Human Resource Management and Professional Development

HUMAN RESOURCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT

Erich D. Garcia Ed. D. NQESH REVIEWER FOR DEPED PAMPANGA 1

Q: It is an absence of integrity, a disposition to betray, cheat, deceive or defraud

bad faith.

a. Dishonesty

b. Oppression

c. Treason

d. betrayal

Answer : A

Dishonesty is an absence of integrity, a disposition to betray, cheat, deceive or

defraud bad faith.

Q: It is an act of cruelty, severity, unlawful exaction, domination or excessive

use of authority.

a. Tactfulness

b. Coercive power

c. Oppression

d. Humiliation

Answer : C

Oppression is an act of cruelty, severity, unlawful exaction, domination or

excessive use of authority.

Q: It is a conduct that is dishonest, depraved, base or vile and contrary to good

morals.

a. Dishonesty

b. Assaulting person in authority

c. Moral Turpitude

d. gross misconduct



Answer : C

Moral turpitude is conduct that is dishonest, depraved, base or vile and contrary

to good morals. The term includes everything which is done contrary to justice,

honesty, modesty or good morals.

Q: It has been defined by the supreme court as negligence characterized by

the want of even slight care, acting or omitting an act in a situation where there

is a duty to 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 misconduct

c. grave misconduct

d. mitigating circumstance

Answer : A

Gross Neglect of duty has been defined by the supreme court as negligence

characterized by the want of even slight care, acting or omitting an act in a

situation where there is a duty to act, not inadvertently but willfully and

intentionally with a conscious indifference to consequence insofar as other

persons may be affected. It is the omission of that care which even inattentive

and thoughtless men never fail to take on their property.

Q: Supposing Mr. F the father of P a Grade 7 student of a public secondary

school in Pampanga, filed a complaint for grave misconduct against Mr. T, a

teacher of P. Finding the complaint not under oath and not written in clear,

simple and concise language, Dr. RD, the Regional Director of region III issued

an order dismissing the complaint. Is the order proper?

a. No, because the parent follow the correct process of filing a complaint

b. Yes, the complaint is not under oath and not written in clear

c. No, the parent has the right to be heard as stipulated in BP 232 to exercise

their right to develop themselves within the context of their cultures, customs,

traditions, interest and belief



d. Yes, Administrative charges against a teacher shall be heard initially by a

committee composed of the corresponding School Superintendent of the

Division or a duly authorized representative who should at least have the rank of

a division supervisor

Answer: B

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 and shall be

written in clear, simple and concise language so as to inform the person

complained of about the person complained of about the nature and cause of

accusation against him to enable him to intelligently prepare his defense or

answer.

ON ABSENT WITHOUT APPROVED LEAVE

Q: Is absent without approved leave can be deducted from accumulated leave

credits?

a. No, even if they have local service credits

b. Yes! they are entitled to receive their salary

c. Yes, by declaring sick leave and strong alibi

d. No! Disapproved leave shall not entitled teachers to receive salary

Answer : D

No! An official/employee who is absent without approved leave shall not be

entitled to receive his salary corresponding to the period of his unauthorized

leave of absence. It is understood, however that the absence shall no longer be

deducted from his accumulated leave credits, if ever are any.

Q: Does the regional director have the authority to hire a public school teacher

in his region? Why or why not?

a. Yes, its what we called prerogative power of the Regional Director

b. No! Only the Schools Division Superintendent has the power to hire place

and evaluate



c. No! The Schools Division Superintendent or thru the ASDS has the power to

hire place and evaluate

d. Yes, Specially with tag items from the congressman

Answer: C

No. Because the power to hire, place and evaluate all employees in the division

both teaching and non-teaching personnel except for the assistant division

superintendent is expressly vested upon the schools division superintendent.

Q: DepED officials and employees are entitled for Special Leave except for one?

a. wedding / anniversary leave

b. enrollment leave

c. government transaction leave

d. Election campaign leave

Answer: D

Election Campaign leave is non-existing. DepEd teachers are reminded to be

neutral during election campaign period.

