This document discusses personnel management in schools, including policies and procedures for hiring, evaluating, and managing different types of employees. It provides details on administration manuals, faculty and staff manuals, employment contracts, legal considerations in hiring, types of employees like managerial, non-managerial, probationary, regular, contractual, and casual. It also covers employee benefits, security of tenure, and the purpose of performance evaluations.

1. A HEART-TO-HEART TALK
Who do you consider today’s heroes?
What qualities do they possess?
MOTIVATIONAL VIDEO

2. MANAGING MEN AND WOMEN
IN SCHOOL CORPORATION
JONARD B. AMARILLA, MA. ALONA E. MAGHANOY, JANET S. NEGOSO,
LYDIA D. CAIMOR
Presentors

3. SCHOOL PERSONNEL
Refers to any person or persons working in
a school. It include administrative,
teaching and non-teaching personnel.

4. PERSONNEL MANAGEMENT
Effective
Recruitment
Effective
Selection
Development and
Utilization of the
manpower resources

5. ADMINISTRATION MANUAL
• Articles of incorporation of the
school corporation
• The by laws with their amendments
• The list of officers of the legal
corporation
• The officers of the school- their job,
functions or duties.

6. The interrelationships between the
officers are summarized in a flow chart.
Board of Trustees
President/ Director
President’s / Director’s
Council
Unit Heads (Academic)
Department Heads
Teachers
Unit Heads (Administrative)
Administrative Department
Heads
Support Staff
ADMINISTRATION MANUAL

7. FACULTY AND STAFF
MANUALS
Compilations of policies
Statement of ideals or duties and
expectations.
Salary scales pegged to ranks and levels.
Criteria for each rank and level

8. FACULTY AND STAFF
MANUALS
Hiring procedures and criteria for initial
classification.
FACULTY AND STAFF
MANUALS
Promotion procedures and criteria for
promotions from one level to another
Benefits (medical, retirement, longevity,
and others)

9. FACULTY AND STAFF
MANUALS
Retirement provisions
FACULTY AND STAFF
MANUALS
Conditions for retrenchment
Separation and manner of setting
grievances
Specific committees or bodies that will
handle the set of procedures.

10. Procedure for Hiring
o Letter of application
o Letter of
recommendation
o Clearances
o Physical examination
results
o The result of Qualifying
examination
o Performance test
Preliminaries

11. Procedure for Hiring
Preliminaries
For Teachers:
oAcademic records and
credentials
oVitae
oDemonstration lesson

12. Procedure for Hiring
oHiring board will meet and
make recommendation
oExecutive officer issues a
letter of appointment
(probationary or permanent)
After the Preliminaries

13. o an agreement between two or more
persons
o can generally be written using
formal or informal terms, or they
can be entirely verbal
o If one side fails to live up to
his/her/its part of the contract,
there's a "breach" of contract
o The terms of the contract, meaning,
the who, what, where, when, and
how of the agreement, define the
binding promises of each party to
the contract.

14. o Teacher Contract-represented by the head of the school
or his/her representative and the individual employee
o The employee is bound to certain duties while enjoying
privileges and rights granted him/her by law
o The employer enjoys management prerogative in the
assignment of work and must comply with the labor
requirements with regard to conditions of employment

15. o Sample Contract of Employment

16. Payment or gift made
by the employer

17. Minimum Wage
Thirteenth Month
Pay/Mid-year Bonus
Retirement Pay

18. Overtime Work
Normal Hours
of Work

19. Weekly Rest Day
a rest period of not less than twenty-
four (24)
consecutive hours after every six (6)
consecutive normal work days,
as stated in Article 91 of the
Philippine Labor Code.

20. Regular
Holiday Pay
Special
Non-Working
Holiday Pay
 for first eight (8) hours of work -
plus thirty percent (30%) of the daily rate
 for excess of eight (8) hours of
work - plus thirty percent (30%) of hourly
rate on said day
Article 93 and 94 of the Philippine Labor Code states
that a worker shall be paid his regular daily wage
during regular holidays whether or not the employee
goes to work. The employer can require an employee
to work on any holiday but the employee must be
paid an amount double his regular wage

21. Paternity
Leave
Service
Incentive
Leave
 Article 95 of the
Philippine Labor Code states
that if an employee has given at
least one (1) year of service, he
shall be entitled to a yearly
service incentive leave of five
(5) days with pay
The paternity leave is not
found in the Labor Code. The
basis for the paternity leave
is Republic Act No. 8187,
otherwise known as the "
Paternity Leave Act of 1996″.
RA 8187 states that a
married male employee is
allowed to take 7 days off
work with full pay for the first
four deliveries.

