HUMAN RESOURCE MANAGEMENT MANUAL (1).pdf

1
SCHOOL COUNCILS AND COMMITTEES
I. SCHOOL COUNCILS
1. Executive Council and Management Review
Composition:
Chairman: School President
Permanent Members:
Director for Academic Affairs
Director for Administrative Affairs
Head for Planning, Development, and Quality Assurance
Head, Human Resource and General Services
Non- Permanent Members: School President’s Discretion
Meetings:
The Executive Council and Management Review meet once every Six (6) months on the
day agreed by the body and on any day for special and emergency cases.
Functions and Duties:
1. Makes school policies and guidelines.
2. Recommends policies to the Board of Directors.
3. Studies and explores ways to enhance the school’s system of operations.
4. Analyzes and evaluates the effectivity and efficiency of the school’s administration.
5. Assists the School President in an advisory capacity.
6. Plans measure on academic and administrative problems.
7. Formulates the School Calendar.
2. Academic Council
Composition:
Chairman: Director for Academic Affairs
Members:
College Deans
Head, Technical Department
Head, General Education
Head of Student Affairs and NSTP
Principal
Head, Learning Resource Center
Head, Human Resource Development
Head Research, Extension, and Linkages
Registrar and Head, Data Management
Meetings:
The Academic Council meet once a month on the day agreed by the body and on any day
for special and emergency cases.
1. Formulates policies and guidelines on academic matters subject for approval by the Executive
Council.
2. Evaluates the implementation of the different curricular programs.
3. Reviews the performance of teachers and other academic personnel.
4. Conducts periodic study on the school’s academic performance.

2
3. Administrative Council
Composition :
Chairman: Director for Administrative Affairs
Members:
Head, Finance
Accounting Officer
Cashier
Head, Human Resource Development and General Services
Meeting :
The Administrative Council meets once a month on the day agreed by the body and on
any day for special and emergency cases.
Functions :
1. Formulates policies and guidelines on administrative matters subject for approval by the
Executive Council.
2. Evaluates the implementation of the different administrative polices and programs.
3. Reviews the performance of administrative personnel.
4. Conducts periodic study on the school’s administrative performance.
II. SCHOOL COMMITTEES
1.) BUDGET AND FINANCE COMMITTEE
Composition:
Chairman: Director for Administrative Affairs
Members:
Head, Finance
Accounting Officer
Head, Human Resource Development and General Services
Meetings:
The committee meet once every three (3) months on the day agreed by the body and on
1. Acts in consultation with the heads of the academic and administrative units in the discharge
of its duties and functions affecting the financial management and control of the School.
2. Hears and approves departmental budget presented by the different Heads of Office.
3. Consolidates departmental budgets.
4. Conducts quarterly meeting for budget scheduling.
2.) LABOR MANAGEMENT COOPERATION COMMITTEE
This committee serves as the advisory committee to the management and oversees and
supervises the sub-committees’ programs and activities pertaining to the welfare of the personnel
in the institution. The committee is composed of representatives from the level of administrators,
teaching, and non-teaching personnel.
Composition:
Chairman: Head, Human Resource Development and General Services
Members:

3
Personnel Association President
3.) SAFETY AND DISASTER MANAGEMENT COMMITTEE
This is organized to response in the vent of an emergency situation such as fire and
earthquake in order to control or prevent disorderly evacuation of the students and personnel to
safer ground. This is done through demonstration and drill in order to control immediate hazards
to life and property.
Composition:
Chairman: Head, Student Affairs and Services and NSTP
Members:
Principal
Deans and Heads of the different Colleges
4.) RESEARCH COMMITTEE
Composition:
Members:
Head, Research, Extension, and Linkages
Research Coordinator
College Deans and Heads
Principal
Meetings:
Functions:
1. Conducts institutional research that may contribute to the development of the school and
community.
2. Formulates possible topics for research study of the students and personnel.
3. Conducts research capability trainings and workshops.
4. Formulates polices and guidelines on the implementation of the research, feasibility, and
case studies in all departments.
5.) LIBRARY AND BOOKS COMMITTEE
The committee is responsible in the selection and acquisition of library instructional
material, materials, and textbooks for students use.
Composition:
Members:
Head, Learning Resource Center
College Deans and Heads
Principal
Meetings:

4
6.) STUDENTS AWARDS AND DELIBERATION COMMITTEE
The committee is responsible in the review and approval of the students’ awards and
candidates for graduation annually.
Composition:
Members:
Head, Student Affairs
Deans
Program Heads
Principal
7.) SELECTION, HIRING, AND TERMINATION COMMITTEE
The committee serves as panel in the hiring, selection, and termination of personnel.
Composition:
Chairman: Head, Human Resource Development and General Services
Members:
Deans and Heads
Principal
8.) GRIEVANCE AND ETHICS COMMITTEE
This committee serves as the channel of communication and forum for settling academic
and non-academic grievances and disputes between the employee and the employer not resolved
in the departmental or office level and between the school and the community.
Composition:
Chairman: Head, Human Resource and General Services
Members:
Teaching Personnel Representative
Non-Teaching Personnel Representative

5
OFFICERS OF THE SCHOOL
I. TOP LEVEL MANAGERS
1.) School President
A. Job Profile
The School President shall be appointed by the Board of Directors. He/she is
delegated with final authority and responsibility for its operation in the light of the vision,
mission, purposes and objectives of the institution.
B. Job Descriptions
a.) Organizational Relationship
1. Reports directly to the Board of Directors.
2. Chairman of the Executive Council and Management Review.
b.) Functions and Duties
1. Provides effective and stimulating educational leadership to the various stakeholders.
2. Directs the academic and administrative operations of the institution.
3. Oversees the entire personnel and implements whatever policies approved by the Board.
4. Plans for a long range development of the institution.
5. Delegates authority to the department heads as trained professional educators and considers
their recommendations.
6. Formulates general academic and administrative policies that promotes the institution’s
mission statement and objectives.
7.Recommends to the Board of Directors all appointments for top level positions.
8. Signs appointments, employment contracts, and termination orders of personnel with the
approval of the Board and duly supported with a Board Resolution signed by the majority of
the members of the Board of Directors.
9. Maintains the financial viability of the institution and explores sources of revenues.
10.Reviews the annual budget and present this to the Board of Directors for approval.
11.Prepares and presents to the Board an annual report embodying all significant activities of the
institution.
12. Performs other duties assigned by the and Board of Directors.
2.) Director for Academic Affairs
A. Job Profile
This is a top level management position appointed by the School President and
confirmed by the Board of Directors. He/She is the head of the academic department of the
institution.
B. Job Specifications
1. Minimum requirement is a Masters Degree holder in Educational Management or its
equivalent that is related to management.
2. Must have at least five (5) years of managerial/ supervisory experience.
3. Must not be more than sixty (60) years old on the date of appointment.
4. No criminal and administrative case(s) within and outside the institution.
5. Good oral and written communication.
C. Job Descriptions
a.) Organizational Relationships
1. Reports directly to the President.
2. Coordinates with the Director for Administrative Affairs.
1. Responsible for the academic planning, development, supervision, policy implementation and
program evaluation in the basic and higher educational levels of the institution.

6
2. Supervises all the under the Academic Department, College Deans and Heads, and Principal.
3. Makes the recommendatory actions on all communications coming from the various academic
units coursed through his/her office and forwards this to the President for consideration and
action.
4. Directs and initiates the staffing of the academic units, provides trainings, and periodically
evaluates their academic performance.
5. Recommends to the President personnel of the academic positions for appointment.
6. Receives from the Academic Heads recommendations and/or endorsements regarding faculty
appointments, promotions, tenure, leaves of absence, and resignations and forwards
them to the President.
7. Regularly furnishes the President copies of the minutes of meetings.
8. Prepares and submits the budget of his/her office according to the guidelines set by the Budget
and Finance Committee.
9. Submits to the President an annual report on the state of the academic affairs of the college
and other related reports.
10. Performs other functions and duties as maybe delegated or assigned by the President.
3.) Director for Administrative Affairs
A. Job Profile
This is a top level management position appointed by the School President and
confirmed by the Board of Directors.
1. Minimum requirement is a Masters Degree holder in Educational Management or its
equivalent that is related to management.
3. Must not be more than sixty (60) years old on the date of appointment.
C. Job Descriptions
2. Coordinates with the Director for Academic Affairs.
b.) Function and Duties:
1. In charge of the administrative management, development, improvements and policy
implementation of the institution.
2. Supervises the administrative units under him/her and the personnel in his/her units.
3. Attend executive meetings called by the President or where his presence is deemed necessary.
4. Supervises or sees that all school-held properties and facilities are properly used and
maintained through the personnel assigned specifically for the task.
5. Conduct personally the quarterly inventory of all school facilities/ properties.
6. Provides assistance in all other administrative areas, as needed.
7. Periodically updates the President on the progress of the assigned tasks.
8. Regularly furnishes the President copies of the minutes of meetings.
9. Submits an annual report to the President.
10. Performs other function as may be delegated or requested by the President.
II. MIDDLE LEVEL MANAGERS
1.Head Finance
A. Job Profile
This position is appointed by the School President and confirmed by the Board of
Directors.
1. Minimum requirement is a Certified Public Accountant or Master’s Degree holder in
Management or its equivalent.

7
C. Job Descriptions
1. Reports directly to the Director for Administrative Affairs.
1. Supervises all personnel in the finance department.
2. Sees to it that they discharge their duties faithfully and accurately.
3. Presents budget performance reports for each department quarterly.
4. Checks/reviews financial reports to be submitted to the Internal Auditor for audit.
5. Checks/reviews cash flow statements made by the bookkeeper to be submitted to the School
Head.
6. Develops and installs accounting procedures, systems and methods and other necessary forms
subject to the approval of the Vice President for Administrative Affairs and School President.
7. Keeps and maintains records necessary for effective internal financial management and
control.
8. Prepares and provides the Heads of Office monthly Budget Performance Report after thorough
study and analyses.
9. Initiates control in the incurrence of expenditures.
10. Handles insurance of school properties.
11. Approves student promissory request to take major examinations.
12. Prepares and submits an annual audited report by the internal auditor to the BIR, SEC, Board
of Directors, and School President.
13. Regularly furnishes the Vice President for Administrative Affairs copies of the minutes of
meetings.
14. Prepares and submits the budget of his/her office according to the guidelines set by the
Budget and Finance Committee.
15. Performs other duties and functions as may be designated or assigned by the Director for
Administrative Affairs or by the School President.
2.) Head of the Planning, Development, and Quality Assurance
A. Job Profile
Directors.
B. Job Specification
1. Minimum requirement is at least Masters Degree holder in Management or its equivalent that
is related to management.
C. Job Descriptions
1. Manages the Institutional Planning and Development.
2. Serves as Over-all In-Charge in the Quality Assurance System and accreditation program of
the school.
3. Supervises the implementation of the recommendations of the accrediting agencies.
4. Serves as liaison between the accrediting agencies.
5. Monitors the implementation of the school policies in all departments.
6. Conducts periodic inventory of the systems flow.
7. Attends trainings, conferences, seminars and the like in connection with accreditation.
8. Submits to the School President an annual report on the performance of his/her office.
9. Performs other functions as may be assigned by the School President.

