PART I HISTORICAL BACKGROUND - De La Salle Araneta University

Don Salvador Araneta, the Founder of then Gregorio Araneta University Foundation
Dr. Salvador Z. Araneta was born on January 31, 1902 and passed away on October 7, 1982.
He was a lawyer by profession and was a product of a Jesuit College and a Dominican
University in Manila. He had a one-year special course at the Harvard Law School.
He was the co-founder and president of two educational institutions that have attained the
status of universities – FEATI University and the Gregorio Araneta University Foundation
(GAUF). He donated a substantial share of his fortune to the latter university and, thus,
converted it into a foundation in honor of his father, Gregorio Araneta, who served in the First
Republic of the Philippines in 1899 and was the only Filipino to attain a cabinet level position
during that time, when he was appointed Secretary of Finance and Justice by U.S. President
Theodore Roosevelt upon the recommendation of William Howard Taft, the U.S. Secretary of
Salvador Araneta was also a co-founder and president of many pioneer industrial
enterprises in the Philippines. He likewise joined the government service and served under two
Philippine presidents. He served as Secretary of Economic Coordination in the Cabinet of
President Quirino and as Secretary of Agriculture and Natural Resources in the Cabinet of
President Magsaysay. He was also a delegate to the Constitutional Conventions of 1934-35 and
For his contributions in many fields, Salvador Araneta was honored by Fordham University,
the Vatican, the Republic of the Philippines, and many Philippine civic and trade organizations.
History of De La Salle Araneta University
What is now De La Salle Araneta University used to be Gregorio Araneta University
Foundation (GAUF). It was originally established at a time when the country was emerging
from the throes of war and enemy occupation to political independence with its unaccustomed
domestic and international responsibilities and obligations. In response to the nation’s needs,
the founders decided to set up a school devoted to the training of interested Filipino youth in
the science of agriculture. The school was initially set up on March 11, 1946 in Hacienda
Carmelita, San Jose del Monte, Bulacan, which was then an undeveloped area. In September
27, 1947, it was incorporated and registered under the name Araneta Institute of Agriculture
(AIA), the first private agricultural institute in the country.
From a small school with only a few hundred students in its initial years, the AIA steadily
grew in enrolees and gradually expanded its curricular offerings and its physical plant and
facilities. For greater accessibility, it was transferred in June 1947 to its present site in Victoneta
Park, Malabon, Metro Manila. In 1958, it was elevated to university status and registered with
the government under the name Araneta University (AU).
Encouraged by the increasing acceptance of the public to its educational programs and
making the institution fully and completely devoted to service, the founders decided to
convert AU, then a private stock corporation, into a non-stock, non-profit Foundation. The
transformation was formally accomplished in 1966 under RA 2067, otherwise known as the
Philippine Science Act. The conversion was effected in two steps. Firstly, the Articles of
Incorporation and the By-laws were thoroughly amended in January and March, 1966,
respectively, to make the university a non-stock, non-profit institution. Secondly, Dr. Salvador
Araneta, then AU President and the AIA, Inc. (the non-educational portion of the original
organization) donated to the new non-stock corporation cash and properties during the last
months of 1966.
In 1969, when R.A. 6055 was enacted by Philippine Congress authorizing the conversion of
private educational institution into non-stock foundations, the university was accordingly
recognized and since then and for some time, the university carried the name Araneta
University Foundation (AUF), incidentally again, the first university to be registered as a
Finally, in 1977, by decision of its Board of Trustees, the name of the institution, which has
then grown into a complex of ten institutes and a student population of over 12000, was
modified to Gregorio Araneta University Foundation (GAUF), by which it is now called. The
change was meant to honor the late Gregorio Araneta, first Filipino Secretary of Justice and
Finance, whose record in public service and personal qualities earned for him the appellation of
“Molave of his country.” It was meant to serve as a memorial not only to the father of the
University founder but also to enshrine the value of community service to country and
mankind exemplified by Don Gregorio Araneta.
Brief History of the Basic Education Department
The Basic Education Department of De La Salle-Araneta University is composed of the
grade school and the high school divisions (then known as departments). The move to
integrate the two departments into a single department is made to ensure the efficient
delivery of the services the two units offer and to address the vertical articulation of the
curriculum for effective teaching and maximum learning.
The High School Department of then Gregorio Araneta University Foundation was
established much earlier than the Grade School Department. The Araneta High School
Department was part of the Araneta Institute of Agriculture which was established in July 1946
when the heirs of the late Don Gregorio Araneta conceived the idea of establishing an
agricultural school in memory of their beloved father, a famous jurist of his time. The school
site was in the hills of San Jose del Monte, just inside the boundary of Bulacan Province, twenty
nine kilometers northeast of Manila.Nine students graduated in 1950 under Mrs. Gonzalo C.
Fuster as the first high school principal (1946-1950). Slowly, the school population grew under
the leadership of the following principals:
Mr. Salvador Della (1950 – 1954)
Prof. Jose Santiago (1954 – 1958)
Mr. Leovigildo Orozco (1958 – 1960)
Dr. Edith Greenman Asis (1960 – 1963)
Dr. Pedro Villaflores (1963 – 1968)
In June 1967, Dr. Salvador Araneta established the Grade School with 74 pupils from
kindergarten to grade four. In June, 1968, it was transferred to the rooms formerly occupied by
the Institute of Science and Veterinary Medicine (ISVM), since ISVM transferred to a new
campus. Because of an increase in enrollment during school year 1969-1970, additional rooms
were renovated and a new room for the Maugnayin class was constructed.
The Grade School and the High School Departments underwent movements from one
campus to another. Facing all odds, they were able to survive the crises and created a niche in
basic education in the north of Manila.
The following were the principals of the grade school department:
Mrs. Yolanda Franco (1967 – 1987)
Mrs. Nenita Macatulad (1987 – 1989)
Mrs. Amor Sapla (1989)
Mrs. Nenita Macatulad (1989- 1994)
Mrs. Lydia Jusay (1994 – 1996)
Dr. Amor Sapla (1996 – 2002)
while the following principals succeeded Dr. Pedro Villaflores in 1968:
Mr. Ma. Luz Ylagan (1968 -1978)
Mrs. Valeriana Veneracion (1978 – 1895)
Dr. Iluminada Della (1985 – 1988) who was also the Principal of the Night High
School for the working students from 1972 to 1998
Mrs. Pacita Soriano (1988 – 1990)
Mr. Conrado Cafirma – Administrative Assistant for Night High School from
1998 to 2002
Mrs. Amorcita Della (1990 – 1994)
Dr. Nenita Macatulad (1994 – 2002)
When De La Salle University System took over the management of GAUF on June 1, 2002,
Dr. Amor Sapla was reappointed Principal of the Grade School Division while Dr. Judith
Aldaba, who was then the Vice-President for Basic Education and Academic Services, became
the officer-in-charge of the High School Division. She was the over-all in-charge of the
operations of the Grade School and High School Divisions. She was assisted by the Academic
Coordinators, Mrs. Agnes Fangon for the Grade School and Ms. Normita Dacumos for the High
School. The High School Annex was supervised by Mrs. Leonor Garcia nee Zingapan.
Dr. Oscar Bautista as the Executive Vice-President of the new De La Salle-Araneta
University was the chief operating officer of the University.
From school year, 2003-2004 to 2004-2005, the integration of the Grade School and High
School Divisions was implemented. It was headed by Mrs. Maria Gloria Mendillo, Officer-inCharge (OIC) of the Basic Education Department. The OIC was assisted by two Division VicePrincipals, Mrs. Agnes Fangon who was replaced by Ms. Dolores Jacinto for the Grade School
Division and Mrs. Myrna Manalo for the High School Division.
With the integration of the two divisions, six subject area coordinators were appointed to
ensure that the vertical articulation of the contents in every subject from pre-school to high
school was attained. They were Miss Mirachael Sanosa for Christian Living, Mrs. Maria Gloria
Mendillo for English, Mrs. Myrna Manalo for Filipino, Mr. Rolando Concepcion for
MAKABAYAN, Mrs. Ana Victoria Gonzalez for Mathematics, and Mr. Glicerio Manalo for
Science. Likewise, the Department offered various activities and programs that supported
instruction, thereby creating the Office of Student Activities with Mr. Primo Siatan as the
From school year 2005-2006 to date, a new Principal was assigned in the person of Ms.
Marie Allison Parpan, with Mrs. Myrna Manalo as Vice Principal for the High School Division, and
Ms. Dolores Jacinto as Vice Principal for the Grade School Division whose terms ended in SY 20102011.Mrs. Ana Victoria Gonzalez is now the Vice Principal for Academics and Mrs. Evangeline
dela Cruz is the Vice Principal for Administration. There are Academic Chairs assigned to
coordinate the subject areas including the Special Education (SPED) Program, a
Student/Sports Activities Coordinator and a Prefect of Discipline.
St. John Baptist de La Salle, the Founder of Lasallian Schools
St. John Baptist de La Salle was born of a wealthy family in Rheims, France in 1661. He gave
up his social status, relinquished his family wealth and numerous ecclesiastical positions and
devoted his time in the Christian education of the young especially the underprivileged and the
neglected during his time. He established an institute for religious teachers popularizing the
use of the vernacular and using the method of teaching by example. With his excellent
academic preparation, a Doctor of divinities and his prestigious position as Canon for the
Cathedral of Rheims, St. La Salle founded the Brothers of the Christian School and worked for
its recognition. He died in 1719, was canonized in 1900 and proclaimed Patron of All Teachers
in 1950.
De La Salle Philippines, Inc.
Beginning School Year 2002-2003, GAUF acquired a new name, De La Salle Araneta
University (DLSAU) and became a member of the De La Salle University System. Today,
DLSAU is a member of the De La Salle Philippines, Inc., a network of seventeen (17) schools all
over the Philippines.
Deeply moved, as St. John Baptist de La Salle was, by the plight of the poor and youth at
risk, we, the members of the Lasallian schools in the Philippines, commit ourselves to the
Lasallian Mission of providing a human and Christian education to the young, especially in
schools, with the service of the poor as priority, in order to evangelize and catechize, to
promote peace and justice, accomplishing these together as shared mission. We draw strength
from the many Lasallians committed to incarnating our charism in our country today to serve
the needs of Filipino youth, especially those at risk.
Inflamed by the Holy Spirit, God‘s own Fire, we declare our commitment to the following:
We shall work together as a national network of Lasallian schools in the Philippines for
the efficient and effective implementation of the Lasallian Mission, following the
directives of the De La Salle Brothers and the Philippine Lasallian Family as set by the
General Chapter, the District Chapter and the Philippine Lasallian Family Convocation.
We shall ensure the integrity of the Lasallian Mission by setting directions and
standards applicable to Philippine Lasallian schools and by monitoring their
We shall promote the Lasallian Mission by fostering synergy, collaboration and sharing
among the Lasallian schools.
We shall uphold the Lasallian values of faith, zeal in service and communion in mission.
Lasallian Core Values
To develop the spirit of faith, zeal and service and communion in mission among its
partners is part of DLSAU’s goal.
The Spirit of Faith
The spirit of faith flows from a relationship of communion with the Triune God who wills to
save all people by drawing into a life-giving communion with Him and with one another in the
Lasallian tradition. The spirit of faith is a gift that allows one to:
discover God’s active presence in His word, in men and women, in the poor, in
nature, in history and in ourselves;
judge and evaluate things in the light of the gospel;
search for God’s will in order to carry out his saving plan;
unite one’s actions to the on-going saving action of God in the world; and
trust in God’s loving presence and providence when acting or discerning God’s will.
Zeal for Service
Zeal is the active expression of faith in gospel witness and service. It is oriented towards the
integral salvation of persons, particularly the poor and the excluded. Zeal is the enthusiastic
and total gift of self for the sale of the mission expressed in such qualities as gratuity and
generosity, creativity and fortitude, compassion and commitment. It involves a preferential
concern for the poor and the vulnerable. The desire to be of greater service to others
conditions the quest for excellence and continuous self-improvement.
Communion in Mission
Communion recalls the dynamic of association by which the first Brothers bonded together
for the sake of the particular mission entrusted to them by God. Communion has four
dimensions. As a relationship with God, it is the source of all mission and ministry; as a way of
accomplishing mission, it suggests the solidarity and collaboration that comes from sharing in
one vision, one spirit and one mission; as a way of relating to others, it suggests openness to all
persons and the desire to be brother or sister to all especially those in need; as a goal of
mission, it suggests the unity that comes through reconciliation between God, human beings
and creation.
(Source: Foundational Principles of Lasallian Formation)
Alma Mater Song
Hail! Hail!
Alma Mater
Hail to De La Salle
We’ll hold your banner
High and bright
A shield of green and white
We’ll fight to keep your
Glory bright
And never shall we fail
Hail to Thee, our
Alma Mater
Hail! Hail! Hail!
Lasallian Prayer
I will continue, Oh my God, to do all my actions
For the love of you!
St. John Baptist de la Salle, pray for us.
Live Jesus in our hearts, forever.
Principles of Lasallian Education in the Philippines
St. John Baptist de La Salle and his companions discerned God’s call to service in the
human and spiritual distress of the poor and abandoned children. As a concrete response to his
divine call, they associated together to conduct schools that would make the benefits of a
quality human and Christian education accessible to the poor. By giving visible and effective
expression to the creative and redemptive love of God for young people, such school became
“signs of God’s kingdom and instruments of salvation.”
