Republic of the Philippines Department of Science and ...18 Relevant training – as defined in CSC...

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Republic of the Philippines

Department of Science and Technology (DOST) PHILIPPINE SCIENCE HIGH SCHOOL (PSHS) SYSTEM

MERIT SELECTION PLAN (MSP) FOR TEACHERS

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I PSHS MERIT SELECTION PLAN FOR TEACHERS

Pursuant to the provisions of Section 32, Book V of Administrative Code of 1987 (Executive Order No. 292), CSC Memorandum Circular No. 3, s. 1979 as amended by CSC Memorandum Circular No. 18, s. 1988 and CSC Memorandum Circular No. 38, s. 1989, as further amended by CSC Memorandum Circular No. 40, s. 1998, CSC Memorandum Circular No. 15, s. 1999, CSC Memorandum Circular No. 8, s. 1999, CSC Memorandum Circular No. 03, s. 2001, and DOST Merit Selection Plan, this PSHS Merit Selection Plan for Teachers is hereby established for the guidance of all concerned.

II RATIONALE

As an academic institution, the greatest assets of the PSHS System are its human resources – the faculty and administrative staff, which are expected to possess the necessary academic preparation, commitment, and motivation to deliver quality service to the best and brightest among the Filipino youth. To this end, PSHS shall adopt applicable human resource policies that strictly adhere to the principles of merit, fitness and equality. The members of the PSHS Faculty are valued for their adherence to the highest standards of professionalism characterized by competence, excellence, discipline, global competitiveness and conscience. Through the Teacher Career Path (TCP), dedicated and committed faculty members who put a premium on professional excellence, continual growth, world-class benchmarks, and a culture of innovation and research shall be encouraged and supported. The selection and promotion of teachers shall be based on their relative qualifications and competence to perform the duties and responsibilities of the position.

There shall be no discrimination in the selection and promotion of teachers relative to gender, civil status, disability, religion, ethnicity and political affiliation. This Merit Selection Plan for Teachers and the Teacher Career Path System (see Appendix) complies with the provisions of Section 32, Book V of the Administrative Code of 1987 (Executive Order No. 292), the DOST Merit Selection Plan (as amended) and pertinent issuances of the Civil Service Commission (CSC) on the selection and promotion of employees.

III OBJECTIVES

The PSHS Merit Selection Plan for Teachers aims to:

1 Establish a system that is characterized by strict observance of the merit, fitness and equality principles in the selection of candidates for appointment to teaching positions.

2 Create equal opportunities for employment to all qualified Filipino men and women to enter government service and for career advancement of all deserving employees in the PSHS System.

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3 Provide an objective basis for the speedy and just adjudication of protests on appointments and promotions in the PSHS System.

IV SCOPE

This Merit Selection Plan shall cover all teaching positions in the Philippine Science High School System. Specifically, it covers the following:

1 Hiring of new teachers to fill up new or vacant positions.

2 Transfers from other campuses of the PSHS System.

3 Promotion of teachers holding permanent positions including those who are in the active service, on local or foreign scholarship or training grant or on maternity leave.

V DEFINITION OF TERMS

1 Appointing Authority – the person or body authorized by law to approve and issue appointments. In the case of PSHS System, the appointing authority is the Board of Trustees.

2 Board of Trustees – refers to the highest policy-making body of the PSHS System.

3 Career Service – positions in the civil service characterized by (1) entrance based on merit and fitness to be determined as far as practicable by competitive examination, or based on highly technical qualifications; (2) opportunity for advancement to higher career positions; and (3) security of tenure.

4 Comparatively at Par – predetermined reasonable difference or gap between point scores of candidates for appointment established by the FSB.

5 Deep Selection – the process of selecting a candidate for appointment who is not next-in-rank but possesses superior qualifications and competence.

6 Discrimination – is a situation wherein a qualified candidate is not included in the selection line- up on account of gender, civil status, pregnancy, disability, religion, ethnicity, or political affiliation.

7 DOST – refers to the Department of Science and Technology created under Executive Order No. 128 dated January 30, 1987.

8 Education – refers to the relevant academic degree/s earned from academic institutions of reputable and recognized standing.

9 Job Requirements – requisites not limited to the qualification standards of the position,

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but may include skills, competencies, potential, physical and psychological attributes necessary for the successful performance of the duties required of the position.

10 Personnel Action – any action denoting the movement or progress of personnel in the civil service such as original appointment, promotion, transfer, reinstatement, reemployment, detail, reassignment, secondment and demotion.

11 Promotion – is the advancement of an employee from one position to another with an increase in duties and responsibilities as authorized by law and usually accompanied by an increase in salary.

12 PSHS System – All existing PSHS Campuses, future campuses which shall be established under the law, and the Office of the Executive Director

13 Psychosocial Attributes – refer to the characteristics or traits of a person that involves both psychological and social aspects. Psychological includes the way he/she perceives things, ideas, beliefs and understanding and how he/she acts and relates these things to others and in social situations.

14 Qualification Standards – is the statement of the minimum qualifications for a position, which shall include education, experience, training, civil service eligibility, and physical characteristics and personality traits required in the performance of the job.

15 Rank – refers to the academic rank or position assigned to the teacher after evaluation in accordance to the PSHS Minimum Qualification Standards.

16 Regular Permanent – appointment issued to a teacher who meets all the requirements of the position.

17 Relevant Experience – as defined in CSC Revised Policies on Qualification Standards, 2003 (CSC Resolution No. 030962), relevant experience refers to previous emplyment or jobs or volunteer work on a full time basis in either in the government or private sector, whose duties, as certified by the Human Resouce Management Officer or authorized officials of the previous employer, are functionally related to the duties in the position Description Form of the Position to be filled.

18 Relevant training – as defined in CSC Revised Policies on Qualification Standards, 2003 (CSC Resolution No. 030962), relevant training refers to formal or non-formal training courses such as seminars, workshops, and others that will enhance one’s knowledge, skills, capabilities, and attitude, and enable the candidate to successfully perform the duties and responsibilities as indicated in the Position Description Form of the Positon to be filled.

19 Selection – is the systematic method of determining the merit and fitness of a person on the basis of qualifications and ability to perform the duties and responsibilities of the position.

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20 Selection Line-up – is a listing of qualified and competent applicants for consideration to a vacancy which includes, but not limited to, the comparative information of their education, experience, training, civil service eligibility, performance rating (if applicable), relevant work accomplishments, physical characteristics, psycho-social attributes, personality traits and potential.

21 Superior Qualifications–shall mean outstanding relevant work accomplishments, educational attainment and training appropriate for the position to be filled. It shall include demonstration of exceptional job mastery and potential in major areas of responsibility.