22. Maternity Leave

Republic Act No. 7322 states that a pregnant
employee who has paid at least three monthly
maternity contributions to the Social Security
System in the twelve-month period preceding
the semester of her childbirth, abortion or
miscarriage and who is currently employed
shall be paid a daily maternity
benefit equivalent to one hundred percent
(100%) of her present basic salary,
allowances and other benefits or the cash
equivalent of such benefits for sixty (60) for
normal delivery a seventy-eight (78) for
caesarian delivery.[11]

23. Sick Leave
Twelve (12) days per year
for the first two years of
service. With additional 1
sick leave every year
starting on 2nd year of
service. Maximum total sick
leave is 15 days. All unused
leave days are convertible
to cash in December of
each year.

24. Bereavement
Three (3) days in the event
of death of an immediate
family member which
includes the employee’s
children, parents,
grandparents, brother,
sister, spouse, and
parents-in-law.

26. • Calamity Leave: Two (2) days leave for
employees who were affected by flood,
fire and typhoon (must be supported by a
Government proclamation)

27. Magna Carta for Women: Sixty
(60) calendar days leave. It is
given to all female employees
who underwent surgery caused
by gynecological disorders and
who have rendered at least six
(6) months continuous
aggregate employment service
for the last twelve (12) months
prior to surgery

28. Study Leave
D.O. 8 S, 2010

30. DISABILITY/LIFE INSURANCE: Employee life insurance is 100% funded by the
Company, provides insurance benefits to the employee’s designated
beneficiaries in the event of disability, terminal/critical illness and death due to
illness or accident.
The amount of benefits is specified below:
• Life Insurance Benefit Limit - 26 x monthly base salary base on the
employee’s latest basic rate.
• Accident, Death and Disability Benefit Limit - 13 x monthly base salary based
on the employee’s latest basic rate.
• Total Permanent Disability Benefit Limit - 26 x monthly base salary based on
the employee’s latest basic rate.
• Terminal Illness Benefit Limit – 50% of Life, maximum of Php 3.5M • Critical
Illness Benefit – 60% of Life, maximum of Php 1M

31. Loyalty Token –
Employees are
recognized for their
loyal and dedicated
service to the
company for every
five years of
continuous service by
the way of gift check
or token, plus plaque
of appreciation during
the service award
ceremony.

33. Indigenous Peoples' Rights
The Indigenous Peoples’ Rights
Act of 1997 recognized and
promoted the rights of Indigenous
Cultural Communities/Indigenous
Peoples (ICC/IPs)
Take measures, with the
participation of the ICCs/IPs
concerned, to protect their rights
and guarantee respect for their
cultural integrity, and to ensure that
members of the ICCs/IPs benefit on
an equal footing from the rights and
opportunities which national laws
and regulations grant to other
members of the population.

34. LEGAL CONSIDERATIONS
• Legal Considerations
• Age
• Arrest Record
• Citizenship/Natural Origin
• Education

35. LEGAL CONSIDERATIONS
• Financial/Credit Status
• Gender or Sex-linked
Information/Sexual
Orientation
• Health/HandicapMarital
Status/Family
Status/Child Care Needs
• Military/Veteran Status

36. •Organizations
•Pregnancy
•Race or Color
•Religion
•Residence
LEGAL CONSIDERATIONS

37. TYPES OF
EMPLOYEES
• Managerial
Employees

38. • . Employees in most non-managerial
positions do not have supervisory duties.
• the employees must follow the manager's
direction.
• In this category, workers are included.
They are those employees who work
directly on the job.
 Non-
Managerial
Employees

39. STATUS
PROBATIONARY
STATUS
A probationary employee
is one who, for a given
period of time, is being
observed and evaluated to
determine whether or not
he is qualified for
permanent employment
Under labor code , Provisionary
period is six months

40. REGULAR OR
PERMANENT
A regular employee
-An employee who is by law deemed a
“regular employee”
-can only be fired or terminated based
on grounds allowed by law
A termination based on a ground not
defined by law may be considered as
illegal dismissal.
Labor Code Book
VI Art. 280

41. REGULAR OR
PERMANENT
A regular employee
-An employee who is by law deemed a “regular
employee”
-can only be fired or terminated based on grounds
allowed by law
A termination based on a ground not defined above
may be considered as illegal dismissal.