Today, the mission of human and Christian education is a wide-ranging collaborative effort
entrusted to men and women of diverse backgrounds and gifts, who, in creative fidelity to De
La Salle’s vision, commit themselves to making the benefits of a transformative human and
Christian education available to all, most especially to the poor. Each member of the Lasallian
family lives out this commitment through association in a Lasallian educational project
according to his or her particular role and area of competence. By our efforts to ensure the
vitality, relevance and effectiveness of the educational project, all who participate in and
support such work act as partners in the educational process.
As inheritors of De La Salle’s legacy and collaborators in the Lasallian Mission, we are
convinced that:
Lasallian education is a mission and ministry at the service of God, the Church and
society, and directed towards integral human and Christian development and liberation.
Lasallian education is imbued with a spirit of faith, which enables persons to interpret,
judge and evaluate realities in the light of the Gospel, and to rely on God’s providence in
acting and discerning God’s will.
Lasallian education is marked by zeal: the whole-hearted giving of oneself to the
service of others, in gratuity and generosity, in creativity and fortitude, in compassion
and commitment.
Lasallian education is exercised as a communion in mission marked by a fraternal spirit
which enables all sectors of the school community and all those who support its work to
collaborate in educating towards a world that is more humane, more just and more
fraternal, a world where no one is excluded from the banquet of life.
Lasallian education forms disciples and citizens, prophets and professionals, who bring
the transforming power of the Gospel to bear on culture and on every human endeavor
in order to realize God’s kingdom of truth, justice, love and peace.
Guided by these principles, we believe that…
Lasallian schools are educational communities where all sectors…
participate in the Church’s mission and are committed to easing the plight of the
vulnerable and marginalized sectors of Philippine society;
are committed to assuring the integral human and Christian development of learners in
all their uniqueness and diversity;
are co-responsible for creating a culture and climate conducive to genuine learning and
character formation;
are stakeholders who work in association with one another in a strong spirit of fraternal
solidarity; and
are committed to continuous renewal and transformation in collaboration with others
to accomplish their common mission.
Lasallian learners are unique individuals who…
strive to integrate Gospel perspectives and values in the conduct of their daily lives;
are committed to excellence in order to be of greater service to God and country;
take progressive responsibility for their own learning and development;
express concern and compassion for the plight of the vulnerable and marginalized
sectors of society and respond to their needs; and
work together creatively, constructively, and enthusiastically to support the Lasallian
Lasallian educators are service-oriented professionals who…
are genuinely committed to the integral human and Christian development of diverse
types of learners through personal witness and service;
are attentive to learners in their uniqueness and seek to build appropriate relationships
that promote total human formation;
are committed to life-long personal and professional improvement and service;
work together creatively, constructively and enthusiastically both to realize the
Lasallian Mission and to assure the effectiveness and vitality of the institutions to which
they belong; and
serve as resources for the renewal of the Church and for the integral development of
Lasallian educational experiences are dynamic processes that…
challenge learners to realize their full potential by promoting critical and creative
thinking, self-knowledge and self-mastery;
bring Christian perspectives and values to bear on human knowledge and culture;
encourage synergy, collaboration and dialogue in an environment that is fraternal,
hospitable and laden with mutual respect;
impel learners to translate their knowledge into actual practice for the betterment of
society; and
prepare learners for responsible participation in the world of work, the family, the
community, the wider society and the local Church.
Guided by these principles and together in faith and zeal, we aspire to create educational
works of quality that will be “signs of God’s kingdom and instruments of salvation” for the
various individuals and groups who seek to realize the fullness of their dignity and humanity
through education.
Source:(Guiding Principles of the Philippine Lasallian Family – Second Edition
VISION-MISSION STATEMENT of De La SalleAraneta University
De La Salle Araneta University, formerly Gregorio Araneta University Foundation, is a pioneer
Catholic private educational institution in Agriculture and Veterinary Medicine. Inspired by the
ideals of and philosophies of its founder, Don Salvador Z. Araneta and the charism of St. John
Baptist De La Salle, DLSAU seeks to produce experts who will be the resource of church and
country in the areas of environment, animal welfare, food security, entrepreneurship and
technological development.
De La Salle Araneta University is a leading industry-aligned and globally-linked Catholic
educational institution committed to experiential teaching and learning for the creation of new
knowledge in food security, animal welfare and entrepreneurship towards societal
In faith, DLSAU is committed to building a community that sees the goodness and likeness of
God in each member, thus being moved to contributing to each other’s growth and
development in the service of society.
As a service-driven institution, DLSAU is passionately committed to excellence in teaching and
learning towards the building of an academic community characterized by efficiency,
effectiveness, and integrity.
Together and by association, DLSAU is committed to become a catalyst for societal
transformation through poverty alleviation.
Guided by the Principles of Lasallian Schools and by the Vision-Mission Statement of De La
Salle Araneta University, the Basic Education Department of De La Salle Araneta University
offers a well-balanced education to develop Christian, integrated, ethical, socially concerned
individuals and achievers in the service of God and country.
In general, the Basic Education Department is committed to:
offer relevant academic and co-academic programs and activities, with emphasis on
agricultural and veterinary sciences;
excellence in teaching, research and community service and in sharing its expertise
with local and international communities;
molding its students into becoming integrated, Christian, ethical, socially
concerned citizens and achievers in the service of God and country;
challenging learners to realize their full potential by promoting critical and creative
thinking, self-knowledge and self-mastery;
encourage synergy, collaboration and dialogue in an environment that is fraternal,
hospitable and laden with mutual respect; and
provide opportunity for the children’s special needs and to provide them specialized
and individualized programs.
In particular, the Basic Education Department aims to achieve the following among its
become a resource of Church and Country in the areas of environment, animal
welfare, food security, information technology, business and entrepreneurship,
management and education;
a living and active faith through the Lasallian Formation Programs: religion classes
(to teach the minds of the students), campus ministry activities (to touch their
hearts) and community outreach programs (to transform their lives);
a sense of fulfilment through development of desirable attitudes and values which
will contribute to effective personal, family and community living;
increased ability to listen actively and respond intelligently to relevant and current
local, national and global issues;
a discriminating taste for good literature;
skills in critical thinking, decision making and problem solving;
sufficient mathematical background to cope with the modern world technologies;
manipulative and experimental skills through the methods of scientific inquiry in the
interpretation and verification of scientific laws in the areas of general science,
natural science and physical science;
an appreciation of the importance of agriculture and veterinary sciences;
development of their psychomotor faculties through sports and recreation;
Physical fitness, mental alertness and emotional stability through the physical
education instruction;
epektibong pakikipagtalastasan gamit ang Wikang Filipino;
effective communication skills in English;
non-discrimination of students with special needs and disabilities; and
independence and functional living for students with special needs.
Hiring Policies
The hiring of all DLSAU personnel is delegated by the Board to the President.
DLSAU employs only the best qualified applicant for the position.
The Administration has the right to disapprove the hiring of an applicant based on
consanguinity and other factors that could affect the operation and/or reputation of the
The Human Resource Office ensures the implementation of the hiring policies and
facilitates these for the approval of the Chancellor.
Only applicants who are physically and mentally fit to work and have satisfactorily met all
the job qualifications and requirements shall be considered for employment.
Hiring of relatives up to the fifth degree of consanguinity or affinity is not allowed
regardless of employment status. This rule does not apply to personnel who have been both
granted a regular status prior to the marriage.
Terminated personnel due to disciplinary reasons shall not be considered for reemployment.
Personnel with a record of good performance who resigned voluntarily (provided not more
than 55 years old at the time rehired on probation) may be considered for re-employment.
However, they shall be treated as new applicants and shall be required to pass through the
regular employment procedure. The University reserves the option to determine the rank of
such personnel.
As a matter of policy, retired personnel are no longer qualified for rehiring except on
meritorious cases where the expertise of said personnel is very much needed for the viable
operations of the University and subject to approval of the President upon the
recommendation of the Chancellor.
Personnel who have not completed all the necessary documents for employment shall not
receive their salary until after submission of the complete documents.
Request for Hiring
A request for hiring shall be submitted by the Principal to the Chancellor stating the need
and the minimum qualifications using the Human Resource Requisition Form. In case of a new
position, the Senior Management, in coordination with the Chancellor, determines whether
the position is in the plantilla and an approved budget is available for the position. If it is not,
and no approved budget is available, justification should be made for the President’s approval.
The list of duties and responsibilities of the new position is submitted by the Senior
Management to the Chancellor.
Note: Request for hiring may be denied at any administrative level.
The approved request for hiring, together with the specific duties and responsibilities, will
be submitted to the Human Resource Office for processing.
The vacancy will be posted.
Hiring Procedure
Applications initially go through the HR Office for screening.
Applicants who qualify from the initial screening are given the Application for Employment
Form in the Human Resource Office and required to submit the following documents:
Two (2) pcs. 1 x 1 colored ID picture
Clearance and Recommendation from previous employer
NBI Clearance
*Diploma or Certificates
*Transcript of Records
*Licensure Examination Result (as necessary)
*Copy of Birth Certificate
*Copy of Marriage Certificate
*Copy of Professional Licence/s (if applicable)
Medical Certificate
Tax Identification Number
SSS Number
PhilHealth Number (if applicable)
Medical Examination Result, not older than 1-month, (CBC, X-RAY, Urinalysis,
NOTE: *Original copy or certified true copy of these documents should be presented.
All information is subject to verification. The school reserves the right to dismiss an
employee found to have falsified his/her information data sheet.
The HR Office will refer the applicant to the Guidance Office for psychological testing
covering the following areas: Intelligence quotient, skills aptitude, personality profile, and
mental alertness. Results of the tests will be forwarded to the HR Office.
The HR Office will compile all reports including the initial interview and screening
notations, test results, background investigations.
The requesting Office Head will interview and evaluate the applicants based on a set
interview criteria. When applicable, the immediate superior shall schedule the applicants for a
skills proficiency demonstration. The Department Head and immediate superiors shall
evaluate the applicants based on prescribed criteria. The results will be submitted to the HR
Office for collation.
Selection of qualified applicants will be based on professional qualifications, job
experience, specific skills and personal traits needed for the particular job, results of physical,
IQ, psychological and proficiency examinations, and interview results. The HR Office will rank
all applicants based on the applicants’ ratings in the written tests, skills demonstration and
interviews. This shall be used by the Department Head in their recommendation for hiring to
be submitted to the Chancellor.
A copy of the recommendation duly noted by the Chancellor will be submitted to the HR
The recommendation through the Hiring Board Form will be submitted to the University
President for approval.
Once the recommendation is approved, the Human Resource Office issues an employment
contract duly approved by the President and signed/conformed by the new personnel. The
employment contact is then distributed as follows:
a. Original Copy – employee’s file (201)
b. Duplicate – Employee’s copy
c. Triplicate – Payroll Office for compensation purposes
Consistent with the Lasallian philosophy of providing excellent education to its students,
the Basic Education Department of De La Salle Araneta University is committed to hiring and
employing highly qualified teachers.
Applicants should be physically, mentally, spiritually and morally upright. As
Christian teachers, they are expected to assume their responsibilities to the best of
their abilities and be role models for their students.
The applicants must possess the necessary educational qualifications (EDUCATION
 Applicants should have completed a four-year course in Early Childhood
Education or Preschool Education.
 Those who have earned other degrees as Bachelor of Elementary Education or
Bachelor of Arts should have earned at least 30 units in education (Certificate of
Teacher Education).
 They must have passed the Licensure Examination for Teachers (LET)*.
Grade School
 Applicants should have completed a four-year course in Bachelor of Elementary
 Those who have completed any four-year course other than education (Bachelor
of Arts, Bachelor of Science, etc.) should have earned 30 units in education
(Certificate of Teacher Education).
 They must have passed the Licensure Examination for Teachers.*
High School
 Applicants should have completed a four-year course in Bachelor of Secondary
Education or its equivalent.
 Those who are holders of degrees other than education, such as Bachelor of Arts
or Bachelor of Science should have earned at least 30 units in education
(Certificate of Teacher Education).
 Those applying to teach content subjects such as science, mathematics and
English must have earned at least 24 units in their areas of specialization.
 Those applying to teach Technology and Livelihood Education (TLE) and
Computer should exhibit knowledge and competence of the technical
course/vocational subject they will teach.
 They must have passed the Licensure Examination for Teachers.*
Special Education
 Applicants should have completed a four-year course in Bachelor of Secondary
Education major in Special Education or Behavioral Science.
 Those who are holders of degrees other than education, such as Bachelor of Arts
or Bachelor of Science should have earned at least 30 units in education
(Certificate of Teacher Education).
 They must have passed the Licensure Examination for Teachers.*
Student and Academic Services Units
 Those seeking application as guidance counselors must be graduates of any of
the following degrees: Bachelor of Science in Psychology; Bachelor of Arts,
major in Psychology or Behavioral Science or Guidance and Counseling.
 Those seeking application as librarians must be graduates of Bachelor of
Science in Library Science; Bachelor of Arts major in Library Science; Bachelor
of Science in Education, major in Library Science. They must have passed the
Licensure Examination for Librarians.
