Enhancing the Work Values

8/12/2019 Enhancing the Work Values

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INTRODUCTION

Rationale

No matter what society one lives in, all human beings depend on systems of

production to survive. For people in all societies, productive activity, or work, makes up

the largest part of their lives- it takes up more time than any other single type of

behavior.

Work, in sociology, is defined as the carrying out of tasks, which involves the

expenditure of mental and physical effort, and its objective is the production of goods

and services that cater to the human needs. An occupation, or job, is work that is done

in exchange for a regular wage or salary. Most people in full time employment work five

days a week, although there has been an increase in the number of people working

during weekends and part time. In recent years, the ability to work flexible hours has

grown in importance.

Man needs work in order to survive in the modern world. A decent job means

financial security, which leads to quality life and secured future of the family. In a larger

sense, the economic stability and progress of the society or country depends on its work

force-the people available or needed to work.

Throughout his life, especially in work, man develops his values. Values are

principles or standards that are held in high esteem regarded by an individual and is

related to all aspects of ones personal and work life.

(http://www.du.edu/career/media/documents/pdfs/workvalues.pdf- 12.8.2013). Values

are deep-rooted motivations of behavior and they define what is important to man and

the bases of his choices, decisions, reactions and behavior. Science does not tell us
http://www.du.edu/career/media/documents/pdfs/workvalues.pdf-http://www.du.edu/career/media/documents/pdfs/workvalues.pdf-http://www.du.edu/career/media/documents/pdfs/workvalues.pdf-http://www.du.edu/career/media/documents/pdfs/workvalues.pdf-


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what they should value most, nor does it prove that one value is better than another,

and what the consequence are in choosing one value over another. To the sociologists,

the distribution of value choices is one of the facts of social life.

Values such as fundamental rights, patriotism, respect for human dignity,

rationality, sacrifice, individuality, equality, democracy etc. guide their behavior in many

ways. Values are the criteria people use in assessing their daily lives; arrange their

priorities and choosing between alternative courses of action. In simple words, values

may be defined as measure of goodness or desirability.

Values are standards of social behavior derived from social interaction and

accepted as constituent facts of social structure. They are objects that social conditions

desire. These are culturally defined goals and involve sentiments and significance.

These consist of aspirational reference.

Values are expected to be followed for judging and evaluating social interaction,

goals, means, ideas, feelings and the expected conduct. Without such evaluating

standard, it would be difficult to judge individual behavior or social action. Values aim to

integrate expected individual behavior and social action. It tends to forestall tension and

as such have tension management role. (http://www.yourarticlelibrary.com)

Whenever people go to work, they carry with them inherent values. They

possess them all along. The office, the school, the factory, the plant, the hospital-

everywhere and anywhere a person works, one finds values in immeasurable quantity.

It means that in any place where individuals congregate, they manifest a set of values

which have nurtured them since infancy. (The Modern Teacher, August 2006.)


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Work values are subset values that are essential to ones career. They are

practiced by each employee in discharge of his/her duties and responsibilities. Work

values are both intrinsic and extrinsic, relating to the by-products of an occupation.

Work values are the guiding principles that are most important to men about the way

that they work. Men use these deeply held principles to choose between right and

wrong ways of working, and they help make important decisions and career choices.

In all organizations, the employees are characterized by their work values. For

the employers, the top ten work values that they are looking from their employees are

strong work ethic, dependability and responsibility, possessing a positive attitude,

adaptability, honesty and integrity, self-motivated, motivated to grow and learn strong

self-confidence, professionalism and loyalty. Their work values are the perception

toward their work in general that is - the employees themselves, management practices,

outside facets and even state of communication. It is concerned as an influential factor

in job performance. It is the goal, vision which motivates man to action. The level of

success of certain productivity and motivation technique, therefore, depends upon the

work values of the individual.

Organization's work values set the tone for company's culture, and they identify

what organization, as a whole, cares about. It's important that people's values are align

with these. When this happens, people understand one another, everyone does the

right things for the right reasons, and this common purpose and understanding helps

people build great working relationships.

One way to put values to work within an organization is to align, match , or fit

individuals with organizations values, as every organization has a set of core work


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values that guide the inner-workings and culture of the organizationwhether they are

articulated or not. Simply put, when there is a match between employee and

organizational value systems, positive outcomes will result.

Strong value alignment can result in increased job satisfaction, which is

associated with greater levels of organizational commitment. Further, people who are

more committed to the organization engage in fewer turnover-related behaviors such as

tardiness, absenteeism, and actual job separation. Thus, the result is a more satisfied,

committed and stable workforce with greater work productivity and quality.

When values are out of alignment, people work towards different goals, with

different intentions, and with different outcomes. This can damage work relationships,

productivity, job satisfaction, and creative potential.