22 Teacher Career Path (TCP) - refers to the evaluation tool, which provides guidelines, policies and procedures for promotion of teachers.

VI BASIC POLICIES

1 Selection of teachers for appointment in the PSHS System shall be open to all qualified Filipino men and women according to the principle of merit and fitness. There shall be equal employment opportunity for men and women at all levels of position in the PSHS System provided they meet the minimum requirements of the position to be filled.

2 The PSHS Merit Selection Plan for Teachers shall cover all teaching positions. There shall be no discrimination in the selection of teachers on account of gender, civil status, disability, religion, ethnicity, or political affiliation.

3 When a teaching position becomes vacant, applicants for employment who are competent, qualified and possess appropriate civil service eligibility shall be considered for such vacancy.

Vacant positions marked for filling shall be published in accordance with Republic Act 7041 (Publication Law). The period of publication of a vacant position shall at least be ten (10) calendar days. This period also applies to posting of published vacant positions in at least three (3) conspicuous places in the agency, including the bulletin board. Other appropriate modes of publication may also be considered.

CSC Memorandum Circular No. 16 s. 2005 provides that “The publication of a particular vacant position shall be valid until filled but not to exceed beyond six (6) months reckoned from the date the vacant position was published. In the issuance of appointments, the requirement for publication is deemed complied with if the process of application and screening started within six (6) months from publication and if the vacancy is filled not later than nine (9) months from date of publication. Should no appointment be issued within the 9-month period, the agency has to cause the re-publication of the vacant position.”

Vacant positions shall not be filled until after publication and posting requirements have been complied. Filling of vacant positions in the PSHS Merit Selection Plan shall

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commence after ten (10) calendar days from their publication and posting date, as long as there is sufficient number of qualified candidates who have submitted the required documents for evaluation of the Campus Faculty Selection and Promotion Board (FSB).

The publication of a particular vacant position shall be valid until filled up but not to extend beyond six (6) months reckoned from the date the vacant position was published.

4 A Faculty Selection and Promotion Board (FSB) shall be established in every campus.

5 The FSB members shall undergo orientation and workshop to be conducted by an Expert from CSC or PSHS System to discuss selection/promotion process and CSC policies on appointments.

6 The respective Campus FSB shall screen all candidates for appointment to teaching positions. However, final screening of candidates shall be conducted by the Campus Director after which the Campus Director shall make the recommendation to the Board of Trustees for final approval upon endorsement by the PSHS System Executive Committee.

7 The Campus Director shall, as far as practicable, ensure equal opportunity for men and women to be represented in the FSB.

8 For vacancies in teaching positions, all qualified teachers shall be automatically considered candidates for promotion to the next higher position except when they have signified in writing their lack of interest in the position.

9 The FSB shall maintain fairness and impartiality in the assessment of candidates for appointment. Towards this end, the FSB may employ the assistance of external or independent resource persons and may initiate innovative schemes in determining the best and most qualified candidate.

10 The Campus Director shall assess the merits of the FSB evaluation and in the exercise of sound discretion, recommend to the BOT, in so far as practicable, among the top three ranking applicants deemed most qualified for appointment to vacant position.

11 The comparative competence and qualification of candidates for appointment shall be determined on the basis of:

a Teaching Competence b Education and Training c Experience and Professional Output d Psycho-social Attributes and Personality Traits e Potential to be a good teacher

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12 An employee should have at least a rating of “very satisfactory” for the last two rating periods in the present position before being considered for promotion.

13 The approved PSHS Merit Selection Plan for Teachers shall be used as one of the bases for the expeditious approval of appointments, for attestation and accreditation to take final action on appointments.

14 PSHS Special Science Teachers belong to the closed career system

15 Rules and procedures on recruitment and appointment must be consistent with Civil Service Commission (CSC) laws and rules. The PSHS System, however, may promulgate and adopt additional procedures that best suit its special need and situation, with the approval of the Board of Trustees provided they are not contrary to CSC laws and rules.

VII PROCEDURE FOR HIRING NEW TEACHERS Policies and Guidelines:

1 Recruitment/hiring of teachers shall be based on the needs of the school using the teacher’s workload analysis.

2 Recruitment shall be limited to those who meet the minimum requirement prescribed for teaching position as per qualification standards set and approved by PSHS BOT.

3 Vacant position subject for filling shall be published in accordance with Republic Act 7041 (Publication Law). It shall also be posted in at least three (3) conspicuous places, including the bulletin board, for at least ten (10) calendar days. Other appropriate modes of publication shall also be considered.

4 Upon entry to PSHS, new faculty members can be appointed to any position/rank depending on his/her qualification as set in the TCP.

5 Permanent appointment shall be issued to new teachers who meet the qualification requirements and standards of the position to which he/she is being appointed.

6 Probationary period for teachers shall be two years reckoned from the date of assumption of duty. A notation that the appointee is under probation for two years shall be in the appointment issued.

7 Performance appraisal/evaluation shall be done every semester during the probationary period and the probationer is given timely feedback.

8 Assessment of conduct shall also be done during the probationary period and any unsatisfactory conduct shall be addressed immediately.

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9 The permanent status of the new teacher shall continue after the completion of the probationary period provided that:

a The average rating he/she obtained in the last two (2) performance rating periods is at least very satisfactory and the Campus Director has approved the continuity of the permanent appointment based on the recommendation of the immediate supervisor.

b The Campus Director issues no notice of termination of service during the probationary period or within ten (10) days after its completion due to unsatisfactory conduct or want of capacity.

10 The transfer of a teacher from another campus is treated as that of hiring a new teacher. However, if appointed, the transferee may assume his/her previous teaching position if available, and his/her service to PSHS is carried to the new campus.

11 The Board of Trustees of the Philippine Science High School System shall approve all permanent appointments.

Procedure:

The following procedures shall be observed in hiring new teachers:

1 Announcement of Vacant Position by the Campus Director.

2 Publish the vacant position in CSC Bulletin of Vacant Position or through other mode of publication and post the same in three (3) conspicuous places in the PSHS System/PSHS Campus for at least ten (10) calendar days. Qualified employees are encouraged to apply.

3 The HRMO shall prepare the list of applicants or candidates aspiring for the vacant position, and collate their credentials and qualifications.

4 The Campus Director through the HRMO shall convene the FSB and notify the members as to the time, day and venue the said FSB meeting is scheduled. The HRMO submits all documents in item #3 to the FSB Chairman.

5 The FSB shall make a comparative assessment of the competence and qualifications of candidates based on their documents submitted and deliberate en banc those who will be considered in the selection line-up.

