Prayer of a Teacher

Published on March 2017 | Categories: Documents | Downloads: 41 | Comments: 0 | Views: 293
of 10
Download PDF   Embed   Report

Comments

Content

competence and skills in their field of specialization through the following means :     Conclusion : May this little book be your guide on this joyful and harmonious journey in MCS - as the Letters to the Hebrews exhort : “For the moment all discipline seems painful rather than pleasant, but later it yields the peaceful fruit of righteousness to those who have been trained by it. (Heb.12:11). Obey your leaders and submit to them, for they are keeping watch over your souls, as those who will have to give an account. Let them do this with joy and not with groaning, for that would be of no advantage to you”. (Heb. 13:17) Blessings will pour down upon your lap, as the Lord had promised to teachers “ . . . he will be filled with understanding. He will pour out a stream of wise sayings, and give thanks to the Lord in prayer. He will have knowledge to share and good advice to give, as well as insight into the Lord’s secrets. He will demonstrate his learning in what he teaches, and his pride will be in the Lord’s Law and covenant. He will be widely praised for his wisdom, and it will never be lost, because people for generations to come will remember him” ( Sir. 39:6-9) Attendance in seminars, workshops, lectures, etc Professional readings Pursuit of higher education in their area of specialization Membership on professional associations.

PRAYER OF A TEACHER
Dearest Jesus, as I kneel before you, I ask myself: Would you praise me as a faithful steward or denounce me as a lazy servant? You have given everything in my life, O Lord So trusting are you that you blessed me with so many talents and skills. So loving that you had laid down before me numerous options, golden opportunities, gracious chances, valuable potentials, and favorable alternatives. You gave me all these that I may grow, succeed, and live life to the fullest! It is up to me now to turn your noble vision into meaningful reality. I must develop my talents, make use of my gifts, and seize the opportunities, so that I may produce a bountiful harvest! I promise, O Lord, to labor and toil, nurture my gifts, and be a responsible teacher. Let me not take my gifts for granted or use these for some passing pleasure. Let me not play safe and bury my talents. Help me to use them instead to improve the plight of my students. I must do my utmost to serve humankind for your greater glory. O loving Jesus, I pray that when the time comes, you will judge me kindly. And tell me, “Come, my faithful and worthy servant”. AMEN 1 Moncada Catholic School

16

Faculty Manual

 INTRODUCTION Vatican Council II- Post Conciliar Document on Catholic Schools stressed o the important partnership of the Church and Catholic Schools. It states that in the light of the Church’s mission of salvation, the Catholic school “provides a privileged environment for the complete formation of her members, and that it also provides a highly important service to mankind” (Cath Sch#16). With this premise, the pastoral care of teachers’ is of great importance. It states “ The witness and conduct of teachers are of primary importance in imparting a distinctive character to Catholic Schools”. Thus continuing formation of the teachers both in the fields of education and of Christian values. Furthermore, the Vat. Council challenged the teachers towards a “courageous and unified commitment” as stated “ To commit oneself to working in accordance with the aims of a Catholic school is to make a great act of faith in the necessity and influence of this apostolate. Only one who has this conviction and accepts Christ’s message, who has a love for and understands today’s young people, who appreciates what people’s real problems and difficulties are will be led to contribute with courage and even audacity to the progress of this apostolate in building up a Catholic school, which puts its theory in practice, which renews itself according to its ideal and to present needs” ( #83). As a Catholic School, Moncada Catholic School strives to align its present educational programs and activities to respond faithfully to this mission of the Church and the call of the present times as formulated by the Department of Education, the Diocese of Tarlac and the school’s Core Values : Virtue, Truth and Excellence. The Dominican Sisters of Our Lady of Peace, being its mentor, recognizes
2

Dismissal or Removal is the highest penalty that can be imposed against an erring employee. ( Grounds for dismissal, as of the above)

Section 13 : On Other Duties and Responsibilities a. The Education Act of 1982 demands that all students’ right to the confidentiality of their records shall be maintained and preserved. The teacher, therefore, shall release the student’s school record only to parent/ legal guardians to which the school has “privity” of contract, that is, only to the parent who actually enrolled the child, paid the fees, completed and signed the registration forms. b. Punctuality in the submission of school papers/ documents is highly encouraged. Teachers are required to submit the following documents on schedule as stated :   Form 1 ( one week after the end of the month) Computed quarter/ final grades, Form 18 and Form 137 ( two (2) weeks after the periodical exam and/or as per DepEd’s set deadline )

c.

