Again, here are the following topics/references that will be helpful for you to pass the NQESH-Principals' Test
1. DECS Manual (very important to have a copy of this)
2. RA 9155 - "Governance of Basic Education Act of 2001"
3. RA 4670 - "Magna Carta for Public School Teachers"
4. EFA - Education for All
5. BESRA - Basic Education Sector Reform Agenda
6. EMIS/BEIS - Basic Education Information System
7. K to 12
8. Writing Correspondence
9. NCBTS-IPPD
10. Code of Ethics for Professional Teachers
11. Grammar and Vocabulary (Identifying Errors etc...)
12. Reading Comprehension
13. Performance Based Bonus and other current issues
14. DepEd Order (you may browse website of Deped)
Sample of DepEd order that you may review
-Anti Bullying
- Deped Mission and Vision
Good Luck
NQESH (National Qualifying Examination for School Heads)
Examination Date: December 8, 2013
National Qualifying Examination for the School Head - Principal's Test Reviewer (NQESH Reviewer). Points and Tips to pass the NQESH.
Friday, October 11, 2013
Thursday, August 29, 2013
NQESH Reviewer: Instructional Leadership
INSTRUCTIONAL LEADERSHIP
IMPORTANT ROLE OF PRINCIPAL
INSTRUCTIONAL SUPERVISION = 70%
ADMINISTRATIVE SUPERVISION = 30%
Principal should have a knowledge on the following:
a.
Curriculum Development
b.
Instructional Development
c.
Curriculum Content
d.
Teaching Strategies/style/approach
e.
Test Construction
f.
Current Innovations
g.
Management of Educational Programs
h.
Program Planning
i.
Measurement and Evaluation
j.
Making Feedback
k.
Management of Stress
Principal should have a skill on the following:
a.
Listening
b.
Encouraging
c.
Problem Solving
d.
Directing
e.
Reinforcing
f.
Negotiating
g.
Standardizing
h.
Clarifying
i.
Reflecting
Mentoring is the process in which experienced teachers guide
the young and new teachers in their career.
Action Research studies the actions or activities
experienced by the teachers and administrators in a form of inquiry which aimed
to solve specific problem in the school. It means that it is valid iun a
particular place.
NQESH Reviewer: Writing and Answering Correspondence
WRITING AND ANSWERING CORRESPONDENCE
An ORDER (DedEd/Regional/Division/District/School Order)
issued as needed for the announcements of policies and guidelines which is
permanent in nature unless it is amended.
A MEMORANDA (DedEd/Regional/Division/District/School Memo)
is issued if you need to disseminate instructions and information which is
temporary in nature
Visit DepEd Website for the Sample of Memorandum and Order
and how are you going to write it properly.
Proper way to write endorsement
If you will send endorsement to a higher rank use “RESPECTFULLY
FORWARDED TO”
If you will send endorsement to an equal rank use
“RESPECTFULLY TRANSMITTED TO”
If you will send endorsement to a subordinate use
“RESPECTFULLY REFERRED TO”
See sample endorsements in your office.
Wednesday, August 28, 2013
NQESH Reviewer: Fiscal Management (Rules and Budget Preparation)
FISCAL MANAGEMENT (Rules and Budget Preparation)
School Based Management Fund
The School Based
Management Fund or SMBF is the total budget allocated by the Division Office to
a school for a given school year from the regular DepEd MOOE and from other
DepEd Sources
Other Sources of Fund
1.
The Special Education Fund (SEF) from the Local
School Board.
2.
Allocations from the 20% barangay social
development fund and from the Sangguniang Kabataan.
3.
Parents-Teachers-Community Association (PTCA)
Contributions
4.
Donations from alumni and other private sources
5.
School Income-Generating Projects.
Flow of SMB Fund Management in School
1. Preparation of School Operating Budget
- identify school physical targets based on
thrusts and priorities aligned to the division targets and priorities such as
student assessment, instructional material, teacher training, materials and
supplies for school operations and other equipment needed.
- Prepare the School Operating Budget (SOB)
based on the School Improvement Plan (SIP) and Annual Implementation Plan
(AIP).
-
Submit the SOB to the Division Office together with the SIP and AIP for
the review of Division Superintendent together with the Division Supervisor and
Finance Officer.
