School principals are the key leaders in our educational system. They are responsible of carrying out the school vision and mission. School Principals play integral roles in making schools function smoothly. They are involved in all aspects of the school’s operation. They are the leaders responsible in providing leadership in the development and implementation of all educational programs and projects in the school. They play a vital role in achieving the government’s aim to provide quality basic education.

It is evident that the quest for quality education has resulted in a number of initiatives which have made significant demands on principals in public schools to transform leadership towards improved school performance, among which is the practice of School-Based Management (SBM).

The roles and responsibilities of the school principals in School – Based Management has changed significantly. It is believed that SBM captures the whole thing in the school as an institution of learning.

School principals have to face new challenges brought forth by advances in technology and higher expectations on education from the community, these include the use of information technology to support teaching and learning; adaptation of the school curriculum to suit the ability and disposition of the young children as to maximize their potential and not to give up on each individual pupil; increasing community expectations for improvements to the educational  system and the quality of learning processes and outcomes; a growing awareness of teacher professionalism; globalization of the world economy and the emergence of a knowledge-based economy which demands workers with multiple intelligence and creativity; life-long learning and the notion of school as a learning organization.

Republic Act No. 9155, Chapter 1 Section No. 7, Letter E, Paragraph 3 states that consistent with the national educational policies, plans and standards, the school heads shall have the Authority, Responsibility and Accountability (AuRA) in managing all affairs of the school. Thus, the success and failure of the school depends of the kind of school principal it has.

It simply means that the lives of the school principals are packed with challenges. What matters most is the manner how these are dealt with. Hence, school leadership in the context of SBM is very challenging. It requires a paradigm shift, from the traditional way of management. It also requires change, collegiality, teamwork, and even efficiency and effectiveness.

These new challenges require school principals to take on new leadership skills in quality development and quality assurance. They also highlight the need for more focused and systematic school leadership training and development programs to enhance the quality of school leadership they already possess.

The government through the Department of Education should take into account the training needs of the school principals in the context of School-Based Management down to its minute details to fully capacitate them towards the full implementation of the program as it captures the whole educational system.

By: Jesus V. Muring, Ed. D.

      ESP II, Managok Elementary School

      Malaybalay City East District

We are living in a troubled world. Crisis after crisis beset our country. I remember the words of an English American writer, inventor and journalist Thomas Paine, “these are the times that try men’s souls.” We see, read and hear of corruption, killings, robberies, bombings, hijackings and natural calamities like floods caused by typhoons, series of earthquakes and even drug addiction, prostitution and other acts of immorality. These are some realities we could not deny.

Anyways, these are only challenges to us as educators that test our human intelligence. I strongly believe that we can overcome them if we possess the strength of will and godly character.

It is just timely that the Department of Education takes the lead of introducing programs and projects like the ladderized, non-formal education program for the elementary and secondary drop-outs through Alternative Learning System; Open High Schools, and the latest is the Abot-Alam program that strategizes to locate the 15-35 year-old individuals and who have not completed basic and/or higher education or who are unemployed. This will mobilize and harmonize educational programs which will address the out-of-school youth’s needs and aspirations.

Educating the school children being our primary concern as educators has a tremendous relevance towards the happenings in our country today. We need to continuously inculcate moral values into the young minds of our youth. We need to equip them with useful knowledge, information and other basic literacy skills for their active involvement in their respective communities. We need to teach them usable livelihood skills for self-reliance which the ALS could provide. They should be taught not only leadership skills but also to become a law abiding citizens. They should be educated not only to earn an honest living but also how to live righteously with their fellowmen. Indeed, Education is the only weapon to survive the crises we experience in our daily undertaking. This will enable us to pave the way for a new horizon. This will help us overcome obstacles we encounter along the way.

It is a fundamentally held belief among Filipinos that education is a ticket out of poverty and a means of empowerment. In our culture, the lack of education is seen as a sure way to failure. This is the reason why responsible parents want to see their children complete their education and every diligent student feels the pressure to succeed in school even if the household budget needed for higher education is out of reach for the majority (Flores, 2014). Thus, giving importance to education is a priority.

From now on, education standard will be more improved as the government and implementers of our educational system work hand-in-hand for the K to 12 curriculum. Learning competencies has been designed to enable one to learn the skills and to imbibe positive human values that will help one grow into an articulate, socially committed and productive Filipino citizen. It does not only tend to rely on the theories, rather on practical things which will be useful once a student leaves the school and gets employment.

The performance of the school children reflects the kind of educators they have and speaks the degree of importance given to education of its clienteles. Let us all work hard to nurture the school children with passion in the realization of their dreams and aspirations in life. Education of today should be geared towards global competence and competitiveness.

By: Jesus V. Muring, Ed. D.