8
3.) Head Management Information System and Data Management
A. Job Profile
Directors. He/She reports directly to the Director for Administrative Affairs. His/her main
responsibility is to update the files/ records of the school thru information technology.
1. Minimum requirement is a BS Information Technology Graduate.
2. Knowledgeable in computer operations.
C. Job Descriptions
1. Updates the files, reports, and records of the school and save it to the school’s data bank.
2. Maintains and monitors the school’s website and other social media portals.
3. Maintains and monitors the school’s internet connectivity, CCTV, and telephone system.
4. Controls and monitors school’s Learning Management System.
5. Maintains and monitor the school’s online management system.
6. Releases ID and Study Loads of the students.
7. Performs other functions as may be assigned to him/her by the Vice President for
Administrative Affairs.
4) Head, Human Resource Development and General Services
A. Job Profile
Directors. He/she reports directly to the Director for Administrative Affairs.
1. Minimum requirement is a Baccalaureate Degree Holder.
2. With Human Resource Management experience.
C. Job Descriptions
1. Assists in the formulation and administration of personnel programs, policies and strategies.
2. Assists the individual employees solve problems affecting their performance.
3. Maintains harmonious management and employee relations.
4. Monitors the implementation of the school policies in all departments related to personnel
management.
5. Conducts periodic inventory on the performance of the personnel.
6. Formulates and implements training and development programs for the personnel.
7. Facilitates the recruitment, selection, hiring, transfer, promotion, demotion, counseling, and
separation of personnel.
8. Conducts periodic orientation on the policies, systems flow, compensation, benefits, etc.
which concerns the personnel.
9. Conducts research studies related for personnel development.
10. Keeps records and other personnel documents.
11. Chairs the personnel grievance committee.
12. Releases memo and disciplinary actions among personnel.
13. Monitors the leave of absences and attendance of the personnel.
14. Submits to the Director for Administrative Affairs an annual report on the performance of
his/her office.

9
15. Performs other functions as may be assigned to him/her by the Director for Administrative
Affairs.
5.) College Dean or Technical Head
A. Job Profile
This is a middle management position recommended by the Director for Academic
Affairs, approved by the School President, and confirmed by the Board of Directors.
1. Must be a Bachelor’s Degree Holder with Master’s Degree vertically aligned of the
program(s) offered.
2. Doctoral Degree provision:
2.1 Must be Doctoral Degree Holder for College of Teacher Education;
2.2 Must be Doctoral Degree Holder for other Programs by the Year 2022.
3. For TESDA Head, must be NC Holder and AM/TM Holder.
4. Must have at least three (3) years of managerial/ supervisory experience.
7. Must not be more than 70 Years Old.
8. Board Passer for programs with Board Examination.
C. Job Description(s)
1. Reports directly to the Director for Academic Affairs.
b.) Functions and Duties ( Based on Sec 33. MOPHE Law)
1. Manages the growth and development of the entire College.
2. Supervises the faculty members handling major and professional subjects.
3. Provides stimulating leadership to the entire College faculty, staff and students.
4. Plans, implements, monitors and evaluates programs and projects of the department.
5. Recruits, interviews and recommends teacher and staff personnel for initial appointments.
6. Evaluates periodically the faculty.
7. Recommends teaching loads, academic responsibilities and special assignments of the faculty
to the Director for Academic Affairs.
8. Recommends to the Director for Academic Affairs all part-time faculty appointments,
including load assignments and rate compensation under his/her department.
9. Orients new faculty and staff personnel under his/her department.
10. Presides and conducts faculty meetings under his/her department.
11. Conducts curricular and course planning, for the improvement of the college curricula and
for the maintenance of standards of instruction and compilation of accreditation reports.
12. Determines space utilization of the academic plant occupied by the college, seeks updated
inventories of equipment of laboratories and offices, prepares and implements the master
schedule for the use of facilities and plans for the development of new facilities.
13. Conducts institutional and departmental research.
14. Regularly furnishes the Director for Academic Affairs copies of the minutes of meetings.
15. Submits to the Director for Academic Affairs a semestral report on the state of the
academic affairs of the College.
16. Observes classes periodically, supervises teaching learning activities and holds post-
observation conferences with individual teachers.
17. Supervises all curricular and co-curricular activities of all departments under his/her charge
in collaboration with other officials concerned.
18. Recommends to the Director for Academic Affairs the list of candidates for graduation
of the department.
19. Performs other duties which may be assigned by the Director for Academic Affairs.
6.) Basic Education Principal
A. Job Profile

10
1. Minimum requirement is a Masters Degree Holder Educational Management or its equivalent
related to education (Sec. 56, 2010 Revised Manual of Regulations for Private Schools in
Basic Education).
2. Must not be more than sixty (60) years old.
5. LET passer.
C. Job Description(s)
1. Manages the growth and development of the entire Basic Education Department.
2. Provides stimulating leadership to the faculty, staff, and students.
3. Supervises the faculty members of the Basic Education Department.
4. Plans, implements, monitors and evaluates programs and projects of the department.
5. Recruits, interviews and recommends teacher and staff personnel for initial appointments.
6. Evaluates periodically the faculty.
7. Recommends teaching loads, academic responsibilities and special assignments of the faculty
to the Director for Academic Affairs.
8. Recommends to the Director for Academic Affairs all part-time faculty appointments,
including assignments and rate compensation under his/her department.
9. Orients new faculty and staff personnel.
10. Presides and conducts faculty meetings under his/her department.
11. Conducts curricular and course planning, for the improvement of the curricula and
for the maintenance of standards of instruction and compilation of accreditation reports.
12. Determines space utilization of the academic plant occupied by the department, seeks
Updated inventories of equipment of laboratories and offices, prepares and implements the
master schedule for the use of facilities and plans for the development of new facilities.
13. Conducts institutional and departmental research.
14. Regularly furnishes the Director for Academic Affairs copies of the minutes of meetings.
15. Submits to the Director for Academic Affairs a quarter report on the state of the academic
affairs of the Basic Education Department and other reports.
16. Observes classes periodically, supervises teaching learning activities and holds post-
observation conferences with individual teachers.
17. Supervises all curricular and co-curricular activities of all departments under his/her charge
in collaboration with other officials concerned.
18. Recommends to the Director for Academic Affairs the list of candidates for graduation
of the department
19. Performs other duties which may be assigned by the Director for Academic Affairs.
7.) Head of the Research, Innovation, and Linkages
A. Job Profile
This position is appointed by the Director for Academic Affairs, approved by the
School President, ad confirmed by the Board of Directors. He/She reports directly to the Director
for Academic Affairs. His/Her main responsibility is to conduct research studies for the
development of the institution and community. Monitors the research subject implementation of
the Basic Education ad College Departments.
1. Minimum requirement is a Masters Degree holder.
2. Knowledgeable in research and statistics.
C. Job Descriptions

11
1. Manages the Research and Publication of the School.
2. Supervises the faculty members handling Research subject.
3. Plans, implements, monitors and evaluates Research program and projects of the school.
4. Recommends teachers for research studies.
5. Conducts institutional research and manages the research publication of the school.
6. Facilitates linkages with other institutions/establishments.
7. Secures research funding from various agencies.
8. Manages the educational/academic innovations of the school like Learning Management
System and Technology Center.
9. Ensures a student-centered school environment that provides and nurtures innovative learning
experiences for all students to prepare them for success in life and empower all staff, parents,
and students to collaboratively and deliberately use data to support every student's academic,
social, and emotional growth.
10. Provides conceptual guidance for teachers regarding effective classroom practice.
11. Models and promotes the frequent and effective use of technology for learning.
12. Designs and implements the teachers in cutting edge ideas and the effective use of current
instructional research.
13. Provides access to a robust, reliable and flexible learning environment within the school
community while maximizing real-world learning opportunities.
14. Reports to the management any accomplishments/ problems encountered.
15. Submits an annual report on the performance of his/her office to the Director for Academic
Affairs.
16. Performs other duties assigned to him/her by the Director for Academic Affairs.
8.) Registrar
A. Job Profile
This is a middle management position recommended by the School President and
confirmed by the Board of Directors.
1. Minimum requirement is a Bachelor’s Degree Holder ( Sec. 61, 2010Revised Manual of
Regulations for Private Schools in Basic Education and Sec. 33, Manual of Regulations
for Private Higher Education 2008).
2. Must have at least three (3) years of managerial/ supervisory experience ( Sec. 61, 2010
Revised Manual of Regulations for Private Schools in Basic Education and Sec. 33,
Manual of Regulations for Private Higher Education 2008).
C. Job Descriptions
1. Assists in the formulation and/or enforcement of policies for the realization of the general
specific objectives of the institution.
2. Enforces government and school regulations regarding entrance requirements, enrolments,
loads, transfer, promotions, subjects, sequence, and graduation.
3. Gives service on admission, course requirements, transfer, graduation and other matters
pertaining to student accounting.
4. Helps in the revision of the curricula
5. Maintains good public relations with the general public.
6. Prepares and submits in consultation with respective deans, the record of candidates for
graduation.
7. Attends to correspondence regarding school records and other information and prompt
compliance of request and other information.
8. Issues certification, grades, records, release, transfer certificates, clearance and diploma.
9. Keeps an up-to-date roster of graduates and other statistical data related to the functions of
his/her office.
10. Assumes responsibility for all documents signed or certified by him/her.
11. Examines admission credentials.

12
12. Ascertains compliance of requirements including removal of incomplete grades.
13. Informs students of course deficiency.
14. Controls flow, safety and security of files and records.
15. Keeps file and records up-to-date.
16. Evaluates subjects and credits earned from other schools.
17. Determines year placement of irregular students.
18. Recommends candidates for graduation.
19. Performs other duties that may be assigned by the Director for Administrative Affairs.
9.) Dean of Student Affairs
A. Job Profile
1. Minimum requirement is a Bachelor’s Degree Holder.
C. Job Descriptions
1. Acts as Chief Liaison Officer between the administration and student body.
2. Coordinates for the efficient implementation of the student activities through the various units
of the student services.
3. Coordinates the activities of the school related to extra-curricular activities, student discipline
and student services.
4. Exercises general supervision over the advisers of the student governments, campus
organizations, and student publications.
5. Exercises general supervision of the formulation and implementation of policies, rules and
regulations on campus discipline in coordination with the prefect of discipline.
6. Oversees the necessary proceeding and action to be undertaken in the event that students
violate existing rules and regulations of the institution.
7. Conducts regular meetings with adviser(s) of the student governments.
8. Holds periodic performance evaluation on the different activities of the student governments
and campus organizations.
9. Prepares, submits operation plans and annual performance reports to the Director for
Academic Affairs.
10. Monitors the sequencing and releasing of student’s I.D.
11. Facilitates and conducts special examinations to students.
12. Performs other duties that may be assigned by the Director for Academic Affairs.
11.) Head, Learning Resource Center
A. Job Profile
1. Minimum requirement is a Bachelors Degree in Library Science and Masters Degree in
Library Science.
2. Must be a Licensed Librarian.
C. Job Descriptions

13
1. Establishes policies in cataloging and classification procedures.
2. Determines methods and routines in the processing of materials.
3. Establishes and supervises accession records.
4. Plans the revision and up-dating of cards.
5. Plans for the improvement of the technical services.
6. Supervises the assigning of subject headings, cataloging, classifying books and other library
materials.
7. Determines and/or classifies added entries.
8. Establishes and supervises cataloging records.
9. Supervises the clerical duties in technical services.
10. Supervises the updating lists of materials for inventory and other purposes.
11. Select materials from standard book reviews, bibliographies, catalogs and check lists.
12. Gives library orientation talks.
13. Evaluates and prepares report on the book collection.
14. Evaluates the effectivity of the policies and procedures with regards to technical activities.
15. Manages the Instructional Media Center.
16. Manages the Audio-Video Room.
III. Others
1.) Admission and Scholarships Coordinator
A. Job Profile
This position is recommended by the Dean of the Student Affairs and by the Director
for Academic Affairs, approved by the School President, and confirmed by the Board of
Directors. He/She reports directly to the Dean of the Student Affairs. His/Her main responsibility
is to manage and implement policies related to admission and scholarships.
C. Job Descriptions
1. Reports directly to the Dean of the Student Affairs.
1. Accepts applicants in any scholarship programs.
2. Recommends to the Deans and Principal students to be accepted in the different departments
of the school.
3. Facilitates and conducts admission examination for the new students and transferees.
4. Monitors the scholastic performance of the scholars.
5. Facilitates the contracts of the scholars.
6. Submits to the Dean of the Student Affairs an annual report on the performance of his/her
office.
2.) Guidance Counselor
A. Job Profile
for Affairs, approved by the School President, and confirmed by the Board of Directors. He/She
reports directly to the Dean of the Student Affairs. He/She is responsible among the different
guidance programs of the school.
1. Minimum requirement is a Bachelors Degree Holder in Guidance Counseling or Psychology.
2. Must be a licensed Guidance Counselor.