6 The FSB through the HRMO shall notify all applicants of the outcome of the preliminary evaluation and schedule for further assessment of those who made it in the selection line-up (short-list).

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7 The HRMO shall administer written examination and/or skills test, and the FSB shall necessarily conduct individual demonstration teaching assessment cum interview.

8 The FSB makes a detailed evaluation of all short-listed applicants. Only the top five (5) candidates shall be included in the ranking whose overall point scores are comparatively at par based on the comparative assessment in terms of education and training, teaching competence, experience and outstanding accomplishments, and other relevant criteria. To determine candidates who are comparatively at par, the FSB shall set reasonable differences or gaps between point scores of candidates for appointment.

9 Based on the results of the evaluation and after an en banc deliberation, the FSB shall prepare and submit a comprehensive evaluation report to the Campus Director for his/her information and guidance. Said evaluation report shall not only specify whether the candidates meet the qualification standards of the position to be filled but shall also include observations and comments on the candidates' competence and other qualifications including information about the candidates’ preference of assignment, if any.

10 The Campus Director shall assess the merits of the FSB's evaluation report and, in the exercise of sound discretion, select who among the top five ranking candidate deemed most qualified to effectively and efficiently perform the duties and responsibilities of the position to be filled.

11 The Campus Director shall recommend his/her choice for approval of appointment by the BOT, through the EXECOM.

12 The BOT approves the appointment and authorizes the Campus Director to issue the appointment. A notation that the appointee is under probation for two years shall be indicated in the appointment issued.

13 The HRMO shall post a notice announcing the said appointment for at least fifteen (15) days in three (3) conspicuous places in the PSHS System and PSHS Campus a day after the issuance of appointment. The date of posting shall be indicated in the notice.

14 Finally, a copy of the appointment and other documents shall be submitted to CSC Field Office for records purposes and for post-audit in compliance with the statutory and regulatory power of the CSC [Sec. 12(14) of EO 292].

VIII. RECLASSIFICATION

Policies and Guidelines:

1 A teacher may be reclassified to a higher entry-level position upon showing proof

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of completion of a graduate degree.

2 Reclassification is not covered by the TCP guidelines on promotion.

Procedure:

The following procedures shall be observed in the reclassification or upgrading of position:

1 Applicant makes a written request for reclassification to the Campus Director and submits documents justifying the reclassification.

3 Publish the vacant position in CSC Bulletin of Vacant Position or through other mode of publication and post the same in three (3) conspicuous places in the PSHS System/PSHS Campus for at least ten (10) calendar days.

4 The HRMO shall prepare the following documents: a. Service Record; b. Performance rating for the last two ratings; c. 201 File; d. Letters of Recommendation by immediate supervisor and Department Head.


6 The FSB shall make an assessment of the competence and qualification of the applicant candidate and makes endorsement to the Campus Director.

7 The Campus Director shall assess the merits of the FSB's evaluation report and, in the exercise of sound discretion, may or may not recommend the reclassification.

8 The Campus Director shall recommend the reclassification for approval by the BOT, through the EXECOM.

9 The BOT approves the change of status and authorizes the Campus Director to issue the change in appointment.



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IX PROMOTION

To continuously foster improvement of teacher’s welfare, performance and efficiency, teachers shall be promoted if there is an available position.

Policies and Guidelines:

The following objectives, policies and guidelines shall govern the promotion of teachers:

1 Promotion of teachers is based on qualifications, merit, and productivity. PSHS faculty members are expected to adhere to the professional standards outlined by the Code of Ethics for Professional Teachers and the Code of Conduct and Ethical Standards for Public Officials and Employees (RA 6713). Such behavior is a prerequisite for promotion.

2 The Teacher Career Path guidelines and implementing rules and/or other circulars and issuances that may be issued from time to time by CSC, DBM and/or other government agencies shall be the bases of promotion of teachers.

3 A teacher shall be promoted to a higher position on the basis of the extent to which he/she meets the specific requirements and quality standards as set forth in the PSHS Merit Selection Plan and the Teacher Career Path guidelines.

4 A teaching position is open for promotion whenever there is a natural vacancy or a newly created position or upgrading of position.

5 A teacher can only be considered for promotion once in a school year except in instances when there are newly created items.

6 A teacher may be considered for promotion is he/she attained very satisfactory teaching performance for the last two rating periods as evaluated by students and supervisor and through the IPCR rating under the PSHS-SPMS or any other instrument as prescribed by the CSC or the PSHS Board of Trustees.

7 The comparative competence and qualification of the candidates for promotion shall be determined on the basis of: teaching performance; relevant education and training; experience and outstanding professional output and accomplishments.

8 A teacher may be promoted to a position that is more than three (3) salary grades higher than the employee’s present position if he/she possesses superior qualifications with regards to: a) educational achievements, b) highly specialized trainings, c) relevant teaching experience, d) exceptional professional output, and d) consistent high performance rating.

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9 Permanent teachers who have no postgraduate degree may be promoted up to SST III based on points.

10 Local or foreign scholarship, fellowship or training, maternity/paternity leave, secondment, or similar forms of official leave of absence granted and availed of by the faculty shall not be construed as limiting factors for promotion and advancement. For this purpose, the performance ratings to be considered shall be the two (2) rating periods immediately prior to such official leave of absence. In the case of seconded employees, the required performance rating to be used for promotion and advancement shall come from the receiving agency.

11 If promoted, the effective date of the promotional appointment or advancement shall be after the completion or consummation of the said official leave of absence and upon assumption to duty in the Campus.

12 Promotion within six (6) months prior to compulsory retirement shall not be allowed except as otherwise provided by law.

13 Pendency of an administrative case shall not disqualify the respondent thereof from promotion and other personnel action.

14 Under Section 52 of the Revised Rules on Administrative Cases in Civil Service (RRACCS), the following accessory penalties have an effect on promotion:

a. The penalty of demotion shall carry with it disqualification from promotion for one (1) year.

b. The penalty of suspension shall carry with it disqualification from promotion corresponding to the period of suspension.

c. the penalty of fine shall carry with it disqualification from promotion corresponding to the period of suspension.

Procedure:

The following procedures shall be observed in the promotion of teachers:

1 Announcement of available position for promotion by the Campus Director. 2 Publish the available position in CSC Bulletin of Vacant Position or through other

mode of publication and post the same in three (3) conspicuous places in the PSHS System/PSHS Campus for at least ten (10) calendar days. Qualified employees are encouraged to apply.

3 The HRMO shall prepare the following documents: a. Service Record; b. Performance rating for the last two ratings; c. 201 File; d. Letters of Recommendation by immediate supervisor and Department Head.

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4 The applicant for promotion accomplishes the self-rating column of the TCP Evaluation Form and submits original and Xerox copies of all supporting documents to the HRMO.