The Luzong National High School in Barangay Baduang, Pagudpud, Ilocos Norte

is a performing school in the Division of Ilocos Norte. It caters quality education to

students coming from Barangay Baduang, Saguigui, Subec, Burayoc, Caunayan and

Balaoi. But for the past years, the school have enticed students coming from farther

barangays like Dampig, Saud, Pob. 1, Saud and Caparispisan. This is because of the

outstanding performance of the school in various curricular and extra-curricular activities

in the division, regional and national levels since its foundation in 1966.

Today, the 16 faculty members and 4 administrative staff are bound to nurture

the holistic growth and development of the 449 students of Luzong National High

School for the school year 2013-2014. The vision of the Department of Education

clearly states that the faculty and staff dream of Filipinos who passionately love their

country and whose competencies and values enable them to realize their full potential


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and contribute meaningfully to building the nation. It is a learner-centered public

institution that continuously improves itself to pursue its mission which is:

To protect and promote the right of every Filipino to quality, equitable,

culture-based and complete basic education where:

o Students learn in a child-friendly, gender-sensitive, safe and

motivating environment.

o Teachers facilitate learning and constantly nurture every learner.

o Administrators and staff as stewards of the institution, ensure an

enabling and supportive environment for effective learning to

happen.

o Family, community and other stakeholders are actively engaged

and share responsibility for developing life-long learners

To realize this, there is a need for the faculty members and administrative staff to

develop the right work values towards students, parents and co-workers. Luzong

National High School acknowledges that thesuccess of any school is largely dependent

on their teachers with the aid of its administrative staff. It is therefore important, that

information on how they feel about their job be known, as it is necessary that they feel

happy and contented in their work if efficient and effective performances are to be

expected from them.

But as time goes by, there are many flaws observed in the work values of the

faculty and staff of Luzong National High School especially the new members. Faculty

and staff are too submissive to the administrator. Meanwhile, introvert work behavior of

some employees and sycophantic employees are also obvious. It is also observed that


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new members of the faculty are more idealistic and radical which is conflicting to the

work culture of the school.

Relative to this, activities must be conducted to further enhance the work values

of the faculty and staff of Luzong National High School to create a harmonious working

relationship among the members, hence this study.

OBJECTIVES OF THE STRATEGY PAPER

This study proposes activities to enhance the work values of the faculty and staff

of Luzong National High School. Specifically, this study sought to attain the following:

1. To identify the strengths, weaknesses, opportunities of and threats to the work

values of the 20 Luzong National High School employees.

2. To formulate strategies to enhance the work values of the 20 Luzong National

High School employees.

SIGNIFICANCE OF THE STUDY

Specifically, this study will prove important to the following:

School Managers. By adopting the activities formulated in this study, the school

administrators will be able to address some of the problems and needs of the faculty

and staff of Luzong National High School thereby unify them as one family and become

more efficient mentors and colleagues. Enhancing the knowledge and awareness of

their work values will surely contribute to the creation of harmonious relationship among

employees. As a result, they will deliver excellent services to the students and build

camaraderie and healthy relationship to the constituents.


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Faculty and Staff. The results of this study will be of help to the faculty and staff

as they will be enlightened to create an atmosphere favorable to teaching and learning

and to promote updated and more suitable work values to develop good relationship

among administrator, staff and stakeholders of Luzong National High School. This will

also help in the attainment of the ultimate educational goal which is to develop the

students into worthy and responsible citizens of the Philippines

Department of Education. The recommendations formulated at the end of this

study shall serve as an outline for the other schools in formulating similar programs and

activities which they can adopt to enhance their employees work values.

Other educational institutions. This study may serve as basis for other

educational institutions to evaluate and implement program on improving the work

values of their Faculty and Staff.

Students. By enhancing the work values of the faculty and staff, students will be

catered with a quality education and professional approach.

Parents. The results of this study will also benefit the parents. They will have

confidence and trust to the faculty and staff who are considered second parents of their

children.

School Community. The results of this study will create a better atmosphere in

the school community which will start from the faculty and staff and will radiate to the

students, parents and stakeholders.

Other Stakeholders. This study may serve as a guide to the stakeholders in

formulating projects to help enhance the work values of the faculty and staff of Luzong

National High School.


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Researcher. The result of the study will be very beneficial to the researcher in

the performance of her duties as an Administrative Assistant III and at the same time a

Designated Personnel Officer of Luzong National High School.

Other researchers.This study will serve as basis for future research works on

enhancing work values.


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STRATEGIC AUDIT

SWOT ANALYSIS ON THE WORK VALUES OF THE FACULTY AND STAFF OF

LUZONG NATIONAL HIGH SCHOOL

The following is a brief SWOT analysis on the Work Values of the Faculty and

Staff of Luzong National High School, Baduang, Pagudpud, Ilocos Norte.