14
C. Job Descriptions
1. Carries out guidance programs.
2. Provides counseling services to all students who are in need.
3. Orients the staff members of the guidance services.
4. Assists teachers in discovering individual differences among students and in meeting these
individual needs/differences.
5. Systematically collects and organizes students’ data which may assists administrators and
teachers in the improvement of any part of or the total educational program.
6. Coordinates with co-employees, community agencies and organizations for the welfare of the
students.
7. Submits to the Dean of the Student Affairs quarterly report of tasks accomplished.
8. Coordinates with various agencies regarding job placement among the graduates of the higher
education.
9. Conducts career counseling among the graduating pupils/students.
10. Observes sacredness of the confidential reports.
3.) Sports Coordinator
A. Job Profile
reports directly to the Dean of the Student Affairs. He/She is responsible for the athletic affairs
of the school.
1. Minimum requirement is a Bachelors Degree Holder in Physical Education, Music, and Arts.
C. Job Descriptions
1. Plans sports activities of the school.
2. Conducts research/ study in the status of the athletics activities and players for development.
3. Evaluates the grades of the members of the varsity members for counseling purposes.
4. Formulates policies and guidelines in the recruitment, selection, retention, and dismissal of
members in the varsity team.
5. Promotes sportsmanship, discipline, and other sports related values to the Community.
6. Submits quarter reports in terms of accomplishments, plans, and problems to the Dean of the
Student Affairs.
7. Manages the athletic funds of the institution.
8. Checks and monitors the attendance of the players during trainings/rehearsals.
9. Monitors and evaluates the sports properties of the school.
4.) Culture and Arts Coordinator
A. Job Profile

15
reports directly to the Dean of the Student Affairs. He/She is responsible to the Performing Arts
Group(s) such as Dance Troupe, Chorale, Theater Arts, Modeling, Cheer Dancing, Drum and
Lyre, and other Extra- Curricular related activities of the school.
1. Minimum requirement is a Bachelors Degree Holder in Physical Education, Music, and Arts.
C. Job Descriptions
1. Plans cultural and extra-curricular activities of the school.
2. Conducts research/ study among the different cultures of the indigenous group(s) in the area.
3. Evaluates the grades of the members of the performing arts and drum & lyre for counseling
purposes.
4. Formulates policies and guidelines in the recruitment, retention, and dismissal of members in
the performing arts and drum and lyre.
5. Promotes cultural awareness in the community.
6. Submits quarter reports in terms of accomplishments, plans, and problems to the Dean of the
Student Affairs.
7. Manages the Cultural Affairs funds of the institution.
8. Checks and monitors the attendance of the performers and/or players during rehearsals.
9. Monitors and evaluates the properties of the cultural affairs of the school.
5.) Campus Organizations Coordinator
A. Job Profile
reports directly to the Dean of the Student Affairs. His/Her main responsibility is to supervise the
operation of the student government and campus organizations.
1. Minimum requirement is a Bachelors Degree Holder.
C. Job Descriptions
1. Supervises the operation of the student government and campus organizations.
2. Advises and assists the officers of the student government and campus organizations in all its
programs and activities.
3. Regularly evaluates the officers and the activities of the student organizations and
recommends measures for improvement in the operation.
4. Reviews and approves to the collection and disbursement of funds of the student organizations
to be submitted to the Dean Student Affairs after proper verification and audit by the
auditor of the organization
5. Formulates an annual report on the performance of the student organizations to the Dean
Student Affairs.
6.) Food and Health Services Coordinator
A. Job Profile

16
This position is recommended by the Dean of the Student Affairs and by the Director for
Affairs, approved by the School President, and confirmed by the Board of Directors. He/She is
responsible in providing adequate, safe and healthful food within the campus and immediate
vicinity. He/she is also responsible in the monitoring and supervision of the health services of the
school.
1. Minimum requirement is a Medical Related Degree Holder or an Education Graduate with
First-Aid and other medical related trainings.
C. Job Descriptions
1. Formulates policies, rules and regulations necessary for the smooth operation of the health
related services of the school.
2. Provides for continuous planning and evaluation of the health services.
3. Conducts regularly routine monitoring in the students and personnel health records.
4. Gives emergency treatment, initial dose of medicine and attends to proper referrals of difficult
cases. When necessary, visit sick students and school personnel during clinic hours.
5. Submits health and medical-dental reports to the health service division of DepEd though the
Regional Health Office.
6. Conducts lectures on health, nutrition, drug abuse/addiction prevention, and family planning
and initiates drives for prevention and control of any prevailing diseases.
7. Formulates and implements plans and programs related to Drug Abuse/Addiction Prevention
to the students and personnel.
8. Submits to the Dean of the Student Affairs an annual report on the performance of the Health
Services of the school.
7.) School Physician/Dentist
A. Job Profile
reports directly to the Dean of the Student Affairs. His/Her main responsibility is to conduct
physical examination and gives emergency treatment among students and personnel.
1. Minimum requirement is a Doctor of Medicine/ Dentistry.
C. Job Descriptions
1. Formulates policies, rules and regulations necessary for the smooth operation of the medical-
dental services.
2. Provides for continuous planning and evaluation of the medical-dental and health services.
3. Conducts regularly routine physical examination to students and school personnel and
maintains medical-dental records.
4. Gives emergency treatment, initial dose of medicine and attends to proper referrals of difficult
cases. When necessary, visit sick students and school personnel during clinic hours.
5. Submits health and medical-dental reports to the health service division of DepEd though the
Regional Health Office.
6. Conducts lectures on health and nutrition and family planning and initiates drives for
prevention and control of any prevailing diseases.

17
7. Submits to the Health Services Coordinator an annual report on the performance of the
medical-dental services.
.
8.) Prefect of Discipline
A. Job Profile
is responsible on the discipline of the students behavior in the campus and on social activities in
the community.
C. Job Descriptions
1. Monitors the behavioral deficiencies of the students.
2. Calls the attention of the parents of the students who committed problems in the school.
3. Recommends disciplinary sanctions among students with behavioral problems committed in
the school or in the school participated activities in the community setting.
4. Recommends to the Guidance Counselor students with behavioral problems for counseling.
5. Conducts home visit for students with behavioral problems.
6. Facilitates the attendance of the students during flag ceremonies and retreats.
7. Keeps records of the students with disciplinary sanctions.
8. Observes sacredness of confidential reports.
9.) Campus Ministry Coordinator
Job Profile and Functions
This position is recommended by the Dean of the Student Affairs and by the Director for
Affairs, approved by the School President, and confirmed by the Board of Directors. He/She is
responsible in the development of student’s faith and ensures that the right to freedom of religion
is respected.
9.) Accounting Officer
A. Job Profile
This position is recommended by the Director for Administrative Affairs, approved
by the School President, and confirmed by the Board of Directors.
1. Minimum requirement is a Bachelor’s Degree Holder preferably in Accountancy or
Accounting Technology.
C. Job Descriptions
1. Reports directly to the Head of Finance.
1. Supervises all personnel in the Accounting Department.
2. Sees to it that they discharge their duties faithfully and accurately.
3. Checks/reviews financial reports to be submitted to the Internal Auditor for audit.
4. Checks/reviews cash flow statements made by the bookkeeper to be submitted to the School
Head.

18
5. Develops and installs accounting procedures, systems and methods and other necessary forms
subject to approval.
6. Keeps and maintains records necessary for effective internal financial management and
control.
7. Reconciles bank statements.
8. Initiates control in the incurrence of expenditures.
9. Prepares and reports budget performance.
10. Prepares and submits an annual audited report by the internal auditor to the BIR, SEC, Board
of Directors.
11. Performs other duties and functions as may be designated or assigned by the Head of
Finance or by the Director for Administrative Affairs or by the School President.
10.) Cashier
A. Job Profile
1. Minimum requirement is a Bachelor’s Degree Holder Business Administration or its
equivalent related to management.
2.Must not be more than sixty (60) years old.
C. Job Descriptions
1. Reports directly to the Head of Finance.
1. Monitors the payments for tuition, other fees, other payments and issues corresponding
receipts for these collections.
2. Monitors the daily collection position reports, statement of accounts, deposit slips, and checks
releasing.
3. Maintains Petty Cash and releases checks.
4. Performs other duties and functions as may be designated or assigned by the Head of Finance
or by the Director for Administrative Affairs or by the School President.
11.) Bookkeeper
A. Job Profile
1. Minimum requirement is a Bachelors Degree in Accountancy or Business Administration
(preferably a Certified Public Accountant).
3. No administrative and criminal case.
C. Job Descriptions
1. Reports to and receives direct supervision from the Accounting Officer.
1. Maintains an up-to-date record of financial receipts and disbursements.
2. Collects and analyzes financial data.
3. Prepares Trial Balance.
4. Revises suitable forms for systematic recording and analysis of financial transactions in
consultation with the Accounting Officer.
5. Keeps the Accounting Officer inform of his/her analysis of the financial data.
6. Performs other duties and functions as may be designated or assigned by the Accounting
Officer, Director for Administrative Affairs or by the School President.

19
12.) Purchasing and Supply In-Charge
A. Job Profile
C. Job Descriptions
1. Reports to and receives direct supervision from the Head of Finance.
1. Liquidates purchases of the school.
2. Maintains periodic inventory of supplies and items.
3. Acquires supplies, equipment, and materials related to school’s operations.
4. Controls the release of supplies and materials of the school.
Finance, Director for Administrative Affairs or by the School President.
13.) Property Custodian
A. Job Profile
C. Job Descriptions
1. Reports to and receives direct supervision from the Head of Finance
1. Acts as custodian of the properties of the institution.
2. Keeps the general ledger and control cards of school’s properties.
3. Assigns control number of the school properties.
4. Makes proper audit and accurate inventories of all school properties and equipment.
5. Takes charge of the borrowings and the returns of the school properties by any
personnel within the school.
6. Approves any borrowings and rentals of the school property outside the school.
7. Formulates procedures and policies concerning the borrowings and rentals of the school
property and equipment.
8. Submits annual reports to the Head of Finance.
14.) Billing and Disbursement In-Charge
A. Job Profile
1. Minimum requirement is a Bachelor’s Degree Holder in Business Administration.