d. Posting of student’s results and grades in classroom/school bulletin boards is prohibited (under confidentiality of Student’s Records) e. Honesty in accomplishing the required documents is expected from all teachers. Unnecessary erasures should be avoided. However, if such cannot be avoided, the teacher/s shall affix signature across the corrected portion.

f. The teachers are obliged to develop themselves professionally by continuously updating their knowledge,
15

Section 12 : On Limitation of Penalty ( Sec. 79 – MRPS, ed. 2011) a. 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 be considered a penalty.  Reprimand – is a public and formal censure or severe reproof, administered to a person in fault by his/her superior officer or a body to which he belongs. It is more than just a warning or admonition. A reprimand is an administrative penalty although it may be a slight form of penalty; it is a disciplinary punishment. Reprimand, generally is accompanied by censure, rebuke or sharp scolding. Suspension – is a temporary withdrawal or cessation from work and imports the possibility or likelihood of return to work when reason for suspension ceases to be operative. It is usually imposed for less serious offenses or for minor offenses that lighter sanctions failed to rectify. During the period of suspension the salaries and benefits of the erring employee should likewise be suspended. Demotion - is the transfer of an employee to a lower rank or position with corresponding reduction in salary. The right to demote an employee is part of the disciplinary prerogative of an employer.

this same mission and the invaluable participation of the faculty members. To achieve its objectives, it is, therefore, necessary to nurture an environment conclusive to the teaching-learning process, a culture of mutual trust and respect between the administration and the faculty members where harmony and rule of order reign. Order, which is brought about by observance and compliance to rules and regulations is necessary for the efficient functioning of any institution. This faculty manual contains the rules and regulations that define and govern the appropriate professional relationship that exists between the administration and the teachers of Moncada Catholic School. It was intended to be the administration as well as the teacher’s protection when doubts arise. Nothing in this Manual runs contrary to the provisions of the Labor Cod of the Philippines, Batas Pambansa Blg. 232, otherwise known as the Education Act of 1982 and the Manual of Regulations for Private Schools (ed. 2011). Any provision/s found contrary to the aforementioned legal documents is/are considered invalid and not binding. It is therefore the prayer of the administration that this Faculty Manual be observed religiously with an open mind and heart.



ARTICLE 1:

ON THE MINIMUM EDUCATIONAL QUALIFICATIONS FOR TEACHERS



1.

Pre-school and Elementary Teachers shall be holders of a bachelor’s degree in elementary education. Pre-school teachers shall have at least six units of professional subjects relating to pre-primary education.
3

14

2. Secondary Teachers must be holders of a bachelor’s degree in secondary education or its equivalent, or a Bachelor of Arts with at least 18 units of the appropriate professional education subjects. 3. All teachers in the pre-elementary, elementary and secondary levels must be holders of a valid professional license from the Professional Regulation Commission as required by R.A. 7836. Article II: ON CONDITIONS/ TERMS OF EMPLOYMENT Section 1: Probationary Employment a. Probationary Employment consists of three (3) consecutive years of satisfactory service. The administration reserves the right to hire the probationary teacher to a regular status after the probationary period expires if the former is found qualified in accordance with the reasonable standards set by the Administration. b. Consecutive years shall mean three (3) consecutive school years. c. Upon hiring, the probationary teacher signs a contract specifying the fixed term of employment, the requirements required from him/her during his/her stay in the school, his/her teaching loads and the salary he/she/is to receive.

Other causes analogous to the foregoing as may be provided for in the regulations prescribed by the Secretary, or in the school rules, or in collective bargaining agreements. b. The school may terminate the services of a teacher who has been found to be suffering from any disease and whose continued employment is prohibited by law or is prejudicial to his/her health, as well as the health of his co-workers and students. A certification by a competent public health authority is needed stating to the effect that the disease cannot be cured within a period of six (6) months even with proper medical treatment. c. The teacher is granted a separation pay equal to at least onehalf (1/2) month’s salary for every year of service. d. If the disease can be cured within sixth-month period, the teacher will be ask to go on leave and take the proper medical intervention, after which shall be reinstated upon restoration of normal health.

Section 11: On the Effects of Termination a. Termination or dismissal with cause ends the teacheradministration relationship, and as a rule, does not entitle the teacher to a separation pay. b. A teacher who was dismissed without cause is entitled to a separation pay and reinstatement without loss of seniority.