STRENGTHS

The following are the strengths of the Faculty and Staff of Luzong National High

School:

Dedicated and committed employees. If dedication and commitment are

measured by the accomplishments, awards and citations of the mentors and their

students, the faculty and staff of Luzong National High School are undoubtedly highly

dedicated and committed. The latest result of the National Achievement Test alone

speaks for the dedication and commitment of the faculty and staff of the school for it has

improved from number 18 to number 12 spot this year.

Throughout the years, winning in the academic and extra-curricular events has

been enjoyed by the school. In the Division Level, the school often times if not always,

lands in the top five and even in the number one spot. In the National Level, the school

has produced seven participants in the National Schools Press Conference and eight

athletes in the Palarong Pambansa Athletic Meet since its establishment. In addition,


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the institution was awarded a certificate of commendation for achieving the highest

number of Chief Girl Scout Medalists for the Triennium 2009-2012.

Without doubt, the Luzong National High School is among the top performing

schools in the Division of Ilocos Norte and throughout the country because of dedicated

and committed mentors and staff who sharpen the skills, talents and potentials of the

students.

Professionalism. The faculty and staff of Luzong National High School possess

the skills and qualifications for their chosen career, a good judgment to all

circumstances and polite behavior to their co-worker, to the students, parents,

administrators and stakeholders. The faculty and staff immediately and professionally

handle all problems with the presence of the concerned individuals. This eradicates

doubts and bias judgment and promotes transparency, thereby the school live up to the

virtue of professionalism.

Camaraderie. The faculty and staff of Luzong National High School show

camaraderie amongst themselves in many ways. They work together during school

programs, athletic activities and other related tasks. They also conduct necrological

services together despite the diversity of religious affiliation, celebrate ones birthday in

school, conduct regular team building and help as well as empathize to ones problems

around the school. These, among other intangibles build, maintain and strengthen

mutual trust and a spirit of friendly good-fellowship among the faculty and staff of

Luzong National High School.

Supportive management. The vital role of the administrators can spell the

success and failure of any organization. In Luzong National High School, the


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administrator, Mrs. Evelyn F. Cimatu is an epitome of a successful management. No

teacher has more load than the other. Staff work based on their work description. Also,

each teacher has a role aside from being a teacher. For example, a teacher at the same

time a school paper adviser. The others, a liaison, a supply officer, a sports coordinator

etc. During programs, each faculty and staff has also a specific duty, say, incharge of

decoration, invitation, lights and sound, food, accommodation, master of ceremonies

and other related tasks. Luzong National High School has also come up with an

effective strategy to raise fund- the popularity contests. Throughout the year, the school

have generated fund from instant popularity contests like, Mr. & Ms. Intrams, Mr. & Ms.

Nutrition, Most Popular Boy Scout and Girl Scout and King and Queen of JS

Promenade. The proceeds are used to finance facilities for the school like concrete

fence, comfort rooms, sink for drinking , cottages, concrete benches and tables while

the other are for feeding programs. All in all, the good management of the school can be

reflected by the available facilities and the efficiency of every faculty and staff.

Practice of ecumenism of the faculty and staff. The diversity of religious

affiliation of the faculty and staff of Luzong National High School does not harm their

harmonious relationship. During necrological services, collective prayers and school

mass, respect for ones belief is an unwritten rule. Belief to one God as well as mutual

respect is the strongest bound that hold them as one force in the various undertaking.

Openness among faculty and staff. Positive attitude towards criticism is an

essential ingredient for ones professional growth. In a place where a number of

individuals work together, there is always a feedback from the persons around. They

are praises and of course, criticism. In Luzong National High School, they treat each


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member as a member of a family. During faculty and staff meetings or informal

gatherings, there is always an exchange of ideas. In such, there is no room for heated

argument because anybody from the group can accept criticism and can learn from

other regardless of age or rank in position. For example, an older faculty member can

teach the new members on how to work with forms and reports while the latter can

teach the former with new teaching techniques and strategies. The administrative staff

who is older in service can also impart his/her knowledge to those new in the service.

Strict Adherence to DepEd Memo No. 291, s. 2008. All teachers in Luzong

National High School have equal number of teaching hours and workload. Unlike other

schools, no teacher in Luzong National High School is neither under load nor

overloaded. The administrative staff also have ideal workload and are not given tasks

that are not related to their work description. In this case, each can efficiently fulfill his

work as a faculty and staff.

Luzong National High School is a performing school. As reflected by the

National Achievement Test results and other indicators, Luzong National High School is

among the performing schools in the Division of Ilocos Norte, an integrity that is being

maintained since its establishment in 1966. The challenge for the faculty and staff is to

maintain the elite status of the institution.

