiences, their opinions and more freely by their life stories.

The qualitative approach is appropriate for this study because the data used

and collected focuses on the participants’ subjective experience on the process of

disclosure and the way they interpret them.

The researchers gathered information from the selected teachers of Balingasa

high school.

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Participants of the Study

The researchers chose selected teachers of senior high school of balingasa

high school as their target group for an assessment interview. Within the said group,

they chose 20 participants for an in-depth interview.

The main purpose of this research was to determine the perception of the

teachers to their salary with their teaching loads to know their experience their

opinions about it.

The researchers believe that the experiences or the stories of the chosen

participants were already sufficient to provide the needed information of the study.

Sampling Techniques

The method used by the researchers is qualitative.

The teachers who agreed to be part of the study and who were sufficient to

provide the needed information were right away selected as participants. The 20

teachers are chosen as participants because they are the once who are in the field

with how many years.

Instrument Used

The researchers used the instrument below to gather the information needed

in the study.

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Interview – This is the main source of data. The researchers conducted a

face-to-face in-depth interview with the selected participants since interviews are

particularly useful for getting the story and data behind the participants’ experiences.

Construction and Validation of Instruments

The researchers constructed guide questions for the in-depth interview with

the participants. Prior to the construction of the questions, the researchers read

several articles related to the study which helped them to formulate the questions to

ask during the interview that they had undertaken.

The researchers also asked their research adviser for his comments and

suggestions for the improvement of the questionnaire and guide questions.

Administration and Retrieval of Data

The researchers asked permission from their participants to conduct a face-to-

face, in-depth interview. After the approval of the participants, the researchers

personally went to the location of the interview. The researchers also conducted

some documentation while doing the interview. All information is deemed collected

during the day of interview.

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Chapter 4

PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA

This chapter presents the gathered data, in narrative form derived from the

instruments used in the study. Perceptions and thoughts, experiences, and opinions of

______________________________ are presented based on their personal accounts.

1. On the profile of the participants

Participant A is a

Participant B is a

Participant C is a

Participant D is a

Participant E is a

Generalization

All participants are ___________.

2. On the factors that ____________

Participant A views

Participant B stated

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Participant C also experiences

Participant D said that

Participant E stated that

Generalization

Based on the accounts of the participants

3. On the __________

Generalization

4. On the __________

Generalization

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Chapter 5

SUMMARY OF FINDINGS, CONCLUSIONS, AND RECOMMENDATIONS

This chapter presents the summary of the findings, conclusions, and

recommendations based on the data analyzed in the previous chapter.

Statement of the Problem

This study aims to_________. It sought to answer the following questions:

1. How may the participants be described in the terms of

a. age;

b. sex; and

2. What are the?

3. What are the?

4. What are the?

Summary of Findings

The following summarizes the findings of the study:

1. On the profile of the participants

All of the participants on the factors that

2. On the

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3.

4. On the ________

Conclusions

Based on the summary of findings, the following conclusions are formulated.

Recommendations

In the light of foregoing, summary of findings, and conclusions the

following recommendations are presented:

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BIBLIOGRAPHY

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