21st Century Challenge to

the School Division

Superintendency
Presented by:
Joy P. Egino
Mia Collene S. Pangan

Educ 203
 Learning Objectives:

Present the process Identify the process in

Explain the in leading a developing and
process of empowering others to
continuously
establish
strategic and changing accountability for
critical thinking environment. results
LET’S TRY !
 __ __ T __ __ R __ __
a person or organization Y
having power or control in a
particular,typically political or administrative, sphere.
 AUTHORITY
a person or organization having power or control in a
particular, typically political or administrative, sphere.
R_ S _O _ _ I _ _ L _ _ Y
the state or fact of having a duty to deal with
something or of having control over someone
 RESPONSIBILITY
the state or fact of having a duty to deal with
something or of having control over someone
A __C __ __ __ T __ B __ __ __ __
Y
an obligation or willingness to accept
responsibility.
 ACCOUNTABILITY
an obligation or willingness to accept
responsibility.
 AURA
AU-thority
R-esponsibility
A- ccountability
 Legal Basis: Republic Act
No. 9155
AN ACT INSTITUTING A FRAMEWORK OF GOVERNANCE FOR
BASIC EDUCATION, ESTABLISHING AUTHORITY AND
ACCOUNTABILITY, RENAMING THE DEPARTMENT OF
EDUCATION, CULTURE AND SPORTS AS THE DEPARTMENT OF
EDUCATION, AND FOR OTHER PURPOSES
 School Superintendent
the role of a superintendent is to supervise school
principals and district staff, work with school board
members and to manage fiscal operations.

oversees the daily operations and the long-range planning of

a school district.
Section 7 C. Division Level
A division shall consist of a province or a city which shall have:
Schools Division Superintendent

Asst. Schools Division

Superintendent

Promotion Planning Administrative

Fiscal Legal Ancillary

Support
Services
4. Monitoring the utilization of funds provided by
the national government and the local government
units to the schools and learning centers;
5. Ensuring compliance of quality standards for
basic education programs and for this purpose
strengthening the role of division supervisors as
subject area specialists;
6. Promoting awareness of
and adherence by all
schools and learning
centers to accreditation
standards prescribed by
the Secretary of
Education;
7. Supervising the
operations of all public
and private elementary,
secondary and
integrated schools, and
learning centers; and
8. Performing such
other functions as
may be assigned by
proper authorities.
 The responsibility and accountability of
supervising the operation of all public and
private elementary, secondary and integrated
schools, and learning centers in the province or a
city place the position of the SDS and the ASDS
as Career Executive Service Officer (CESO)
 The Career Executive Order Board (CEOB)
developed core competencies for Career
Executive Service Officers (CESO). The
“competency profiles” comprise the
demonstrable and prescribed levels of
knowledge, skills, attitudes and associated
behaviors related to the work performed by the
CESOs. The profiles also serves as the bases
for development measures to enhance
performance effectiveness.
The Competency Clusters are:

1. Strategic and Critical Thinking

2. Leading in a Continuously Changing Environment
3. Empowering/Developing Others to Establish Collective
Accountability for Results
4. Linkaging and Networking for Productive Partnership
5. Planning/Organizing for Greater Impact
6. Driving Performance of Integrity and Service
Definitions of Competency Clusters:

1. Strategic and Critical Thinking

The ability to obtain information and identify

key issues and relationships relevant to achieving
a long-range goal or vision; to commit to a course
of action to accomplish a long-range goal or vision
after developing alternatives based on logical
assumptions, facts, available resources, constrains
and organizational values.
Definitions of Competency Clusters:

2. Leading in Continuously Changing Environment

The ability to encourage others to seek opportunities for different

and innovative approaches in addressing challenges and
opportunities, and to facilitate the implementation and acceptance of
change within the organization.
Definitions of Competency Clusters:
3. Empowering/Developing Others to
Establish Collective Accountability for
Results

The ability to develop and nurture

effective relationship with colleagues and team
members and to deal constructively with
conflicts. The ability to develop subordinate’s
competencies and enhance performance by
planning effective development activities
related to current and future jobs.
Definitions of Competency Clusters:
4. Linkaging and Networking for Productive Partnership

The ability to create and strengthen partnerships that can provide

information, resources, and leverage to the organization; to define and
harness synergies across organization and with external partners. The
ability to identify opportunities and perform measures that build
strategic relationships between one’s area and other areas, teams,
units, departments or organizations to achieve goals.
Definitions of Competency Clusters:

5. Planning/Organizing for Greater Impact

The ability to establish a systematic course of action for one’s self

and/or others to achieve a specific goal; to plan and implement
rational assignments of personnel and approximately allocate time
and other resources.
Definitions of Competency Clusters:

6. Driving Performance of Integrity and Service

The ability to produce and deliver quality outputs and achieve

results/outcomes with consistent regard for customer satisfaction
while adhering to the highest ethical standards of public office.
Professionalism for the SDS
The challenge to the Schools Division Superintendency is a firm
reminder for renewal and empowerment, aptly stated in the
introduction to Megatrends 2000 (Naisbitt) to wit:

We stand at the dawn of the new era.

Before us is the most important decade in the history of civilization, a
period of stunning technological innovations, unprecedented
economic opportunity, surprising political reform and great cultural
rebirth.
 The SDS involvement in preservice education and training was
issued in a joint Order of the DepEd and the Commission on Higher
Education (CHED). The guidelines in the deployment of preservice
teachers in authentic school settings include field study courses and
practice teaching/student internship to wit:
 As key interdependent stakeholders in the development of future
teachers, the Basic Education Schools shall provide the Teacher
Education Institutions (TEIs) the authentic environment to implement
the Teacher Education Curriculum; the TEIs in turn provide schools
with competent teachers steeped in both theory and practice.
 The authority, accountability and responsibility of the SDS
encompasses the “supervision of the operation of all public and
private elementary, secondary and integrated schools, and learning
centers;
 Professionalism in the Superintendency and the division staff
complemented by a strong push for continuing professional
development would ensure that every employee grows in his/her area
of expertise.
BE RELEVANT!
1. It is the ability to develop and nurture effective relationship with
colleagues and team members and to deal constructively with
conflicts.

A. Empowering/Developing Others to Establish Collective

Accountability for Results
B. Driving Performance of Integrity and Service
BE RELEVANT!
1. It is the ability to develop and nurture effective relationship with
colleagues and team members and to deal constructively with
conflicts.

A. Empowering/Developing Others to Establish Collective

Accountability for Results
B. Driving Performance of Integrity and Service
BE RELEVANT!
2. It is the ability to establish a systematic course of action for one’s
self and/or others to achieve a specific goal; to plan and implement
rational assignments of personnel and approximately allocate time
and other resources.

A. Strategic and Critical Thinking

B. Planning/Organizing for Greater Impact
BE RELEVANT!
2. It is the ability to establish a systematic course of action for one’s
self and/or others to achieve a specific goal; to plan and implement
rational assignments of personnel and approximately allocate time
and other resources.

A. Strategic and Critical Thinking

B. Planning/Organizing for Greater Impact
BE RELEVANT!
3. It is the ability to produce and deliver quality outputs and achieve
results/outcomes with consistent regard for customer satisfaction
while adhering to the highest ethical standards of public office.

A. Empowering/Developing Others to Establish Collective

Accountability for Results
B. Driving Performance of Integrity and Service
BE RELEVANT!
3. It is the ability to produce and deliver quality outputs and achieve
results/outcomes with consistent regard for customer satisfaction
while adhering to the highest ethical standards of public office.

A. Empowering/Developing Others to Establish Collective

Accountability for Results
B. Driving Performance of Integrity and Service
BE RELEVANT!
4. It is the ability to obtain information and identify key issues and
relationships relevant to achieving a long-range goal or vision; to
commit to a course of action to accomplish a long-range goal or vision
after developing alternatives based on logical assumptions, facts,
available resources, constrains and organizational values.

A. Strategic and Critical Thinking

B. Planning/Organizing for Greater Impact
BE RELEVANT!
4. It is the ability to obtain information and identify key issues and
relationships relevant to achieving a long-range goal or vision; to
commit to a course of action to accomplish a long-range goal or vision
after developing alternatives based on logical assumptions, facts,
available resources, constrains and organizational values.

A. Strategic and Critical Thinking

B. Planning/Organizing for Greater Impact
BE RELEVANT!
5. It is the meaning of AuRA

A. Authority, Resourcefulness, Acceptability

B. Authority, Responsibility, Accountability
BE RELEVANT!
5. It is the meaning of AuRA

A. Authority, Resourcefulness, Acceptability

B. Authority, Responsibility, Accountability