20
C. Job Descriptions
1. Reports to and receives direct supervision from the Head of Finance.
1. Prepares vouchers and submits them to the cashier for payment subject for review by
the Accounting Officer.
2.Maibtains the subsidiary ledger of the students.
3.Performs other duties and functions as may be designated or assigned by the Head of
15.) Head, Safety and Security
Job Profile and Functions
1.) He/She is responsible in providing a safe and secure environment and that of the members of
the academic community.
2.) Monitors the compliance with government standards of buildings and facilities.
3.) Conducts Semestral Disaster Drill.
4.) Formulates School Disaster/Fire Evacuation Plan.
5.) Performs others functions/tasks as assigned by the School President or his representative.
16.) Maintenance Worker
A. Job Profile
by the School President, and confirmed by the Board of Directors. His/her main responsibility is
to keep up maintenance, repairs, and monitors the status of the physical plant and facilities as
well as the different equipment of the school.
1. Minimum requirement is a High School Graduate.
2. Must have skills in electrical, electronics, carpentry, welding, and masonry.
C. Job Descriptions
1. Reports to and receives supervision from the Head of Human Resource and General Services.
1. Checks facilities regularly and reports immediately any facility that needs repair.
2. Repairs damage facilities and equipment of the school.
3. Makes and submits an annual report to the Head of Human Resource and General Services.
4. Performs other duties and functions as may be designated or assigned by the Head of Human
Resource and General Services or by the Director for Administrative Affairs or by the
School President.
17.) Driver
A. Job Profile
1. Minimum requirement is a Licensed Driver.
C. Job Descriptions

21
1. Takes charge of the transportation needs of the students and personnel of the school.
2. Insures that the school buses and administrative cars are properly maintained.
3. Reports immediately to the Head of Human Resource and General Services whatever
untoward incidents that occurred during his duty.
School President.
18.) Institutional Workers
A. Job Profile
1. Minimum requirement is a High School Graduate.
C. Job Descriptions
1. Cleans the school’s physical plant and facilities daily.
2. Reports to the Head of Human Resource and General Services and damages in the equipment
of the physical plant and facilities.
School President.
19.) Laboratory In-Charge
The Laboratory Coordinator is responsible for the general planning, organization,
coordination, supervision and evaluation of the services and operation of the laboratories.
A. Functions and Duties
1.Disseminates information to improve laboratory services to school personnel and
students through displays, bulletins, conferences or meetings.
2.Coordinates to the administration the resources needed to improve the laboratories and make
reports on operations and problems.
3.Formulates and implement preventive maintenance plan.
4. Prepares and submits proposed annual budget and requisitions for the needs of the
laboratory.
5.Makes an inventory of all the needs of the laboratory equipment at the end of school-year.
6.Makes an evaluation of the laboratory operation and services and submits an annual report to
the Principal/Dean.
7.Performs other duties as assigned by the Principal/Dean.
20.) Class Adviser
The Class Adviser is assigned by the School Principal. He/she is responsible for the
direct management and supervision of his/her advisory class. He/she coordinates with his/her
students/pupils and the Administration in the attainment of the school’s vision, goals and
objectives.
A. Functions and Duties
1.Attends school related activities such as intramurals, special assemblies, and in other student
activities with his/her specific advisory class.
2.Accomplishes and submits to the Principal all the required reports and forms.
3.Keeps track of circulars and letters sent to the parents.
4.Monitors the academic performance and behaviors of students.

22
5.Communicates with parents and subject teachers on academic difficulties and other problems
of his/her students.
6.Helps the Guidance Counselor in gathering information about students by individual
counseling and/or referring the students to the Guidance Center when necessary and providing
students with group guidance.
7.Takes care of minor disciplinary matters in his/her own class.
8.Informs the Prefect of Discipline/Principal all disciplinary matters, settled or unsettled, current
or foreseen.
9.Ensures the classroom’s orderliness, cleanliness, attractiveness and conduciveness to learning.
10.Conducts regular Homeroom Guidance to his/her Advisory Class.
11.Prepares the Honor’s list and Master list of students/pupils.
12.Supervises the Admission and Registration of students as stipulated on the student’s
Handbook
13.Performs other duties as assigned by the Principal.

23
HUMAN RESOURCE MANAGEMENT
1. RECRUITMENT, SELECTION, AND HIRING POLICY
1.) General Requirements for Application
> Application letter
> Comprehensive Resume’
> Photocopy/Scanned Transcript of Records
> Age 21 Years Old and above
> Vision Test ( School Driver)
> Board Examination Passer Certificate (for Teaching Applicants)
> IQ, Personality Test, and Emotional Quotient Test Results
Minimum Faculty Qualifications
a. Preschool and Elementary
(Sec. 70, 2010 Revised Manual of Regulations for Private Schools in Basic Education)
- holder of a bachelor’s degree in education, or its equivalent. Preschool
teachers shall have at least six (6) units of professional subjects related to primary
education.
- LET board passer
b. Secondary (Junior High School)
(Sec. 70, 2010 Revised Manual of Regulations for Private Schools in Basic Education)
- holders of bachelor’s degree in education or its equivalent, or a bachelor of
arts degree or its equivalent, with such additional number of professional education
subjects as may be required, to teach largely in their major or minor field of
concentration.
- LET board passer
- Competency Passer for teachers teaching major subjects in the Technical Programs.
c. Secondary (Senior High School)
- holders of bachelor’s degree in education or any bachelor’s degree related to the tracks
offered by the school.
- for non-education degree holder, Certificate of Teacher Education (CTE) is required
and must be a licensure examination for teachers passer on or before May 2022.
- Competency Passer with AM/TM for teachers teaching major subjects in the Technical
Vocational Tracks.
d. Degree Programs
(Sec. 35, 2008 Manual of Regulations for Private Higher Education)
- holder of a master’s degree, to teach mainly in his major field and where applicable, a
holder of appropriate professional license requiring at least a Bachelor’s Degree for the
professional courses. However, in specific fields where there is dearth of
holders of master’s degree, a holder of a professional license requiring at least a
bachelor’s degree may be qualified to teach. Any deviation from this requirement will
be subject to regulation by the Commission.
d. Technical Programs
- Competency Passer for teachers teaching major subjects in the Technical
Programs with Assessor’s Methodology (AM) and Trainor’s Methodology (TM)
certificate of trainings.
2.) Recruitment
It has been the goal of the school to provide the highest quality of education. To ensure
its attainment, the school needs competent employees to manage its daily operations and achieve
its goals. The school selects its employees through written examination, careful interviews,
personality test, and follow up references. Employment is based on the applicant’s
qualifications, consistent with the requirements of the available position. Careful consideration
is given to the ability, experience, training, and attitude.
1. Recruitment of personnel is primarily based on the need of the department for services which
cannot be fulfilled by full time members of the department
2. This need is determined by the Head of Office and is reported to the Head of the Human
Resource Development Department.
3. Search for personnel is done through the following:

24
a. Search and recommendation from colleagues who are aware of the need;
b. Advertising the need of a personnel.
2.) Selection
2.1 Selection of the faculty members and academic non-teaching personnel is done
through the following procedures:
a. Applicants shall file their application letter with their relevant documents to the
Human Resource Development Officer (HRDO).
b. The Selection Committee screens and observes the classroom demonstration of the
applicant’s in the teaching area.
c. The HRDO submits a recommendation letter to the Director for Academic
Affairs together with the relevant documents and evaluation of the applicant’s teaching
demonstration while to the Director for Administrative Affairs for Non-Teaching
items.
d. If the Director for Academic Affairs or Director for Administrative Affairs finds the
applicant acceptable, he/she is recommended to the School President for
recommending approval;
e. If the School President finds the applicant acceptable, he/she is recommended to the
Board of Directors for acceptance.
3.) Hiring Authority
The majority votes of the Board of Directors is required in the hiring of a School
Personnel in all levels of the Organizational Structure. Board Resolution is required with the list
of Hired Personnel is required before the Appointments and Employment Contracts is signed by
the School President
4.) The Academic Personnel
(Based on Section 39, MORPHE and Section 5, 2010 Manual of Regulations for
Private Schools in Basic Education)
“ academic personnel” shall include:
a.) those engaged in actual teaching service or in research assignments, either on full-time or
part-time basis;
b.) those who possess certain prescribed academic functions directly supportive of teaching such
as:
i.) registrar
ii.) librarians
iii.) guidance counselors
iv.) researchers
v.) other similarly employed persons
vi.) other school officials responsible for academic matters
“ non-academic personnel” shall include:
a.) those engaged in administrative functions who are not covered under the definition of
academic personnel;
b.) other school officials responsible for administrative matters.
Section 4, no. 18 c.4 of the TVET Manual enumerates the following members of the
“academic-technical personnel”, to wit:
a.) those who are formally engaged in actual teaching service or in research assignments, either
on full-time or part-time basis
b.) those who possess certain prescribed technical education and skills development functions
directly supportive of teaching, such as the registrars, librarians, guidance counselors,
industrial and job placement coordinators, and other similar persons
c.) school officials responsible for technical education and skills development matters.

25
II. EMPLOYMENT POLICY
1.) EMPLOYMENT DOCUMENTATION
1.1 On the part of the school:
(Based on Section 116, MORPHE and Section 72, 2010 Manual of Regulations for
Private Schools in Basic Education)
a. Employment Contract
- Before or at the start of school term the institution shall execute a written employment
contract with its teaching and non-teaching academic employees, whether permanent,
probationary or part-time. The contract with a permanent teaching and non-teaching academic
employees does not affect his/her tenure or status, but binds him/her to work for the entire school
term and to complete the requirements thereof, including the submission of reports, syllabi, and
final grades.
- Every contract of employment shall specify the designation, salary rate, the term and
nature of service, the date of effectivity, such terms and conditions of employment as may be
consistent with laws, and the institutional policies, rules and regulations. The personnel will be
given a copy of the contract.
On or before March 30, a letter of intent, will be submitted to the HRDO and School
President if the personnel will be coming back or not for next School Year.
b. Letter of Appointment
- All employees will be given every year a letter of appointment which states employee’s
title and employment status. The letter of appointment should be signed by both school
representative and the employee. This is prepared by the Human Resource Development Head. A
copy is given to the employee.
1.2 On the part of the employee:
Form 201 documents/information must be submitted to the HRDO in three (3) copies
short size bond paper format :
a. Application letter
b. Resume
c. Original Transcript of Records
d. Scanned SSS, Philhealth, Pag-ibig, Peraa, and TIN
e. Results if the IQ, Personality test, and Emotional Quotient Test
f. Marriage contract ( if married)
g. Board license certificate
h. Service record (previous employment)
i. Resignation letter duly approved by previous employer ( if applicable)
j. Scanned Diploma
k. Scanned latest cedula
NOTE:
a.) Entries must be updated every year by the employee.
b.) Must submit curriculum vitae every year.
2.) TERMS AND CONDITIONS OF EMPLOYMENT
The terms and conditions of employment is based on the rules and regulations
mandated by law.
Article XIII, Section 3 of the 1987 Constitution, probationary teachers generally
enjoy security of tenure in the sense that during their probationary employment they cannot be
dismissed except for a just cause. However, upon the expiration of the contract of employment,
academic personnel cannot claim security of tenure and compel the school to renew their
employment contracts.
The PROBATIONARY EMPLOYMENT STATUS of an employee maybe
extended when the employee has not yet attained the standards set by the employer. The
extension is to allow the employee enough time to comply with the standards. Extension must be
put into writing by the employer and must orient/inform the employee.