The applicants should have demonstrated above average scholastic performance in
college based on official transcript of records (with Special Order Number).
They must possess a facility of English and Filipino.
They should be computer literate.
*Applicants who have not taken the Licensure Examinations for Teachers may still be
considered, provided they give their intent to take the examinations within the period
prescribed for probationary appointment.
NOTE: College undergraduates who, by training or experience, may be tapped as resource
persons for technical and vocational subjects in their areas of their expertise. However, they
cannot be given a faculty status.
Faculty Status and Assignments
Probationary Faculty
A probationary faculty is any full time faculty who has not completed at most three (3)
years of continuous and very satisfactory service in the University.
A probationary faculty is one who is hired on a full time basis but has taught for less than
three (3) consecutive school years. His/her contract is on a yearly basis and is automatically
allowed to expire at the end of the school year unless notified in writing by the management
that he/she is rehired thirty (30) days before the expiration of the contract.
Regular (Permanent/Tenured) Faculty
A regular (permanent/tenured) faculty is any faculty who has completed three (3) years of
continuous and very satisfactory service in the University and has taken and passed the
Licensure Examination for Teachers (LET).
Part Time Faculty
A part time faculty is one who does not render a forty-hour residency nor given a full load
teaching assignment. He/she is not assigned any advisory class, is not entitled to be
recommended for regular status and does not enjoy the benefits given to full time teachers.
His/her contract automatically ends on the last day of service stated in his/her
appointment. A part time faculty will never acquire permanent status, no matter how long
he/she may have served the University.
Professionalization of Teachers (Source: Education Laws and the Private Schools, 2001)
Republic Act 7836 stipulates that two years after its effectivity (16 December 1994), no
person shall engage in teaching and/or act as a professional teacher, whether in the pre-school,
elementary or secondary level, unless he is a duly registered professional teacher, and a holder
of a valid special/temporary permit from the Professional Regulatory Commission (PRC).
To be eligible for the certificate and professional license, the candidate must pass the
written examination for teachers given at least once a year by the PRC and the Board for
Professional Teachers.
The following may not take the examinations but have to apply and pay the prescribed fees
in order to be issued the certificate of registration and professional license, provided they
should register within two years from the organization of the Board of Professional Teachers:
An elementary or secondary teacher with five years’ experience, in good standing
with the school, and a holder of a Bachelor of Science in Education or its equivalent;
An elementary or secondary teacher with three years’ experience, in good standing
with the school, and a holder of a master’s degree in Education or its equivalent;
A person who is a holder of a certificate of eligibility as a teacher for having passed a
Teacher Examination given by the Civil Service Commission and/or the (then)
Department of Education, Culture and Sports; or
A person who is already registered as Professional Teacher with the National Board
for Teachers pursuant to Presidential Decree No. 1006.
Incumbent teachers who are not qualified to register without examination or who, albeit
qualified, were unable to register within the two-year period shall be issued a five-year
temporary or special permit from the time the Board of Professional Teachers is organized
within which to register after passing the examination and complying with the requirements
provided in the law and be included in the roster of professional teachers.
All incumbent teachers not certified according to RA 7836 shall be given a five-year
temporary certificate which shall take effect from the time the Board of Professional Teachers
is organized. Within this period they must qualify as required by law in order to be included in
the roster of professional teachers.
Those who have not passed the Licensure Examination for Teachers (LET) and other
teacher civil service examinations are encouraged to qualify in the teacher’s licensure
examination. Persons who fail to register by September 20, 2000 shall forfeit their privilege to
practice the teaching profession for abandonment of responsibility.
Those who violate RA7836 shall be punished with a fine of not less than P5,000 nor more
than P20,000.00 or imprisonment of not less than six months nor more than five years or both,
at the discretion of the court.
Assignments of Teachers
General Responsibilities of the Subject Area Teachers
The teachers of the Basic Education Department of De La Salle Araneta University are
responsible for the formation of the students through effective teaching of their subjects.
They, aware of the objectives of the subjects they are teaching, should integrate the different
aspects of education with the Lasallian Guiding Principles, Vision and Mission of the school.
The subject teachers should:
integrate Lasallian Core Values in their lessons.
implement the school’s academic and instructional program.
relate with the Academic Chairs as their immediate head.
relate with the students in promoting mutual respect and understanding.
recognize the students’ individual differences.
comply with the demands of teaching evaluation as stated in the Faculty
Performance Evaluation Form.
observe the procedures and regulations regarding
o evaluation of student’s academic performance based on the agreed criteria
o checking of student’s attendance and punctuality
o proctoring of examinations
o computation of grades
organize and supervise on and off campus activities and other students’ activities.
be available for discussion of academic or departmental matters with parents and
individual students.
acquaint themselves with the Code of Ethics provided for in this Faculty Manual.
maintain an orderly conduct of classes at all times.
be always ready to substitute for absent faculty members.
attend the following:
o orientation program before the opening of classes
o faculty meetings (institutional, departmental or committee meetings)
o parents-teachers conferences and school-organized parents’ assembly
o formation sessions as retreats/recollections, Lasallian formation programs, and
other activities
o school-sponsored seminars
o class masses
o Thanksgiving Mass and graduation exercises
o Students’ academic assemblies and convocations
o Other school activities and programs such as Christmas party, Teachers’ Day
o De La Salle Philippines-sponsored activities
o Seminars outside
o Case conferences facilitated by the Special Education Unit
continuously update themselves in their areas of specialization.
work with the Guidance Office in the total development of the students.
be responsible for the instructional materials and facilities entrusted to them.
be open to volunteer in outreach activities in and outside of the school in order to
promote social and civic consciousness
observe punctuality and attendance at all times
be open to accommodate special students in the mainstream
inform the Case Manager of his/her concerns on the special needs of his/her
on the date/s designated by the Principal, submit the following reports and records:
o At the beginning of the school year:
 Curriculum Guide for the subject assigned to the Academic Chair
 Scope and Sequence to the Academic Chair and to the Grade/Year Level
o Every Quarter, the list of students for remedial classes should be submitted to
the Grade Level or Year Level Coordinator:
o Every Quarter, the following should be checked by the Academic Chair:
 Quarterly Test Questions per subject (Table of Specifications and key to
correction as well as Item Analysis (Deadline: Two weeks (2) before the
schedule of the Exam)
 Mid-quarterly Test Questions
 Class Record
 CSRF to parents or guardians
 Home Study Program Modules (for teachers who are assigned HSP
At the end of the school year, the following should be submitted to the
Academic Chair:
 Compilation of Examination Papers
 Class Record and Lesson Plan
 Item Data Bank
 Instructional Materials
 Office Supplies
act as the Lasallian animators in all classes they handle.
endorse to the Guidance Office students who are at risk.
perform other duties assigned to them by the administration.
The Special Education Teacher
Aligns assessment procedures, curriculum and instructional strategies with those
employed in the regular classroom program
Offers knowledge of behavior management and ensure that similar behavior
management techniques are used by all members of the team (parents, regular
teachers, therapists)
Communicates student progress and instructional goals to parents
Compiles samples of student’s work
Maintains records and exchange information with the classroom teacher on a
regular basis
Understands pertinent medical records concerning the children
Prepares and recommends appropriate materials for the mainstreamed student/s
Reinforces the work of the classroom teacher and do intensive teaching of certain
subject as needed
Develops Individualized Education Plan/Behavior Plan/Accommodation Plan for
each student
Prepares a Weekly Intervention Plan
Consults with regular classroom teachers concerning instructional modifications,
grading alternatives and peer acceptance
Participates in staff development sessions to facilitate the coordination of services
Implements accommodations, strategies and modifications indicated on the IEP’s
of students with special needs
Uses similar behavior management techniques as others in the team so that
everyone responds in the same manner to student behavior
Provides knowledge of the regular curriculum’s scope and sequence
Creates a classroom environment that shows respect for all students
Shares lesson plans and materials
The Class Adviser
is appointed by the Principal, reports directly to the Vice Principal and coordinates
with the subject area teachers of his/her advisory class
has a term of one school year and may be renewed on a yearly basis
has a full teaching load
coordinates with the guidance counselor, subject teachers of the grade/year level
he/she is handling and the Coordinators for Student and Sports Activities on
matters affecting the co/extra-curricular activities of students
prior to the opening of classes, secures the official enrollment list from his/her
respective Guidance Office
reports to the Guidance Office any change in the enrollment list.
supervises his/her advisory class and performs the following responsibilities:
o starts and ends the class with a prayer
o checks the attendance of students
o checks that the pupils/students come in complete uniform and with proper
o sees to it that there is order and cleanliness in the classroom: chairs and school
bags properly in place, board cleaned after use, etc.
o orients pupils/students on school policies, rules and regulations, academic
programs and school organizations and their activities and helps the school in
their implementation
o conducts homeroom activities that will develop their students’ talents and
abilities and enhance their personality
o coordinates with the Guidance Office on matters involving students’
performance and behavior
informs the subject area teachers of the student’s reason for tardiness and absences
informs parents of the students’ academic performance and behavior, especially on
matters involving low performance, habitual absenteeism and tardiness and other
discipline-related incidents
assists the Accounting Office on informing parents of the financial obligations of
their children.
reports to the Guidance Counselor and/or Vice Principal matters involving actions of
pupils/students that require disciplinary sanctions.
conducts, together with the guidance counselor, home visitations.
distributes the report cards to and meets with the parents
distributes and collects the return slips of all circulars and letters given to parents
supervises the students on the maintenance of cleanliness and orderliness of the
accompanies and supervises his/her class during masses, assemblies and programs,
field trips, retreats and other activities
submits to the Vice Principal the following at the end of the quarter/school year:
o Compilation of Core Values Sheets
o Forms 1, 137, 138 and 18, fully accomplished (at the end of the school year)
o Inventory of Test Permits
o Inventory of student accountabilities
o Clearance forms
o Reply Slips of Circulars
o Master Grade Sheet
o Anecdotal Notebook
o Classroom Key
cooperates with the Team Leaders in the activities of his/her level and submits to
him/her the following:
o List of Students with Failing Grades
o List of Student-Awardees (quarterly and annually)
helps the Guidance Counselor in the re-sectioning of students for the next school
submits to the Student Activities Coordinator the lists of Student Clubs
informs the Case Manager his/her concerns on the special needs of students
distributes to the students copies of the quarterly scope and sequence
prepares anecdotal reports and RHGP activity plans to be submitted to the Vice
Principal every Monday
endorses to the Guidance Office names of students at risk
is the Lasallian animator of his/her advisory class
performs other duties that may be assigned by the Vice Principal and/or Principal
The Grade Level Coordinator
is appointed by the Principal for a term of one year, reports directly to the Vice
Principal and coordinates with the Academic Chairs
may not be assigned as class adviser
makes his/her team a cohesive group within the given level and provides initiative
to bring to the Vice Principal’s attention the students who need special assistance
and guidance
reminds the class advisers on the maintenance and use of classroom bulletin boards
disseminates information and makes follow-ups on instruction given by the Vice
facilitates the completion and submission of list of awardees, list of students for
Remedial Program and ranking of students every quarter
facilitates the printing of certificates for quarterly awards
submits to the Vice Principal the list of students for re-sectioning
checks and reports the attendance of teachers to the Vice Principal
holds regular meetings (at least once a month) with the members of his/her team
keeps the Vice Principal informed about matters discussed by the team and
professional needs of the team, etc.
is the animator of Lasallian values in his/her level
performs other duties that may be assigned by the Vice Principal or the Principal
The Club Moderator
is appointed by the Principal upon the recommendation of the Coordinator for
Student Activities
reports directly to the Coordinator for Student Activities
has a term of one school year and may be renewed on a yearly basis
coordinates with the class advisers and other club moderators on activities affecting
supervises and monitors the members of his/her club and performs the following
o Facilitates the election of officers of the clubs and submits the results to the
Coordinator of Student Activities
o Promotes the goals, objectives and policies of the club in consonance with the
school’s philosophy, goals and objectives.
o Submits for approval of the Coordinator of Student Activities the annual,
quarterly and monthly activities
o Submits to the Coordinator of Student Activities the list of club officers and
members and the schedules of the club meetings
o Meets regularly the officers and members of the club and submits the minutes
of the meetings to the Coordinator of Student Activities
o Oversees all activities of the club in and out of the school
o Secures the permission of the parents of all members to attend activities held
outside the school campus or outside the school’s regular schedule
o Accompanies the club members in off-campus activities
o Conducts an evaluation of the activities of the club
o Secures the approval for the use of school facilities for the club activities
notifies the Coordinator of Student Activities of all meetings and activities that are
cancelled or postponed
coordinates with the Lasallian Mission Center (LMC) all activities involving
community outreach project
is the Lasallian animator of the club
at the end of the school year, submits to the Student Activities Coordinator an
Accomplishment Report and a Portfolio of Activities
submits to the Student Activities Coordinator an overview of the club, description
performs other duties that may be assigned by the Coordinator of Student
Activities and/or the Principal.
The following working conditions are applicable only to the teaching academic personnel
of private schools (Sarmiento, 2001):
No compulsory assignments unrelated to teaching duties
Section 11 of The Education Act of 1982 provides that “x x x every member of the
teaching or academic staff shall enjoy the following rights and/or privileges:
11.1 The right to be free from compulsory assignments not related to their duties as
defined in their appointments or employment contracts, unless compensated thereof,
conformable to existing law.”