However, Officials and employees, except TEACHERS and those covered by

special leave laws, are 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

5. birthday leave

6. hospitalization leave

7. accident leave

8. relocation leave

9. government transaction leave

10. calamity leave



Q: It is an act of cruelty, severity, unlawful exaction, domination or excessive use

of authority.

a. Tactfulness

b. Coercive power

c. Oppression

d. Humiliation

Answer : C

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?

I. Inefficiency and incompetence in the performance of official duties.

II. Conviction of a crime involving moral turpitude.

III. Borrowing money by superior officers from subordinates.

IV. Lending by subordinates to superior officers.

a. I and II only

b. II and IV only

c. I II and III only

d. I, II, III and IV

Answer : C

Lending by subordinates to superior officers is not a ground for an administrative

complaint



Requirements in the Processing of Equivalents Record Forms (ERFs)

To: All Schools Division Superintendents

This Region

1. To facilitate 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:

a. Three (3) copies of fully accomplished ERF

b. One (1) original and one (1) duplicate copy of Official Transcript of

Records with S.O. Number for private schools, and Board

Referendum/Resolution Number for public schools. For teachers

who are non-teacher education graduates, units earned in

education should be included in the Transcript of Records

c. One (1) original and one (1) duplicate copy of Certification from

the Registrar as to the MA units/degree earned by the teacher (if

public school)

d. One (1) original and one (1) duplicate copy of Sworn Statement

stating that the teacher actually earned the units indicated in the

Transcript of Records

e. One (1) original and one (1) duplicate copy of Certification from

the Commission on Higher Education (CHED) as to the masteral

units/degree earned by the teacher (if private school)

f. One (1) copy of MA curriculum/checklist certified by the Registrar

g. One (1) original and one (1) duplicate copy of comprehensive

complete Service Record showing inclusive dates of paid service

and salary adjustments/increases granted duly certified by the

Schools Division Superintendent, Division/Schools Administrative

Officer, or any official authorized to certify service records

h. One (1) certified photocopy of previous approved Equivalents

Record Form as Teacher III, if any or Certification of no approved

ERF as Teacher II (for Teacher III)

i. One (1) original and one (1) duplicate copy of Notarized List of

Teachers being supervised by the proposed appointee with their

item numbers (for Head Teacher II & III)

j. One (1) copy of thesis book (MA Degree)

k. Three (3) copies of duly signed Plantilla Allocation List



l. One (1) copy of Personal Service Itemization and Plantilla of

Personnel (PSIPOP)

m. One (1) copy of latest pay slip

2. Only teachers with at least Very Satisfactory Performance should be

recommended for upgrading. The latest Performance Rating should be

indicated on the ERF.

3. The maximum study load of nine (9) units per semester/trimester should be

strictly followed. Teachers who are candidates for graduation may be

followed to carry from one (1) to three (3) units more than the nine units

authorized, provided that these units are the last units these teacher need

to enable them to graduate.

4. Division Evaluators are advised to carefully check and evaluate the

above mentioned documents. The Personnel Unit of this office, after

processing/validating the requests, immediately forwards the Plantilla

Allocation List with supporting documents to the Finance Division (this

Office), for the funding requirements.

5. To easily identify the different requests of schools divisions, it is suggested

that the following color code assigned to every schools division as agreed

during the meeting of all Division Personnel Officers and Administrative

Officers on October 15, 2014 at Manila Ocean PARK, City of Manila shall

be on the folders of ERFs, reclassification of positions, retirements, and

other requests:



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 it enacted by the Senate and House of Representatives of the Philippines in

Congress assembled:

Section 1. Policy. It shall be the policy of the Government to promote

efficiency in the allocation of personnel in the civil service, as well as

transparency and equal opportunities in the recruitment and hiring 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, instrumentalities 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 their respective offices which are authorized

to be filled, and to transmit a copy of such list and the corresponding

qualification standards to the Civil Service Commission not later than the tenth

day of every month. Vacant positions shall not be filled until after publication:

provided, however, that vacant unfilled positions that are:

a) primarily confidential;

b) policy-determining;

c) highly technical;

d) coterminous with that of the appointing authority, or

e) limited to the duration of a particular project shall be excluded from the list

required under this Law.