- Prepare the Monthly Cash Program based on
the SOB approved by the Division Office
2. Implement the
School Operating Budget
3. Disburse funds from the approved activities.
4. Monitoring and Reporting
For more information about the Procurement review RA 9184 or
the Government Procurement Reform Act.
NQESH Reviewer: Management of Physical Resources
MANAGEMENT OF PHYSICAL RESOURCES
Physical resources n schools includes the facilities and
instructional(learning) materials. Examples of instructional materials are
print instructional materials, non-print instructional materials. It maybe a
form of equipment or furniture.
Examples of equipment
Tools, utensils, apparatus (for kitchen and home economics ,
for science laboratory, for playground)
Teaching aids and materials
Instruments and properties needed for curricular,
non-curricular, and administrative functions and processes implementation.
Examples of Furniture
Desk, chairs, table, benches, cabinets, shelves, bulletin
board
Similar items that are permanent or attached that made up
physical environment for learning
Movable items and furnishing that require instructional
spaces
Other Equipment
Office equipment
Medical/dental/health equipment (for clinic)
Schools Furniture/Classroom/Building
For Dimensions, size of chairs and classroom and facilities
please refer to DECS Manual
Condemnation and Demolition of Buildings
If the school building rehabilitation and repair will cost 50% or more than the cost of new
building to replace it, it is recommended for demolition or condemnation
School Head will report the building to be condemned.
Schools Division Superintendent sends a team ton check and verify the conditions of the building
Schools Division Superintendent sends a team ton check and verify the conditions of the building
Regional Director issues a special voucher approving relief
from the responsibility for the demolished building
Tuesday, August 27, 2013
NQESH Reviewer: Management of Human Resources
MANAGEMENT OF HUMAN RESOURCES
(Topics/References: DECS Manual, Magna Carta for Public School Teacher)
Personnel Management
General Categories of services in government based on Executive Order 292.
Career Service – based on merit and fitness determined as far as practicable by comepetitive examinations, as based on highly technical qualifications. Any person appointed to positions in the career service has the opportunities for the advancement of high career positions and enjoy security of tenure.
Three major Levels of career service position
a. First Level – The nature of work is sub-professional or non-supervisory. It includes electrical, crafts, trade and custodial positions, entrance to which requires less than four years of college work.
b. Second
Level – Include professional, technical and scientific positions which involve
professional, technical and scientific work in non-supervisory or supervisory
capacity and requires at least 4 years of college work. Principal and teachers
fall in this level.
c. Third
Level - cover those in the Career Executive Service which include:
undersecretary, assistant secretary, bureau director, assistant regional
director, chief department service, schools division superintendent, assistant
school division superintendent and other officials of equivalent rank
Employment Process
Stage 1. Recruitment
Pursuant
to R.A 7041, Vacant positions in all levels in the career service are published
in the:
-
Bulletin of Vacancies in the Civil Service; and
-
In the newspaper of wide circulation
These are likewise posted in at
least three (3) conspicuous places in the office for the 10 working days
(CSC-MC No. 20, s. 2002)
Stage 2: Selection
Selection
of DepEd employees and teachers is based on the principle of merit, competence,
fitness and quality and it is open to all, regardless of gender, civil status,
disability, religion, ethnicity or political affiliation.
RANKING
Determining
Factors in Ranking
1.
Performance
2.
Education and Training
3.
Experience and Outstanding Accomplishment
4.
Psycho-Social Attributes and Personality Traits
5.
Potential
For teachers, ranking is school based.
Committees
School Committee – chaired by the school head or department
head. Receive all application and validates the documents submitted by the
applicants.
Division Sub-Committee – evaluates the applicants, observes
the teaching demonstration and conducts interview to the applicants
Division Selection Committee- administer written examination, consolidates individual
ratings and makes the final ranking of all applicants for inclusion to the RQA
(Registry of Qualified Applicants) for submission and approval of the
Superintendent.
Pooling – A registry of qualified applicants for every
elementary school and for every secondary
schools is done in every division office and provide a copy also for
Regional Director.
Stage 3: Appointment
NATURE OF APPOINTMENT
a.