6 The FSB shall make an evaluation of all documents presented by the applicant based on the TCP guidelines and completes the rating under the FSB column of the TCP Form. The FSB submits the individual TCP ratings of applicants and a summary report to the Campus Director.

7 The Campus Director shall assess the merits of the FSB's evaluation report and, in the exercise of sound discretion, makes a recommendation for promotion.

8 The Campus Director shall recommend the candidate for promotion for approval by the BOT, through the EXECOM.

9 The BOT approves the promotion and authorizes the Campus Director to issue the change in appointment.



X STATUS OF APPOINTMENT

The status of appointments of teachers in the PSHS System is as follows:

1 Permanent appointment. It shall be issued to a teacher who meets the qualification standards for the teacher position. In case a teacher does not satisfy the 18 units of education requirement or its equivalent TCP points, he/she will be appointed as Permanent but on probationary status until such time that he/she meets the MQS.

2 Substitute appointment. It shall be issued when a regular incumbent of a position is temporarily unable to perform the duties of his/her position, such as when he/she is on approved leave of absence, suspension, scholarship grant, or secondment. The duration of a substitute appointment shall correspond to the period of leave of absence of the regular incumbent of the position. Such appointment is not to exceed

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one school year.

XI PROTEST 1 A qualified next-in-rank employee shall have the right to appeal initially to the head

of the agency, then to the Civil Service Commission Regional Office (CSCRO), and then to the Civil Service Commission Proper.

2 A new appointee whose service has been terminated during or at the end of probationary period may contest the termination of the service by filing a formal appeal with the Civil Service Commission Regional Office (CSCRO), and then to the Civil Service Commission Proper.

3 The Rules of Protest under the RRACCS shall be applicable in resolving protest cases.

XII COMPOSITION OF THE FACULTY SELECTION AND PROMOTION BOARD (FSB)

A Faculty Personnel Selection and Promotion Board (FSB) with the following composition shall be established in every campus.

1 Chairperson – Chief of the Curriculum and Instruction Services Division (CISD) 2 Human Resource Management Officer or the career service employee directly

responsible for personnel management; 3 A Department Head or its equivalent, and 3 Two representatives of the employees, one teacher and one non-teaching staff, who

shall both be chosen by the duly accredited employee association of the campus. For continuity of operation, the agency accredited employee association may designate an alternate.

XIII. FUNCTIONS AND RESPONSIBILITIES

The Human Resource Management Officer (HRMO) 1 Disseminate copies of the PSHS Merit Selection Plan for Teachers to all agency

personnel after approval thereof by the Civil Service Commission. The Campus shall also conduct an orientation within six (6) months upon approval of the Merit Selection Plan. A report on the same shall be submitted to the Civil Service Field Office concerned for record purposes;

2 Develop a Plan which shall set forth the number, knowledge and skills of personnel needed to achieve the organization’s goals, objectives and programs;

3 Develop and maintain an updated qualification database of employees of the PSHS Campus to include education, training, experience, skills, competencies, and other

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similar information;

4 Develop a program to fast track the career movement of employees with superior qualifications;

5 Publish vacant position/s in the CSC Bulletin of Vacant Positions or in any widely-circulated newspaper and post the same in three (3) conspicuous place in the PSHS System or PSHS Campus for at least ten (10) calendar days;

6 Conduct preliminary evaluation of the qualification of all candidates.

7 Submit selection line-up to the FSB with the supporting documents for deliberation en banc.

8 Notify all applicants on the outcome of the final evaluation.

The Employee The employee is responsible for updating his/her Teacher’s Portfolio and Personal Data Sheet annually, if deemed necessary, and submit supporting documents thereto to the HRD Unit.

The Faculty Selection/Promotion Board (FSB) 1 Adopt formal screening procedure and formulate criteria for the evaluation of

candidates for appointment, taking into consideration the following:

a. Reasonable and valid standards and methods of evaluating the competence and qualifications of all applicants competing for a particular position.

b. Criteria for evaluation of qualifications of applicants for appointment must suit the job requirements of the position.

2 Disseminate screening procedure and criteria for selection to all employees. Any modification of the procedure or criteria for selection shall likewise be properly disseminated;

3 Prepare a systematic assessment of the competence and qualifications of candidates for appointment. Maintain fairness and impartiality in the assessment of candidates. Towards this end, the FSB with prior approval of the Campus Director may employ the assistance of external or independent resource persons and may initiate innovative schemes in determining the best and most qualified candidate;

4 Evaluate and deliberate en banc the qualifications of those listed in the selection line-up;

5 Submit the list of candidates recommended for appointment from which the appointing authority (Board of Trustees) shall choose the applicant to be appointed.

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6 Maintain records of all deliberations which must be made accessible to interested parties upon written request and for inspection and audit by the CSC; and,

7 Orient the officials and employees of the PSHS Campus pertaining to policies relative to personnel actions, including the gender and development dimensions of the PSHS Merit Selection Plan for Teachers.

The Campus Director 1 Establish a FSB and see to it that all FSB members undergo orientation and workshop

on the selection/promotion process and CSC policies on appointments. The Campus Director shall ensure equal opportunity for men and women to be represented in the FSB;

2 Assess the merits of the FSB’s evaluation of candidates and in the exercise of sound discretion, select and recommend for appointment, in so far as practicable, from among the following:

a. Top five or, at least three ranking applicants deemed most qualified to the vacant position; and,

b. Applicants who have undergone deep selection and found to possess superior qualifications.

The Executive Committee (EXECOM) Assess the merits of the Campus Director’s recommendation for approval of appointment by the Board of Trustees.

The Board of Trustees 1 Approves appointment as endorsed by the EXECOM;

2 Issue appointments in accordance with the provisions of the PSHS Merit Selection Plan.

XIV. SPECIAL PROVISIONS

1 At the end of his/her term, a Deputy Executive Director, Campus Director or Executive Director may opt to remain with the PSHS System, subject to availability of the highest faculty rank in the PSHS System and provided there is no diminution in salary (Sec. 4.5, IRR of RA8496 dated October 1, 1998).

2 The PSHS Board of TUSTEES may intervene and judiciously exercise to waive qualification requirements on highly meritorious cases.

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XV EFFECTIVITY

The PSHS Merit Selection Plan for Teachers and its appendix, and subsequent amendments thereto shall take effect immediately after the approval by the Civil Service Commission.

XVI COMMITMENT

I hereby commit to implement and abide by the provisions of this PSHS Merit Selection Plan for Teachers. It is understood that this Merit Selection Plan shall be the basis for expeditious approval of appointments for teaching positions within the PSHS System.