Section 3. Publication of Vacancies. 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 standards required for each position and, thereafter, certify

under oath to the completion of publication. Copies of such publication shall be

sold at cost to the public and distributed free of charge to the various personnel



offices of the government where they shall be available for inspection by the

public: provided, that said publication shall be posted by the Chief Personnel or

Administrative Officer of all local government units in at least three (3) public

and conspicuous places 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 belong to the same office with

the vacancy or who occupies a position next-in rank to the vacancy: provided,

finally, that the Civil Service Commission shall not act on any appointment to fill

up a vacant position unless the same has been reported to and published by

the Commission.

Section 4. Penalties. a) Any violation of Sections 2 and or 3 of this Act and its

implementing rules and regulations shall subject the official concerned to 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 Sections 2 and/or 3 of this Act and it's

implementing rules and regulations shall subject the official concerned to

criminal prosecution and, upon conviction, suffer the penalty of imprisonment of

two (2) years and/or a fine of not less than Five Thousand pesos (P5,000.00) nor

more than Ten thousand pesos (P10,000.00), at the discretion of the court.

Section 5. Jurisdiction. The Civil Service Commission shall have original and

exclusive jurisdiction to investigate 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 have original and exclusive

jurisdiction over the investigation and prosecution of said alleged violation.

Section 6. Implementing Rules. The Civil 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 laws

requiring the posting or disclosure of matters of public interest, the provisions of

this Act shall not apply during any period when there is a ban on hiring.

Section 8. Appropriation. The amount necessary for the effective

implementation of this at shall be charged against the appropriations for the

Civil Service Commission under the current General Appropriations Act.



Thereafter, such amount as may be necessary for the continuous

implementation of this Act shall be included in the annual General

Appropriations Act.

Section 9. Repealing Clause. All laws, decrees, orders, rules and regulations or

parts thereof inconsistent with this Act or the rules and regulations promulgated

pursuant thereto are hereby repealed or amended accordingly.

Section 10. Separability Clause. If any provision of this Act is declared

unconstitutional or inoperative, the other provisions not so declared shall remain

in force and effect.

Section 11. Effectivity. This Act shall take effect fifteen (15) days after

publication in any newspaper of general circulation.

Approved: June 5, 1991.



Requirements of the Services Provided by the Personnel Unit

General Policy on Appointment

Appointments in the civil service shall be made only according to merit

and fitness to be determined, as far as practicable, and except to positions

which are policy-determining, primarily confidential, or highly technical, 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 available and

ready to accept appointment. (Sec. 2 (2), Article IX-B, 1987 Philippine

Constitution; Sec. 26, Book V, Exec. Order No. 292)

1. Processing of Appointments

1. Duly accomplished CSC Form 3

2. Publication (RA 7041)

3. Post-audited Plantilla of Personnel

4. Certification of funding requirements (CSC Form 203)

5. Duly signed a Position Description Form

6. CS Form 212

7. Transcript of Records

8. Service Records

9. Copy of Eligibility

10. Copy of rank list

11. Certification of Training Programs Attended.

2. Equivalents Record Forms (ERFs)

The Equivalents Record Form (ERF) is a document showing the

educational preparation, training, teaching experience, workshop attended

and activities for professional growth undertaken by a teacher. Said ERF is used

by both DepED and DBM, the latter through the post-audit of the Plantilla, to

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 Official Transcript of Records and Special Order Number of the

teacher concerned.



3. Sworn Statement of the teacher in accordance with the provision

Department Order No. 12, s. 1962, an inclosure to Memorandum No.

51, s. 62, if the teacher studied in a private school.

4. Copy of thesis or seminar paper in accordance with General Letter

No. 100 dated August 10,1951 if the teacher is a full fledged MA

degree holder.

5. Comprehensive complete Service Records showing inclusive dates of

paid service of salary adjustments/increases granted duly certified by

the School Divisions Superintendent, Administrative Officer or any

official authorized to certify Service Records.

6. Original or certified photocopy of previously approved ERF as Teacher

2, if the application is for teacher 3. If the teacher has no previously

approved ERF as Teacher 2, a certification from the Superintendent or

Administrative Officer be submitted.

7. Official copy of the MA curriculum and/or certification from the

Registrar as to the number of units required in Graduate course.