A teacher’s duties normally include:
o classroom teaching
o research
o community service
Teachers may be given the opportunity to choose alternative career lines.
Section 11 also states that 11.4 Teachers shall be accorded the opportunity to choose alternative career lines either in
school administration, in classroom teaching or others, for purposes of career
Full time faculty members in the pre-school, grade school and high school departments
devote forty (40) hours a week in the school within the dates provided for by the school
calendar. Of these 40 hours:
300 minutes a day (or twenty five hours (25) a week) is devoted to classroom
180 minutes a day (or fifteen hours (15) hours a week) is devoted to other
assignments which include class advisorship, substitution, club moderatorship,
consultation hours, preparation of instructional materials, checking of papers, etc.
Teachers should be assigned a teaching load according to their specialization. As much as
possible, teachers should be assigned to only teach only of the following subject areas:
Christian Living
Technology and Livelihood Education (TLE)
Computer Education
Music and Arts
Physical Education
Social Studies
Special Education
A well written and carefully thought learning module following the Understanding by
Design framework, incorporating the Vision-Mission of the University and Lasallian Guiding
Principles, is a basic component of an efficient and effective teaching. The learning module for
a given subject is prepared by the Subject Area Teacher and checked by the Academic Chair
ahead of the quarter. There could be only one module for a quarter with only one general topic
as prescribed in the curriculum and DepEd. Stage 3 which is the Learning Plan of the
Understanding by Design Learning Module is equivalent to the Lesson Plan. A cover sheet
indicating the lesson and its pages is part of Stage 3. Either of the instructional supervisors, the
Principal or the Academic Chair, can refer to the cover sheet for the lesson for the day.
The homeroom period is facilitated by the class adviser for twenty (20) minutes every day.
The class adviser is expected to handle the period maximally. He/she devotes this time:
to facilitate the election of class officers within the first week of classes.
to check the attendance of students.
to check students’ haircut, uniforms and identification cards.
to review the provisions of the Student Handbook.
to give important announcements to the class, distribute letters to the parents
and/or collect reply slips, if there are any.
to coordinate with the guidance counselor on the conduct of Homeroom Activity
Period as required by DepEd.
to conduct Lasallian Formation programs as organized by the Lasallian Mission
Center (since every class adviser is the Lasallian animator in his/her class).
to submit anecdotal records of students to the Vice Principal.
It is advised that the seating arrangement be done alphabetically during the first few weeks
of classes to give time for the teachers to know their students better and to facilitate the
checking of attendance.
Later during the school year, other seating arrangements can be made according to the
needs of a particular class and to respond to the individual needs of students with difficulties or
The class adviser will receive from the class secretary the filled out class attendance sheet
by the end of the day. As a routine procedure, checking the attendance should be made at the
beginning of every class period.
Attention of students who are found to cut their classes or be late in reporting to class
should be called and their names should be submitted to the Prefect of Discipline.
Parents of students who have been habitually absent or tardy should be notified in writing
by the Prefect of Discipline.
Teachers should discourage students from going out during class periods.
Students in transit should not disrupt in anyway anybody in other classrooms.
No student should be asked to run errands for teachers. Students should not be asked to
get the teacher’s things in the faculty room, to purchase anything from the canteen or the
bookstore, or to attend to the personal needs of a teacher.
Effective instruction and discipline result from the proper classroom routine and the
maintenance of a positive teaching-learning atmosphere. Thus, teachers are expected to:
be in his/her scheduled class on time.
observe orderliness and cleanliness of the room at all times.
check student’s attendance regularly.
start and end each class with a prayer.
To ensure maximum result from classroom activities, teachers must see to it that:
all necessary equipment and supplies are ready before the start of classes.
classes should not be disturbed by messages from cellular phones and similar
electronic gadgets or by messages from other persons.
corporal punishments of any kind and the use of abusive language are strictly
forbidden in school.
It is every teacher’s concern to establish order in and out of the classroom. He/She should
strictly implement the provisions of the Student Handbook and enforce the school policies and
The teacher should follow the provisions of the Student Handbook on matters involving
student discipline.
Make-up Classes on Saturdays due to suspension of classes by DEPED will be scheduled for
the Basic Education Department. All faculty members and office staff of the Grade School and
High School Divisions will be required to report for work.
Faculty members and non-teaching staff will no longer be paid overtime for service
rendered during the make-up classes.
Teaching aids, school facilities and equipment must be used for the purpose they are
intended to and in support of instruction.
As much as possible, the equipment and facilities should be reserved early in writing (at
least one week before the scheduled date of use) to avoid possible conflict/s.
The teachers during the last class periods during the day should see to it that the
classrooms are clean, the electric fans and lights are off, and windows are closed before leaving
the rooms.
The teacher should take time to check any broken glass/window, destroyed chairs,
damaged switches or sockets, malfunctioning electric fans, busted bulbs, leaking faucets, etc.
These should be reported immediately to the person in charge of physical facilities.
Schedules of Quarterly Examinations are found in the Student Handbook. Should there be
changes on the schedules, a circular on the changes will be issued by the Office of the Principal.
Every teacher should keep a hard copy of the quarterly examination for every
subject he/she teaches following the Arial font style, size 16 for Preschool, size 14
for Grades 1 and 2 and size 12 for Grades 3 to 10 on an 8 ½” by 13” paper. It should
be submitted to the Academic Chair, together with the table of specifications for
checking two weeks before the scheduled examinations. Failure to submit the test
paper for checking would mean non-administration of the tests on the scheduled
date. The teacher should schedule on her own the exam date on condition that the
procedures on checking of test papers are followed.
Once checked, he/she revises the examination questions personally. He/She secures
the Mimeographing Request Form (MRF) signed by the Academic Chair and
submits the exam paper with the MRF to the secretary for risographing.
The only authorized personnel who can bring the exam papers for risograph and
claim them from the Office of Administrative Services are subject area teachers
concerned. Any other personnel should secure an authorization letter from the
subject area teacher concerned.
Once stapled, counted, and arranged by the subject teacher, the exam papers will
be lodged at the Vice Principal’s Office. The test papers should not be taken out
from the office before the examination is administered to the students. The
Examiners (Academic Chairs and Examination Monitors) take care of the
distribution and retrieval of exam papers to and from the proctors.
The teacher should correct/check the test papers himself/herself and show the
results to the students for possible corrections. However, the test papers should be
collected by the subject area teacher for safekeeping.
Special examinations should be administered by the subject area teachers within
the week after the exam dates.
All teachers assigned to proctor quarterly examinations should check the following:
o Attendance of the students. Names of absent students should be submitted to
the subject teacher.
o The uniforms and IDs of all students taking the examinations. Names of
students who are not in uniform and do not have IDs should be forwarded to the
Prefect of Discipline.
o Students are allowed to bring only pencils, ball pens and rulers, crayons (if
needed) inside the classroom unless the examination requires for open books
and/or notes. In case of open-notes tests, pupils/students should have their own
books/notes. Borrowing must not be allowed.
o Bags should be placed in front of the room.
Proctors are not allowed to correct papers, to read books or newspapers or do other
things during examination time.
Proctors should explain clearly the directions given in the test questions. Questions
regarding test directions should be entertained before the start of the test. Once
the test is in progress, the proctor should not entertain questions, except in the
lower grades (Nursery to Grade 3).
Proctors should be vigilant during examination time. They should report any act of
dishonesty and/or cheating by the students during this time. Talking with a
seatmate, looking back or beside, or standing by any student while the test is ongoing may be interpreted as cheating. Students who exhibit any of these behaviors
should be sent to the Guidance Office for counseling and positive intervention. The
proctor may be reprimanded for failure to check on student’s behavior during
Proctors should collect the test papers in an orderly manner. They should not allow
students standing or submitting the test papers individually.
All test papers should be submitted to the respective subject-teacher right after the
administration of the tests.
Students who cheat during examination get a failing grade in that examination and in
conduct for that particular subject. They should be subjected to disciplinary action.
Grades are due on the dates indicated in the Department schedule. Teachers are required
to be very PROMPT in this regard so that report cards can be distributed as scheduled.
The following procedures should be followed in the checking of grades:
The SUBJECT AREA TEACHER encodes the raw scores of his/her students in a
particular subject based on the following: quizzes, monthly test/s, quarterly
examination, recitation, homework, laboratory work, projects, etc. in the
computerized class record. The subject area teacher is the only authorized
personnel to accomplish this.
The equivalent quarterly grades in a particular subject are entered in the Grade
Sheets, which he/she submits, together with the class record to the ACADEMIC
CHAIR for checking.
The ACADEMIC CHAIR checks the Grade Sheets for accuracy. The checked Grade
Sheets are returned to the SUBJECT AREA TEACHER who in turn will submit a copy
to the CLASS ADVISER. The CLASS ADVISER should not receive the Grade Sheets
from the SUBJECT AREA TEACHER without the signature of the ACADEMIC CHAIR.
The CLASS ADVISER summarizes the grades in the Master Grade Sheet and
submits the Grade Sheets together with the Master Grade Sheet to the Division
Vice Principal.
The Division Vice Principal and the CLASS ADVISER check the accuracy of the
entries of grades in the Master Grade Sheet. The Master Grade Sheet and the Grade
Sheets are kept by the CLASS ADVISER for safekeeping and future reference.
The CLASS ADVISER checks the accuracy of the grades in the computerized Form
138 (Report Card) and later in the Form 137 (Permanent Record). The CLASS
ADVISER is the only one allowed to print the provisional and the final report card.
Final checking of the entries for the first to fourth quarter grades is done by a
o For Preschool, Grades 1 to 3, the Grade Level Coordinators, the Class Advisers
and the Vice Principal are the members of the committee.
o For Grades 4 to 10, the committee is composed of the Grade Level
Coordinators, the Class Advisers and the Vice Principals.
The COMMITTEE makes the final checking of the forms accomplished with the
GRADE LEVEL COORDINATOR handling the report cards/Form 18, the CLASS
ADVISER handling the Master Grade Sheet, the Vice Principal handling the Form
137, and another TEACHER for the Form 1 (Class Register).
The CLASS ADVISER distributes the Report Cards as scheduled during the ParentTeacher Conference.
Under no circumstances are the teachers to give the students their grades before they
are officially issued. Teachers have to be very careful regarding this matter. Failure to
observe this policy will merit disciplinary action from the administration.
FORM 138 (Report Card) and Form 137 (Permanent Record)
(Refer to Sections 4.9.6 and 4.9.7)
o The CLASS ADVISER checks the accuracy of the grades transmitted from the
computerized Master Grade Sheet to the Form 138 and Form 137.
o In cases where errors have been committed, the VICE PRINCIPAL and the
REGISTRAR must be informed about such changes. No TEACHER shall take the
liberty of making the corrections and/or entry in the Report Card by
o Black ink shall be used for all entries in Form 138 and Form 137. Being official
documents, they should not bear any erasure or alteration of any kind. All
changes, made with the approval of the Principal, have to be initialed by the
person making the change.
o The VICE PRINCIPALS should ensure that Permanent Records (Form 137) are
returned to the REGISTRAR after entries are made. Permanent records should
never be brought home.
Provisional Report Cards (Form 138) are given to the parents/guardians as
scheduled and are returned by the pupils/students with the signatures of the
Unclaimed Provisional Report Cards are kept by the CLASS ADVISER for claiming of
parents during Consultation Hours. Provisional Report Cards are no longer retrieved
from the parents/guardians.
FORM 1 (Class Register)
Each CLASS ADVISER is to keep an up-to-date register for his/her advisory class.
o When a student has been absent for no valid reason for 10 successive days,
he/she is marked L (Left). If he/she does not re-enter (R), he/she is marked
dropped. The date he/she was dropped and the cause for dropping out are
entered in the DepEd Form 1, Form 137, Form 138 and Form 18 (Promotional
o The annual enrolment in Forms 1, 137 and 138 is the same as in previous month’s
reports but the monthly enrollment is decreased by the number of students who
dropped out. Thus: Annual Enrolment minus Monthly Enrollment equals
o During the school year, if a student transfers to another school (within or
outside the Division) and DepEd Form 137 had been requested and released,
then, both the annual and monthly enrolments of the school to which he/she
transfers are increased. The school to which the student transfers, school
address, and the date of transfer should be indicated in DepEd Forms 1, 137 and
18. The decrease or increase in annual and monthly enrolment due to
transferred students should be taken into account in Forms 1, 137, 138 and 18.
o The names of students who have transferred will be included in the alphabetical
listing in DepEd Form 18. However, in numbering the names to be included in
the annual enrolment, transferees will not be included. This should be followed
unless there is a new memo to the effect.
o In listing the names of students, surnames like de Castro, dela Cruz, delos Reyes
and delos Santos will be under the alphabet D. Boys should be listed first
followed by the girls.
o Attendance should be recorded daily. The / mark is the appropriate mark for
absence and T for tardiness.
o In the spaces provided for dates, the complete days of each month should be
listed down.
o In cases of legal holidays and school holidays, proper notation should be
indicated, i.e. Philippine Independence for June 12 or All Souls Day for
November 2. Please refer to the school calendar.
o On the first day of classes, record in the appropriate space E (symbol for
Entered) for students who have reported should be accomplished.
o A month after the opening of classes, the Class Register should be submitted to
the PRINCIPAL with the following data accomplished: Names of Students, Sex,
Name of Parents/Guardian, Age (as of July/opening of classes) and Date of Birth.