42. CONTRACTUAL
Hired on an individual
employment contract
basis to perform work on
a specific project or
projects . The duration of
such employment is
indicated in the
employment contract

43. CASUAL
EMPLOYMENT
Pres Decree No 350
- gives emphasis to the nature
of the job by stating that the job
is usually necessary or
desirable to the main business
of the employer, then
employment
is regular if not, then the
employment is casual.

44. Security of Tenure
•(Article 279 of the Labor code) discusses that if an employee
is already a regular employee, the employer cannot terminate
his services without just cause and due process. An employee
unjustly dismissed from work can return to it without any
losses of benefits, privileges, and allowances from the time he
was unjustly dismissed to the time of his actual return.
•(Manual of Regulations for Private School) provides that no
teacher shall be suspended or separated from the service
during the pendency of his/her contract except for cause and
after due process.

45. EVALUATION
•To determine how well the employee is helping the
educational institution achieve its goal.
•To provide feedback of the employee’s strong and week
points, thus enabling both the employee and administration
to correct and remedy deficiencies.
•to furnish an objective and just basis for various personnel
actions such as promotion, transfer, increase in pay or
dismissal or termination

46. PROMOTION
the form of increase in pay or
promotion to a higher level of
work plus increase in pay or
promotion to an administrative
position.

47. SEPARATION

48. SEPARATION
:
Art. 282. Termination by
employer.

49. Art. 282. Termination by employer. An
employer may terminate an employment
for any of the following causes
Serious misconduct or willful
disobedience by the employee of the
lawful orders of his employer or
representative in connection with his
work;
•Gross and habitual neglect by the
employee of his duties.
•Fraud or willful breach by the employee
of the trust reposed in him by his
employer or duly authorized
representative;
•Commission of a crime or offense by the
employee against the person of his
employer or any immediate member of
his family or his duly authorized
representatives; and
•Other causes analogous to the
foregoing.
( Labor Code)
Section 76. Termination of Employment by
the School Administration. School personnel
of private schools under permanent status
may be removed, reduced in salary or
suspended without pay for the following
causes.
a.Dishonesty, fraud or willful breach of the
trust reposed in him by the school through its
duly constituted authorities.
b.Oppression or commission of a crime
against the person of school officials,
students or any other component elements
therein.
c.Misconduct which directly or indirectly
affects the integrity of the school
d.Neglect of duty or inefficiency.
e.Notoriously disgraceful or immoral conduct
(DepEd Order no. 88 s. 2010 – Revised
Manual of Regulations for Private Schools in
Basic Education)

50. Art. 285. Termination by employee.
B. An employee may put an end to the
relationship without serving any notice on
the employer for any of the following just
causes:
1.Serious insult by the employer or his
representative on the honor and person
of the employee;
2. Inhuman and unbearable treatment
accorded the employee by the employer
or his representative;
3. Commission of a crime or offense by
the employer or his representative
against the person of the employee or
any of the immediate members of his
family; and
4. Other causes analogous to any of the
foregoing.
(Labor Code)
Section 82. Termination of Employment by
School Personnel
B. A school personnel may terminate his
relationship with a private school without
serving any notice for any of the following
causes:
1.Serious insult on his honor and person by
the school or its duly authorized officials.
2.Inhuman and unbearable treatment given
him by the school or its duly authorized
officials.
3.Commission of a crime or offense against
his person or any of the immediate members
of his family by the school or its duly
authorized officials.
4.Other causes analogous to the foregoing.
(DepEd Order no. 88 s. 2010 – Revised
Manual of Regulations for Private Schools in
Basic Education)

52. Art. 287. Retirement. Any employee may be retired upon reaching the
retirement age established in the collective bargaining agreement or
other applicable employment contract.
In the absence of a retirement plan or agreement providing for
retirement benefits of employees in the establishment, an employee
upon reaching the age of sixty (60) years or more, but not beyond sixty-
five (65) years which is hereby declared the compulsory retirement
age, who has served at least five (5) years in the said establishment,
may retire and shall be entitled to retirement pay equivalent to at least
one-half (1/2) month salary for every year of service, a fraction of at
least six (6) months being considered as one whole year.
( Labor Code )

53. (DepEd Order no. 88 s. 2010 – Revised
Manual of Regulations for Private Schools
in Basic Education)