FACULTY MANUAL

["SUMMARY: Part I Professional Qualities A. Professional Efficiency B. Professional Growth = 25 C. School and Community = 20 D. Interpersonal Relationship =5 E. Articulation of the School\u2019s =5 =5 Vision-Mission 60 points x 25% = Part II Teaching Performance = 40 points x 75% = Total: 100 points 94","APPENDIX 2 GRIEVANCE PROCEDURES As befits members of a Christian academic community, grievances against any member of such community should be initially settled through sincere dialogue and discussion. It is only when such initial discussion fails that one should resort to the formal procedures for settling such grievances. It is important that procedural due process be observed. This can be done through proper communication. A grievance may either be expressed verbally or in writing. When it is in writing and duly signed, it becomes a formal complaint needing a formal procedure. When it is made orally, it is informal and must be settled informally. The complaint, answer, memorandum, recommendation and eventually the decision must all be in writing. Excerpts of the proceedings shall also be in writing and shall be signed by all parties concerned. 1. Guidelines Faculty grievance maybe against a \u2022 fellow teacher \u2022 staff \u2022 Department Chair \/ Subject Area Coordinator 2. Faculty\/Staff Grievance Board A Grievance Board shall be convened by the Principal upon receipt of the written complaint. The Board shall conduct an investigation of the case. The Board shall be composed of the following: a. Principal b. Vice Principal c. Guidance Counselor d. Representative of the Faculty Association \/ Staff Association e. Head of the Human Resource Development (HRD) 3. Grievance Procedure a. A teacher files a written complaint to the Vice Principal. It must state the name(s) and address(es) of the respondent, the acts or commission of 95","the offense , and the place where the offense was committed and the name(s) of any witness, if there be any. b. The Vice Principal shall conduct a one-on\u2013one conference with the faculty\/ staff respondent the purpose of which is to settle amicably. c. If the Vice Principal fails to resolve the case, he refers it to the Principal. The Principal conducts a preliminary inquiry about the charge filed against the alleged offender. If after preliminary inquiry the Principal believes that there is reasonable ground, he then convenes the Grievance Board to deliberate on and resolve the conflict. d. The Chair of the Grievance Board shall furnish the respondent a copy of the complaint together with other necessary documents. The respondent is given 48 hours to file an answer from the date of the receipt hereof. In case the respondent fails or refuses to answer, the case maybe pushed through under summary proceedings. e. The Chair of the Grievance Board presides during the hearing. He shall start the proceedings by reading the complaint and reply\/ies filed before the board. Judgment in the case will be made immediately after the deliberation and the parties will be informed within two (2) days. f. Once a decision is made by the Board, parties to the case are furnished their copies of the same. In case the complainant is not satisfied with the Board\u2019s decision, he may move for a reconsideration of the case with the Board within 48 hours after receipt of the decision. If the complainant fails to file an appeal for consideration within 48 hours after receipt thereof, the decision becomes final and executory. g. The Chairperson shall forward to the office of the School Director the outcome of the investigation who will receive for affirmation, reversal or modification of the decision. The School Director makes the final decision and promulgates the same within two (2) days after receipt of the decision which is final and executory. 96","Section 1 APPENDIX 3 Section 2 RULES AND REGULATIONS IMPLEMENTING THE Section 1 ANTI-SEXUAL HARASSMENT ACT OF 1995 PART I Preliminary Matters Title This body of rules and regulations shall be known as the rules and regulations for the implementation of the Anti \u2013 sexual Harassment Act of 1995 at the Our Lady of the Holy Rosary School or \u201crules\u201d for short Coverage These rules shall govern all incidents of sexual harassment inside the campus of Our Lady of the Holy Rosary School, as well as incidents outside the campus premises and \/or during the semestral or summer vacation, if such incidents adversely affect the good name or reputation of the institution. Rule 1 Policies State Policy The state shall value the dignity of every individual, enhance the development of its human resources, guarantee full respect for human rights, and uphold the dignity of all members and elements of the educational community, other workers, applicants for employment, those undergoing training, instruction or education. Towards this end, all forms of sexual harassment in the employment, education or training environment are hereby declared unlawful. It is therefore the duty of the employer or head of the work- related educational training environment or institution to prescribe the guidelines in the work place and educational or training institutions to prevent or deter the commission of acts of sexual harassment, and to provide the procedures for the resolution, settlement or prosecution of said facts. 