Close relationship with the alumni and benevolent personalities in the

town. The Luzong National High School started from the humblest beginning. During its

early years, it was called Luzong Barangay High School, by then it has only four

classrooms. It shared its school premises with Luzong Elementary School. Then a

group of good-hearted individuals donated the 1.5-hectare lot where Luzong National


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High School is situated at present. They and the other stakeholders helped in the

transformation of the institution from rugs to riches. Today, Luzong National High

School has almost all the facilities. Concrete fence replaced the wooden fence that

enclosed the premises of the new site. Each classroom has a comfort room. Other

stakeholders donated concrete benches and tables, stand fans etc. These among

others, manifest the tremendous support from stakeholders and benefactors to the

institution, more so to the faculty and staff.

Symbiotic Relationship with the Local Government. The neat and symbiotic

relationship between the school and the Local Government has been proven through

the years. With its Local School Board, each school in the municipality receives financial

aid from the LGU every year. Aside from that, each faculty and staff receives cash gift

from the LGU during year ends. Meanwhile, the LGU can always count on the faculty

and staff during town activities such as fiestas, programs and even political affairs. This

mutual understanding between the two government sectors boasts confidence among

their employees.

Active Involvement of Alumni. The Luzong National High School has produced

successful alumni. They have provided the school with resources through cash and

donations. While other batches sponsored scholarship programs. The active

involvement of alumni helps in the school facility improvement and provide inspiration to

the students.


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WEAKNESSES

Submissive faculty and staff. Oftentimes, the presence of the administrator is

very intimidating. Her authority influences the democratic atmosphere of the school. As

a result, the faculty and the staff members are hesitant to speak his/her mind in fear of

being discouraged or denied. In other words, it is always the word of the administrator

that must be followed despite the fact that two or more heads are better than one.

Sycophantic members. In order to impress the administrator or to gain her

attention and approval, other faculty and staff members tend to talk behind about the

other. This negative habit oftentimes leads to confrontation and thereby harming the

camaraderie, trust and confidence amongst themselves.

Introvert work behavior of some employees. Although almost all the

members are getting along well, a few choose to isolate themselves and prefer to work

alone. This is not only a selfish act, but also hinders the so called espirit de corps of

the group.

Negative attitude of newly-hired faculty and staff.The K to 12 program has

become an avenue to hire new teachers and staff. Being new to the service, it is

expected that these new teachers and staff might not be as efficient as those with more

experience. Also, it is observed that new teachers and staff are more radical and

idealistic than those older in service who know more about dealing with students and

parents behavior.

Indifference of parents. The faculty and staff do not only mingle with students

with individual differences but also with their parents. Like the students, the behavior,


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mentality and actuation of the parents also vary. Therefore, the faculty and staff should

exercise maximum tolerance and professionalism at all times.

Reshuffling of Principals. The reshuffling of principals is yet to take its

effectivity but the impact of this DepEd Order is felt tremendously prior to the actual

implementation. The pressure is felt by the principals who will be leaving their current

post and will be adjusting to his/her new assignment or new environment. Also, the

faculty and staff are apprehensive of the change of administration thereby affecting their

work performance.

OPPORTUNITIES

K-12 Education System. The new education system will surely provide

professional growth to both teaching and non-teaching staff of Luzong National High

School. More trainings and workshops will be conducted to update the skills of all

teachers and staff. They are also given more financial benefits which would entice them

to be more dedicated to their work.

Open High School Program (OHSP). The OHSP is an alternative mode of

secondary education that uses distance learning which caters to learners who are

unable to attend the regular class program due to financial difficulties, work, physical

impairment and distance of home to school. This is a great help to learners who

qualified for this program. Faculty members and staff are also benefited by this program

because since its implementation in school year 2013-2014, their dilemma on drop-out

and absenteeism among students were solved thus, making them more relaxed and

have more focused on their works.


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Scholarship Programs. Scholarship programs like Iskolar ni Manang Imee,

LGU Scholarship Programs, 4 Ps and Scholarship Programs from private individuals

have helped and inspired students in their education. The beneficiaries of these

programs strive hard to meet the average grades thus, lessening the burden of the

teachers on laxity among students.

Values Orientation Workshop by the Civil Service Commission. This

workshop helps the faculty and staff to go through a process of self-clarification,

examination, self-visualization and analysis of realities for them to relate to the

expectations of other people and the society as a whole. It gives opportunities for them

to clarify their own values and how they can align them to their own vision.

THREATS

Misuse of technology. The advancement of technology has shaped the life of

the people and literally changed the world in many aspects. In the field of education,

students and teachers alike use modern gadgets as references and teaching devices.

This makes the teaching-learning situation more interesting. To the administrative staff,

the use of computer and internet makes their work easier and more efficient.

