IMPACT OF AGE IN CARREER ADVANCEMENT IN ELEMENTARY TEACHER DIVISION OF CAMARINES NORTE Submitted to Roger Jay L. De Vela, PhD CNSC Graduate School Chapter 1 THE PROBLEM AND ITS BACKGROUND I. Background of the study Many members of the teaching staff who have been employed for 15 years or longer retire as Teachers I. To address this issue in recent years government develops program strategically in order to accomplish the objectives of national development, The President released the Executive Order No. 0174 (Establishing the Expanded Career Progression System for Public School Teachers). From this order it say in section 5, Article XIV of the constitution provides that the state shall enhance the right of teachers to professional advancement, and ensure that teaching will attract and retain its rightful share of the best available talents through adequate remuneration and other means of job satisfaction and fulfillment. Furthermore the corporate world, including the government sector, has demonstrated quick growth. In addition to the different facilities offered, the development is connected to the national development. The Philippine Statistic Authority reports that as of January 2019, the age group 25 to 34 years accounted for the biggest proportion of employed people (27.5%), followed by the 35 to 44 age group (23.3%) and the 45 to 54 age group (18.7%). Nevertheless, older individuals still face difficulties in what concerns employment and career development opportunities such as promotion. This study aims to identify the ages when the teachers being promoted or if there is a connection between the age when they are hired to the number of years before they apply in a higher rank. One's ability to progress professionally may depend on their current position and personal objectives. Promotion is the progression from one post to another with a rise in duties and responsibilities and, typically, an increase in salary. Only unoccupied items or position caused by retirement, promotions, transfers, etc. may be resorted for promotion. Once a promotion was placed, a vacancy of that item resulted after the last appointment, three (3) rating periods are required. Moreover, it is helpful to introduce the term "career" and explain what it means before delving deeper into the definition of "career advancement." The difference between a career and a specific employment must be made. According to Bahtijarevi (1999, p. 829), a person's job is defined as a collection of actions they carry out in order to fulfill their obligations and responsibilities and receive their monthly salary. A career is more difficult and intricate than a job alone. While the majority of people believe that the term "career" refers to moving up in an organization, a more expansive definition describes a person's career as an individually perceived series of attitudes and behaviors connected to their work-related activities and experiences throughout their lives (Bernardin, Russell, 1993, p.340). For an individual in an organization, career is observed as a continuous movement among jobs, positions, challenges and different responsibility levels. It serves as the primary tool between an organization and its workers and also establishes the level that each employee aspires to within that organization. In order to succeed in establishing a personal career, an individual's goals, plans, and wishes must line up with the organization's fundamental aims and objectives. The main goal of all enterprises is to create successful organizational development. Employees are the most precious resource for the organization, so in order to reach that level, administrators should pay close attention to their personal interests. To plan for and accomplish their objectives, organizations should collaborate closely with their employees. On the basis of this, they will be able to solidly connect the requirements of their employees with the demands of their enterprises. Those companies that treat their main resource, employees, in the stated way, will for certain have benefits in the future. Companies that are aware of that fact organize human resource (HR) departments whose most important task is professional planning and development of individual careers. Besides, career advancement definition is the upward path of a person’s professional journey. Examples include progressing from an entry-level position to management and transitioning from one occupation to another. ((Dawn Rosenberg McKay, “Career Advancement: How to Move Up at Work,” The Balance Careers, Sept. 18, 2018.)) Career development is exemplified by a collection of related and integrated organizational and individual actions, in which people and businesses are viewed as partners in the process of career advancement and development (Bahtijarevi, 1999, p.831). The overall career development process can be described as an ongoing process in which individuals move through a number of stages, each of which is distinguished a comparatively distinct collection of problems, themes, and duties (De Simone, Harris, 1998, p.347). Individual career growth can be seen inside the same organization and is often considered as a form of hierarchical advancement from easier, less difficult occupations and positions to ones that are more demanding, more challenging, and include a specific level of responsibility. On the other hand, a career can be developed horizontally, which means that a person changes jobs and positions from those where he/she started to work "by accident" to those which fulfill and satisfy his/her personal expectations and demands. II. Statement of the Problem The study evaluated the impact of age in promotion on Elementary Schools Teachers in Division Camarines Norte. Specially, it answered the following questions: 1. What are the personal profile of the teachers who are being promoted in Elementary School on Division of Camarines Norte in terms of: 1.1 age; 1.2 gender; 1.3 position title; 1.4 civil status; 1.5 educational attainment; 1.6 length of service as teacher; 2. What is the location of the teachers being promoted in Elementary School on Division of Camarines Norte? 