The month of May or close of classes should be left blank. This should be
accomplished at the end of the school year.
Form 1 is to be submitted to the VICE PRINCIPAL for checking every month. Class
Registers should be deposited at the VICE PRINCIPAL’s Office.
FORM 18 (Promotional Report)
CLASS ADVISERS are to prepare the Promotional Report for their respective
o The draft, which is to be submitted to the REGISTRAR, should bear the
following initial information/data: Name of Student, Date of Birth, age as of the
close of the school year, subjects’ credits earned in previous years (for high
school) and years in school.
o All other information shall be entered in March/April when the final grades are
o The Promotional Reports shall not bear erasures or alterations of any kind.
A COMMITTEE composed of the VICE PRINCIPAL, the REGISTRAR or his/her
REPRESENTATIVE, the CLASS ADVISER and another TEACHER assigned by the
subject area coordinator shall check the entries to ensure that the grade entries tally in
all records.
The PRINCIPAL makes the final check for accuracy, completeness and neatness.
Faculty members are expected to ensure that everything they do and decide on is for the
good of the students entrusted to their care, and that they give only the best service to the
students. Teachers are expected to be partners of the parents in the education of their
children; hence, they should treat their students fairly.
o Check the daily attendance of all students in all subjects. Note the names of
students who are absent and/or who are late.
o Remind students that it is their responsibility to come to classes regularly and
punctually. Hence, teachers are likewise expected to report to their classes
regularly and on time.
o Parents should be informed in writing if their children have been absent or tardy
for a number of times. An excuse letter from parents for the absence or
tardiness of their children should be submitted to the class adviser at the day
the students reported to class after the absence or tardiness occurred.
o Make sure that students come to class in complete uniform at all times. Set a
deadline for new students to be allowed to come to class in casual but decent
Teachers are expected to come to class in complete, prescribed uniform.
o The teachers must check if students wear their IDs every day, as these are
required when they transact business with the school.
o Check student’s hairstyle and make sure that they (particularly the boys) do not
sport fancy haircut with excessive use of gel and or hairspray. Remind them of
the proper haircut and style. Violators should be sent to the Guidance and
Discipline Office.
o Give the list of materials that the students are expected to bring during the
school year.
o Make sure that the reference materials that you require in your classes are
available in the library.
A faculty member who is absent is assigned a substitute teacher. However, the learning
module/lesson plan should be made available for use by the substitute teacher for him/her to
be able to align the activity/ies he/she will facilitate in the class. It is also the responsibility of
the absent teacher to prepare the said seatwork or activity. The Academic Chair takes care of
the assigning of the substitute teacher preferably from the same unit where the absent teacher
belongs to or substitutes himself/herself. The Academic Chair is assisted by the Office of the
Vice Principal for Academics in terms of notifying the substitute teacher through the
substitution slip.
Research is one of the three-fold functions of a university. Thus, all faculty members are
encouraged to do research. Any faculty who is interested to do research may coordinate with the
Head of the University Research Center. (see Appendix A for the Guidelines)
A faculty member may do extension work as lecturer, committee member, organizer of
outreach programs or coordinate with the Lasallian Mission Center for the existing community
extension programs of the University. Community Service and Extension is one of the threefold functions of the University. The other two are Teaching and Research. Thus, a faculty
member should perform all of these three functions.
The Basic Education Department of De La Salle Araneta University recognizes the
importance of classroom instruction to develop pupils/students into total persons in line with
the Vision-Mission of the school inspired by the ideals and philosophy of its Founder, Don
Salvador Araneta and the charism of St. John Baptist de La Salle. Thus, it is the task of school
administration to supervise the delivery of instruction through a variety of methods and
strategies, including the selection of qualified faculty through a rigid screening procedure to
ensure educational excellence.
Objectives of the Program
The objectives of the program are three-fold, intended for the improvement of teaching
performance and selection and retention of qualified faculty. Specifically, the objectives of the
program are:
1. To help teachers improve their teaching performance
2. To select and retain qualified faculty that will provide effective instruction
3. To guide actual and potential instructional leaders in performing their functions
Organizational Chart for Instructional Supervision
The Principal, who is the instructional leader of the Basic Education Department, reports
directly to the Vice Chancellor for Students and Mission, Chancellor and the University
President. He/She supervises the Vice Principals for Academics and Administration who
supervise the Grade Level Coordinators and Class Advisers and the Academic Chairs who
supervise the Subject Area Teachers. The Academic Chairs supervise the Subject Area
Teachers from Preschool to High School.
Vice Principal for
Vice Principal for
Grade Level
Academic Chairs
Subject Area
Class Advisers
Roles and Functions of Instructional Leaders
Qualified faculty members of the Basic Education Department may be appointed to
administrative and supervisory positions. They retain their faculty status during their terms of
office as administrators and supervisors.
A faculty member with a supervisory position is deloaded of proportionate teaching
assignments (depending on established criteria) and is given an honorarium. However, he/she
enjoys such privilege/s only during the term of his/her supervisory position. These privileges are
automatically withdrawn when he/she is no longer an administrator and supervisor.
The Principal is the head of the High School and Grade School (including the preschool)
Divisions, particularly on matters concerning instruction. He/She coordinates the efforts of all
the members of the BED and promotes teaching-learning situation towards the achievement
of educational excellence.
Mission/President/Chancellor and supervises the division Vice Principals, the Academic Chairs
and the Coordinators for Student and Sports Activities. He/She chairs the Executive, Academic
and Academic Services Councils.
In particular, the Principal
Makes periodic reviews in collaboration with the Vice Principals and Academic
Chairs of the academic and instructional policies, programs and projects of the
school and recommends to higher authorities the appropriate changes.
Chairs the Selection and Screening Committee of the Basic Education Department
and makes the necessary recommendation to the Faculty Status Board for
appropriate ranking.
Upon the recommendation of the Academic Chairs, approves the regular teaching
load of the faculty in the Basic Education Department.
Upon the recommendation of the Academic Chairs, approves the overload teaching
assignments of the faculty in the Basic Education Department.
Recommends to the Faculty Promotions Board the promotion of faculty members
based on the deliberation of the BED Promotions Committee.
Conducts regular classroom observations and conferences with concerned teachers.
Supervises the keeping and maintenance of faculty and students' data of the
Interprets for teachers, students, parents and other stakeholders the Vision-Mission
Statement of the University and the Lasallian philosophy of education.
Conducts regular meetings with the faculty and staff of the BED and updates them
of the issues, concerns and developments in the Department.
Coordinates the efforts of school community members towards excellence in
Represents the BED in multi-sectoral meetings of the University.
Performs other functions as maybe assigned to him/her from time to time by the
Chancellor and the President in connection with supervision of instruction.
The Basic Education Department has ten (10) Academic Chairs namely:
Chair, English Unit
Chair, Filipino
Chair, Social Studies Unit
Chair, Mathematics Unit
Chair, Science Unit
Chair, Technology and Livelihood Education/Computer Unit
Chair, Christian Living Unit
Chair, Music, Arts and Physical Education Unit
Chair, Special Education (SpEd) Unit
The Academic Chair assists the Principal in ensuring that the academic concerns of the
Department are addressed. In particular, he/she:
Prepares in coordination with the Subject Area Teachers, the annual supervisory
plan for his/her area.
Recommends to the Principal faculty members who will be recruited and hired,
recalled or terminated.
Recommends to the Principal faculty loading.
Ensures in coordination with the other Academic Chairs, that the vertical
articulation of the knowledge, skills and attitudes in each learning area is attained.
Checks the Curriculum Guide (syllabus) prepared by faculty in his/her area.
Checks the Learning Module (lesson plan) of the faculty in his/her area.
Checks the quarterly examinations prepared by the teachers in his/her area.
Recommends in coordination with the other Academic Chairs, to the Librarians,
both print and non-print, for instructional purposes.
Undertakes in coordination with the other Academic Chairs, continuing studies and
review of the requirements of his/her area consistent with the academic objectives
of the school.
Helps upgrade the academic qualifications and performances of his/her faculty
Encourages active participation and membership of the Subject Area Teachers in
their areas in professional educational organization.
Prepares, in consultation with the Subject Area Teachers, recommendations for the
revisions and enrichment of the subject area curriculum program.
Recommends faculty members who will attend seminars.
Conducts regular classroom observation of the teachers in his/her area.
Evaluates faculty performance.
Interprets for the parents the results of the tests in Mathematics, Science, Reading
and English that are administered by the Center for Educational Measurement.
Recommends to the Principal programs for the professional growth of the teachers.
Follows up in coordination with the Subject Area Teachers, students who need
Conducts regular meetings with the teachers in his/her area.
Assists the Principal in the supervisory program of the Department.
Assists in the maintenance of student discipline in and out of the school campus.
Coordinates with the Student Activities Office regarding activities of academic
Represents his/her colleagues and serves as channel between the faculty of his/her
area and the administration.
Assists in the supervision and planning of activities of the academic clubs.
Makes regular progress report to the Academic Council.
Performs other duties that may be assigned by the Principal.
To realize its objective in providing quality education, the BED instructional leaders employ
appropriate and acceptable methods and strategies. Each instructional leader is adequately
trained to undertake this important function. There are two important strategies utilized by
the BED: classroom observation and mentoring.
Classroom Observation
There are four kinds of classroom observation employed by the BED instructional leaders:
pop-in visits, informal visits, formal visits and clinical supervision.
Pop-in Visit. This is an unannounced five (5) to ten (10) minute visit conducted on a daily
basis to ensure that everything is in order in the classroom.
Informal Visit. This is an unannounced classroom observation that may last for the
duration of the entire class without the use of the evaluation instrument. For the regular
faculty, the visit may be conducted at least once a quarter. For the probationary faculty, the
visit may be conducted as often as necessary. In order to help the teacher improve her
performance, a post conference is conducted with the teacher to discuss the strengths and
weaknesses revealed by the visit.
Formal Visit. This is an announced classroom observation for the purpose of summative
evaluation using the evaluation instrument. For the regular faculty, the visit may be conducted
at least once a year. For the probationary faculty, the visit may be conducted once a quarter.
The result of the formal evaluation becomes one of the bases for determining the renewal of
contract of probationary teachers and for the promotion or re-ranking of tenured or regular
teachers. In order to help the teacher improve her performance, a post conference is
conducted with the teacher to discuss the strengths and weaknesses revealed by the visit.
Guidelines for Formal Visit:
1. The supervisor (Principal or Academic Chair) informs the teacher in writing of the
date of the classroom visit.
2. The classroom visit is for the entire period.
3. The teacher provides a chair at the back of the class for the supervisor to avoid
disruption of classroom activities.
4. The teacher places the lesson plan for the day on top of the desk of the chair
provided for the supervisor.
5. The supervisor holds a post conference after the visit the earliest possible time.
6. The teacher signs the evaluation instrument to indicate conformity with the rating.
Clinical Supervision. This is an important and powerful intervention measure developed by
Cogan to help develop professional, responsible teachers who are
1) capable of
analyzing their own performance, 2) open to change and assistance from others, and 3) above
all, self-directing. It aims to help teachers improve particular, limited aspects of teaching. It
emphasizes the important role of the teacher in the process. It is the teacher who initially seeks
help from a trained supervisor and makes the necessary decision to address the weaknesses
revealed by the process. The success of the process relies on the working relationship between
clinical supervisor and teacher that is characterized by a sharing of responsibility and
collaboration. The formal evaluation is conducted using a classroom observation instrument.
Clinical supervision has five stages:
Pre-observation Conference
Getting to know the teacher
Knowing the class
Goal setting
Lesson rehearsal
Lesson improvement
Entering the room
Appropriate observer’s behavior
Note taking
Duration of observation
Post-Observation Analysis
Focus on agreed-upon goals
Analysis of strengths and areas for improvement
Conducting the conference
Giving feedbacks
Post-Observation Conference
Reviewing what transpired during the observation
Leading the teacher in making a self-evaluation of his/her strengths and
Post-Conference Analysis
Improving supervisor’s skills through feedback from teacher and co-observer
Mentoring is a process that involves the participation of the academic chair in helping a
teacher improve his/her instructional performance collaboratively and non-judgmentally. It is a
process that provides individualized professional guidance on a long-term basis. It is a
sustained and mutually agreeable relationship intended to help an inexperienced teacher
develop his/her professional skills. The basic principle involved in the process is the sharing of
expertise. Together, the mentor and the faculty develop a mentoring plan for implementation.
In some cases, the principal or the academic chair requests an experienced teacher to serve as
a mentor and share his/her expertise to a faculty.
I. Policy Statement
The University shall ensure a continuing professional growth among faculty members
by providing them training, leaves, tuition assistantship and grants.
II. Rules and Regulations
1. The Human Resources Office shall conduct orientation seminars to newly hired
faculty members at the beginning of every semester/school year.
2. In-service trainings on principles and methods of teaching, test and measurement
and related topics shall be conducted for new faculty members and to those who
have not earned units in Education prior to teaching.
3. Seminar-workshops shall be sponsored at least twice a year to update the faculty
members with current trends on research, teaching and extension and other issues
of national/international concern.