97","Section 2 School Policies and Objectives Section 1. The mission of this institution is to foster an open learning and working environment. The ethical obligations to provide an environment that is free from sexual harassment and from fear that it may is implicit. The entire educational community suffers when sexual harassment is an unacceptable behavior and a violation of the law and shall not be tolerated, condoned. Violation of this policy shall result in disciplinary action up to and including expulsion or termination as the case may be. All members of the educational community affected by a sexual harassment incident shall be treated with respect and given full opportunity to present their side of the incident. PART II Sexual Harassment Rule 1 Preliminary Provisions Work, Education or Training\u2013Related Sexual Harassment Defined Work Education or Training related to sexual harassment is committed by an employer, employee, manager, supervisor, agent, teacher, instructor, professor, coach, trainer, or any person who, having authority, influence or moral ascendancy over another in a work or training or education environment, demands, requests or otherwise requires any sexual favor from the other, regardless of whether or not the demand, request or requirement for submission is accepted by the object of the said act. a. In a work-related or employment environment, sexual harassment is committed when: 1. The sexual favor is made as condition in hiring or the employment, re-employment or continued employment of said individual, favorable compensation, terms conditions, promotions or privileges, or the refusal to grant the sexual favor results in limiting, segregating or classifying the employee which in any way would discriminate, deprive or diminish employment opportunities or otherwise adversely effect said employee. 2. The above would result in an intimidating, hostile or offensive environment for the employee 98","Section 2 3. The above acts would impair the employee\u2019s rights or privileges under existing labor laws. b. In an education or training environment, sexual harassment is committed: 1. Against one who is under the care, custody or supervision of the offender; 2. Against one whose education, training, apprenticeship or tutorship is entrusted to the offender; 3. When sexual favor is made a condition to the giving of a passing grade, or the granting of honors and scholarships, or the payment of a stipend, allowance or other benefits, privileges, or considerations; or 4. When sexual advances result in an intimidating, hostile or offensive environment for the student, trainee or apprentice. Sexual harassment can be verbal, visual or physical. It can be overt, as in the suggestion that a person could get higher grade or raise by submission to sexual advances. Forms of Sexual Harassment Sexual harassment may consist of the following: a. Persistent, unwanted attempts to change a professional or educational relationship to a personal one. b. Unwelcome sexual flirtations and inappropriate put downs of individual persons or classes of people. Examples include, but are not limited to the following: 1. Unwelcome sexual advances; 2. Repeated sexual \u2013oriented kidding, teasing, or flirting; 3. Verbal abuse of a sexual nature; 4. Graphic commentary about an individual\u2019s body, sexual prowess, or sexual deficiencies; 5. Derogatory or demeaning comments about women in general, whether sexual or not; 6. Leering, whistling, touching, pinching, or brushing against another\u2019s body; 7. Offensive crude language; and 8. Displaying objects or pictures which are sexual in nature that would create an offensive work environment 99","Section 3 Other Persons Liable Section 4 Any person who directs or induces another to commit any sexual harassment as herein defined, or who cooperates in the Section 5 commission thereof by another without which would not have been committed shall also be liable under these rules. Basic Types of Sexual Harassment a. \u201cQuid pro quo\u201d sexual harassment \u2013 occurs when submission to or rejection of unwelcome sexual advances, requests to engage in sexual conduct, and other physical and expressive behavior of sexual nature is used as the basis for employment decisions, giving of passing grades, granting of honors and scholarship, or the payment of stipend or other benefits, privileges, or considerations. Quid pro quo sexual harassment cases are hereby classified as grave. b. \u201cHostile or Offensive\u201d sexual harassment - occurs when unwelcome sexual conduct unreasonably interferes with an individual\u2019s job performance or creates an intimidating, hostile, or offensive working environment, even in the absence of tangible or economic job consequences. Hostile or offensive sexual harassment cases are hereby classified as grave, less grave or light, depending on the reasonable man \/ woman standards adopted by the Committee. Sanctions The following administrative sanctions shall be imposed on sexual harassment cases: a. For work \u2013 related incidents of sexual harassment: 1. Suspension 2. Dismissal b. For education or training- related acts of sexual harassment: 1. Suspension 2. Exclusion 3. Expulsion Sexual harassment offenses shall be classified as grave, less grave and light. 