It is understood that the probationary teacher is subject to a formative and summative efficiency review after which, upon favorable evaluation, allowed to renew his/her contract for another school year.
13
4

2. Oppression, or commission of a crime against the person of school officials, students, or any other component elements, therein; 3. Misconduct which directly or indirectly affects the integrity of the school;

The process is repeated to the last of the three probationary years.

4. Neglect of duty or inefficiency; 5. Notoriously disgraceful or immoral conduct;          Failure to maintain confidentiality of the school records Giving failing students passing grades they did not deserve Influencing a co-faculty to change grade Contracting loans from students or parents Fighting in work premises Uttering obscene, insulting or offensive words against a Superior Use of corporal punishment Sleeping during working hours Sexual harassment (unwanted behavior, sexual or gender – related behavior) whether quid pro quo, hostile environment of sexual favoritism

d. During the probationary period, an employee can be dismissed for cause and for failure to meet reasonable standards made known to him/her upon employment. This may be done even before the end of the probationary period, and employer will not be liable to pay wages for the unexpired portion of the said period.

Section 2: Contractual/Regular/Permanent Employment a. An employee who is allowed to work after three (3) years of probationary period is considered a regular permanent teacher (Art. 280, Labor Code). However, if he/she has not passed the Licensure Exam for Teachers, he/she remained contractual as provided by PRC.

b. A permanent appointment is issued and a contract is signed to this effect signed by the principal.

6.

Violation of reasonable school rules, or willful disobedience of a reasonable order of the school authorities in connection with his works; Improper or unauthorized solicitation or collection of contributions from, or selling of tickets or materials, to students and school personnel;

c. The regular employee is protected by the law of security of tenure and has the right to continue in his/her employment for an indefinite period, subject to the right of the employer to terminate his/her services for just and authorized causes after observance of due process.

7.

Section 3: Hours of Work/Teacher’s Load
a. The cardinal rule on hour of work is : The normal hours of

8. Conviction of a crime involving moral turpitude; and
12

work of school academic personnel shall not exceed eight
5

hours a day ( Art. 873, Labor Code of the Phil.) it is based on the teacher’s normal or regular teaching loads. Any teaching load in excess of the normal or regular teaching loads shall be considered as overload. Overload partakes of the nature of temporary extra assignment and compensation therefore shall be considered as an overload honorarium is performed within the 8-hour work period and does not form part of the regular basic pay. b. The regular teacher gets a maximum of 21 hours a week load while teacher on probationary period receives a maximum of 24 hours a week load.

Plan computed in accordance with his/her length of service in the plan as follows: Below 10 years After 10 years 11 years 12 years 13 years 14 years 15 years 16 years 17 years 18 years 19 years 20 years None 50% 55% 60% 65% 70% 75% 80% 85% 90% 95% 100%

c. Overload honorarium is given on the basis of the teachers’ efficiency and competence, therefore, the same cannot be claimed as right.

d. A faculty member who is appointed permanent and has completed an uninterrupted four (4) years of service shall receive his/her regular salary for April. e. A teacher who has rendered seven (7) consecutive years of service shall receive his/her regular salary for April and May.

Section 9: On Death Benefit/ Disability Benefit a. In case of death, benefit from CEAP is equivalent to 100% of the amount standing to his/ her credit under the funds. b. Regardless of the length of service, a teacher who is separated because of permanent total incapacity or disability is entitles to 100% of the amount standing to his/her credit.

Section 10: On Termination or Dismissal of Employment a. Art. 282 of the Labor Code of the Philippines and ( Section 76 of the Manual of Regulations for Private School ) states “ School personnel of private schools under permanent status may be removed, reduces in salary, or suspended without pay for the following causes:

f. The school has the right to require those receiving summer pay to render service during summer.

1. Dishonesty, fraud, or willful breach of the trust reposed in him by the school through its duly constituted.
6

11

 

Increase in the basic salaries/ wages of teaching and non-teaching personnel Increase in benefits such as 13th month pay, SSS, PagIbig and Philhealth contributions.