26
A. PROBATIONARY STATUS
( Based on Section 117, MORPHE and Section 63, 2010 Manual of Regulations
for Private Schools in Basic Education)
A probationary period of not more than three years in the case of the school teaching
personnel and not more than six months for non-teaching personnel shall be required for
employment in all private schools.
A school personnel who has successfully undergone the probationary period herein
specified and who is fully qualified under the existing rules and standards of the school shall be
considered permanent after submission of letter of intent and duly approved by the School
President.
An academic teaching personnel, who does not possess the minimum academic
qualifications prescribed under Section 35 and 36, MORPHE (minimum qualifications of a
teaching personnel), Section 70, 2010 Manual of Regulations for Private Schools in Basic
Education, and TVET Manual, shall be considered as PART TIME employee, and therefore
cannot avail of the status and privileges of a probationary employment. A part-time employee
cannot acquire regular permanent status, and hence, may be terminated when a qualified teacher
becomes available.
Non-academic personnel are those staff who perform administrative functions but
are not involved in academic work. The probationary employment is covered by the Labor Code,
specifically Article 281 therefore, which states:
“ Probationary Employment shall not exceed six (6) months from the date the
employee started working, unless it is covered by an apprenticeship
agreement stipulating a longer period.”
It should also be noted that the six-months maximum probationary period as
provided for by the Labor Code ( Article 281) applies only if the employee is engaged full-time,
i.e. working eight (8) hours a day.
If the employee was hired on a part-time status only ( i.e., working less than eight (8)
hours a day) he/she should become regular in status, after working for the total number of hours
or days, respectively, which completes a 6-month probationary period of a worker in the same
establishment doing the same job under normal circumstances.
Article 281 of the Labor Code provides:
“ The services of an employee who has been engaged on a probationary basis
may be terminated for just cause or when he fails to qualify as a regular
employee in accordance with reasonable standards made known by the
employer to the employee at the time of his engagement.”
B. REGULAR OR PERMANENT STATUS
(Based on Section 118, MORPHE and Section 63 of the Manual of Regulations
A full-time academic teaching personnel who has satisfactorily completed his/her
probationary employment, and who possesses the minimum qualifications required by the CHED
for Tertiary Teachers, TESDA for Technical Teachers, DepEd for Basic Education Teachers, and
by the school, shall acquire a regular or permanent status if he/she is re-hired or re-appointed
immediately after the end of his/her probationary employment.
However, a regular or permanent academic teaching personnel who requests a
teaching load equivalent to a part-time load, shall be considered resigned, and hence, may forfeit
his/her regular or permanent status at the discretion of the management and shall thereby be
covered by a term-contract employment.

27
3.) REMOVAL, REDUCTION IN SALARY OR SUSPENSION OF SCHOOL
PERSONNEL
(Based on Section 75, 2010 Manual of Regulations for Private Schools in Basic
Education)
Removal, reduction in salary or suspension without pay of school personnel under
permanent status of private school shall be for cause and after due process as provided for this
manual, implementing rules and the policies and regulations of the school. Any removal,
reduction in salary, or suspension without pay of school personnel under permanent status in
violation of the provisions of this manual shall be null and void.
Removal, reduction in salary, or suspension of school personnel under temporary
status shall be subject to such regulations as may be promulgated by the Secretary of Education
to prevent circumvention of the right of such personnel to be secured in their employment as
defined in their agreements. Any temporary school personnel who has been removed in violation
of the regulations issued by the Secretary, or as provided for in the school rules, or in any
applicable agreements, may be reinstated or paid his back salaries computed from the time it was
withheld from him and for the rest of the period provided for in his contact, at the option of the
school.
4.) PREVENTIVE SUSPENSION
(Based on Section 122, MORPHE and Section 80, 2010 Manual of Regulations
Suspension of any personnel may be preventive or punitive.
A personnel of the institution found guilty of commission of an offense may be
imposed the penalty of suspension for a period the attending circumstances may warrant.
The school implements suspension to personnel without pay after undergoing the
following process:
1.) First Offense - Oral reprimand
2.) Second Offense - Written reprimand with stipulation of WARNING for
SUSPENSION
3.) Third Offense - Suspension (minimum of 3 working days and maximum
of 5 working days)
The following are considered punishable by suspension after undergoing the process:
 Habitual tardiness
 Chronic absenteeism or absences without approval from the management
 delay in the submission of required documents
 non-participation of the institutional activities without valid reason
 leaving the school (classroom) without permission and undertime
All suspended personnel are subject for termination.
A personnel charged for an offense may be placed under preventive suspension
pending investigation, when his/her continued presence poses a serious and eminent threat to
other persons, the students or personnel and to the institution, and its property. In no case shall
preventive suspension exceed a period of thirty (30) days. After the expiration of such period,
he shall be reinstated, or his suspension shall continue with provisional pay; provided that when
the delay in the disposition of the case is due to the fault, negligence, or petition of the school
personnel himself, the period of delay shall not be counted in computing the period of suspension
herein allowed.
Preventive suspension of school personnel shall be exercised on the grounds and in
the manner provided therein.
The school head of a private school may preventively suspend a school personnel
who is under investigation, if the charge against him involves:
a. dishonesty
b. oppression
c. grave misconduct
- using vulgar/obscene terms
- back biting
- insubordination to higher authorities
- wearing inappropriate attire
- drunkenness in and outside the school campus

28
- Teacher-student intimate relationship
- Public display of inappropriate affection in and outside the campus
- Gambling
- Unofficial use or taking-out of facilities without permission from the
proper authorities
- Posting of indecent remarks, pictures or videos in social networking sites
- Viewing pornographic pictures and videos in the cybernets
d. use of prohibited drugs
 or if there are strong reasons to believe that he is guilty of such charges which
would warrant his removal from the school
5.) SUMMARY PROCEEDING
Education)
Subject to compliance with the requirements of due process, and the requirements
that the Secretary may impose, the procedure for disciplinary action against a school personnel
may be summary in nature.
6.) TERMINATION OF EMPLOYMENT
(Based on Section 121, MORPHE and Section 76, 2010 Manual of Regulations
School personnel under permanent status of private schools may be terminated with
the following causes:
1. grave misconduct, such as, but not limited to, giving of grades to a student in a subject not
based solely on scholastic performance;
2. failure to maintain confidentiality of school records;
3. contracting loans from students or parents;
4. use of cruel punishment, insubordination;
5. gross insufficiency and incompetence in the performance of duties such as, but not limited to
failure to cope with the reasonable standard of efficiency and competence of the institution;
6. habitual absences and tardiness from classes, and willful neglect of employment or
assignment;
7. tampering or falsification of, or negligence in keeping records or student records including
unreasonable delay in the submission of student grades;
8. conviction of a crime, or attempt on, or a criminal act against the life of any school official,
personnel, or student, or upon the property or interest of the institution;
9. being notoriously undesirable;
10. disgraceful or immoral act inside or outside the school campus;
11. the sale of tickets or the collection of any contributions in any form or for any purpose or
project whatsoever, whether voluntary or otherwise, from students and school personnel;
12. refusal to carry-out prescribed teaching loads as required minimum teaching assignment for
full-time academic personnel as fixed by the school;
13. in the event of phasing out, closure or cessation of the higher education program or of the
institution itself;
14. Dishonesty, fraud, or willful breach of the trust reposed in him by the school through its duly
constituted authorities;
15. Oppression, or commission of a crime against the person of school officials, students, or any
other component elements therein;
16. Violation of reasonable school rules, or willful disobedience of a reasonable order of the
school authorities in connection with his work;
17. Conviction of a crime involving moral turpitude; or
18. other causes analogous to the foregoing as may be provided for in the policies and regulation
of CHED, TESDA, Dep Ed or of the institution, or in a collective bargaining agreement.
Personnel (whether full-time or part-time) of the school are forbidden from
engaging in extra-marital affairs, sexual relations when unmarried, scandalous and
shameless public displays of intimacy. Any of the foregoing, as well as acts similar to them,
shall constitute ground for disciplinary action, including dismissal or termination.

29
7.) SAFEGUARD IN DISCIPLINARY PROCEDURES
Education)
School personnel employed under permanent status in all private schools shall enjoy
the following safeguards in any disciplinary proceedings against them, which may result in
suspension without pay, reduction in salary, or termination in employment:
a. The right to be informed in writing of the specification of the complaint;
b. The right to answer in writing the complaint;
c. The right to speedy disposition of the case and full access to the evidence;
d. The right to defend himself, or through counsel of his choice, with adequate time
for preparation of his defense; and
e. The right to be informed of the decision in writing and to appeal to proper
authorities.
8.) PERIOD OF APPEAL
Education)
School personnel under permanent status in all private schools who are removed,
reduced in salary, or suspended without pay as a result of a disciplinary proceedings may appeal:
Step 1- Board of Directors
Step 2- NLRC
within fifteen (15) days from the days of receipt of a copy of the decision. In the
absence of an appeal in writing within the reglementary period herein provided, the decision of
the school shall be final and executory.
9.) LIMITATION OF PENALTY
(Based on Section 79. 2010 Manual of Regulations for Private Schools in Basic
Education)
In meting out sanctions, penalties shall be imposed for like offenses, and no private
school personnel shall be penalized more than once for the same offense. An admonition or a
warning shall not be considered a penalty.
10.) DISEASE AS GROUND FOR SEPARATION
Education)
The school, through the President or his/her authorized representative, may terminate
the service of any school personnel who is found to be suffering from any disease and whose
continued employment is prohibited by law or its prejudicial to his health as well as to the health
of students or co-workers. In addition to other benefits as provided by the law, a school
personnel who is removed from the school under this provision shall be paid separation pay
equivalent to at least one month salary or to one-half month salary for every year of service,
whichever is greater, a fraction of at least six months being considered as one whole year.
11.) REDUCTION OF SCHOOL PERSONNEL
Education)
Whenever reduction of school personnel becomes imperative in a private school due
to unavoidable or unforeseen circumstances beyond the control of the school administration, or
in case of voluntary, closure or phasing-out of the school or any of its programs, the school
personnel in the same group or class of positions shall be reasonably compared in terms of
relative fitness, efficiency, educational qualifications, and length of service and those found to be
the least qualified shall be separated. The termination of employment under this section shall
entitle the school personnel affected thereby to separation pay equivalent to one month or at least
one-half month salary for every year of service, which is higher, a fraction of at least six months
being considered as one whole year.
12.) TRANSFER AND RESIGNATION
Any employee who intends to resign must submit letter of resignation to his/her
immediate head and HRDO one (1) month before the effective date of resignation. He/she must
secure a clearance from the following offices: HRDO, Department Head, Librarian, Accountant,
Registrar, Property Custodian, Planning Office, Canteen, Laboratory In-charge, and others. This
form is available at the HRDO Office. Transfer within the semester/school year is not allowed.

30
An employee who resigns is not entitled to separation or termination pay except when
management so desires.
13.) REINSTATEMENT/ REEMPLOYMENT
Reinstatement/Reemployment of the employee who reapplies after having voluntarily
resigned shall be at the sole discretion of the management. Resigned employees who are
reinstated/reemployed shall be considered new employees and shall not be credited for past
length of service rendered.
14.) REGULAR STATUS OF REHIRED RETIRED EMPLOYEE
Although all newly hired personnel, whether teaching or non-teaching, go through a
probationary period, re-employed retirees as a full-time personnel rendering eight (8) hours a day
or forty (40) hours a week acquire permanency by law on the first day of their engagement.
Hiring rate of the retired personnel who rendered as a full-time personnel will
be the current hiring rate implemented by the school. No legal obligations and other
privileges be given. Honorarium payment will be in a form of voucher.
Rehiring of a Retired Personnel will be until the age of 70 effective Year 2022.
15.) TRANSFER OF ASSIGNMENT
An employee should, as a rule, obey an employer’s order transferring him from one
job assignment, or one location, to another. Inconvenience to the employee does not justify
disobedience to the transfer order. But this rule presupposes that the transfer order itself is lawful
and reasonable.
The transfer, moreover, should not result in diminution in pay, benefits, or other
privileges ( Book VI of the Labor Code of the Philippines).
16.) RETIREMENT
(Based on Article 287 of the Labor Code, as amended by RA 7641)
 Early Retirement Age
An employee may retire at age 50 provided he/she has served the school for 10
years.
 Optional Retirement
An employee may retire upon reaching the age of sixty (60) years or more if he/she
has served for at least five (5) years.
 Compulsory Retirement
An employee shall be retired upon reaching the age of sixty five (65) years.
Upon the retirement of an employee, whether optional or compulsory, his services may
be continued or extended on a case-to-case basis upon the agreement of the employer and
employee.
The school implemented the re-hiring of the retired personnel (middle level
administrator, teaching and non-teaching personnel) until the age of 70 provided that:
a. retired personnel is in good physical condition;
b. signs an annual contract;
c. terms of employment will be for ten (10) months unless the management extends the
services of the employee for 12 months;
d. the honorarium rate will be management discretion.
17.) RE-ASSIGNMENT
A non-teaching personnel who applies for a teaching position has to undergo a
probationary period of three years.
18.) SUBSTITUTION
Whenever a teacher is on official leave or is incapacitated, he/she is duly compensated
according to existing laws and policies. During his/her absence the school hires a substitute for
the number of teaching hours and for as long as the absence continues.