100","Section 6 Grave sexual harassment cases are those which these rules attach the penalty of dismissal or exclusion, or expulsion Less grave sexual harassment cases are those to which these rules attach the penalty of suspension Light sexual harassment cases are those to which these rules attach the penalty of reprimand or warning. Sanctions Not a Bar to Court Action Administrative sanctions shall not be a bar to prosecution in the proper courts of unlawful acts of sexual harassment. Section 1 PART III Section 2 Grievance Procedure Rule 1 Committee on Investigation Committee on Investigation A Committee on investigation shall be created. It shall conduct the investigation of alleged cases constituting sexual harassment Composition of the Committee on Investigation The Committee on Investigation shall be composed of the following: 1. In case where the aggrieved party is a student and the offender is a faculty: a. The Principal shall act and preside as chairperson. b. The Guidance Counselor shall act as the chair of the investigating committee. c. The Vice Principal d. The Department Chair to which the aggrieved student and the offender faculty belong. e. Head of the HRD f. Representative from the Faculty Association 2. In case where the aggrieved party is a staff and the offender is a faculty member: a. The Principal shall act and preside as chairperson. 101","Section 1 b. The Guidance Counselor shall act as the chair of the investigating committee. c. The Vice Principal d. The Department Chair to which the offender faculty belong. e. Head of the HRD f. Representative from the Faculty Association g. Representative from the Staff Association 3. In case the aggrieved party is the student and the offender is support staff. a. The Principal shall act and preside as chairperson. b. The Guidance Counselor shall act as the chair of the investigating committee. c. The Vice Principal d. Head of the HRD e. Representative from the Staff Association f. The adviser of the aggrieved student 4. In case the aggrieved party is a student and the offender is an administrator. a. School Director (if the offender is the Principal \/ Vice Principal \/ or Department Chair) b. The Guidance Counselor c. The adviser of the aggrieved student d. Head of the HRD e. Representative from the Faculty Association 5. In case the aggrieved party is a faculty \/ staff and the offender is an administrator. a. School Director (if the offender is the Principal \/ Vice Principal \/or Department Chair) b. The Guidance Counselor c. The adviser of the aggrieved student d. Head of the HRD e. Representative from the Faculty Association Rule II Due Process Right to Due Process No disciplinary sanction shall be applied upon any erring member of the educational community except for cause and after due process shall have been observed. 102","Section 2 In sexual harassment cases, the alleged offender must be accorded due process and as much confidentiality during the process. Procedural Due Process Standards The following procedural due process standards must be met in sexual harassment cases. a. There must be an impartial body or investigation committee who shall acquire jurisdiction over the person of the alleged offender. b. The alleged offender must be informed in writing of the nature and the cause of accusation against him and furnish him an affidavit of the complaint under oath. c. The alleged offender must be given the opportunity to defend himself. d. The alleged offender shall have the right to adduce evidence on his own behalf and the evidence must be considered by the investigating committee or board in hearing or deciding the case. e. Decision must be rendered upon lawful hearing only. Rule III Reporting System Section 1 Complaint Defined A complaint is a sworn written statement under oath charging a person with a violation of sexual harassment and subscribed before the proper authority. Section 2 Who May File Any student or employee of the school may file a complaint of sexual harassment. Section 3 Where To File A complaint maybe filed in the office of the Department Chair where he belongs. Section 4 Sufficiency of Complaint A complaint is sufficient if it states the name (s) and address(es) of the respondent, the acts or commission of the offense, and the 103","Section 5 place where the offense was committed and the name ( s) of any witnesses, if there be any. Section 6 Section 7 Proceedings for Investigation Section 8 Upon receipt of the written complaint signed under oath by the offended party or by any other person having direct knowledge of the commission of the act complained, the chairperson shall conduct a preliminary inquiry about the charge filed against the alleged offender. If after preliminary inquiry the chairperson believes that there is a reasonable ground and prima facie case has been established, he shall immediately furnish the respondent a copy of the complaint together with other necessary documents. The respondent is given 48 hours to file an answer from the date of the receipt hereof. In case the respondent fails or refuses to answer, the case must be pushed through under summary proceedings. Resolution of the Case Judgment in the case will be made immediately after the deliberation and the parties will be informed within two (2) days. The chairperson shall