Dr. Larry L. Cabatic______________ __________ Executive Director, PSHS System Date

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APPENDIX: TEACHER CAREER PATH (TCP)

I PHILOSOPHY OF THE PSHS TEACHER CAREER PATH SYSTEM 1 It is the policy of the PSHS System to attract, reward and retain the best and

brightest individuals who will mold the minds and characters of the country’s future scientists. This policy is operationalized through the PSHS Teacher Career Path.

2 The members of the PSHS Faculty are valued for their adherence to the highest standards of professionalism characterized by competence, excellence, discipline, global competitiveness and conscience.

3 Through the Teacher Career Path, dedicated and committed faculty members who put a premium on professional excellence, continual growth, world-class benchmarks, and a culture of innovation and research shall be encouraged and supported.

II GENERAL GUIDELINES ON THE TCP

1 Promotion of faculty is based on qualifications, merit, and productivity. The PSHS Faculty is expected to adhere to the professional standards outlined by the Code of Ethics for Professional Teachers and the Code of Conduct and Ethical Standards for Public Officials and Employees (RA 6713). Such behavior is a prerequisite for promotion.

2 The point system that measures qualifications, merit and productivity are specified in the implementing rules and guidelines of the Teacher Career Path.

3 A faculty member can only be considered for promotion once in a school year except in instances when there are newly created items.

4 Upon entry to PSHS new faculty members can be appointed to any position/rank depending on his/her qualification as set in the TCP

5 The TCP awards points for activities and recognition relevant to the work as Special Science Teacher of the PSHS System.

6 Permanent teachers who have no postgraduate degree may be promoted up to SST III based on points.

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III GUIDELINES FOR ASSIGNING POINTS ON THE FIRST YEAR OF IMPLEMENTATION

1 Teaching Performance

a. The maximum number of points earned under this criterion is 30 points only.

b. The average performance rating for the last two rating periods (i.e. two school years) based on the PSHSS Performance Evaluation System (PES) for teachers are assigned points as follows:

Rating Points 5-4.75 30.00 4.74-4.55 28.75 4.54-4.38 27.00 4.37-4.26 25.50 4.25-4.13 24.00 4.12-4.01 22.50 4 21.00

c. A teacher must obtain at least a “Very Satisfactory” rating for the last two rating periods to be considered for promotion.

d. For rating periods previous to the last two rating periods, a teacher earns increments of 0.5 for each year he/she obtained an “Outstanding” rating provided that these “Outstanding” ratings are earned in consecutive rating periods.

2 Relevant Education


b. Points earned under this criterion are fixed (i.e. points can be used again in subsequent promotions). Additional points for honors received – 1pt

c. Bachelor’s Degree i. The undergraduate degree is given 5 points.

ii. An additional bachelor’s degree is given points as follows: 1. Degree relevant or closely related to the field of

specialization = additional 2 points Degree not relevant nor closely related to the field of specialization = 0 M

d. Master’s Degree i. Master’s degree from a reputable school in a specialized field in

science, math, and technology or in any related subjects or a

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master’s degree in Education that will improve instruction and assessment.

ii. MA/MS completed coursework but no degree earns 10 points iii. MA/MS non-thesis 14 points iv. MA/MS with thesis 18 points v. An additional master’s degree is given points as follows (max of 2

pts.): 1. 2 points for Master’s degree in a specialized field in

science, math, and technology or in any related subjects or a master’s degree in Education that will improve instruction and assessment.

2. 1 point for Master’s Degree in any field of specialization e. Doctorate Degree

i. The doctorate degree must be in a specialized field in science, math, and technology or in any related subjects or a doctorate degree in Education that will improve instruction and assessment to merit of 20 points. This includes but is not limited to the following areas of study: Pedagogy of Teaching, Curriculum and Instructions Development, Educational Psychology, Educational Technology, and Research, Assessment and Evaluation

ii. A doctorate degree that is not relevant nor closely related to the field of specialization is given additional 2 points to for his master’s degree only.

iii. A straight doctorate degree that is a specialized field in science, math, and technology or in any related subjects or a doctorate degree in Education that will improve instruction and assessment merits 20 points.

f. Certificate Program/Diploma Course i. Diploma Course earned that is relevant to teaching is credited for

1 point. ii. Other certificates are credited for 1 point

3 Relevant Teaching Experience

a. The service record of the teacher reflects relevant experience. b. The maximum number of points earned under this criterion is 15 points

only. c. Each school year of teaching experience is given 1.5 points. d. Points earned under this criterion are cumulative.

4 Relevant Training


b. Points earned under this criterion are not cumulative.

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c. Points will be given to any course of training that meets any of the following conditions:

i. Training is relevant to subject areas/s taught ii. Training is on teaching effectiveness and efficiency

iii. Training is relevant to the administrative work assigned to the teacher.

iv. Training attended with students where both teachers’ and students’ learning is significantly enhanced.

d. Foreign/international, or local trainings related to teaching of a least one month earn points. International training includes those held locally. Points are assigned as follows:

i. Foreign/international training = 3.75 point/month, maximum of 3 months

ii. Local training = 2.5 point/month, maximum of 3 months iii. Attendance in local, regional, national, or international

training/seminar/workshop/convention/conference/ symposium/forum (henceforth referred to as “seminar” are given the following points:

One day seminar, at least half day – 0.2/day

Two or three days seminar - 0.5/day

4 days or more - 2 points

iv. Certificates submitted for evaluation are no longer considered for succeeding promotions for teachers who are promoted. Certificates may be used for reevaluation for teachers who are not promoted.

v. All certificates earned once appointed as faculty of PSHS will be valid for first promotion. In succeeding promotions, a validity period of 5 years would be set for a teacher’s certificates.

vi. Seminars attended as teacher chaperone will not necessarily merit points. Points may be given if the teacher has proof of participation (e.g. schedule of activities indicating separate activities for teachers and students, etc.)

5 Professional Output/Activities

a. The maximum number of points earned under this criterion is 20points only.

b. Points earned under each of the criteria are not cumulative. c. Only professional outputs or activities relevant to the subject area/s

taught, and to teaching effectiveness and efficiency will earn points. d. Active involvement in a Seminar/Workshop/Conference/

Symposium/Forum

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i. For Part IV.2 and V.1 of the evaluation sheet – when the faculty is involved in two activities at the same time, only one activity will be given credit, whichever is more beneficial to the faculty.

ii. Points are assigned as follows: 1. Paper presenter or Main speaker*:

International 3 points National 2 points Division/Regional/District 1 point *A PSHS System activity is classified as “national”.