4. Assistance shall be provided to qualified faculty members attending national
conferences and seminars to enable them to satisfy the requirements of continuing
professional education.
5. Institutional support shall be given to a faculty member pursuing graduate studies
only if the program is within or in line with the area of specialization of the
college/unit where he/she belongs.
6. All full-time permanent faculty members may be granted study leave subject to the
guidelines set by the University.
7. Research grants may be provided by the University to faculty members whose
proposals have been approved by the University Research Council.
8. There shall be an annual research forum in coordination with the University
Research Center where the faculty members can present their research outputs
which will also be published in a research journal.
III. Implementing Guidelines
1. All new faculty members without education units are required to attend the inservice trainings specified in No. 2 in Rules and Regulations.
2. All faculty members are required to attend the seminar-workshop specified in No. 3
on Rules and Regulations.
3. Priority should be given to permanent full-time and to those whose areas of
specializations are in line with the seminar-workshop.
4. Only a permanent faculty member may represent the University in a national
convention/conference, if the head is not available or interested, provided prior
arrangement has been made with other professors/teachers to take over his/her
5. Institutional support shall be extended to faculty for their attendance in seminars.
6. As much as possible, attendance in faculty development seminars shall be rotated
to as many faculty members as possible, following the preceding guidelines. Priority
should be given to those renewing their licenses within the year and all others
should be programmed on annual basis.
7. Faculty members who have been extended institutional support shall submit a
written report about the seminar attended (see Report on Attendance to a Seminar)
to their respective Academic Chairs and conduct echo seminars for the benefit of
their colleagues.
The following form should be duly accomplished by the faculty who attend the
seminars/workshops that are under the Faculty Development Program. This should be
submitted in triplicate within one week after the seminar took place (copies for the Vice
Principal for Academics and Academic Chair and the Faculty who attended the seminar).
Relevant documents, if necessary, should be attached.
Victoneta Avenue, MalabonCity
Name of Official/Employee:
I. Purpose of Travel (Include exact title of conference, convention, seminar or similar
undertaking attended, inclusive dates of the undertaking as well as the travel, and
II. Brief Summary Report of the Conference, Convention, Similar or the like attended
(What, Why, Who, How):
A. Objectives/Goals:
B. Results/Accomplishments:
C. Matters/Action Plans to be done by DLSAU
Signature and Date
The unit head shall have the priority in the attendance to national conventions.
A permanent or probationary faculty member may represent the University if the head
is not available or interested provided prior arrangement has been made with other
professors to take over his/her classes.
Institutional support shall be extended to faculty members.
Merit System
As a general rule, re-ranking of regular/permanent and full-time faculty members are made
every year.
The general criteria for faculty ranking/reclassification are as follows:
For Preschool to Grade 3
a. By the administration (100%)
(Average performance
a1. Principal - 25%
a2. Vice Principals – 25%
(maximum of 2 points)
a3. Academic Chairs – 50%
A faculty with an
a.3.1 Teaching Performance – 50%
average rating in his
b.3.1 Classroom Management – 25%
evaluation by students,
b.3.1 Personal Qualities – 25%
subordinates or superior
of 4.0 and above may
For Grades 4 to 10
apply for reranking.
a. By the students (60%)
b. By the administration (40%)
b1. Principal - 40%
b2. Vice Principal – 30%
b3. Academic Chairs – 30%
For Academic Chair
a. By students (30%)
b. By faculty (40%)
c. By Administration (30%)
b.1. Principal –40%
b.2. Vice Principal for Academics – 40%
b.3. Vice Principal for Administration- 20%
For Non-teaching Faculty-ranked personnel
1. Sports and Student Activities Coordinator/Prefect
of Discipline
a. By Students (20%)
b. By Club Moderators/Teachers (30%)
By Administration (50%)
c.1. Principal –40%
c.2. Vice Principal for Academics – 20%
c.3. Vice Principal for Administration- 40%
2. Vice Principal for Administration
a. By Teachers (20%)
b. By Grade Level Coordinators and NonTeaching
c. Personnel (e.g. Guidance, Librarian, SSAC
and POD)- (30%)
d. Principal (50%)
e. 3. Vice Principal for Academics
f. By Teachers (20%)
g. By Academic Chairs and SSA (30%)
h. Principal (50%)
i. 4. Principal
j. By Teachers (20%)
k. By Academic Chairs (20%)
l. Vice Principals (20%)
m. Chancellor (40%)
2 points – overall “outstanding”
1 point - overall “very satisfactory”
Seminars and
Trainings attended by
(max of 1 point)
Participation in
University Activities
(Commitment to
(max of 1 point)
1. School-initiated seminar - 0.5 per day
2. Outside the school seminar – 1.0 per day
3. Trainor/Coach in Contest/s
a. District level – 0.25
b. Division level – 0.50
c. Regional level (NCR) – 1.0
d. National Level – 1.5
- certificate of attendance or any proof (such as
program, invitation, recommendation from the
superior) to validate attendance to the seminar
must be attached
1. School-wide activities (Foundation Week
Celebration, University Christmas Program,
Chair – 1.0
Co-chair- 0.75
Member- 0.5
2. Department–wide activities (BED Sports
Fest, BED Christmas Program and the like)
Chair – 0.5
Member – 0.25
3. PAASCU Accreditation
a. Analysis and Exhibit
Chair – 1.0
Member – 0.25
b. Evaluation
Chair – 0.5
Member – 0.25
4. FAPE-ESC Certification
Chair – 1.0
Member – 0.25
5. Unit Activity (Monthly Unit Celebration)
Over-all Chair- 0.25
Member – 0.10
6. Special Committee
6.1. Student Handbook Revision Committee
Chair - 1 point
Member - 0.5 point
6.2. Student Discipline Committee
Chair - 1 point
Member - 0.5 point
6.3. FAPE-ESC Screening Committee
Chair - 1 point
Member - 0.5 point
6.4. Graduation /Recognition Committee
Chair - 1 point
Co-Chair - 0.5
Member - 0.25
- proof of chairmanship or membership (such as
program, invitation, recommendation from the
superior) to validate his/her involvement must be
Community Service/
1. Unit-initiated Research/Outreach – 1 point
Outreach and Research
2. Institutional Research – 1 point
(max of 1 point)
Pay Policies
Schedule of Payment
All employees receive their salaries every 10th and 25th day of the month. If the payday falls
on a holiday or a weekend, payment shall be received on the last working day before the
scheduled payday. Any discrepancy or query regarding the salary received should be
communicated immediately to the payroll clerk so that adjustments or corrections can be
Cash advances for personal purposes are not allowed.
Only permanent/full-time personnel shall be allowed to avail of any cash advances relative
to any school/student activities, emergency cases or school purchases that would require cash
Students are not qualified to avail of any cash advances even if the funds would come from
their own organization. Only the concerned adviser/faculty and/or coordinator/assistant dean
assigned to the program of the concerned student shall be allowed to make the advances.
As a standard policy, cash advances should be liquidated through presentation of receipts
and by returning the excess amount through the Cashier within five (5) working days after
completion of the related event/activity.
Liquidation of Cash Advances may be allowed salary deduction subject to the following
a) Liquidation through salary deduction shall be through a one-time settlement only.
b) If the amount is enormous and cannot be accommodated through a one-time
settlement or not within the paying capacity of the concerned personnel, he/she must
file an application for Emergency Loan to cover such liquidation and shall be subjected
to a 10% interest per annum commencing from the date the cash advance was
Payroll Deductions
Section 13 of the Labor Code states that wage deduction from the wages of the employees
may be made by the employer in any of the following cases:
(a) When the deductions are authorized by law, including deductions for the insurance
premiums advanced by the employer in behalf of the employee as well as union dues
where the right to check-off has been recognized by the employer or authorized in
writing by the individual employee himself;
(b) When the deduction are with the written authorization of the employees for payment
to a third person and the employer agrees to do so, provided that the latter does not
receive any pecuniary benefits, directly or indirectly from the transaction.
Based on the above provisions, the University shall allow deductions in your payroll in the
following manner;
1. Priority in the Granting of salary deductions shall be arranged according to the
following sequence:
1st Priority – Deduction mandated by the law
(e.g. SSS, PhilHealth, Pag-IBIG, etc)
2nd Priority – Tuition Fees of dependents and own tuition fees
3rd Priority – Emergency & Other Loans
4th Priority – Due to Ancillary Business
(Salikneta Farm, Dormitory & Vet Hospital)
5th Priority – Due to AFEAC
6th Priority – Due to other entities
In case there is already an existing Emergency Loan and paying capacity will not
allow it, Tuition Fee Deductions shall be denied and/or Due to Salikneta Farm, AFEAC
and other entities will have to be paid through the Cashier or directly to the concerned
entity as the situation demands.
2. The personnel concerned is required to have a minimum take home pay of P2,500 per
Pay Day or P5,000 per Month before any salary deduction is allowed. In all instances,
paying capacity shall determine whether salary Deduction can be allowed or not, after
considering the minimum take home pays and other deductions already existing at the
time of submission of the Authority to Deduct.
Tuition Fee Deductions
Deductions shall be allowed for a maximum of four (4) dependents or children of
permanent and/or full-time faculty, staff, administrator or employee. These dependents are:
a) Legitimate/Legitimated Children
b) Designated Scholar/Beneficiaries
Human Resource Office (HRO) shall require each permanent/fulltime personnel
(administrator, faculty members and staff) to submit a list of their respective dependents
(maximum of four). HRO shall then advise the Accounting Office of such list of dependents
before any tuition fee deduction can be effected.
The total tuition and other fees for the above dependents shall be settled in equal
installments and in the following manner:
Grade School - not later than March 31 of the current school year and not to exceed
twenty (20) equal bi-monthly installments.
High School - not later than March 31 of the current school year and not to exceed
twenty (20) equal bi-monthly installments.
- on or before the end of term and not to exceed ten (10) equal bi-monthly
installments for semestral and not to exceed (4) equal bi-monthly
installments for summer classes.
Own tuition fees of permanent personnel enrolled in the graduate or undergraduate
program shall be allowed following the procedure provided above.
Part-time/contractual personnel are not qualified under this provision even if their
dependents are enrolled at DLSAU.
Emergency & Other Loans
In all cases, emergency loans are approved by the President or Chancellor upon the
recommendation of the Controller and must be at least 75% paid before any new loan can be
granted and that the remaining balance of 25% or less shall be deducted from the proceeds of
the new loan.
Due to Ancillary Business (Salikneta Farm, Dormitory & Vet Hospital);
All dues to Ancillary business can be allowed salary deductions conforming subject to
paying capacity and existing policy of the University.
No personnel attached to Salikneta are allowed to directly sell any produce from the
farm, unless authorized by the Farm Manager.
As a standard, only permanent full-time personnel shall be allowed to salary deduction
for any purchase from Salikneta Farm.
Due to Other Entities such as Tindahaneta and Canteen Concessionaires, etc.:
Maybe accommodated on a case-to-case basis depending on the paying capacity of the
Liquidation of Cash Advances relative to any school/students activities shall be allowed
salary deduction subject to the following conditions:
As a standard policy, cash advances should be liquidated through presentation of receipts
and by returning the excess amount through the Cashier within five (5) working days after the
related event/activity.
Liquidation through salary deduction shall be allowed through a one-time settlement only.
If the amount is too big and cannot be accommodated through one-time settlement or not
within his/her paying capacity, the personnel concerned must file an application for Emergency
Loan to cover such liquidation and shall be subjected to a 10% interest per annum commencing
on the date of event/activity or date the cash advance was received, whichever comes first.
Liquidation of cash advances of students shall be the full responsibility of the
adviser/faculty and/or coordinator/assistant dean assigned to the program of the concerned
student. Any unliquidated cash advance by the student that has not been settled or collected
for more than one (1) year, or if the student is no longer enrolled with the University, whichever
comes first, shall be borne by the adviser of such student activity.
Overall, the Accounting Office is charged with monitoring the payments of all loans and
salary deduction. All authority to deduct from salary must be accompanied with the
computation of paying capacity before notation by the Controller.
Expense Reimbursement
The University has allowed representation and transportation expense (RATE) of some
personnel to be reimbursed against presentation of official receipts on food, gasoline,
transportation, auto-repair/maintenance, hotel or lodging accommodations and
representation expenses.
Leave and Time Off
Emergency Leave
The University grants five (5) day emergency leave a year with full pay to regular personnel
on any of the following cases:
In case of serious illness of legitimate spouse, child, father, mother, brother or sister.
In case of death of legitimate spouse, child, father, mother, brother, sister or in-laws.
In case of earthquake (intensity 4 or more in the Richter (scale) causing damage to
property or injury to the person of the personnel or in cases of fire, typhoon (signal
no.2) or flood posting an immediate danger to property of family of the employee.
An emergency leave must be with prior approval of the unit head concerned. However, if
prior approval is impossible to secure due to the urgency of the leave, or the situation does not
have any opportunity for the employee to call the immediate head, the employee is given 24
hours to inform the immediate head.
Sick Leave
Any regular personnel shall be granted fifteen (15) days sick leave with pay every school
Sick leave will only be granted to those personnel who are usually sick and only upon
recommendation and proper certification by the university physician.
Unused sick leave shall be accumulated up to thirty (30) days with pay.
Sick leave beyond 30 days shall be covered by the SSS.