Section 4: Teacher’s Attendance / Absences a. Punctuality in coming to school and / or attending classes is very much desired by the school. Therefore, all teachers, regardless of their employment status are required to attend the Flag Ceremony that is done at 7:15 in the morning from Mondays thru Fridays or even Saturdays as the case may be. Tardiness speaks of lack of professionalism and sends a negative signal to the Administration, to other teachers and to the students. b. The Daily Time Record (DTR) is an official school document, therefore, all teachers shall fill it up daily and correctly. Honesty in this matter is very much encouraged. Filling up somebody’s DTR is strictly prohibited. c. Teachers are required to be in their classes five minutes after the bell has rang signaling the start of the period and should wait for the bell signaling the end of the period before dismissing or leaving their classes. d. Teachers are not allowed to leave the school premises, much more their classes during class hours. However, if circumstances call for the teacher(s) to go out, they could do so with the tacit approval of the Principal. Permission should not be assumed. e. School activities such as Intramurals, Foundation Day, etc. are scheduled during week days and are counted as part of the regular number of school days, therefore, teachers are required to be in school during said days. Absences are discouraged. However, if such could not be avoided, the teacher should be prudent and honest enough to inform the Principal a day before the actual day of absence.
7

Section 7: On The CEAP Retirement Plan a. Moncada Catholic School is a member of the Catholic Educational Association of the Philippines. The school adopts the Association’s retirement benefits scheme for its employees. b. Retirement from the services of the school shall be compulsory upon the employee’s attainment of sixty (60) years of age. Republic Act 7641 amending P.D. 442 otherwise known the Labor Code of the Philippines providing for retirement pay to qualified private sector employees, states, that a retiring employees shall be entitled to a retirement pay equivalent to :    One-half (1/2) month salary for every year of service One-twelfth (1/12) of the 13th month pay for every year of service One-twelfth (1/12) of the five (5) days service incentive leave pay

c. The school can retire an employee even before he/she reaches the age of sixty (60) years old on conditions of health or any reason that causes the employee’s habitual absences. Section 8: On Resignation a. A teacher who resigns voluntarily from the school shall be entitled to the following benefits under the CEAP Retirement

10

f. Furthermore, the teacher concern must provide something for his/her students to work on. Habitual absenteeism is a ground for termination. g. This institution adapts the DOLE’s policy of “No Work, No Pay”, therefore, corresponding deductions from the teacher’s salary will be made for those days that they were absent.

d. Maternity leave for all married and regular employees shall be in accordance with the Labor Code and the Social Security Service Rules and Regulations. e. In accordance with R.A. 8187, otherwise known as the “Paternity Leave Act of 1996, the school grants to every married male regular employee a paternity leave of seven (7) days with full pay for the first four (4) deliveries of the legitimate spouse with whom he is cohabitating. The male employee shall notify his employer of the pregnancy and the expected date of the delivery. f. Leave of absence without pay is allowed to every regular employee for not more than one (1) year. Reasons for such maybe study, health problems, or personal concerns. g. A teacher who seeks public office is considered resigned upon filing and acceptance of his/her candidacy by the proper government authority. Section 6: On Salaries and Benefits a. Moncada Catholic School provides a reasonable progressive salary scheme for all its employees. b. Section 52 of R.A. 6728 entitled “An Act Providing Assistance to Students and Teachers in Private Education, and Appropriating Funds,” stipulates that seventy percent (70%) of the amount subsidized allotted tuition fee or the tuition fee increase shall go to the payment of salaries and other benefits of teaching and non-teaching personnel”. c. The following therefore, are chargeable to the 70% :

Section 5: Leave of Absence a. Application for leave of absence should be done in writing addressed to the Principal. Unless expressly allowed through a written note, the teacher could not assume permission. The letter should explicitly state the reason of the leave of absence and the exact duration of such. Prolonged leave of absence beyond that which is specified in the letter are deemed unauthorized and corresponding deductions from the teacher’s salary is made. b. Employees are entitled to five (5) days sick leave with pay for every school year. This sick leave shall not be cumulative nor commutable. The School is entitled to require the presentation of a medical certificate covering days claimed as sick leave and to require the employee to submit to medical examination by the physician designated by the School.
c. The School grants a five (5) working days bereavement leave

with pay to all regular employees and three (3) working days bereavement with pay to teachers under probation upon the death of an immediate member of his/her family: father, mother, brother, sister, spouse and legitimate child.

8

9

Moncada Catholic School Moncada, Tarlac

FACULTY MANUAL
2013

Sponsor Documents

Or use your account on DocShare.tips

Hide

Forgot your password?

Or register your new account on DocShare.tips

Hide

Lost your password? Please enter your email address. You will receive a link to create a new password.

Back to log-in

Close