Original Appointment – refers to the initial
entry into the career and non-career service.
b.
Promotion – refers to the advancement from one
position to another with an increase of duties and responsibilities and usually
corresponds to an increase in salary.
c.
Transfer – refers to movement from one position
to another, which is equivalent in rank, level or salary without break in
service.
Other Nature of Appointment
d. Reemployment
e. Reappointment
f.
Reinstatement
g.
Renewal
h.
Change of Statust.
i.
Demotion
j.
Reclassification
EMPLOYMENT STATUS OF TEACHERS
a.
Regular Permanent Status – issued to a teacher
who meets all the requirements in the position
b.
Provisional Status – issued to a teacher who
meets all the requirements of the position except eligibility.
c.
Substitute Status – issued to a teacher when the
regular incumbent of the position is temporarily unable to perform the duties
of the position.
TEACHERS LEAVE
From
the Magna Carta of Public School Teachers (R.A. 4670)
1.
Teachers are not entitled to the usual vacation
and sick leave credits but proportional vacation pay (PVP) during Summer and
Christmas Vacation
2.
Teachers who have at least seven (7) years of
continuous service may be entitled to study leave of absence with pay not
exceeding in one (1) school year.
3.
Maternity Leave
Every woman in the government service who has rendered an
aggregate of two or more years in
service, in addition to the vacation and sick leave granted to her is entitled
to a maternity leave of 60 days with full pay.
Paternity Leave (RA 8187)
A married male employee is entitled to paternity leave of
seven (7) working days for his first (4) deliveries of his legitimate spouse
with whom he is living.
Tuesday, August 20, 2013
Thursday, August 15, 2013
NQESH Reviewer - Professional Development and Human Resource Management
PROFESSIONAL DEVELOPEMENT AND HUMAN RESOURCE MANAGEMENT
(Topic/References: NCBTS Manual (National Competency Based Teacher Standards)
What is Professional Learning Community or PLC?
(Topic/References: NCBTS Manual (National Competency Based Teacher Standards)
What is Professional Learning Community or PLC?
According
to Andy Hargreaves, a professional learning community is an ethos that infuses
every single aspect of a school operation. When a school becomes a professional
learning community, everything in the school looks different than it did
before. Ethos is a guiding belief. According to Duofor, PLC operates under the assumption that the key to
improve learning for students to continuous, job embedded learning for
educators.
In Service Training Programs
1.
Induction Program – it is for new
employees/teachers to develop pride, commitment and sense of belonging to the
public service.
·
Induction program is for “NEW” employee.
2.
Orientation Program – it refers to activities
and programs designed to inform the employee about the thrust, operations and
programs of a certain agency. It is also to inform the employee of his
responsibilities and benefits.
3.
Reorientation Program – a program designed to
inform the employees about the new policies and programs anf their new duties
and responsibilities.
Rewards based on Performance
President Benigno Aquino III introduced the PBB or
Performance Based Bonus.
·
Some of the Honor Awards given by the Government
and other agencies/companies
1.
Presidential or “Lingkod Bayan” Award –
conferred to an individual for consistent dedicated performance showing the
best in any of the profession or occupation resulting in the successful
implementation of the performance which affects the national interest. It is in
the form of gold medallion and plaque containing the citation and signature of
the President of the Republic of the Philippines.
2.
PAGASA Award or Civil Service Commission Award –
conferred to a group or individuals or team who has shown outstanding teamwork
and cooperation in the delivery of public service. The plaque contained the
citation and signature of the Chairman of the Civil Service Commission.
3.
KAPWA Award or Department Award – it is given to
an individual or group of individual in recognition of their contribution that
directly benefitted the single department or agency of the government.
4.
“Dangal ng Bayan Award” (Outstanding Public
Official/Employee Award – it is granted to the official and employees in the
government who have demonstrated exemplary service and conduct in the basis of
the Eight norms of conduct and behaviour of a public official stated in the
Republic Act. 6713.
Incentive Awards
1.
Performance Incentive
2.
Length of Service Incentive
3.
Productivity Incentive
4.
Most Courteous Employee Award
5.
Retirement Award
6.
