Junalyn J.

Almazan MEM 6 Anao High School

OBJECTIVES:
Upgrade the school

administrators/supervisors competencies in instructional accountability and management. Impart knowledge and information and develop desirable attitudes essential for the meaningful implementation of the curriculum. Upgrade and strengthen the teachers competencies through the understanding of basic concepts of content, strategies and evaluation as well as the principles of operation of curriculum. Ensure commitment to quality education.

FUNCTIONS OF STAFF DEVELOPMENT DIVISION

Formulates plans and programs to upgrade

the competencies of the teaching and nonteaching staff. Provides consultant service and expert advice in seminars, workshops and conferences at the regional/division offices. Conducts studies to assess and evaluate the implementation of the staff development programs and make the necessary recommendations for improvement.

Studies proposals submitted from the field in

connection with staff development. Disseminates the results of studies and researches on staff development that may be of interest to teachers and non-teachers in secondary schools in the field. Exercise functional supervision on matters pertaining to faculty and staff development

PROFESSIONAL GROWTH
every official and employee of the

government is an asset or resource to be valued, developed and utilized in the delivery of basic services to the public.

A. TRAINING
the company shall establish a

continuing program for career and personnel development for all personnel at all levels and shall create an environment or work climate conducive to the development of personal skills, talents and values for better public

the department units and offices

shall prepare a competency based career and personnel development plan shall be integrated into a national plan of the department to serve as the basis for al career and personnel development activities in the company. if performance appraisal indicates development needs the individual concerned shall undergo training.

Training and development programs shall directly address or assess training needs of the regions and training priorities of DepEd such as enhancement of:
teaching competencies in identified areas of

priority administrators and supervisors competence non-teaching staff competencies organizational efficiency and effectiveness

TRAINING DEVELOPMENT PROGRAM

Induction Program Orientation Program Reorientation Program Professional/Technical/Scientific Program Employee Development Program Middle-Management Program Executive Development Program Career Pathing Program

B. STUDY GRANT/ SCHOLARSHIP

local and foreign scholarship and

fellowship program shall be organized systematically to ensure that opportunities for professional growth and development in priority areas and concerns are appropriately and equitably distributed

GUIDELINES ON SCHOLARHIP PROGRAMS

There should be an organized scholarship

committee at the division and regional levels composed of both representatives from the elementary and secondary levels to screen and pre-select nominees for specific scholarship programs. At least three(3) candidates shall be selected from school that have least benefited from training opportunities in the past

The donor country makes the final selection

under the bilateral scholarship programs. Age requirement should be followed strictly so as not to lose the slot for the particular program. Nominees for international or foreign scholarship shall be submitted to the Staff Development Division of HRDS for final screening. Individually arranged scholarships, whether on official or non-official time should also be submitted to the same office for records purposes

Program-specific scholarships like those

under TEEP and PROBE and similar programs will be screened by the managers of the programs The list of local scholars should be submitted to the bureaus, verify whether the nominees are qualified in relation to criteria set for the scholarship program Returning scholars should submit a report on their scholarship program

A regular program for returning

scholars to share their study shall be arranged by NEAP so that teachers or administrators can benefit from the scholars programs A record of the distribution of scholarship will be submitted by each region and bureaus and centers at the end of the year

C. LOCAL AND FOREIGN TRAINING

GUIDELINES No age limit is set unless otherwise

specified by the donor country/institution in the case of foreign scholarships There is an age limit for local scholarships. Candidates should not be more than 50 years old The nominee must hold a regular appointment

The nominee must hold a college degree

related to the field of study or has sufficiently demonstrated ability and experiences in the scholarship field The nominee must have no pending application for scholarship or study grant under another program The nominee must meet the requirements set by the training institution and donor country/agency

For programs that require service

contracts, the nominee must have rendered the service obligation required in any prior service contract for training grant before he/she could again be nominated for another course where the field of study is different from that of the previous training; and that service obligation must still be within nominees serviceable years

CRITERIA FOR NOMINEES:

Grades/course Knowledge Potential

SELECTION

OF

Training needs Work Performance (VS), performance in

previous training courses attended, attitude behavior Relevance of the course to work Number of local and foreign training programs attended

LOCAL SCHOLARSHIP PROGRAM (LSP)

- LSP is open to all government

employees who want to pursue a one year masteral degree and who pass the selection criteria established by the Commission for the purpose.

Once the employee qualifies in both the

written examination and interview, he/she shall be entitled to the benefits of the grant. If a scholar is not accepted in one participating school he/she may seek admission in another participating school. In case the scholar is not authorized by the agency head to pursue the grant on official time, or he/she decides not to avail of the scholarship for one reason or another, he/she forfeits the privilege of the grant.

LSP scholars may be allowed to study and at

the same time report to office provided they finish their course within the prescribed period. Otherwise, they shall refund all expenses incurred by the Commission for their studies. In case the scholars is not allowed to study on official time, he/she may go on official vacation leave with pay, or leave without pay, not exceeding one(1) year in case the scholar has no more leave to his/her credit. However the grant of such leave shall be at the discretion of the agency head.

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