3. What is the effectiveness of promotion in the number of retirees in Elementary School in the Division of Camarines Norte who retire as Teacher? 4. Is there a significant relationship between the age of teachers when they are appointed as permanent teachers in the number of years they are being of promoted? 5. What plan of action can be proposed to decrease the number of teacher retire as Teacher I. Hypotheses 1. There is no impact of age in the number of teachers apply in the promotion in Elementary School on Division of Camarines Norte. 2. There is no significant relationship between the age of when they are appointed as permanent teachers in the age they are being promoted in the Division of Camarines Norte. 3. There is no significant relationship between the profile and the district where the teacher is teaching . III. Scope and Limitations of the Study The study will focus on the impact of age being promoted teacher in higher rank in Elementary School of Division of Camarines Norte. It is selected based on the elementary school teachers' perceived plan to lessen the number of teaching staff in the Division of Camarines Norte who retired as Teacher I. The study consists of Elementary Teachers from the 10 district and the following District from Daet South , Daet North , Sta. Elena , Labo East, Labo West , Jose Panganiban East , Jose Panganiban West , Mercedes , Capalonga, and Basud District .The teachers from this different district of the Department of Education, Division of Camarines Norte who are being permanent during the year 1995 to 2020 were evaluated . The profiles of respondents of Reclassification in Elementary School Division of Camarines Norte serve as the source of secondary data which are gathered through the teachers' human resource profiles. Analysis of age impact in Elementary School on Division of Camarines Norte covers only data from 1995- 2020 . IV. Significance of the Study The following are directly related to the topic and can greatly benefit from the study's findings: The Department of Education. This can be a guide in the implementation of reclassification. They can develop strategies to increase their knowledge thus, strengthen the organization plan. Human Resource Management Officer. The results of this study will be very helpful in developing short- and long-term strategies for educations and trainings that will enhance employees' career paths and improve their knowledge and abilities; to make it easier for teaching staff to pursue their careers, and to compile a list of potential human resources research initiatives and studies that the organization could undertake. Teachers. The results of this study will aid in the teaching profession's career advancement. Community. The results of this study will give them information and facts Pertaining to the Impact of Age on Reclassification of Secondary Schools Teachers in Division Camarines Norte Future Researcher. The results of this study will be used as a source of information for related investigations that may provide new perspectives on the direction of their own research. II. Definition of Terms Teacher- a person who facilitate learners to gain knowledge, skills, and values that enhance development. A person who has the knowledge, skills, attitude, and special trainings in teaching, explaining, and educating. (R.A. 9155) Career Advancement: To take a new position, one must advance up the corporate ladder. It also refers to the improvement of the job, which can be done in a variety of methods. Education: Using formal education in a learning institution, this process involves educating and forming individuals' knowledge, skills, minds, characters, etc. Reclassification: The change in the position title requiring the issuance of an appointment with a corresponding increase in rank and salary. Department of Education. Federal executive division responsible for carrying out government education programs and policies. It seeks to ensure access to education and to improve the quality of education nationwide. Profile: It refers to the Background information of the teachers apply in Secondary Schools in Reclassification. Impact: It refers to the effect of age in Career advancement. Effectiveness: It refers to the attainment of lowering the Retirees in the Daet South District that leave the service as teacher I. Notes Robert Maranto (2017-18). Gendered Ambition: Career Advancement in Public Schools. Retrieved January 18, 2023 from https://scholarworks.uark.edu/cgi/viewcontent.cgi?article=1001&context=edrepub Madison E. Hanscom (2017).Successful Aging At Work And Age-Related Contextual Information Influence Simulated Performance Appraisal Decisions https://mountainscholar.org/handle/10217/181416 Hui-Chin Chu & Mei-Chi Hsieh (2007) .A Study of Career Development, Learning Motivation, and Learning Satisfaction of Adult. Ragerial Retrieved January 16, 2023 from https://files.eric.ed.gov/fulltext/ED504762.pdf Vargas ,Janeth B. “Managerial Effectiveness And Its Impact On Job Performance In The Department Of Agrarian Reform Camarines Norte” Unpublished Master’s thesis Camarines Norte State College , Daet Camarines Norte ,2010. Mabeza, Ma. Reina A. “Gender Involvement in Economic Activities of Indigenous Peoples In Jose Panganiban : Basis for Capacity Development Program” Unpublished Master’s thesis Camarines Norte State College , Daet Camarines Norte ,2019. Smith , Mark W. (1953).“Relations Between Age And Efficiency In Various Types Of Work”. Published Master’s Thesis. Retrieved January 16, 2023 from https://etd.ohiolink.edu/apexprod/rws_etd/send_file/send?accession=osu1486471 13285197&disposition=inline Bowen, Catherine E. Relationship Between Age and Promotion Orientation Depends on Perceived Older Worker Stereotypes , he Journals of Gerontology: Series B, Volume 68,Issue 1, January 2013, Pages 59– 63, https://doi.org/10.1093/geronb/gbs060 (N.d.). Gov.Ph. Retrieved March 5, 2023, from https://psa.gov.ph/pressreleases/id/138999#:~:text=The%20largest%20number%20of%20employed,third %20largest%20group%20(18.7%25).