2. Training TYPE OF INVOLVEMENT TRAINING for TEACHERS TRAINING for STUDENTS INT/

NAT’L REGIONAL/DIVISION/ DISTRICT

SCHOOL INT/ NAT’L

REGIONAL/ DIVISION/ DISTRICT

SCHOOL

Resource person, coordinator, project leader, moderator, demo teacher

1-3 days (as is)

2 1.5 1 1 0.75 0.5

4 or more days 3 2 1.5 1.5 1 0.75 Others – facilitator, member of working committee

1-3 days (as is)

0.5 0.25 0 0,25 0.25 0

4 or more days 1 0.5 0.25 0.5 0.5 0.25

e. Leadership in Professional Societies/Associations Leadership in professional societies/associations while with the PSHS System will be credited once per association as follows:

Position International/ National Level Others President/Chairman of the Board 2 1 Other positions/ Committee Chair 1 0.5

f. Major Committees/Administrative Assignments

The following major committees/administrative assignments are given points as follows:

Committees Role & Points BAC, PSB, TCP Discipline Committee, Personnel Discipline Committee

Chair – 2 Member – 1

Other AdHoc and special committees With Special Order Chair – 1 Member– 0.5

Administrative Assignments Points Division Chief 3/year Department head 2 Unit Head, Batch Coordinator (more than 3 sections) 1/year

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SSIP/Research Coordinator*, Discipline Officer *if not unit head

1/year

g. Publications/Instructional Materials

i. Books published (reference books, textbooks) (1) Secondary/Tertiary Sole Author Co-author x National Level1 4 4/N or 1 point x PSHS System use (approved) 2 4 4/N or 1 point x PSHS Campus use (approved) 3 3/N (2) Elementary 2 2/N

ii. Published Research/Professional article 3

Published Research Sole Author

Co-author

Sole Author (ISI and Scopus listed)

Co-author (ISI and Scopus listed)

International 4 4/N or 0.75 point

8 8/N or 1.5 point

National 4 3/N or 0.5 point

8 6/N or 1 point

Published Professional Article

Sole Author

Co-author



International 2 2/N 4 4/N National 1 1/N 2 2/N

Published Laboratory Manual/ Workbook 4

2 2/N 4 4/N

Published Module 1 1/N 2 2/N

1 Books used at the national level must bear ISBN number or copyrighted. 2Books for PSHS use must be BOT-approved prior to its use (see Annex A: Guidelines for textbook approval). If the published book was written by more than 1 author, the points are divided by the number of co-authors. If the book used at the national, or the PSHS System level has 4 or more authors, each co-author earns 1 point. 3 The research/professional article must be published in a reputable, peer-reviewed, refereed journal or proceedings. If the published research/professional article was written by more than 1 author, the points are divided by the number of co-authors. If the published work has 4 more authors, each co-author earns 0.75 point (for international) or 0.5 point (for national). Published research/professional article required to earn a degree will not earn points. 4 The published laboratory manual and published module must be copyrighted.

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Creative/Innovative Output5 2 1/N 4 4/N Teaching Aids Adopted in PSHS (set of slide and transparencies, chart, software, videotapes= maximum of 1 point/year)6

1 1/N 2 2/N

h. Research i. Involvement in research includes researches in the fields of

teaching, learning and curriculum development, as well as action research.

ii. The maximum number of points earned per research activity is 2 points. Points is to be divided by the number of researchers for the paper.

iii. Output is required. The teacher should present a manuscript of the research, problem, methodology and results for evaluation by the Research Sub-committee of the Executive Committee.

iv. Research must have prior approval of the Executive Director.

i. Professional awards and recognition i. The points for Awards and recognition are given below.

ii. The rule on professional awards and recognition does not apply to DOST awards of recognition for completion of a graduate degree under the DOST Staff Development Program and other DOST scholarship programs, nor the PSHSS/DOST Loyalty Awards.

Level 1st 2nd 3rd International 5 points 4 points 3 points National 4 points 3 points 2 points Regional 2 points 1.5 points 1 points District/Divisional/Provincial 1 points 0.5 points 0.2 points

j. Involvement in Co-Curricular Activities i. If coaching is a load, no point is earned.

ii. If there is more than one teacher coaching the winning student/s, the points are distributed proportionately among the winning

5 “Creative Output” refers, but is not limited to, creative writing, creative problem solving technique/s, teaching innovations, visual arts, performing arts, creative teaching practices, gadgets, software, laboratory manuals, modules, demonstration of a teaching segment, and involvement in curriculum design and development. 6 Teaching aids adopted in the PSHS should be reviewed by the CISD/CISSD Chief and subject area specialists following a set of guidelines. See Annex B: Curriculum Development Committee (CDC) Forms for the Evaluation of Instructional Materials.

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coaches following this formula:

Points earned = Total Points No. of coaches

iii. In cases of multi-level competitions, points are earned for each

level/award. iv. Points earned by winning coach/es are given in the next table.

International National Regional First Placer (Best/Most) 1.0 point 0.7 point 0.4 point Second Placer 0.9 point 0.6 point 0.3 point Third Placer 0.8 point 0.5 point 0.2 point 4th to 10th 0.7 0.4 0.1

k. Involvement in Outreach Activities

i. The PSHS is an academic institution specializing in science and technology, thus, outreach programs conducted by teachers should be anchored on any of the following objectives to be credited for TCP points:

1. to encourage and improve the interest and performance in math, science, and technology of students in the community;

2. to increase community’s understanding and awareness of science and technology;

3. to support teachers and educational programs of the community; and

4. to serve community for a better future through science and technology.

ii. The following can be types of Outreach Activity: 1. Adopt-a-School Program 2. Teacher/Student Training 3. Techno Transfer in Barangay 4. Visit to Social Institutions or Sponsorship of Socio-Civic

Activities for indigents 5. Environmental Related Pursuits

iii. Credited outreach efforts must: 1. be approved by the concerned office, well documented

and must have its own funding source; 2. reach deprived group/s of people and must have long term

benefits; 3. be relevant to the needs of the target beneficiaries and

the goal must be aligned to the standards and principles of the target audience, as evidenced by the results of an evaluation procedure conducted; and

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4. be conducted beyond the official function of the teacher. iv. Scoring for TCP purposes

Level ROLE Chairman/proponent Coordinator/Facilitator Member

National 1.0 0.75 0.5 Regional 0.75 0.5 0.25 Division 0.5 0.25 0.1 Chairman/proponent District 0.2 0.1 0.05

1. If the nature of involvement is about speakership,

demonstration or as facilitator, follow points in the teacher-training category.

2. If the nature of involvement is giving goods to indigents, .1 is credited per visit to the institution.

v. Conduct of these outreach activities shall be made regular or sustainable.