However, the use of modern gadgets, which are products of advancement in

technology, can make the teachers and staff too dependent or addictive to such. For

instance, teachers and staff spend their vacant and leisure time in browsing the internet

or playing computer games instead of preparing for their next lessons or working on

related tasks.


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Child Protection Policy of the Department of Education. This DepEd policy

makes the students more difficult to deal with. They have become more hard-headed

and have more guts to disrespect their teachers because they know that they are

protected by this policy. As a result, negative attitudes of students degrade the work

values of the faculty and staff.

Presence of Fraternities and Gangs. The school is a place where groups are

formed, worst kind of such are fraternities and gangs. Clash of fraternities and gangs

poses threat to the peace and order of the school and stirs intimidation to students and

to the faculty and staff.


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field of education. Furthermore, mentoring program and peer teaching

should be practiced.

5. In order to easily deal with the indifference of parents, each employee should

learn to exercise maximum tolerance at all times. The school administrator

should encourage the faculty members to check family background of the

subject individuals in order to find out the cause of such negative behavior.

Further, the school guidance counselor should hold a school-based seminar

to impart pointers and re-echo latest policies on guidance and counseling to

the faculty members.

6. To overcome the members apprehension to the on-going reshuffling of

principals, they are encouraged to view change as an opportunity for

personal and professional growth.

7. To evade if not totally eradicate the negative impact of the advancement of

technology to the work values of all the employees of the school, the

administrator should impose a school policy that prohibit the use of social

media during school hours if is not related to their teaching loads.

8. In order to abate the impact of the Child Protection Policy of the Department

of Education to the work values of the faculty and staff, the DepEd officials

shall conduct a thorough information dissemination and a in-service training

on the best practices for teachers which are intended to promote new

techniques and methodologies related to positive and non-violent discipline.

9. In order to control or minimize the presence of fraternities and gangs, the

school head together with the FPTA officers shall formulate a clear policy


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sanctioning the students who are member of such. Closer supervision of the

students by the parents, teachers and other stakeholders are also

encouraged.

10. To boast employees morale of the faculty and staff, the School Principal

should encourage quality work by rewarding them for their good

performance. The administrator should recognize their effort and sacrifices

through incentives, commendations and tokens of appreciation (e.g.

certificate)

11. To strengthen the professionalism and commitment of the faculty and staff,

they are encouraged to constantly go over the domains and strands of the

National Competency- Based Teacher Standards (NCTBS) and honestly

accomplish the Teacher Strengths and Needs Assessments (TSNA) tool,

which will further determine their personal and professional strengths. Also,

the assessment of the students of the faculty and staff is also vital, hence,

they should let the students evaluate them at the end of each school year.

12. Values Assessment and Values Enhancement Program should be

conducted regularly. The Values Enhancement Program aims to increase

the morale and productivity of employees.

13. Faculty and Staff are encouraged to attend Values Orientation Workshop to

further enhance their work values. The school should shoulder any expenses

for this workshop to entice them in attending such.


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BIBLIOGRAPHY

Acio, Eurysthenese Erna P. (2011) Strategies to Strengthen the Work Values of the

Employees of Banco De Oro Universal Bank Robinsons Place San Nicolas Branch.

Unpublished Strategy Paper, Divine Word College of Laoag.

Giddens, A. et.al (Sevent Edition) Introduction to Sociology. New York, N.Y.: W.W

Norton and Company.

Greenberg, J & Baron, R.A (2003) Behaviour in Organizations. Prentice Hall: New

Jersey.

The Modern Teacher Magazine (2006) Values and You. Hiyas Press, Inc.: Quezon City

Meaning of Work (http://www.tutor2u.net)

Social Values (http://www.yourarticlelibrary.com)

Sociology of Work (http://www.everydaysociologyblog.com)

Work Attitudes (http://esurvey.ite.edu)

Work Values (http://www.du.edu/career)
http://www.tutor2u.net/http://www.tutor2u.net/http://www.tutor2u.net/http://www.everydaysociologyblog.com/http://www.everydaysociologyblog.com/http://www.everydaysociologyblog.com/http://esurvey.ite.edu/http://esurvey.ite.edu/http://esurvey.ite.edu/http://www.du.edu/careerhttp://www.du.edu/careerhttp://www.du.edu/careerhttp://www.du.edu/careerhttp://esurvey.ite.edu/http://www.everydaysociologyblog.com/http://www.tutor2u.net/


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APPENDIX A

Letter to the School Principal IV of Luzong National High School

January 6, 2011

EVELYN F. CIMATU

School Principal IV

Luzong National High School

Baduang, Pagudpud, Ilocos Norte

Madam:

Greetings of Peace!!!