Sick Leave Procedures:
a) All personnel should submit their sick leave application immediately on the first day of
reporting to work and must personally see the University Physician/Dentist for proper
medical and dental evaluation and fit to work recommendation prior to signing by their
respective department heads.
b) For sick leave of more than three (3) consecutive days, a medical/dental certificate by
their attending physician must be presented to the Medical/Dental Clinic before given
the “fit to work” recommendation.
c) Sick personnel who were not properly examined by their physician should notify the
clinic personnel, immediate Head or the HRO through phone or in writing the period of
their absence. They can also opt to see and consult the school physician.
Study Leave with Pay
The University shall provide official time/leave with pay for approved scholarship/research
grants by outside institutions for those who would like to pursue further professional studies in
institutions outside DLSAU, here and abroad, subject to University policy on scholarship
grants. Leave to take Board examination shall be with pay for maximum of one month. The
leave shall not be considered in interruption of the service of the said personnel provided that
the grantee shall render service to the UNIVERSITY equivalent to six months for every month
of approved leave.
Maternity Leave
Any female personnel or member of the SSS who has paid at least three (3) monthly
contributions is entitled to a leave of sixty (60) days for normal delivery or miscarriage and
seventy-eight (78) days for Caesarean section provided the SSS is notified through the HRO.
Member personnel are entitled to the benefit for four deliveries including miscarriage and
unintentional abortion.
Paternity Leave
Regular/full-time male personnel shall be granted seven (7) working days paternity leave
with full pay from the date of delivery or miscarriage of his legitimate wife. The male employee
applying for a paternity leave should notify the HRO of the pregnancy of his legitimate spouse
and the expected date of such delivery.
Leave without Pay
1. Leave without pay not exceeding one year may be granted in addition to the vacation
and/or sick leave credits earned. Leave without pay in excess of 10 days shall require the
approval of the Chancellor through channels.
2. The 6-month leave absence without pay shall not be counted in the years of service.
3. If a personnel who is on leave without pay pursuant hereof, fails to report for work at
the expiration of one (1) year from the date of such leave, he/she shall be considered
automatically separated from service.
4. Any personnel who has rendered a specified number of years of continuous service may
be granted a leave of absence without pay, upon the recommendation of the
Immediate Head and the HRO and subject to the approval of the President.*
Years of Service
Length of Leave
Effects of Benefits
3 months or less
with subsidy*
above 3 to 6 months
no subsidy
6 months to 1 year
no subsidy
Terminal Leave
If personnel decides to resign or retire or should be terminated, he/she may apply for a
terminal leave with his/her unused leave credits.
Solo Parent Welfare Act of 2000 (RA8972)
Regular personnel may avail of this privilege and benefit like a seven day parental leave and
a flexible work schedule, if qualified and in accordance with the law.
Use of University Property
All personnel are responsible for any property belonging to the university that is under
his/her control or in his/her possession and must take proper care of such items.
Any negligence or failure in taking proper care of school property will be viewed as
misconduct and will lead to disciplinary action, including dismissal.
Property Rights
All records, case files, data resource materials, supplies or equipment made by a personnel
within the scope of his/her employment shall be and remain the sole and exclusive property of
the University, and may not be removed without permission from the Director of
Administrative Services.
Use of University Vehicles
Only authorized personnel may use University vehicles for official business purposes. It
cannot be used for any personal purposes.
Tools and Equipment
1. Equipment or tools must be used during work hours only not for personal benefit. A
written pass must be secured before removing any equipment or tools from DLSAU
property. The personnel accept full responsibility for any and all liabilities for injuries or
losses which will be incurred, or for the malfunction of the equipment. He/She is
responsible for returning the equipment or tools in good condition and he/she agrees
that he/she is required to pay for any damages that will be incurred while using the
equipment or tools for personal projects.
2. Laser printers, copiers, computers and all production tools, are to be used for official
purpose only.
3. The faculty member’s designated work area, desks and cabinets are not to be removed
from the school premises without proper authorization.
4. Computer Systems, programs and information assets must be protected from theft or
misuse, and from intentional or unintentional loss or corruption. It is the responsibility
of the faculty member to safeguard any information which he/she has under his/her
custody and control. While computers and other electronic devices are made accessible
to personnel to assist them to perform their jobs and to promote the school’s interests,
such computers and electronic devices whether used entirely or partially on the school’s
premises or with the aid of the school’s equipment or resources, must remain fully
accessible to the school and will remain the sole and exclusive property of the school.
5. Phone Systems, Voice Mail and Personal Calls Telephone systems, equipment are in
place to provide business services of the company. Extensive personal use of company
phones is a ground for disciplinary action.
DLSAU recognizes that teachers may need to use company equipment and/or
communications from time to time for personal use. In general, this is allowed, provided such
is limited in duration or extent;
does not adversely affect their attention to or completion of their job
does not result in any significant incremental cost to the company.
Workplace Privacy
Faculty members do not have a right to privacy in their work spaces or in any other
property belonging to the University. The University reserves the right to search University
property at any time, without warning, to ensure compliance with our policies on personnel
safety, workplace violence, harassment, theft, drug and alcohol use, and possession of
prohibited items. University property includes, but is not limited to, lockers, desks, file
cabinets, storage areas, and workplaces. If a faculty members uses a lock on any item of
university property (a locker or file cabinet, for example), a copy of the key or combination
must be submitted to the Property Management Office under ADSERVE.
Computers, Email and Internet
The University provides teachers with computer equipment, including an internet
connection and access to an electronic communications system, to enable them to perform
their jobs successfully. The policy governs teachers’ use of the University’s computer, internet
and email system.
Email Rules
All of the policies and rules of conduct apply to teachers’ use of the email system. This
means, for example, that the faculty may not use the email system to send harassing or
discriminatory messages, including messages with explicit sexual content or pornographic
images; to send threatening messages; or to solicit from others to purchase items for nonUniversity purposes.
Faculty members are expected to exercise discretion in using electronic
communications equipment. Teachers represent the University when sending e-mails using
the University’s communications equipment. Make sure that your messages are professional
and appropriate, in tone and content. Remember, although e-mail may seem like a private
conversation, it can be printed, saved and forwarded to unintended recipients.
Deleting Emails
Because of the large volume of emails that the University sends and receives, personnel
are discouraged from storing large numbers of email messages. Please make a regular practice
of deleting emails once you have read and/or responded to them. If there is a need to save a
particular e-mail, have it saved it the teacher’s personal USB disk. The University will purge
mail messages that have not been archived after 3 months.
Using the Internet
Personnel may not, at any time, access the Internet using University equipment for any
of the following purposes:
To visit websites that feature pornographic, gambling, or violent images, or are
otherwise inappropriate in the workplace.
To operate outside business, solicit money for personal purposes, or to otherwise
act for personal financial gain – this includes running online auctions.
To download software, articles, or other printed materials inappropriate in the
workplace and may violate copyright laws.
To read, open, or download any file from the Internet without first screening that
file for viruses using the University’s virus detection software.
1. Internet Use is Not Private
The University reserves the right to monitor personnel use of the internet at any
time, to ensure compliance with the policy. You should not expect that your use of the
Internet – including but not limited to the websites you visit, the amount of time you
spend online, and the communications you have – will be private.
2. Software Use
It is the University’s policy to use licensed software only in accordance with the
terms of its license agreement. Violating license agreement is not only unethical – it is
also illegal and can subject the University to criminal prosecution and substantial
monetary penalties.
Personnel should not do any of the following without permission from the System
Management Office:
Make a copy of any University software program, for any reason.
Install a University software program on a home computer.
Install a personal software program (that is, software owned by the personnel)
on any University computer.
The University may audit University-owned computers at any time to ensure
compliance with this policy.
Ending Employment
Ending the employment relationship can be difficult for management and personnel alike.
The management’s goal is to keep operations of the University running smoothly as personnel
come and go. The Labor Code of the Philippines provides the following as reference to this
An employer may terminate an employment for any of the following cases:
1. Serious misconduct or willful disobedience by the employee of the lawful orders of his
employer or representative in connection with his work.
2. Gross and habitual neglect by the employee of his duties.
3. Fraud or willful breach by the employee of the trust reposed in him by his employer or
duly authorized representative.
4. Commission of a crime or offense by the employee against the person of his employer
or any immediate member of his family or duly authorized representative.
5. Other causes analogous to the foregoing.
The President has the right to reclassify, transfer, lay-off, suspend, discharge or take
disciplinary action against any employee who violates any of the institution’s policies, rules and
regulations. This shall be done in accordance with the process stated in the Grievance
The relationship between the school and the personnel may also be affected by the
following reasons:
a) Expiration of Employment Contract
Personnel should be aware of the inclusive period of their employment as stated in
the Employment Contract. It is not the responsibility anymore of the Institution to
remind the personnel of the expiration date of their employment.
b) Resignation
Resignation is a personnel’s act of willful termination of his/her employment. Any
personnel who intends to resign from the school is required to give his/her immediate
superior a written notice of such intention at least thirty (30) days before the intended
effective date of resignation. Termination of employment takes effect at the time the
employer accepts the resignation of the personnel concerned.
c) Abandonment
Abandonment is a personnel’s act of leaving his/her employment at any time
without prior approval of the school. It also includes the act of extending absences
or being absent for a prolonged period of rime without filling an official leave. As a
consequence, all benefits which the concerned personnel may have earned are
automatically forfeited.
d) Closure or cessation of operations
Phasing out, closure or cessation of an educational program, or the school itself,
automatically terminates all related employment.
e) Other just and authorized causes enumerated in the Labor Code of the Philippines.
The compulsory retirement for all incumbent personnel shall be sixty (60) years old. All
personnel covered under the provisions on Compulsory Retirement Age, Section 1 (a) of 2005
Collective Bargaining Agreement shall continue enjoying the privileges provided in that
agreement on top of the provisions under this new agreement unless it will result to a
diminution of benefits.
1. Any personnel who have served the University for at least ten (10) years in service, or at
least fifty-five (55) years old may apply for optional retirement.
2. For the purpose of computing retirement benefits, the number of years of service of all
personnel who were included in the RRR Program of the University in December 1983
and were rehired in January 1984 shall be counted from January 1, 1984.
3. For personnel hired after January 1, 1984, and were not included in the RRR Program,
their number of years of service shall be computed from their hiring date as
probationary personnel.
4. All personnel who retire during their compulsory or optional retirement age shall be
given one rank promotion in the salary scale which shall become the basis for salary
computation of retirement benefits.
5. The following formula shall be used in the computation of the retirement benefits:
a) Compulsory retirement – 100% of the latest salary multiplied by the number of
years in service.
b) Optional retirement:
1. If 25 years old – 90% of the latest salary multiplied by the number of years in
service plus 5 years.
2. If 20 years in service – 90% of the latest salary multiplied by 20 years in service
plus maximum of 5 years but not to exceed 60 years old.
3. If 15 or less than 20 years in service – 70% of the latest salary multiplied by
number of years in service plus maximum of 5 years but not to exceed 60 years
4. If 10 or less than 15 years in service – 50% of the latest salary multiplied by the
number of years in service plus maximum 5 years but not to exceed 60 years old.
5. All unused leave credits not forfeited based on the University policies shall be
converted into cash.
6. Pro-rata of any fringe benefits accruing to the retiring personnel.
Separation for Redundancy
In case a position is declared redundant, and the transfer of personnel to another position
cannot be implemented, the same package for compulsory retirement shall be given to the
affected personnel.
Separation for Total Disability / Incapacity
In case of total disability and incapacity to continue working, the personnel shall be allowed
to opt for early retirement to be paid based on the maximum optional retirement benefits.
PERAA Contribution
The accumulated personnel contribution as PERAA member and its corresponding interest
shall be received by the retiring personnel. In case of resignation of permanent personnel,
he/she shall be given his total PERAA contribution plus interest earnings and 3.25% of the
University’s contribution and its earnings.
Final Paycheck
Personnel who have ended their employment will receive their final pay check within a
minimum of two (2) weeks after completing a clearance from various offices and have signed a
Quit Claim with our Human Resource Office.
De La Salle Araneta University believes that every teacher of this institution is an animator
of the Lasallian Core Values. Hence, every faculty is expected to observe workplace behavior
and discipline.
Category “A” Offenses (Minor Offenses)
1. Being late and/or having unauthorized work undertime three to four times in a month
or for a total of four (4) hours in a month, regardless of the number of times thereof.
2. Making practical jokes that tend to disrupt University operations or unreasonably
disturb the performance of duties of fellow personnel.
3. Simple act of discourtesy and/or disorderly behavior toward fellow personnel, clients,
customers and visitors during office hours or within the premises of the University.
4. Littering (throwing scraps, pieces of papers, candy wrappers, fruit peelings and other
5. Failure to submit medical/dental examination as required by the University and noncompliance to health and sanitary requirement.
6. Refusal to submit to, or failure to meet security requirement of the school.
7. Engaging in any activity not related to office/school duties during teaching hours or
prolonging break time.
8. Using teaching hours/office hours for personal interest.
9. Violation of any regulation on the use and wearing of identification card and/or uniform
during working/school hours or whenever required.
10. Smoking anywhere inside the campus.
11. Posting on or removal from the bulletin board or on any part of the school premises of
any matter unless specifically authorized.