      ESP II, Managok Elementary School

      Malaybalay City East District

Officers and employees in the public service except those covered by special laws are mandated under the law to render at least eight (8) hours of work daily for five (5) days in a week or a total of forty (40) hours a week, exclusive of time for lunch.  As a general rule, such hours shall be from eight o’clock in the morning to twelve o’clock noon and from one o’clock to five o’clock in the afternoon daily except Saturdays, Sundays and Holidays. Flexible working hours may be allowed subject to the discretion of the head of office provided that the required working hours shall not be reduced. The head of agency has the duty to require all officers and employees under him to strictly observe the prescribed office hours.

In an office, it’s quite evident that there are employees who report for work late in the morning or past 1 o’clock in the afternoon. At times, others leave from work earlier than the prescribed eight-hour work schedule in a given working day.  They have all the reasons in the world when asked why they were late or why they had to take undertime.  There is a need to limit the number of times an employee is allowed to be tardy, absent or go on undertime because of its inimical effect to public service.  Hence, let us revisit the policies on Undertime, Tardiness and Half Day Absence and identify the corresponding sanctions/penalties for each offense which will surely prompt employees to render work within the prescribed period of time.

The CSC issued Memorandum Circular No. 16, s. 2010 promulgating the guidelines on Undertime which mentions that Undertime is not classified as tardiness. It states that any officer or employee who incurs undertime, regardless of the number of minutes/ hours, ten (10) times a month or at least two months in a semester or at least two (2) consecutive months during the year shall be liable for a Simple Misconduct and/ or Conduct Prejudicial to the Best Interest of the Service, as the case maybe.

Under CSC MC 23, s. 1998, Tardiness refers to the failure of an employee to report for work or resume for work on time. Any official or employee shall be considered habitually tardy if he/ she incurs tardiness regardless of minutes per day, ten times a month for Two (2) consecutive months or Two (2) months in a semester during the year. He is subject to disciplinary action: 1st offense is reprimand, 2nd offense is suspension for 1 day to 30 days and 3rd offense is DISMISSAL.

CSC MC No. 17, s. 2010 provides guidelines on HalfDayAbsence with conditions that any officer oremployee who is absent in the morning is considered to be tardy and is subject to the provision on Habitual Tardiness and any officer or employee who is absent in the afternoon is considered to have incurred undertime, subject to the provision on Undertime.

An employee who has incurred UNAUTHORIZED ABSENCES, exceeding the allowable 2.5 days monthly leave credit under the Leave Law for at least three (3) months in a semester or at least three (3) consecutive months during the year shall be considered habitually absent.  Those who incur habitual absence is subject six (6) months and one (1) day to one (1) year suspension on the first offense and Dismissal on the second offense.

There shall be no off-setting of tardiness or absences by working for an equivalent number of minutes or hours by which an officer or employee has been tardy or absent, beyond the regular working hours of the employees concerned.

-By: Florabelle R. Porras

       Records Officer – Designate

What’s so special about them?

Legal Basis: CSC Mc 41, s. 1998;CSC MC 6, s. 1999)

Everybody has heard about Special Leave Privileges that employees in the government service get to enjoy.  However, there area few who fail to take advantage of such kind of privilege since they do not know the conditions it covers.  Here are the specifics in the granting of Special Leave Privileges. 

In addition to the vacation, sick, maternity and paternity leave, officials and employees with or without existing Collective Negotiation Agreement (CNA), except teachers and those covered by special leave laws, are granted special leave privileges subject to the following conditions:

• Personal milestones such as birthdays/wedding/wedding anniversary celebrations and other similar milestones, including death anniversaries.
• Parental obligations such as attendance in programs, PTA meetings, graduations, first communion; medical needs, among others, where a child of the government employee is involved.
• Filial obligations to cover the employee’s moral obligation toward his parents and siblings for their medical and social needs.
• Domestic emergencies such as sudden urgent repairs needed at home, sudden absence of a “yaya” or maid, and the like.
• Personal transactions to cover the entire range of transactions an individual does with government and private offices such as paying taxes, court appearances, arranging a housing loan, etc.
• Calamity, accident hospitalization leave pertain to force majeure events that affect the life, limb, and property of the employee or his immediate family.Immediate family refers to spouse, children, parents, unmarried brothers and sisters or any relative living under the same roof or dependent upon the employee for support.

CSC Memorandum Circular No. 6, s. 1999 provides the Expanded Conditions which cites that an employee can still avail of his birthday or wedding anniversary leave if such occasion falls on either a Saturday,Sunday or Holiday, either before or after the occasion. Employees applying for special privilege leaves shall no longer be required to present proof that they are entitled to avail of such leaves.  An employee can avail of one special privilege leave for three (3) days or a combination of any of the leaves for maximum of three (3) days in a given year. Special leave privileges are non-cumulative which means that if not enjoyed, it cannot be carried over to the succeeding year.  Likewise, it is non-commutable or non-convertible to cash.

-By: Florabelle R. Porras

       Records Officer – Designate