The undersigned is a Master in Business Administration student of the Divine

Word College of Laoag Graduate School. She is presently finishing her masteral studies

by conducting a Strategy Paper on Enhancing the Work Values of the Faculty and Staff

of Luzong National High School.

In this regard, may she request you and humbly ask permission to allow her to

conduct an observation and evaluation on the work values of the faculty and staff ofyour school. May she also request a copy of your Vision-Mission and Core Values to be

her basis. Rest assured, all information will be treated with utmost confidentiality.

Thank you very much for your favorable response to this request.

Sincerely yours,

(Sgd) RHEA RIOGA-BALICTAR

Researcher

Noted by:

(Sgd) SYLVIA LALAINE GRACE L. FORONDA, PH.D

Dean, Graduate School


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APPENDIX B

DEPARTMENT OF EDUCATION VISION-MISSION

VISION

We dream of Filipinos who passionately love their country and whose

competencies and values enable them to realize their full potential and contribute

meaningfully to building the nation.

We are a learner-centered public institution that continously improves itself to

pursue its mission.

MISSION

To protect and promote the right of every Filipino to quality, equitable, culture-based

and complete basic education where:

Students learn in a child-friendly, gender-sensitive, safe, and motivating

environment

Teachers facilitate learning and constantly nurture every learner

Administrators and staff as stewards of the institution, ensure an enabling and

supportive environment for effective learning to happen

Family, community, and other stakeholders are actively engaged and share

responsibility for developing life-long learners


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CORE VALUES

Maka-Diyos

Makatao

Makakalikasan

Makabansa


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APPENDIX C

2012-13 NATIONAL ACHIEVEMENT TEST - YEAR FOUR

DIVISION OF ILOCOS NORTE

School Filipino Mathematics English Science A.P. CriticalThinking

Overall

Code Name N MPS MPS MPS MPS MPS MPS MPS

ILOCOS NORTE 58.37 52.27 56.43 44.25 60.1 41.97 53.55

300001 Adams NHS 23 46.59 38.52 40.36 30.22 55.14 30.87 41.56

320820 Adriano P. Arzadon NHS 30 50.06 81.47 66.44 52.06 52.22 29.83 57.8

300002 Bacarra NCHS 400 62 64.76 61.53 41.31 61.99 43.9 57.18320801 BANBAN NHS 73 64.18 87.32 68.29 58.13 66.58 52.81 67.26

320802 Bangui NHS (LanaoCampus)

86 68.28 85.81 66.86 51.05 72.97 59.77 67.85

300003 Bangui NHS (Main) 135 66.38 73.44 78.42 70.22 78.28 68.81 73.05

300004 Banna NHS 66 56.46 36.67 47.53 31.04 52.17 39.39 44.69

300005 Batac NHS (BungonCampus)

120 57.57 31.15 50.53 32.58 57.54 38.25 45.86

320803 Batac NHS (PayaoCampus)

70 61.26 52.54 53.45 30.88 56.76 38.36 50.12

320804 Batac NHS (PoblacionCampus)

308 55.79 35.81 47.9 35.2 55.75 35.19 45.72

300006 Burgos Agro-IndustrialSchool

124 50.51 32.4 59.65 47.27 51.81 33.27 47.87

300007 Cadaratan NHS 81 53.68 46.07 51.11 34.73 58.37 38.58 48.22

300008 Caestebanan NHS 55 49.7 29.89 44.36 30.52 48.36 36 40.62

300009 Carasi NHS 34 65.98 46.06 63.09 39.8 70.59 33.24 55.92

300010 Caribquib NHS 52 51.28 34.19 55.61 33.4 51.76 35.19 44.96

300011 Catagtaguen NHS 66 55.58 32.94 48.81 34.04 54.22 36.97 44.99

300012 Crispina Marcos ValdezNHS

48 53.06 28.13 41.35 29.51 50.03 32.29 40.29

300013 Currimao NHS (Main) 50 45.5 40.84 46.37 63.67 51.37 35.5 48.92

320805 Currimao NHS (Pias-

Gaang Campus)

83 58.31 62.1 55.86 48.35 56.43 36.87 54.77

300014 Davila NHS 89 61.55 70.22 60.15 63.63 68.31 65.9 64.67

320806 Dingras NHS/Lt. EdgarFoz Mem. NHS (BarongCampus)

52 65 41.96 45.35 35.77 59.84 52.88 50.04

300015 Dingras NHS/Lt. EdgarFoz Mem. NHS (PoblacionCampus)

157 64.59 36.27 59.14 37.36 64.1 43.47 52.24


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320808 Dingras NHS/Lt. EdgarFoz Mem. NHS (SanMarcos Campus)