31
19.) OTHER PROVISIONS
Full Time Probationary Teaching Personnel will follow compensation scheme of the
school effective SY 2021-2022:
Year 1 of Work = 10 months Salary
III. PERSONNEL LOAD AND WORKING HOURS POLICY
Working hours are to be in conformity with existing laws. However, the School
Head may upon discretion make the necessary adjustment pertinent to existing conditions.
1. Basic Education
(Based on Section 93-94, 2010 Manual of Regulations for Private Schools in
Basic Education)
The regular hours of work of school personnel in all private schools shall not exceed
eight hours a day.
The normal teaching hours in the different levels of instruction shall be issued
through regulation by the Secretary on the basis of course requirements and the maximum load
of teaching personnel.
a.) Teachers should made to teach their major field of specialization. However, if there are no
qualified applicants, the teacher who has the skill or special studies may be requested to teach
outside her/his major or minor fields.
b.) A High School teacher should be given a maximum of three (3) subject preparation while a
Grade School teacher should have a minimum of three (3) subject preparation.
c.) Teachers assigned to more than three (3) subject preparations in the high school level, and
more than seven (7) subject preparations in the elementary level, their academic background
and competence should be considered accordingly.
d.) A regular teacher must render at least forty (40) hours per week in the school.
e.) Loading computation of a full time teaching personnel with Basic Education Job Item
including Shared Teaching Personnel:
1,800 minutes (30 Hours/week) - Actual teaching time
600 minutes (10 Hours/week) for advisory, side functions, remedial, and
research works
_____________
2,400 minutes (40 Hours/Week)
Education)
Work in excess of eight hours a day may be performed by any school personnel,
provided that he is paid for overtime work an additional compensation equivalent to his regular
salary plus at least twenty-five percent thereof.
As a school policy, all overtime work must have prior approval with the Department
Head duly approved by the HRDO.
2. College
(Based on Section 119-120, MORPHE)
The regular teaching load of full-time academic teaching personnel shall be
determined by the higher education institution but in case shall exceed 24 units per semester or
term.
The school considers 18 units/week as full time minimum load and 24 units/week
as maximum full-time load. On the occasion of scarcity of qualified faculty teaching specific
subjects the teacher may exceed 24 units but not more than 30 units/week.
The normal hours of work of teaching or academic personnel shall be based on their
normal regular teaching loads. Such normal or regular teaching loads shall be based in
accordance with the policies, rules and standards prescribed by the Commission. Any teaching

32
load in excess of the normal or regular teaching load shall be considered as overload. Overload
partakes of the nature of temporary extra assignment and compensation therefore shall be
considered as an overload honorarium if performed within the 8-hour work period and does not
form part of the regular or basic pay. Overload performed beyond the 8-hour daily work is
overtime work.
As used herein, term “regular or basic pay” means all remuneration or earnings paid
by the institution to its personnel for services rendered on normal working days and hours but
does not include cost of living allowances, profit sharing payments, premium payments,
honoraria, 13th
month pay or other monetary benefits which are not considered as part of or
integrated into the regular wage/salary of school personnel.
Overload is essentially a temporary arrangement resorted to when there is no faculty
available to teach the subject/course as part of his/her regular teaching load.
3. Heads of Office
Deans of any programs may carry a load of not more than Nine (9) units/week per
semester as part of his/her functions. These loads are part of the computation of his/her salary
and not to be treated as extra pay/load.
Principals may carry a load of not more than 300 minutes or 5 hours/week per year
as part of his/her functions. These loads are part of the computation of his/her salary and not
to be treated as extra pay/load.
Program Chairs of any programs may carry a load of not more than twenty four
(24) units/week per semester and the fifteen (15) units will be considered as part of his/her
functions. Excess of the fifteen units is considered as extra load.
Assistant Principal may carry a load of not more than 1,440 minutes or 24
hours/week per year. 15 hours will be his/her functional hours. These loads are part of the
computation of his/her salary and not to be treated as extra pay/load.
Non-Teaching Heads if given a teaching load(s) will be treated as extra pay/load
provided that it will be beyond the Office hours.
President and Directors with teaching loads are treated as extra load with extra
pay without the provision of extension of duty and must not go beyond 9 hours per week.
Maximum Teaching Loads:
Directors = 9 hours/week
Deans/ Principals = 15 hours/week (9 hours will be inclusive to salary)
Heads Non-Teaching = 12 hours/week (not inclusive to salary and must be
beyond duty hours)
Non-Teaching = 15 hours/week (not inclusive to salary and must be
beyond duty hours)
Program Chairs = 24 hours/week (15 hours inclusive to salary)
Asst. Principals = 24 hours/week (15 hours inclusive to salary)
On the scarcity of Human Resource, the school can extend the loads of
personnel with the approval of the Director for Academic Affairs and Director for
Administrative Affairs.
4. Load Assignment Equivalency
Class Adviser Elementary – 3 hours/week
Class Adviser High School - 4 hours/week
Clubs/Organization Adviser - 1 hour/week
Special Area Assignment - 4 hours/week
Subject Coordinator - 4 hours/week

33
5. Time
5.1) Personnel must render at least forty (40) hours per week of work.
5.2) Personnel must attend the FLAG CEREMONY every Monday morning.
5.3) Guidelines on the Implementation of the Flexi-Time Work Schedule
Rationale: To have continuity, uninterrupted, efficient, and responsive delivery service
to all stakeholders.
Coverage: Directors and Heads of Office
Choice of Work Schedule:
- Apply for flexi-time schedule subject for approval and consultation with the
Head of the Department and HRDO.
Attendance in Flag-Raising Ceremony:
Attendance of employees to the flag raising ceremony every Monday is strictly
enjoined pursuant to the provisions of Republic Act No. 8491 otherwise known as the “
flag and Heraldic Code of the Philippines”. Failure to attend will be penalized P 50.00
deductable every payday.
Use of Template Form:
Flexi Form 1 = Flexi-Time Work Schedule Request
6. Tardiness is deductable every payday and subject for suspension.
7. Meal and Coffee Breaks
Education and Article 85 of the Labor Code)
As a general rule, meal break is one (1) hour that is excluded from the eight (8) hours of
work in a day.
Coffee break for the Basic Education teaching personnel will depend on the recess time
of the students equivalent to fifteen (15) minutes every morning. For the Administrators and
Non-Teaching Personnel, coffee break will be 9:30 AM to 9:45 AM and 3:00 PM to 3:15 PM
included in the eight (8) hours of work.
8. Work From Home
Work From Home is applicable only, if:
1. The school will declare a Work From Home Order due to surge of cases, typhoon and
other calamities, or Government Order; and
2. A personnel who has a positive antigen and or rapid RTPCR result of COVID 19.
Work From Home with pay due to positive result is good for 21 calendar days from the
day of the positive result. Once the covid-19 positive personnel already availed the 21 days,
he/she must be tested again with rapid antigen, if negative he/she is clear to report to work but if
positive, additional ten (10) calendar days of WFH will be granted.
Prior to testing, a personnel who has the signs and symptoms in any of the following or a
combination of fever, cough, colds, body malaise, loss of smell and or taste, fatigue, LBM will
automatically stay at home and the absences will be credited to his/her allowed leave of
absence, such as:
1. Service Incentive Leave (SIL) of Five (5) Working Days among Non-Teaching
Personnel Based on Article 95, Labor Code. The SIL is for Non-Teaching Personnel
who has rendered at least one (1) year of Service. An additional of Five (5) working
days as Sick Leave total of ten (10) days leave for the whole year;
2. If a Non-Teaching Personnel cannot avail the SIL due to the number of months in
service, Sick Leave of five (5) working days will be the next option; and

34
3. For a Teaching Personnel or Academic Personnel, availment of Sick Leave of five (5)
days will be the option. SIL is not applicable to all Teaching Personnel due to the
proportional Summer Vacation and Christmas Vacation with pay as stated in the
Magna Carta for Public School Teachers and Omnibus Rules on Leave, Rule XVI,
Section 6 of the Civil Service Commission.
A negative personnel failed to report on duty, No Work No Pay ruling will be
implemented.
IV. LEAVE BENEFITS POLICY
1. SERVICE INCENTIVE LEAVE (SIL)
(Based on Article 95, Labor Code)
Non-Teaching Personnel who has rendered at least one (1) year of service is entitled to
Service Incentive Leave (SIL) with pay.
The phrase “one year of service” of the employee means service within twelve (12)
months, whether continuous or broken, reckoned from the date the employee started working.
The period includes authorized absences, unworked weekly rest days, and paid regular holidays.
The SIL may be used for sick and vacation leave purposes.
The SIL is for Non-Teaching and Heads of Office only.
Teachers are NOT entitled to a Service Incentive Leave but to a proportional usual
Summer Vacation and Christmas Vacation with pay (Magna Carta for Public School Teachers
and Omnibus Rules on Leave, Rule XVI, Section 6 of the Civil Service Commission).
A FIVE (5) working days SIL with pay is given from June 1st
of the Current Year to
May 31st
of the succeeding year to all Non-Teaching and Heads of Office.
Definition of Terms:
a.) Teachers are full-time teaching personnel from Nursery to College Departments.
b.) Non-Teaching are full-time personnel of the institution assigned either academic or non-
academic functions such as Registrar Staff, Finance Department Staff, General Services,
Library Personnel, Student Affairs Personnel, and Office Staff.
c.) Heads of Office are full time personnel of the institution such as Principals, Deans, Heads of
the Finance Department, General Services Head, Extension Head, Human Resource Head,
Registrar, Directors.
Conversion to Cash
The service incentive leave may be used for sick and vacation leave purposes. The
unused service incentive leave is commutable to its money equivalent at the end of the year. In
computing, the basis shall be the salary rate at the date of conversion excluding bonuses and
allowances rate.
It is a policy of the school that all unused SIL is subject to a Forced Leave to be
scheduled by the HRDO.
2. MATERNITY LEAVE (ML)
(Based RA 11210)
Any pregnant female worker in the private sector shall be granted a maternity leave of
one hundred five (105) days with full pay, regardless of whether she gave birth via caesarian
section or natural delivery, while maternity leave of sixty (60) days with full pay shall be granted
for miscarriage or emergency termination of pregnancy.
(a) A female Social Security System (SSS) member who has paid at least three (3)
monthly contributions in the twelve (12)-month period immediately preceding the
semester of her childbirth, miscarriage, or emergency termination of pregnancy shall
be paid her daily maternity benefit which shall be computed based on her average
monthly salary credit for one hundred five (105) days, regardless of whether she gave
birth via caesarian section or natural delivery, subject to the following conditions:
(1) That the female worker shall have notified her employer of her pregnancy and
the probable date of her childbirth, which notice shall be transmitted to the SSS in
accordance with the rules and regulations it may provide;