IV Instances not explicitly covered by these guidelines will be treated on a case-to-case

basis.

V This set of guidelines takes effect immediately upon approval by the PSHS System Board of Trustees.

VI Tally of Points

VII RANGE OF SCORES AND THE CORRESPONDING /RANK OF PROMOTION:

POSITION – SALARY GRADE TCP POINTS REQUIRED SST 2 - 16 40-53 SST 3 - 19 54-72 SST 4 - 22 73-89 SST 5 - 24 90-119

TALLY OF POINTS

Criteria Maximum Points I. Teaching Performance…………………………………………….. 30 II. Relevant Education………………………………………………….. 20 III. Relevant Teaching Experience…………………………………. 15 IV. Relevant Training…………………………………………………….. 15 V. Professional Output/Activities………………………………… 20

GRAND TOTAL 100

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SST 6 - 26 At least 120 IV GUIDELINES FOR ASSIGNING POINTS IN THE SECOND YEAR OF IMPLEMENTATION

A Teaching Performance 1. The maximum number of points earned under this criterion is 30 points

only.

2. The average performance rating for the last two rating periods (i.e. two school years) based on the PSHSS Performance Evaluation System (PES) for teachers are assigned points as follows:

3. A teacher must obtain at least a “Very Satisfactory” rating for the last two rating periods to be considered for promotion.

4. For rating periods previous to the last two rating periods, a teacher earns increments of 0.5 for each year he/she obtained an “Outstanding” rating provided that these “Outstanding” ratings are earned in consecutive rating periods.

B Relevant Education

1. The maximum number of points earned under this criterion is 20 points only. 2. Points earned under this criterion are fixed (i.e. points can be used again in

subsequent promotions). Additional points for honors received – 1pt 3. Bachelor’s Degree

i. The undergraduate degree is given 5 points. ii. An additional bachelor’s degree is given points as follows:

a. Degree relevant or closely related to the field of specialization = additional 2 points Degree not relevant nor closely related to the field of specialization = 0 M

4. Master’s Degree i. Master’s degree from a reputable school in a specialized field in

science, math, and technology or in any related subjects or a master’s degree in Education that will improve instruction and

Rating Points 5-4.75 30.00 4.74-4.55 28.75 4.54-4.38 27.00 4.37-4.26 25.50 4.25-4.13 24.00 4.12-4.01 22.50

4 21.00

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assessment.

MA/MS completed coursework but no degree earns 10 points

MA/MS non-thesis 14 points

MA/MS with thesis 18 points

ii. An additional master’s degree is given points as follows (max of 2 pts.):

a. 2 points for Master’s degree in a specialized field in science, math, and technology or in any related subjects or a master’s degree in Education that will improve instruction and assessment.

b. 1 point for Master’s Degree in any field of specialization 5. Doctorate Degree

i. The doctorate degree must be in a specialized field in science, math, and technology or in any related subjects or a doctorate degree in Education that will improve instruction and assessment to merit of 20 points. This includes but is not limited to the following areas of study: Pedagogy of Teaching, Curriculum and Instructions Development, Educational Psychology, Educational Technology, and Research, Assessment and Evaluation

ii. A doctorate degree that is not relevant nor closely related to the field of specialization is given additional 2 points to for his master’s degree only.

iii. A straight doctorate degree that is a specialized field in science, math, and technology or in any related subjects or a doctorate degree in Education that will improve instruction and assessment merits 20 points.

6. Certificate Program/Diploma Course i. Diploma Course earned that is relevant to teaching is credited for 1

point. ii. Other certificates are credited for 1 point

C Relevant Teaching Experience

1. The service record of the teacher reflects relevant experience. 2. The maximum number of points earned under this criterion is 15 points only. 3. Each school year of teaching experience is given 1.0 points. 4. Points earned under this criterion are cumulative.

D Relevant Training

1. The maximum number of points earned under this criterion is 10 points only. 2. Points earned under this criterion are not cumulative.

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3. Points will be given to any course of training that meets any of the following conditions:

i. Training is relevant to subject areas/s taught ii. Training is on teaching effectiveness and efficiency

iii. Training is relevant to the administrative work assigned to the teacher.

iv. Training attended with students where both teachers’ and students’ learning is significantly enhanced.

4. Foreign/international, or local trainings related to teaching of a least one month earn points. International training includes those held locally. Points are assigned as follows:

i. Foreign/international training = 3.75 point/month, maximum of 3 months

ii. Local training = 2.5 point/month, maximum of 3 months iii. Attendance in local, regional, national, or international

training/seminar/workshop/convention/conference/ symposium/forum (henceforth referred to as “seminar” are given the following points:

One day seminar, at least half day – 0.2/day

Maximum of 10 days/seminar

iv. Certificates submitted for evaluation are no longer considered for succeeding promotions for teachers who are promoted. Certificates may be used for reevaluation for teachers who are not promoted.

v. All certificates earned once appointed as faculty of PSHS will be valid for first promotion. In succeeding promotions, a validity period of 5 years would be set for a teacher’s certificates.

vi. Seminars attended as teacher chaperone will not necessarily merit points. Points may be given if the teacher has proof of participation (e.g. schedule of activities indicating separate activities for teachers and students, etc.)

E Professional Output/Activities

1. There is no limit as to the maximum number of points earned under this criterion, unless explicitly specified.

2. Points earned under each of the criteria are not cumulative. 3. Only professional outputs or activities relevant to the subject area/s taught,

and to teaching effectiveness and efficiency will earn points. 4. Active involvement in a Seminar/Workshop/Conference/ Symposium/Forum

i. For Part IV.2 and V.1 of the evaluation sheet – when the faculty is involved in two activities at the same time, only one activity will be given credit, whichever is more beneficial to the faculty.