57 61.43 47.44 45.96 41.55 60.32 39.47 50.7

320809 Dingras NHS/Lt. EdgarFoz Mem. NHS (SulquianoCampus)

26 68.33 43.46 58.53 70.96 63.33 44.04 60.4

300016 Don Salustiano AquinoMemorial NHS

106 65.09 79.72 68.85 44.1 61.08 49.58 62.34

300017 Dumalneg NHS 20 71.42 60.1 72.83 60.83 83.08 38.75 67.97

300018 Ilocos Norte AgriculturalCollege

235 48.94 31.35 42.04 32.37 49.46 32.98 40.63

320821 Isic-isic NHS 62 38.28 42.1 42.15 29.76 38.44 26.77 37.28

300019 Luzong NHS 103 64.42 56.16 72.85 61.18 65.06 56.55 63.71

320811 Marcos NHS (AgunitCampus)

64 59.66 55.59 45.21 38.18 61.28 37.5 50.93

300020 Marcos NHS (Main) 170 54.73 62.54 53.89 51.55 66.55 45.26 56.89

320812 Marcos NHS (Santiago

Campus)

61 55.6 75.97 58.8 41.15 46.26 37.7 53.74

300021 Nagrebcan NHS 54 50.62 32.67 43.09 30.19 56.6 32.22 42.28

300022 Nueva Era NHS 130 52.91 57.55 60.68 30.12 53.59 42.46 50.21

300023 Pagsanahan NHS 57 64.04 47.96 65.15 58.8 66.58 46.32 59.99

300024 Pagudpud NHS 118 60.16 65.75 57.2 70.9 59.92 37.33 61.05

320819 Pallas Integrated School 72 55 54.33 60.83 39.17 64.77 32.85 53.42

300025 Paoay Lake NHS 122 52.36 37.46 52.76 35.96 55.55 36.76 46.47

320814 Paoay Lake NHS(Poblacion Campus)

168 55.13 69.67 51.26 44.31 57.74 35.8 53.89

300026 Pasaleng NHS 64 58.41 35.25 49.04 40.96 58.65 36.88 48.14

300027 Pinili NHS 168 54.85 48.51 59.86 59.13 57.3 33.81 54.74320807 San Marcelino NHS 91 58.92 45.82 41.14 36.08 56.43 35.27 46.94

300028 San Nicolas NHS 344 69.29 87.01 73.46 61.93 74.64 57.44 71.8

320815 San Nicolas NHS (BingaoCampus)

151 61.57 58.53 60.6 46.03 64.83 38.18 57

300029 Sarrat NHS 261 61.92 62.87 59.15 55.57 68.49 44.31 60.44

320817 Solsona NHS (BagbagCampus)

81 65.74 77.16 58 62.26 73.97 44.32 65.62

300030 Solsona NHS(Maananteng Campus)

180 66.18 71 69.3 59.95 71.8 53.36 66.61

320818 Solsona NHS (TalugtogCampus)

82 72.36 72.71 70.45 69.02 73.03 56.1 70.48

320816 Sta. Rosa NHS 172 62.59 44.33 56.42 43.25 63.3 45.2 53.72

320810 SuYo NHS 67 70.7 76.57 59.23 49.3 75.35 46.04 64.59

300031 VINTAR NHS 57 64.21 86.53 74.71 66.61 77.22 68.68 73.11

400001 St. Andrew Academy 11 35.91 26.73 36.52 24.24 31.97 23.64 30.73

400002 Badoc Junior College, Inc. 41 49.72 34.39 43.54 34.92 52.52 37.93 42.97

400004 Juan Luna MemorialAcademy, Inc.

129 58.4 49.15 57.35 35.83 57.27 45.19 51.27


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400006 St. Lawrence Academy 22 69.09 36.18 64.17 42.05 64.92 45.91 55.29

400007 Batac Institute, Inc. 17 57.06 28.94 42.84 25.98 62.75 24.12 42.73

400009 Eureka HS 27 48.95 27.56 34.69 28.64 42.41 29.44 36.28

400012 St. Joseph Institute ofDingras, Inc.

80 64.46 39.15 56.77 37 64.02 49.06 52.5

400013 Banna Academy, Inc. 47 47.3 29.28 38.55 28.55 44.86 31.28 37.56400015 St. Jude HS 57 57.25 31.02 50.64 31.78 56.08 35.26 45.17