35
(2) That the full payment shall be advanced by the employer within thirty (30)
days from the filing of the maternity leave application;
(3) That payment of daily maternity benefits shall be a bar to the recovery of
sickness benefits provided under Republic Act No. 1161, as amended, for the same
period for which daily maternity benefits have been received;
(4) That the SSS shall immediately reimburse the employer of one hundred
percent (100%) of the amount of maternity benefits advanced to the female worker by the
employer upon receipt of satisfactory and legal proof of such payment; and
(5) That if a female worker should give birth or suffer a miscarriage or emergency
termination of pregnancy without the required contributions having been remitted for her
by her employer to the SSS, or without the latter having been previously notified by the
employer of the time of the pregnancy, the employer shall pay to the SSS damages
equivalent to the benefits which said female member would otherwise have been entitled
to.
In case the employee qualifies as a solo parent under Republic Act No. 8972, or
the "Solo Parents’ Welfare Act", the employee shall be paid an additional maternity
benefit of fifteen (15) days.
(b) An additional maternity leave of thirty (30) days, without pay, can be availed of, at
the option of the female worker: Provided, That the employer shall be given due notice, in
writing, at least forty-five (45) days before the end of her maternity leave: Provided, further, That
no prior notice shall be necessary in the event of a medical emergency but subsequent notice
shall be given to the head of the agency.
The maternity leave benefit, like other benefits granted by the SSS, is granted to
employees in lieu of wages. Thus, this is NOT included in computing the employee’s thirteen-
month (13th
) pay for the calendar year.
3. PATERNITY LEAVE ( PL)
(Based on RA 8187)
Paternity leave benefit shall apply to the first four (4) deliveries of the employee’s lawful
wife. If the spouses are not physically living together because of the work station or occupation,
the male employee is still entitled to the PL benefit.
The PL shall be for seven (7) calendar days with full pay.
In the event that the PL is not availed of, it shall not be convertible to cash and shall not
be cumulative.
4. PARENTAL LEAVE FOR SOLO PARENTS (PLSP)
(Based on RA 8972)
Parental leave for solo parents is granted to any solo parent or individual who is left alone
with the responsibility of parenthood due to:
e. Giving birth as a result of rape or, as used by the law, other crimes against chastity;
f. Death of spouse;
g. Spouse is detained or is serving sentence for a criminal conviction for at least one (1)
year;
h. Physical and/or mental incapacity of spouse as certified by a public medical
practitioner;
i. Legal separation or de factor separation from spouse for at least one (1) year provided
that he/she is entrusted with the custody of the children;
j. Declaration of nullity or annulment of marriage as decreed by a court provided that
he/she is entrusted with the custody of the children;
k. Abandonment of spouse for at least one (1) year;
l. Unmarried father or mother who has preferred to keep and rear his/her child/children,
instead of having others care for them or give them up to a welfare institution;
m. Any other persons who solely provides parental care and support to a child or
children. Provided that he/she is duly licensed as a foster parent by the DSWD or
duly appointed legal guardian by the court; and

36
n. Any family member who assumes the responsibility of head of family as a result of
death, abandonment, disappearance, or prolonged absence of the parents. Provided
that such abandonment, disappearance, or prolonged absences lasts for at least one
(1) year.
The parental leave, in addition to leave privileges under existing laws, shall be for seven
(7) work days every year, with full pay.
He/she is entitled to the parental leave, provided that:
 he/she rendered at least one (1) year of service, whether continuous or broken;
 he/she has notified his/her employer that he/she will avail himself/herself of it, within an
reasonable period of time;
 he/she has presented to his/her employer a solo parent identification card, which may be
obtained from the DSWD office where he/she resides;
 that the age of the children will be less than 18 years old.
In the event that the parental leave is not availed of, it shall not be convertible to cash.
A change of status or circumstances of the parent claiming the benefit under the law, such
that he/she is no longer left alone with the responsibility of parenthood, shall terminate his/her
eligibility for this benefit.
5. STUDY OR SABBATICAL LEAVE
- if the personnel is a school funded scholar, study leave with pay is allowed up to fifteen
(15) working days for the purpose of writing thesis or dissertation and proposal/oral defense. The
availment of the study leave is once only on the entire period of the program.
6. INDEFINITE LEAVE
- one (1) year only without pay and non-renewable. The indefinite leave can only be
granted with the mutual understanding of both parties (employee and employer) due to valid
reason(s). This must be covered with a legal document signed by both parties notarized by the
school’s legal counsel.
7. LEAVE FOR VICTIMS OF VIOLENCE AGAINST WOMEN AND THEIR
CHILDREN (RA 9262)
“Violence against women and their children,” as used in Republic Act 9262 (the “Anti-
Violence Against Women and Their Children Act of 2004”), “refers to any act or a series of acts
committed by any person against a woman who is his wife, former wife, or against a woman
with whom the person has or had a sexual or dating relationship, or with whom he has a common
child, or against her child whether legitimate or illegitimate, within or without the family abode,
which will result in or is likely to result in physical, sexual, psychological harm or suffering, or
economic abuse including threats of such acts, battery, assault, coercion, harassment or arbitrary
deprivation of liberty.”
B. Coverage and Purpose
Private sector women employees who are victims as defined in RA 9262 shall be entitled
to the paid leave benefit under such terms and conditions provided herein.
The leave benefit shall cover the days that the woman employee has to attend to medical
and legal concerns.
C. Requirement for Entitlement
To be entitled to the leave benefit, the only requirement is for the victim-employee to
present to her employer a certification from the barangay chairman (Punong Barangay) or
barangay councilor (barangay kagawad) or prosecutor or the Clerk of Court, as the case may be,
that an action relative to the matter is pending.

37
D. The Benefit
In addition to other paid leaves under existing labor laws, company policies, and/or
collective bargaining agreements, the qualified victim employee shall be entitled to a leave of
up to ten (10) days with full pay, consisting of basic salary and mandatory allowances fixed by
the Regional Wage Board, if any.
The said leave shall be extended when the need arises, as specified in the protection order
issued by the barangay or the court.
E. Usage of the Benefit
The usage of the ten-day leave shall be at the option of the woman employee. In the event
that the leave benefit is not availed of, it shall not be convertible into cash and shall not be
cumulative.
8. SPECIAL LEAVE FOR WOMEN
(RA 9710)
A. Coverage
Any female employee regardless of age and civil status shall be entitled to a special leave
benefit under such terms and conditions provided herein.
B. Definition of Term
“Gynecological disorders” refers to disorders that would require surgical procedures such
as, but not limited to dilatation and curettage and those involving female reproductive organs
such as the vagina, cervix, uterus, fallopian tubes, ovaries, breast, adnexa and pelvic floor, as
certified by a competent physician. It shall also include hysterectomy, ovariectomy and
mastectomy.
C. Conditions for Entitlement
1. She has rendered at least six (6) months continuous aggregate employment service for the last
twelve (12) months prior to surgery;
2. She has filed an application for special leave with her employer within a reasonable period of
time from the expected date of surgery or within such period as may be provided by company
rules and regulations or collective bargaining agreement; and
3. She has undergone surgery due to gynecological disorders as certified by a competent
physician.
D. The Special Leave Benefit
The employee is entitled to special leave benefit of two (2) months with full pay based on
her gross monthly compensation.
Gross monthly compensation refers to the monthly basic pay plus mandatory allowances
fixed by the regional wage boards.
E. Usage
The special leave shall be granted to the qualified employee after she has undergone
surgery without prejudice to an employer allowing an employee to receive her pay before or
during the surgery.
F. Non-conversion to Cash
The special leave shall be non-cumulative and non-convertible to cash.
9. GATE PASS POLICY
All Personnel except President and Directors who will be out in the premises during
Class/Office Hours are required to have a gate pass endorsed by the Head of Office and approved
by the Head of the Human Resource.
10. TEACHER’S LEAVE
(CSC Omnibus Rules on Leave for Public Employees, Rule XVI, Section 6, July
2010 and RA 4670 Magna Carta for Public School Teachers)
Teachers shall NOT be entitled to Service Incentive Leave (SIL) but to proportional
Summer Vacation plus Christmas Vacation with pay.

38
Semestral Break is considered as a regular working day based on DepEd policy. Only
students are allowed to a semestral break.
Summer vacation will be up to maximum of one (1) month only. Teachers are required to
report after.
Teachers with summer classes are entitled to an hourly rate extra pay for the College
Department and bundled summer pay rate for the Basic Education.
Only full-time teachers are entitled to a Summer and Christmas Vacation Pay.
11. Birthday Leave
All Full-Time Personnel probationary or regular are entitled to a Birthday Leave of One
(1) day each year.
The leave must be on the day of his/her birthday. The leave cannot be transferred to other
day of the year.
In the event that the leave benefit is not availed of, it shall not be convertible into cash
and shall not be cumulative.
12. Bereavement Leave
All Full-Time Personnel probationary or regular who rendered one year of service (12
months) is entitled to a Three (3) Days Bereavement Leave with pay. The leave is only for
immediate family (children, parents, grandparents, brother/sister, spouse, parents- in-
law).
13. LEAVE OF ABSENCE
A. Entitlement of the leave
All Full-Time Teaching Personnel probationary or regular who rendered one year of
service (12 months) is entitled to a Five (5) Days Sick Leave with pay. Absences must be
supported with a medical certificate. Other forms of absences are deductible to the basic pay.
B. Leave of Absence of part-time personnel
All part-time personnel are not entitled to the SIL.
C. Application for leave of Absence
Application for leave of absence for one full day or more shall be submitted on the
prescribed form for action by the proper head or his/her office and HRDO at least two days in
advance.
In case when the personnel is absent and fails to give due notice of illness or to file leave
of absence, the salary shall be with held until such time as he/she can present due notice of
his/her illness or to file the necessary leave of absence or else the salary shall be deducted.
Leave of absence MUST have an approval form the Head of Office and Head of the
Human Resource Department.
D. Payment of Leave of Absence
> School Personnel on indefinite leave are not entitled to all increases.
> All absences of the school personnel in excess of the SIL or other types of leave privileges
shall be without pay.
> All absences without an approval are considered deductible to the salary regardless the
availability of SIL or other types of privileges.