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ii. Points are assigned as follows: a. Paper presenter or Main speaker*:

a. International 3 points b. National 2 points c. Division/Regional/District 1 point *A PSHS System activity is classified as “national”.

iii. Training Table 2. Teacher & Student Training, 2nd year

TYPE OF INVOLVEMENT TEACHER TRAINING STUDENT TRAINING INT/

NATL REGION/ DIV/ DISTRICT

SCHOOL INT/NATL

REGIONAL/DIV/ DISTRICT

SCHOOL

Resource person, demo teacher (demonstrates knowledge and competence on the field of specialization)

2 1.5 1 1 0.75 0.5

Coordinator, project leader, chair of working committee (demonstrates competency on supervisory skills)

1 0.75 0.5 0.5 0.35 0.25

Moderator, facilitator, member of working committee

0.5 0.25 0.1 0.25 0.10 0

5. Leadership in Professional Societies/Associations i. Leadership in professional societies/associations while with the PSHS

System will be credited once per association as follows: Position International/ National Level Others President/Chairman of the Board 2 1 Other positions/ Committee Chair 1 0.5

6. Major Committees/Administrative Assignments

i. The following major committees/administrative assignments are given points as follows:

Committees Role & Points BAC, PSB, TCP Discipline Committee, Personnel Discipline Committee

Chair – 2 Member – 1

Other AdHoc and special committees With Special Order Chair – 1 Member– 0.5

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Administrative Assignments Points Division Chief 3/year Department head 2 Unit Head, Batch Coordinator (more than 3 sections) 1/year SSIP/Research Coordinator*, Discipline Officer *if not unit head

1/year

7. Publications/Instructional Materials

i. Books published (reference books, textbooks)

Secondary/Tertiary Sole Author Co-author National Level7 4 4/N or 1 point PSHS System use (approved) 8 4 4/N or 1 point PSHS Campus use (approved) 3 3/N Elementary 2 2/N

ii. Published Research/Professional article 9

Published Research Sole Author

Co-author



International 4 4/N or 0.75 point

8 8/N or 1.5 point

National 4 3/N or 0.5 point

8 6/N or 1 point

Published Professional Article

Sole Author

Co-author



International 2 2/N 4 4/N National 1 1/N 2 2/N

7 Books used at the national level must bear ISBN number or copyrighted. 8Books for PSHS use must be BOT-approved prior to its use (see Annex A: Guidelines for textbook approval). If the published book was written by more than 1 author, the points are divided by the number of co-authors. If the book used at the national, or the PSHS System level has 4 or more authors, each co-author earns 1 point. 9 The research/professional article must be published in a reputable, peer-reviewed, refereed journal or proceedings. If the published research/professional article was written by more than 1 author, the points are divided by the number of co-authors. If the published work has 4 more authors, each co-author earns 0.75 point (for international) or 0.5 point (for national). Published research/professional article required to earn a degree will not earn points.

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Published Laboratory Manual/ Workbook 10

2 2/N 4 4/N

Published Module 1 1/N 2 2/N Creative/Innovative Output11

2 1/N 4 4/N

Teaching Aids Adopted in PSHS (set of slide and transparencies, chart, software, videotapes= maximum of 1 point/year)12

1 1/N 2 2/N

8. Research i. Involvement in research includes researches in the fields of teaching,

learning and curriculum development, as well as action research. ii. The maximum number of points earned per research activity is 2

points. Points are to be divided by the number of researchers for the paper.

iii. Output is required. The teacher should present a manuscript of the research, problem, methodology and results for evaluation by the Research Sub-committee of the Executive Committee.

iv. Research must have prior approval of the Executive Director.

9. Professional awards and recognition i. The points for Awards and recognition are given below. ii. The rule on professional awards and recognition does not apply to

DOST awards of recognition for completion of a graduate degree under the DOST Staff Development Program and other DOST scholarship programs, nor the PSHSS/DOST Loyalty Awards.

Level 1st 2nd 3rd International 5 points 4 points 3 points National 4 points 3 points 2 points Regional 2 points 1.5 points 1 points District/Divisional/Provincial 1 points 0.5 points 0.2 points

10 The published laboratory manual and published module must be copyrighted. 11 “Creative Output” refers, but is not limited to, creative writing, creative problem solving technique/s, teaching innovations, visual arts, performing arts, creative teaching practices, gadgets, software, laboratory manuals, modules, demonstration of a teaching segment, and involvement in curriculum design and development. 12 Teaching aids adopted in the PSHS should be reviewed by the CISD/CISSD Chief and subject area specialists following a set of guidelines. See Annex B: Curriculum Development Committee (CDC) Forms for the Evaluation of Instructional Materials.

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10. Involvement in Co-Curricular Activities i. If coaching is a load, no point is earned.

ii. If there is more than one teacher coaching the winning student/s, the points are distributed proportionately among the winning coaches following this formula:

Points earned = Total Points No. of coaches

iii. In cases of multi-level competitions, points are earned for each

level/award. iv. Points earned by winning coach/es are given in the next table. International National Regional First Placer (Best/Most) 1.0 point 0.7 point 0.4 point Second Placer 0.9 point 0.6 point 0.3 point Third Placer 0.8 point 0.5 point 0.2 point 4th to 10th 0.7 0.4 0.1

11. Involvement in Outreach Activities

i. The PSHS is an academic institution specializing in science and technology, thus, outreach programs conducted by teachers should be anchored on any of the following objectives to be credited for TCP points:

a. to encourage and improve the interest and performance in math, science, and technology of students in the community;

b. to increase community’s understanding and awareness of science and technology;

c. to support teachers and educational programs of the community; and

d. to serve community for a better future through science and technology.

ii. The following can be types of Outreach Activity: a. Adopt-a-School Program b. Teacher/Student Training c. Techno Transfer in Barangay d. Visit to Social Institutions or Sponsorship of Socio-Civic

Activities for indigents e. Environmental Related Pursuits

iii. Credited outreach efforts must: a. be approved by the concerned office, well documented and

must have its own funding source; b. reach deprived group/s of people and must have long term

benefits; c. be relevant to the needs of the target beneficiaries and the

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goal must be aligned to the standards and principles of the target audience, as evidenced by the results of an evaluation procedure conducted; and

d. be conducted beyond the official function of the teacher. iv. Scoring for TCP purposes

Level ROLE Chairman/proponent Coordinator/Facilitator Member

National 1.0 0.75 0.5 Regional 0.75 0.5 0.25 Division 0.5 0.25 0.1 Chairman/proponent District 0.2 0.1 0.05

v. If the nature of involvement is about speakership, demonstration or as

facilitator, follow points in the teacher-training category. vi. If the nature of involvement is giving goods to indigents, .1 is credited

per visit to the institution. vii. Conduct of these outreach activities shall be made regular or

sustainable.

IV Instances not explicitly covered by these guidelines will be treated on a case-to-case basis.

V This set of guidelines takes effect immediately upon approval by the PSHS System Board of Trustees.

VI Tally of Points

TALLY OF POINTS Criteria Maximum Points Teaching Performance…………………………………………….. 30 Relevant Education………………………………………………….. 20 Relevant Teaching Experience…………………………………. 15 Relevant Training…………………………………………………….. 10 Professional Output/Activities………………………………… no limit

GRAND TOTAL at least 75

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VII RANGE OF SCORES AND THE CORRESPONDING /RANK OF PROMOTION: POSITION – SALARY GRADE TCP POINTS REQUIRED SST 2 - 16 40-53 SST 3 - 19 54-72 SST 4 - 22 73-89 SST 5 - 24 90-119

SST 6 - 26 At least 120

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