8. Certification from the Registrar as the MA units earned by the teacher

(Note: Only teachers with a least Very Satisfactory performance should be

recommended for upgrading of position (MECS Order No. 27, s. 1984))

3. Implementation of Approved ERFs

(Regional Order No. 106, s. 2006)

1. Three (3) certified photocopies 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,s. 1984

3. Certified photocopy of latest appointment paper.

4. Updated copy of Service Record.

5. Certified photocopy of latest post-audited Personal Services

Itemization and Plantilla of Personnel (PSIPOP) showing 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.



4. Reclassification of Position

Basic Requirements

1. Transcript of Records/Special Order/MA/Doctoral

2. CSC Form 212

3. Service Records

4. Copy of CSC Eligibility/License

5. Certificate of Trainings, Merits and Outstanding Accomplishments

6. Latest Performance Rating for three (3) consecutive years

7. Ranklist duly signed by the Chairman and Members of the Ranking

Committee and attested by the SDS

8. Plantilla Allocation List

9. All documents must be original or certified photo copy

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.

2. Class program

3. Justification for the need of the position.

4. Certificate of Demonstration Teacher

5. Basic requirements

Master Teacher Position (Secondary)

1. List of permanent teachers in all the subject areas with position titles, item

numbers under oath.

2. PSIPOP

3. Class program/General class program Individual Class Program of the

Teachers under the subject area recommended.


Head Teacher/Principal (Elementary and Secondary)

1. District Data Bulletin of all districts with school breakdown.

2. Data on the number of existing teacher position.



3. PSIPOP

4. Copy of latest post-audited Plantilla of Personnel (including extension

position).

5. Copy/ies 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).


9. Enrolment by year/grade level.


Guidance Counselor

1. Bachelors degree in Psychology/Behavioral Science or relevant degree in

Education, including or supplemented by 9 units in Guidance and

Counseling


numbers under oath.

3. PSIPOP




Guidance Coordinator

1. Bachelors degree in Psychology/Behavioral Science or relevant degree in

Education, including or supplemented by 18 units in Guidance and

Counseling


numbers under oath.

3. PSIPOP






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/grade level for the

present school year.

3. Data on the number of pupils/students in the category of children with

special needs handled by the candidate.

4. That the school where the candidate is assigned is an authorized existing

SPED school/center

5. That the candidate has at least three (3) years experience in teaching

any of the categories of children with special needs.

6. Basic requirements.

SPED School Principal

1. Documents showing that the candidate was trained in the Organization

Administration and Supervision in SPED by an Authorized training

institution/agency.

2. Enrolment by exceptionality and by year/grade level for the present

school year.

3. Data on the number of pupils/students in the category of children with

special needs handled by the candidate.

4. That the school where the candidate is assigned is an authorized existing

SPED school/center

5. That the candidate has at least three (3) years experience in teaching

any of the categories of children with special needs.

6. Basic requirements.

5. Realignment of Positions

1. Conformity of both Principals

2. Reason for realignment

3. Letter request of the SDS, stating the name of the teacher with item

number and schools.



6. Monetization of Leave Credits

1. Duly Accomplished CSC-Form-6

2. Complete copy of employee cards (Certified true copy)

3. Endorsement from the Superintendent/Head of Office

7. Travel Abroad

1. Endorsement Letter

2. Basic Letter

3. Certification that he/she is a bonafide employee

4. Clearances:

Administrative Clearance (noted by the SDS)

As to money and property accountabilities and responsibilities.

5. Form 6

6. Certification that services can be dispensed with

7. Certification that he/she did not avail Provident Loan

(If he/she has no provident loan)

Travel Abroad (Extension)


2. Basic Letter

3. Form 6

4. Certification that services can be dispensed with

5. All previously approved authority to travel abroad

8. Request for Transfer


2. Basic Letter

9. Step Increment for Technical Vocational Schools

1. Plantilla of Step Increment

2. Notice of Step Increment

3. Appointments



4. Service Records

5. Previously approved Step Increment.

6. Payroll

10. Claims for Service Credits

Teachers vacation service credits refer to the leave credits earned for

services rendered on activities during summer and Christmas vacation as

authorized by proper authority, These vacation service credits are used to offset

absences of teacher due to illness 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)

Following are the requirements:

1. Approved Authority to render service.

2. Duly signed Daily Time Record/CSC Form 48

3. Accomplishment Report.

4. Certificate of Appearance (for Seminar Attended)

5. Certificate 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, s.2005).

11. Authority to Fill

1. Form 3

2. Format for Authority to fill vacant position

3. Transmittal Letter

12. Retirements

1. Application for retirement duly accomplished.

2. 2 x 2 identical pictures with complete printed name on it.