forward to the School Director who will receive for affirmation, reversal or modification of the decision. Appeal to the School Director Any party involved not satisfied with the decision rendered by the committee may appeal to the School Director stating the grounds therefore within 48 hours from the receipt of the decision. If neither party appeals the decision in the manner and within the period herein prescribed, the School Director makes the final decision and promulgates the same within two (2) days after receipt of the decision, which is final and executory. Liability of the Employer, Head of the Office of the Educational or Training Institution The employer or head of Office of the educational or training institution if informed of such acts by the offended party and no immediate action is taken herein shall be solidarity liable for damages arising from the acts of sexual harassment committed in the employment or training institution. 104","Section 9 Written Record and Privacy of parties Written records of cases of sexual harassment must be kept, and precautions should be taken to protect the privacy of all parties involved. 105","APPENDIX 4 POLICY ON GIVING RETEST If the level percentage passing (Summative Assessment, Long Assessments, Quarterly Assessment) in the grade level is below 60%, retest should be given. The following guidelines should be followed: Guidelines: 1. The teacher should reteach the topic immediately after knowing the test result. 2. He\/She should write in the assignment notebook the schedule of the retest. 3. The teacher should make different test items but same number of items. 4. All students who got perfect score or with only one mistake should be exempted from getting the retest. 5. Those who got at least two mistakes should be given the option to take the retest. If they decided NOT to take the retest, the first score should be recorded. If they decided to take the retest, grade should be computed as follows: Previous test - 60% Retest - 40% Example: (20 items) Previous test \u2013 12 x 0.60 = 7.2 Retest \u2013 15 x 0.40 = 6.0 13.2 grade 6. All those who failed the test are required to take the retest. The grade should be computed as follows: Previous test - 60% Retest - 40% Example: Previous test \u2013 8 x 0.60 = 4.8 Retest \u2013 14 x 0.40 = 5.6 . 10.4 grade 106","APPENDIX 5 POLICY ON SUSPENSION OF CLASSES ON EXAMINATION WEEK For Long Assements and Quarterly Assessments , only the tests scheduled on the day classes were suspended will be given the day classes resume. Situation 1 Ms. Ann is scheduled to give the tests in Math & English on Tuesday. Then due to inclement weather, DepEd suspends classes on Tuesday. The weather becomes fine the following day (Wednesday). The tests that Ms. Ann should give on Wednesday are the tests in Math & English. Situation 2 The Nursery Pupils were given this schedule for the Monthly Examination: Tuesday - Math & English Wednesday - MAPE & Science Thursday - Computer & Filipino Friday - CLE & Penmanship Then due to inclement weather, DepEd suspends classes on Tuesday and Wednesday. Weather becomes fine on Thursday and DepEd ordered resumption of classes. Ms. Ann should follow this schedule in giving tests: Thursday - Math & English Friday - MAPE & Science Monday - Computer & Filipino Tuesday - CLE & Penmanship However, during LAs, subject teacher must make arrangements for their test if they do not have scheduled class meeting when classes resume. 107","APPENDIX 6 POLICY ON WEARING OF FACULTY UNIFORM 1. The uniform shall be worn at all times within or outside the school, following the color schedule agreed upon by all faculty members. 2. Female faculty and staff must use closed shoes ( at least one inch heels ) with stockings or socks. Wearing of sandals or slippers inside the school premises during school days is not allowed. 3. Male faculty members \/staff must also wear closed shoes with socks. 4. The ID is part of the uniform. Wear it when inside the school campus. 5. Maintenance of the uniform shall be the responsibility of the faculty \/ staff. Hence any repairs or replacement due to stains, burn, tear shall be shouldered by the faculty\/staff. The faculty\/staff is given a week to have the uniform repaired. 6. Sanctions for the violation of the above policy are as follows: 1st offense - Oral reprimand 2nd offense - Written Warning 3rd Offense - one day salary deduction 4th Offense - two days suspension without pay 7. The Student Welfare Officer shall monitor the proper wearing of the prescribed uniform and shall report to the Principal the personnel who does not comply with the guidelines. 8. Any request for exception from wearing the uniform shall require prior approval upon the discretion of the Principal. 108","MEMBERS OF THE TECHNICAL PANEL ON FACULTY MANUAL REVISION Veronidia L. de Leon PhD Edison C. Cabriga School Director CLE Coordinator Sheran C. Timpoc Charmaine N. Mere\u00f1o OIC, Office of the Principal Math Coordinator Joanne M. Mabasa Maribel D. Cabuntocan Vice Principal for Administrative Affairs Science Coordinator Aireen L. Arbis Carmela V. del Barrio SHS Coordinator Faculty Representative Evangelyn B. Cerera Regina Flor C. Ramos Student Services Coordinator Faculty Representative Wilvin R. Socias Odessa B. Angeles Controller Faculty Representative 109","",""]