Year End B onus/Thirteenth Month Bonus/Mid Year
Bonus + Cash Gift
School Learning Management Program
“Understanding the Management Process” is the first step
towards effecteive management for school heads
PHASE 1: PLANNING
-
Situation Analysis
- Goal
Determination
-
Setting of Targets and Objectives
-
Formulation of Strategy and Policy
- Identification
of Program and Projects
The School Improvement Plan (SIP) is a plan for three to
five years
The Annual Implementation Plan (AIP) is a plan for one year
PHASE 2: Programming
-
Formulation and prioritization of development
programs to operationaliza the SIP and AIP
-
Specify the implementation schedule, target
clientele, location and funding requirements and sources.
PHASE 3: Budgeting
-
Financing of prioritized school programs
·
Sources of Funds
-
Deped Budget
-
SEF (Special Education fund) of the Local Government
Unit
-
20% of the Social Development Fund from the
barangay
-
School Canteen Operations
-
Other School income-generating projects
-
Donations and contributions in cash or kind
-
Financial Assistance from foreign countries.
PHASE 4: Implementation
The implementation
and execution of the projects based on the SIP/AIP. It is also the utilization of the resources
and budget allocated for the program.
PHASE 5: Monitoring
The
collection of data based on the targets set in the SIP/AIP and the school
actual performance.
PHASE 6: Evaluation
Involves
Identification and measurement of the
whole teaching and learning output of
the school’s program and projects against its stated goals and targets.
PHASE 7: Reporting
Year-end
reporting of the targets accomplished based on the AIP. It includes the the
strength, weaknesses and achievement of the school.
OVERALL ADMINISTRATIVE MANAGEMENT
-
Set mission, goals and Objective of the School
-
Develop and Implement the Educational Program of
the School
-
Administer and manage the personnel, physical
and fiscal resources of the school.
NQESH Reviewer - School Leadership
SCHOOL LEADERSHIP
Mission-Vision
The RA 9155 otherwise known as the Basic Education Act of
2001 enumerates the various functions of school head. One of these is the
“setting of mission, vision, goals and objectives of the school”.
In
planning, there should be a clear statement of the vision and the mission.
Facilitating the School Improvement Plan:
There are seven milestones in the implementation of the
School Based Management through the SIP
and AIP. These are
1. Plan – SIP and AIP that was developed by the
stakeholders
Stakeholders includes
Internal
– school head, teachers, PTCA, students
External
– LGU, community leaders, retirees, alumni
2. . Fund - School Based Management Fund coming from
different sources such as PTCA, LGU, DepEd MOOE, NGO’s etc..
3. . Implementation of Plan – full participation of
stakeholders are encouraged.
4. . Management of Fund
5. Monitor and Evaluate the Plan
6. Show The results based on Performance Indicator
(Completion Rate, Participation Rate, Drop-out Rate, Achievement Rate etc..)
7. Reporting to the Stakeholders
Tuesday, August 13, 2013
What to Review in the NQESH (National Qualifying Examination for School Heads?
The following topics/references will be helpful for you to pass the NQESH-Principal Test
1. DECS Manual (very important to have a copy of this)
2. RA 9155 - "Governance of Basic Education Act of 2001"
3. RA 4670 - "Maagna Carta for Public School Teachers"
4. EFA - Education for All
5. BESRA - Basic Education Sector Reform Agenda
6. EMIS/BEIS - Basic Education Information System
7. K to 12
8. Writing Correspondence
9. NCBTS-IPPD
10. Grammar and Vocabulary (Identifying Errors etc...)
11. DepEd Order (you may browse website of Deped)
Good Luck
(NQESH (National Qualifying Examination for School Heads
1. DECS Manual (very important to have a copy of this)
2. RA 9155 - "Governance of Basic Education Act of 2001"
3. RA 4670 - "Maagna Carta for Public School Teachers"
4. EFA - Education for All
5. BESRA - Basic Education Sector Reform Agenda
6. EMIS/BEIS - Basic Education Information System
7. K to 12
8. Writing Correspondence
9. NCBTS-IPPD
10. Grammar and Vocabulary (Identifying Errors etc...)
11. DepEd Order (you may browse website of Deped)
Good Luck
(NQESH (National Qualifying Examination for School Heads
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