3. Letter of Introduction from District Office/School noted by the

Superintende (RA1616)

4. Copy of Savings Account No. at Land Bank of the Philippines of any

branch.(RA1616)

5. Notice of Salary Adjustment pursuant to Sec. 26 of RA 4670.



6. Latest of Notice of Salary Adjustment for Non-Teaching Personnel.

7. Certification as to Last Day of Service and leave of Absence

with/without pay

8. Original updated service record indicating leave of absence without

pay.

9. Original copy of Ombudsman Clearance.

10. Clearance as to money and property accountabilities (noted by the

Supt)

11. Clearance as to criminal and administrative case (noted by the

Supt.)

12. Original Copy of Prosecutors Clearance.

13. Latest Sworn Statement of Assets and Liabilities.

14. Proofs of Disability (Part 1, Part 2 and Part 3).

15. Proofs of Surviving Legal Heirs with corroborating statement.

16. Original Death Certificate of the deceased retiree or certified true

copy signed by the Local Civil Registrar.

17. Original Marriage Contract of the deceased retiree or certified true

copy signed by the Local Civil Registrar.

18. Original Birth Certificate and/or Marriage Contract (in case married)

of the designated beneficiary/ies or certified true copy signed by the

Local Civil Registrar.

Note: All photocopies must be certified by the authority concerned for

authenticity.

13 Provident Fund Loan

1. Regular Loan ( 5,000 & 10,000 )

- Duly accomplished Provident Form Loan

- Payroll ( both Borrower and Co-Maker )

- Service Records ( both Borrower and Co-Maker )

2. Special Loan ( 20,000 up)

- Duly accomplished Provident Loan Form

- Letter request of the borrower duly noted/signed by the School

Division Superintendent



- Supporting documents:

* Educational

* House Arrears

* Hospitalization/Medical

* Major House Repair

* Payment of Loan from Private Institution

-Payroll (both Borrower and Co-Maker)

- Service Records (both Borrower and Co-Maker)

SCHOOL LEADERSHIP

Mission-Vision

The RA 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 should 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 developed by the stakeholders

Stakeholders includes

Internal school head, teachers, PTCA, students

External LGU, community leaders, retirees, alumni

2. . Fund - School Based Management Fund coming from different sources such

as PTCA, LGU, DepEd MOOE, NGOs etc..

3. . Implementation of Plan full participation of stakeholders are encouraged.

4. . Management of Fund

5. Monitor and Evaluate the Plan

6. Show The results based on Performance Indicator (Completion Rate,

Participation Rate, Drop-out Rate, Achievement Rate etc..)

7. Reporting to the Stakeholders

2015 Principals' Test (NQESH 2015)



June 21, 2015 will be the schedule stated in the DepEd Memorandum No. 18 s.

of 2015

The following are eligible to take the test

1. One year as Head Teacher

2. 2 years as Master Teacher or Teacher in Charge

3. Five Years as T-III

Current Issues/Topics:

1. Senior High School

2. School Based Management

3. DepEd Rationalization Plan

4. RPMS

5. PBB (Performance-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 - "Magna Carta for Public School Teachers"

4. EFA - Education for All

5. BESRA - Basic Education Sector Reform Agenda

6. EMIS/BEIS - Basic Education Information System

7. K to 12

8. Writing Correspondence

9. NCBTS-IPPD

10. Code of Ethics for Professional Teachers

11. Grammar and Vocabulary (Identifying Errors etc...)

13. Child Protection Policy

14. Anti Bullying

15. RA 7610 (Child Abuse Law)

16. DepEd Mission 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 review

-Anti Bullying

- Deped Mission and Vision

Human Resource Management and Professional Development

Documents

act of cruelty

deped pampanga

gross neglect of duty

professional development

grave misconduct

humiliation answer

betrayal answer

nqesh reviewer