400016 Paoay North Institute 28 50.6 32.64 44.7 28.1 50.83 28.04 40.79

400017 Pasuquin Academy 39 46.67 27.23 39.96 31.79 49.19 32.05 38.9

400019 Roosevelt HS 74 51.58 33.59 56.76 45 49.08 37.43 47.01

400020 Saint Anne Academy 76 51.91 30.26 46.69 29.19 53.36 32.17 42.02

400021 Pinili Institute 98 50.75 36.39 41.73 31.24 47.48 30.15 40.95

400023 Gov. Roque B. Ablan Sr.Mem. Academy, Inc.

54 56.23 36.81 47.07 40.03 56.7 36.48 47.01

400026 Vintar Academy, Inc. 98 44.88 28.33 41.77 29.54 42.41 27.65 37.05

140003 IGAMA CollegesFoundation, Inc. 93 54.16 39.23 50.09 34.18 54.41 37.85 46.09

140008 Batac Junior College 150 57.2 35.63 61.64 33.24 55.98 40.3 48.62

140010 Immaculate ConceptionAcademy

129 53.18 38.53 53.31 33.27 52.64 37.17 45.85

140011 Dingras Faith Academy,Inc.

15 64.33 38.8 59.67 38.89 63.44 47.33 53.12

140018 St. James Academy 44 56.4 37.91 50.11 35.11 57.5 37.95 47.1

140022 Sta. Rosa Academy 34 56.86 85.24 71.47 61.37 63.24 58.97 66.51

140025 St. Nicholas Academy 57 48.27 30.11 43.3 28.54 44.47 29.91 38.64


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APPENDIX D


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APPENDIX E

LIST OF NATIONAL PRESS CONFERENCE QUALIFIERS

1. Jacqueline Rafol Editorial Writing 1982

2. Hilario A. Espiritu, Jr. Sports Writing- Filipino 1997 & 1998

3. Mark Sagario Sports Writing- Filipino 2004

4. Joel C. Paleracio Sports Writing- English 2004

5. Dianne Shayne P. Faylogna News Writing (Filipino) 2008

6. Daniel Levi P. Agullana Sports Writing (Filipino) 2012

7. Julio R. Manrique, Jr. Sprots Writing (English) 2013 & 2014

LIST OF PALARONG PAMBANSA PLAYERS

1. Fernando Quitoriano Baseball 1992

2. Rommel Calivoso Baseball 1992

3. Remigio Liberato, Jr. Baseball 1992

4. Maritess Lagundino Softball 2006-2008

5. Melanie Mateo Softball 2006-2009

6. Mark Bonoen Baseball 2010

7. Vincent Calivoso Baseball 2009-2010

8. Mark James Cimatu Baseball 2012

9. Gilbert Gonzales Baseball 2011-2013

10. Dominick Ezra Molina Baseball 2012-2013


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APPENDIX F


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CURRICULUM VITAE

PERSONAL BACKGROUND

Name : RHEA R. BALICTAR

Age : 31 yrs. old

Birthday : August 23, 1982

Civil Status : Married

Address : Pob.#2, Pagudpud, Ilocos NorteEmail Address : [email protected]

Cellphone # : 09218417603

PROFESSIONAL EXPERIENCE

Luzong National High School, Pagudpud, Ilocos Norte

Administrative Assistant III (Senior Bookkeeper)

September 23, 2013-present

Luzong National High School, Pagudpud, Ilocos Norte

Administrative Assistant II (Disbursing Officer)

January 25, 2008September 22, 2013

SM Supermarket, Baguio City

Front-End Cashier

July 6, 2004- December 10, 2004
mailto:[email protected]:[email protected]


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TRAININGS AND SEMINARS

Training/Workshop on the Revised Guidelines in the Submission of Quarterly

Accountability Reports on Appropriations, Allotments, Obligations andDisbursements and Reconciliation of FY 2013, 1stQuarter Financial Accountability

Reports (FARs)

Training/Workshop on the Roll-Out of Budget Monitoring System (BMS)

Training on Appointment Preparation (TAP)

Seminar/Workshop on the Preparation of CY 2012 Mid-Year Financial Reports

Seminar/Workshop on the Preparation of FY 2013 Budget Proposal

Seminar/Workshop for the Reconciliation of Accounts/Preparation and

Submission of Financial Statements and Budget Reports for the 2nd

Quarter, CY

2011

Seminar/Workshop on the Preparation of FY 2012 Budget Proposal

BIR Form Briefing and Tax Update Seminar

Briefing/Workshop on the FY 2012 Budget Preparation and FY 2011 Budget

Execution

Seminar on the Rules & Regulations in the Settlement of Accounts, The Revised

Rules of Procedures of the Commission and the Guide in the Audit of

Procurement

Seminar/Workshop on Cash Control System and Effective Fund Management

EDUCATION

Masteral

Masters of Business Administration

Divine Word College of Laoag

April 2009 to March 2014


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Tertiary

Bachelor of Science in Commerce Major in Management

Divine Word College of Laoag

June 2000 to March 2004

Cum Laude

Secondary

Bangui School of Fisheries- Pagudpud Campus

June 1996 to March 2000

Salutatorian

Elementary

Pancian Elementary School

June 1990 to March1996

First Honors

Enhancing the Work Values

Documents

Transcript of Enhancing the Work Values