39
IV. COMPENSATION AND BENEFITS POLICY
1. General Guidelines
a. Hiring rate is based on the salary scale scheme.
2. Pay Period
a. The school regularly pays the salaries of full-time and part-time members twice a month,
every 15th
and 30th/31st
day of the month.
b. Clearance may be implemented anytime by the management for documents compliance. Mid-
Year and Year-End Clearance is also required. Salary shall be given only upon the completion
of personnel clearance.
3. Overtime Work
a. Overtime is allowed as approved by the management in order to meet deadlines as required by
the management.
b. Request for overtime must be filed to the HRDO duly noted by the immediate Head of Office
at least a day of the scheduled time.
c. Overtime pay will be given based on the rate prescribed by the law.
4. Salary Deductions
There are two (2) types of deductions:
I. Required by Law
a. Withholding Tax
b. Social Security System (SSS)
- employee and employer’s share as prescribed by the SSS guidelines.
c. PhilHealth
- 100% employee and 100% employer share based on the rate prescribed by
Philhealth.
d. Pag-Ibig
- housing and salary loan benefit.
e. Retirement Plan
II. Voluntary Deductions
a. Cash Advances
b. Grocery items/ canteen
c. other deductions with the conformity of the employee
5. Thirteenth-Month Pay
(Based on PD 851)
The thirteenth-month pay should be given to the employees not later than December 24
of every year.
An employee who resigned or whose services are terminated at any time before the time
of payment of the 13th
month pay is entitled to this monetary benefit in proportion to the length
of time he or she has worked during the year, reckoned from the time he or she started working
during the calendar year up to the time of his or her resignation or termination from the service.
Thus, if he/she worked only from January to September, his/her proportionate 13th
month pay
should be equal to one-twelfth (1/12) of his/her total basic salary earned during that period.
6. Other Benefits and Services
a. Clothing allowance- management discretion
b. Christmas bonus- management discretion
c. Tuition Fee discount for children of personnel up to three (3) children only.
 For tenured school personnel
- Free tuition only
 For non-tenured personnel
- 50% discount of tuition only for first year in service
- 75% of tuition only for second year of service
- 100% of tuition only for third year in service
d. Medical and Dental Services – management discretion
e. Personnel Development Program

40
7. Personnel Development Program
a.) Study Grants
To encourage professional growth, the school extends 100% school fee scholarship grants
to the personnel pursuing higher degrees.
Programs:
a. Non-Thesis Master’s Degree Program
b. Masters Degree Program with Thesis
c. Doctoral Studies
Privileges:
Privileges Undergrad CTE Masters Doctoral
1. Tuition and
other fees
Full Tuition
and other fees
Tuition Fee only Full Tuition
and other fees
Full Tuition and
other fees
2.Comprehensive
Exam. Assistance
None None P 1,000.00 P 1,000.00
3. Thesis/
Dissertation
Assistance
None None P 5,000.00 P 10,000.00
Qualifications:
The personnel applicant MUST:
1. Not more than 45 years old for the doctoral program and not more than 40 years old for the
masters degree program
2. With at least 18 units (College) or 1,800 minutes (Basic Ed) of teaching load
3. Good performance rating
4. Good physical and mental health
Application Procedure:
1. Applicants must submit letter of intent
2. Recommendation from the department head
3. Sign a Contract for the return service
4. Photocopy of the performance rating
5. Certification from the department head of the subject loads or assignment
Other Provisions:
1. Masteral program scholarship is good for two (2) years only for the academic subjects and an
additional of one (1) year for thesis writing.
2. Doctoral program scholarship is good for two (2) years only for the academic subjects and an
additional of one (1) year for dissertation writing.
3. One (1) semester of study is equivalent to a one (1) year of return service for masteral and
doctoral scholarship.
4. In case the Personnel will resign from PECIT or fails to finish the program within the period
of time allotted for its completion, (within the period of three years from the time of
enrollment in the program), he/she shall be obliged to pay the following:
4.1 The amount paid for by the School covering the semesters of the Personnel enrolled
in;
4.2 The amount equivalent to the Personnel present monthly salary multiplied by the
number of years for which the School is supposed to be obliged to render return s
service.
5. Personnel will pay the total cost released by the School on the failure to finish the required
terms of the program unless an agreement of the Personnel and School for some
considerations:
4 Years program availment - 80% of the total amount spent (payable for 1 year)
5 Years program availment - 100% of the total amount spent (payable for 1 year)

41
b.) Conferences, Trainings, and Seminar–Workshops
Personnel are qualified to attend in division / regional / national seminar – workshops and
conferences. The Department Head shall endorse the request to the President.
Grants:
1. Free registration fee
2. Free transportation and accommodation
Other Provisions:
1. Cd’s and other resource materials must be submitted to the Office of the Human
Resource a day after the arrival from the seminar/conference.
2. If necessary, must echo the knowledge acquired to concerned personnel.
3. Submit a copy of certificate of attendance/training and appearance to the Human
Resource Development Officer.
4. Liquidate the expenses to the Cashier’s Office a day after arrival.
The following enhancement trainings with an equivalent one (1) semester of return
service per training:
 Industry Immersion
 AM/TM Training
 Professional enhancement trainings like TESDA National Certificate (NC), etc.
c. ) Personnel Educational / Institutional Tours/ Benchmarking
Personnel may join educational / institutional tours/benchmarking. Fifty-fifty (50-50)
share between the employee and employer for the expenses of the tour.
V. PROMOTION AND ADVANCEMENT POLICY
A. General Guidelines
A Personnel shall be promoted / advanced to a higher rank on the basis of the extent to
which she / he meets the specific requirements and/or standards as set forth.
B. Personnel Classification Guidelines
1. Rationale:
a. To have a scientific basis in classifying the rank of personnel in particular the teaching
personnel of the school.
b. To have concrete rules and criteria in the classification of personnel.
2. Coverage: Directors, Heads of Office, Teaching
3. Legal Bases:
3.1 Manual of Regulations for Private Higher Education (MORPHE) of CHED
3.2 Revised Manual of Regulations for Private Schools of DEPED
4. Classification and Academic Ranking
Basic Education:
a.) Teacher I
-LET Passer
-Experience- one (1) to two (2) years of full-time teaching
-Good Moral Character
-Performance Rating of very satisfactory for a year (if working of at least one year)
b.) Teacher II
-LET Passer
-Experience- three (3) to four (4) years of full-time teaching
-Performance Rating of very satisfactory for a year (if working of at least three years)
- Must have at least 30-35 Points in the Ranking System Policy for at least two (2) Years
>Performance Rating
> Experience
> Outstanding Accomplishments and Community Involvement
> Education and Trainings

42
c.) Teacher III
-Master’s degree (CAR)
-at least three (3) years of full-time teaching
-Conducted classroom research
-Must have at least 36-40 Points in the Ranking System Policy for at least two (2) Years
>Performance Rating
> Experience
d.) Master Teacher
-Master’s Degree Holder
-at least three (3) years of full-time teaching
-Conducted classroom research
>Performance Rating
> Experience
e.) Head Teacher
-Master’s degree holder
- at least five (5) of full-time teaching
-Conducted an institutional research and published
>Performance Rating
> Experience
College Personnel:
a.) Instructor I
-Masters degree holder
-Experience- one (1) to two (2) years of teaching
-Performance Rating of very satisfactory for a year (if working of at least one year)
b.) Instructor II
-Masters degree holder
-Experience of at least three (3) years of teaching
>Performance Rating
> Experience
> Outstanding Accomplishments
c.) Instructor III
-Master’s degree holder
-Experience of at least three (3) years of full-time teaching
>Performance Rating
> Experience

43
d.) Associate Professor
-Doctoral units of at least 36 units
-Experience at least five (5) years of full-time teaching
>Performance Rating
> Experience
e.) Professor
-Doctoral degree holder
-Experience at least nine (9) years of full-time teaching
- Speaker of Regional, National, or International Conference
>Performance Rating
> Experience
5. Ranking Criteria Maximum Points
I. Performance Rating - 20
II. Experience - 25
III. Outstanding Accomplishments and Community Involvement - 20
IV. Education and Trainings - 35
______________
100
PERSONNEL RANKING CRITERIA
Name: Department: Position:
Family First Middle
Year started at PECIT: ______________________
Directions: Kindly check the corresponding selection. Attach supporting documents on the
different categories.
Categories Selection Points
I. Performance Rating (20)
a. Excellent (20 pts.)
b. Very Good (15 pts. )
c. Good ( 10 pts. )
d. Fair ( 8 pts. )
e. Poor ( 5 pts. )
a. _____________
b. _____________
c. _____________
d. _____________
e. _____________
II. Experience (25)
> No. of years in service to the school
a. 2-3 years (5 pts.)
b. 4-5 years (10 pts. )
c. 6-7 years (15 pts.)
d. 8-10 years (20 pts.)
e. 11-12 years (25 pts.)
a. _____________
b. _____________
c. _____________
d. _____________
e. _____________

44
III. Outstanding Accomplishments and Community
Involvement (20)
A. Research & Publication (5)
a. Authorship
i. Books ( 2 pts. )
ii. Articles ( 0.5 pt. )
b. Research Projects ( 2 pts. )
c. Scientific Collection ( 0.5 pt. )
B. Awards and Competitions (9)
a. National Winner (3)
b. National Finalist (2.5)
c. Regional Winner (2)
d. Division Winner (1)
e. District Winner (0.5)
C. Community Involvement (6)
a. External (outside school) (2 pts.)
b. Internal (in-school) (4 pts.)
a. _____________
b. _____________
c. _____________
a. _____________
b. _____________
c. _____________
d. _____________
e. _____________
a. _____________
b. _____________
c. _____________
IV. Education and Trainings (35)
A. Educational Qualifications (22)
a. Baccalaureate Graduate w/ LET (1 pt.)
b. Master’s at least 24 units (5 pts.)
c. Master’s (CAR) (7 pts.)
d. Master’s Degree Holder (10 pts.)
e. Doctoral at least 36 units (13 pts.)
f. Doctoral (CAR) ( 18 pts.)
g. Doctoral Degree Holder (22 pts.)
B. Trainings (9)
a. Specialized/Short Courses (3)
b. Institutional Trainings (0.5)
c. Division/Diocesan (1)
d. Regional (2)
e. National (2.5)
C. Consultant/Resource Speaker (4)
a. Division (1)
b. Regional (1)
c. National (2)
a. _____________
b. _____________
c. _____________
d. _____________
e. _____________
f. ______________
g. _____________
a. _____________
b. _____________
c. _____________
d. _____________
e. _____________
a. _____________
b. _____________
c. _____________
Total:_____
Ranked by: ___________________ Approved by:
Date: ________________________ ______________________________
School President
NOTE:
1. Salary schedule re-calibration must be in a committee composed of five (5) appointed by
the President. Must be re-calibrated every three (3) Years.
2. All Non-LET Passers of the Basic Education and Non-Master’s Degree Holder in the
College Department are classified as Lecturer and are not qualified to academic ranking.

45
C. Performance Appraisal
There shall be a Performance Appraisal System which shall be used to assess the
instructional competencies of every personnel. Performance appraisal shall be conducted at the
end of each term.
No personnel shall be considered for the promotion without a record of two performance
ratings of at least Very Satisfactory.
D. Procedure for Promotion
The promotions of personnel shall be subject to the relevant educational qualification and
the Merit System Plan.
Merit Promotion refers to the movement of the personnel from one rank to another on the
basis of meritorious performance, despite the absence of the required educational qualification
for the rank.
Promotion Committee of the institution shall assist the School President to look into the
evaluation of the documents of the personnel for promotion. The Promotion Committee is
composed of the following:
Chairman: School President
Members: Directors
HRDO
 Only personnel enjoying permanent appointment or tenure maybe recommended for
promotion provided he/she satisfies the requirements set forth in the Office where he/she
belongs.
 Promotion is possible only if vacancy of a higher position exists and can be filled by
qualified and active personnel.
E. Honors and Incentive Awards
1. Service Award
Given to personnel for his/her continuous and satisfactory service in the school:
Bronze - 15 years of service
Silver - 25 years of service
Gold - 35 years of Service
Lifetime - Retirees and those whose contribution
uplifted and transformed the school into a globally
competitive institution
Cash bonus of not less than Two Hundred Pesos (P200.00) per year of service may be
given upon the recommendation from the BOD.
2. Incentive Awards
a. Performance Incentive
Given to a personnel who obtained outstanding performance based on the
institutions’ approved Performance Rating Evaluation and/or upon recommendation from
the BOD.
Incentive cash bonus of not less than One Thousand Pesos (P1,000.00) may be
given upon approval of the School President
b. Productivity/Performance Incentive
Given to a personnel who exceeded their targets or has incurred incremental
improvement over the existing targets like enrolment or collection.

HUMAN RESOURCE MANAGEMENT MANUAL (1).pdf

More Related Content

Similar to HUMAN RESOURCE MANAGEMENT MANUAL (1).pdf

More from allanbabad4

Recently uploaded

HUMAN RESOURCE MANAGEMENT MANUAL (1).pdf