12. Violating safety rules or practices.
Category “B” Offenses (Less Serious Offenses)
1. Being late and/or having unauthorized work undertime five to six times in a month or
for a total of six (6) hours in a month regardless of the number of times thereof.
2. Incurring two absences without the proper notice or leave application.
3. Leaving the work area without permission from the immediate supervisor.
4. Failing to go on field work when required to do so.
5. Failing to make or submit the proper reports when so required.
6. Failing to remit collections to the cashier within twenty-four (24) hours unless valid
reason exists.
7. Issuance of conflicting grades.
8. Failing to submit complete grades within the prescribed period.
9. Failure to submit the change of grade within the prescribed period.
10. Making dishonest or false reports or other office documents.
11. Sleeping while on duty.
12. Creating or contributing to unsafe or unsanitary conditions within University premises.
13. Unauthorized vending, solicitation or collection from students (selling tickets,
materials, equipment or insurance).
14. Vandalism (writing or scribbling on any parts of the University properties & premises,
removing, tearing or altering the contents of any authorized posters, announcements,
memorandums, circular, and other university documents, record on bulletin boards for
dissemination and information purposes).
15. Rumor-mongering, making vicious or malicious statements and spreading information
concerning any personnel or official, the University or its services without basis or
16. Putting down any department or school policy or practice in the presence of student/s,
parent/s or any person outside the school community.
17. Destructive criticism of colleague in the presence of students, associates and parents.
18. Encouraging parent’s unfair criticism of associates, administration, and the school
19. Provoking or instigating a fight at any time within the school premises.
20. Using or permitting another person to use his/her nameplate or ID card.
21. Improper logging in/out, logging in/out for other personnel not yourself, recording
incorrect, altering/tampering of time in and out.
22. Riding or allowing unauthorized person to operate the University’s vehicle or machinery
when not assigned to such duty, or riding on fenders or running board of any moving
vehicle and/or allowing such unauthorized activities.
23. Deviation from the normal duties and responsibilities, system procedure, standards or
flow of operation without authorization from the immediate authority or from
24. Using University time, materials, tools, machines, equipment, or vehicles for
unauthorized work.
25. Holding of unofficial and non-business related meetings within the school premises
without previous written permission from the school administration.
26. Posting or exhibiting obscene pictures or caricatures or possession of pornographic
materials inside the University premises at any time.
Category “C” Offenses (Serious Offenses)
1. Incurring three to four absences without the proper notice or leave application.
2. Tampering and unauthorized changing of grades submitted by faculty members.
3. Unauthorized or unjustified possession and misuse of examination papers/tests
materials and results, tampering of official records or grading sheets.
4. Alteration, tampering or mispresentation on any transaction within or outside the
5. Offering or accepting anything in exchange for a job, work assignment, work location
or favorable condition of employment.
6. Engaging in horseplay, practical jokes, running, cuffing or throwing things.
7. Taking or drinking alcoholic or intoxicating beverages during working hours or while
inside University premises.
8. Taking part in gambling or any game of chance during office hours or within the
premises of the University.
9. Allowing or assisting the entry of unauthorized persons within the University premises.
10. Negligence in the use of University property such as, but not limited to, motor vehicles,
computers, embossing machines, resulting in minor injury or damage thereto.
11. Breach of contract.
12. Misconduct which directly or indirectly affects the integrity of the school.
13. Unauthorized bringing in, possessing, or attempting to bring into the University
premises deadly weapon(s) (any laded, blunt, or pointed weapon, etc.) not used as a
necessary tool or implement in one’s work.
14. Provoking or instigating a fight at any time within the University premises.
15. Inflicting slight body injury or assaulting any member of the school community on or off
campus except in self-defense or in defense of school property.
16. Threatening, intimidating, coercing, harassing or interfering with fellow personnel.
17. Reporting for work while suffering from a contagious disease.
18. Using, removing, or tampering with fire protection equipment for purposes other than
19. Padding customer receipts and invoices, using a paid invoice from another customer,
using unauthorized invoices thereby short changing the University.
20. Operating, using, or possessing a machine, tool, equipment or vehicle to which the
employees has not been assigned unless authorized by administration.
21. Performing tasks other than assigned work unless authorized by the institution.
22. Issuing false or premature certification.
23. Engaging in business with the DLS Philippines or with any of its member institutions or
contracting business in behalf of the University with an administrator, faculty or
employee for goods and /or services.
24. Habitual violation of less serious offenses. One is considered habitual if within one year
he/she is:
a) Warned 5 times;
b) Warned 3 times and upended one time;
c) Suspended twice for different offenses in a year.
25. Engaging in sabotage/hacking or willful violations of University security control.
26. Willful or deliberate destruction of University property.
27. Using the name of the school to raise funds for whatever purpose without authorization
from the school administration.
Category “D” Offenses (Grave Offenses)
1. Possession and/or use of prohibited/regulated narcotic drugs in any form and quantity.
2. Theft and/or conversion/misappropriation of cash collections, remittances, company
properties, funds and assets regardless of the amount involved.
3. Falsification of official records regardless of the intention or the subject matter
4. Falsifying a testimony given during a school investigation or swearing falsely to an
affidavit or formal statement required to be submitted therein or withholding
information regarding certain events, incidents, or practices that are detrimental to the
operation of the school.
5. Misrepresentation of falsehood committed in accomplishing the employment
application and its attachments.
6. Insubordination: defiance or willful disobedience or disregard of school authority or
violation of reasonable school rules or order in connection/s in his/her work:
a) Disobeying, delaying or non-execution of any official system or procedure or any
direct order or instruction written or verbal that results to rework, work stoppage,
delay, accident, injuries, damages or losses.
b) Refusal to accept work which is related to one’s work assignment and change of
schedule, or work assignment from a supervisor or from management.
c) Refusal to render overtime despite a reasonable advance notice under lawful
circumstances or during emergency situation.
d) Failure to leave place of work or the University premises when required to do so by a
supervisor or school official who is acting within his authority.
e) Failure to give a written explanation when required or ordered by his/her
Head/Supervisor, or by an investigating committee or by any person in authority
within 72 hours up to receipt of such request/order.
f) Not reporting for holidays/rest day work or not rendering overtime after having
agreed to do so except for reasons such as but not limited to health, death, disease
affecting his/her immediate legitimate family.
g) Failure to carry out verbal or written job/work instructions issued by the immediate
Head/supervisor or any senior administrator to whom one’s immediate Head
7. Commission of acts of disloyalty against the interest of the University such as but not
limited to the following:
a) Divulging valuable information of a confidential character regarding the
operations/activities of the University, or any of its personnel to unauthorized
persons or strangers,
b) Engaging in open or clandestine recruitment of personnel, regardless of rank, to
work or be employed in another business or entity without regard to whether or not
the offender actually succeeds in his efforts;
c) Engaging in business competition with or in the same line as that of the University
regardless of the extent of the offender’s participation or interest therein;
d) Working with or rendering services to another entity, whether on a full time or part
time basis, in the course of his employment with the company;
e) Entering into any contract or transaction on behalf of the University, aiding in
misrepresentation or falsifying information, manifestly prejudicial or
disadvantageous to it, whether or not the offender profiled or will profit thereby;
f) Tutoring of a student who is officially enrolled in the BED, in and outside the school
8. Gross negligence in the use of University property resulting in major damage or injury
thereof or to its employees causing loss of lives.
9. Inefficiency in the performance of official duties.
10. Acts of immorality which tend to put the university’s name in disrepute.
a. Leading an immoral, adulterous and disreputable life or conduct.
b. Engaging in or doing sexual acts inside the University premises.
c. Performing or doing indecent acts or willful indecent exposure inside University
premises during any University off-campus activity.
d. Pregnancy on the part of unmarried female personnel.
e. Molesting or otherwise committing acts of lasciviousness on any fellow personnel,
students, or any person inside or outside the school premises during school time.
f. Sexual harassment.
11. Plagiarism or intellectual dishonesty.
12. Any act of dishonesty in the performance of official duties motivated by material gain
regardless of whether or not any damage or injury was actually suffered by the
13. Speaking against Catholic beliefs or propagating non-Catholic beliefs within University
14. Desecration of religious places, articles, or images.
15. Inflicting bodily injury or harm to another employee within university premises.
16. Taking the life of any member of the community willfully or through gross negligence
within school property at any time and during University off-campus activities.
17. Child abuse.
18. Commission of a crime against the person of, school officials, students or any
component element therein.
19. Conviction of a crime involving moral turpitude.
Discipline Matrix
Disciplinary action can range from oral warnings to immediate discharge. Our general
policy is to take disciplinary steps based on the Discipline Matrix below.
Suspension: Suspension: Suspension: Termination
1 Working
3 working
5 working
Suspension: Suspension: Suspension:
1 working
3 working
5 working Termination
Suspension: Suspension:
3 working
5 working Termination
1. The Discipline Matrix is intended as a means of last resort to impose discipline and
safeguard and protect the interest of both the University and its personnel. Thus,
whenever possible, any dispute or irregularity shall be resolved without resorting to the
stringent application of the Matrix.
2. The Discipline Matrix may be modified in part or in whole as deemed necessary by the
University, with due notice to personnel.
3. Offenses which may not be listed below and which might have been committed by any
personnel shall be dealt with and meted the appropriate penalty depending upon the
gravity thereof.
4. No disciplinary action shall be taken against any personnel except after he/she has been
duly notified of the charges and given the opportunity to present proof or evidence in
support of his/her defense.
5. Any disciplinary action taken against any personnel shall be covered by an appropriate
memorandum (except verbal reprimand) which shall be placed in the 201 File of the
personnel for future references.
6. Failure on the part of the University to enjoin strict compliance with the Discipline
Matrix shall not be deemed a waiver of its right to enforce the same or condonation of
any act or omission committed by any personnel.
7. The penalty imposed upon erring personnel on the basis of the Discipline Matrix is
without prejudice to the right of the University to commence the appropriate civil and
criminal suits against such personnel whenever so warranted by the attendant
Complaint Policy
De La Salle Araneta University is committed to providing a safe and productive work
environment, free of threats to the health, safety and well-being of its personnel. These
threats include, but are not limited to, harassment, discrimination, violations of health and
safety rules, and violence.
Procedure in Handling Cases Involving Violations of University Policies
1. A written complaint can be filed by any aggrieved employee, or an incident report can
be filed by a unit head or supervisor or any employee who had reason to believe that an
infraction of company policy has been committed.
2. Such written complaint shall be filed at the Human Resource Office. The HR Officer
shall appreciate the complaint and may relegate it back to the director or unit head of
the complained party for initial investigation and recommendation for proper action.
3. The initial findings of the director or the unit head shall be forwarded to the HR Officer.
4. Based on the initial findings and if the complaint has not been settled at the level of the
director or unit head, the HR Officer shall prepare the formal complaint and serves the
same to the employee under complaint. A duplicate copy is issued to the Union, if
employee concerned is a Union member.
5. The employee under complaint signs the formal complaint upon receipt of the
complaint sheet.
6. In case the employee refuses to sign the complaint sheet, the immediate head of the
employee concerned shall attest that the complaint sheet has been served but refused
by the subject staff.
7. If the complained employee cannot be located, the HR Office via registered mail
transmits the same to the last known address indicated in the employees’ 201 file. The
receipt of the registered mail serves as proof of transmittal of such complaint.
8. From the date of receipt of the formal complaint, the member of the staff has three (3)
calendar days to file a written answer. Failure to do so will be deemed that the
employee is waiving his/her right to present his/her side or evidence in his/her defense,
and proceedings will continue despite the absence or failure to submit an explanation
9. In case of admission by the member of the staff on the complaint filed against him, the
HR Officer imposes the corresponding sanction based on the Discipline Matrix.
10. After receipt of the written reply or after the employee failed to reply as provided for
under item above, the HR Officer shall evaluate the incident, conduct an investigation
and recommend the appropriate action or penalty to be imposed. In this event, the
employee may be represented by the Union or any one chosen by the complained
employee, except an outsider.
11. After the investigation, the HR Officer shall impose the appropriate sanction based on
the Discipline Matrix. The erring employee shall be notified of the sanction through
written communication. Appropriate parties shall be notified by the HR Office.
Any personnel who witnesses or is subject to inappropriate conduct in the workplace may
complain to the Grievance Committee through the Human Resource Office or to any
University Operation Council member. Any supervisor, officer or University administrator who
receives a complaint is required to immediately notify the Grievance Committee through the
Human Resource Office. Inappropriate conduct includes any conduct prohibited by the policies
about harassment, discrimination, discipline, workplace violence, health and safety, and drug
and alcohol use. In addition, personnel are encouraged to come forward with any workplace
complaint, even if the subject of the complaint is not explicitly covered by the written policies.
Once a complaint is made, the Grievance Committee will immediately conduct a complete
and impartial investigation as outlined in the current Collective Bargaining Agreement. All
complaints will be handled as confidentially as possible. When the investigation is complete,
the Grievance Committee will recommend a corrective action if appropriate. If either of the
party thinks that the decision of the Grievance Committee is unfair and inappropriate, the
matter may be elevated to the University President.
Beneficiary Scholarship
Free tuition fee, in form of scholarship grant for the duration of chosen undergraduate
course, shall be enjoyed by any chosen beneficiary, qualified academically, of a regular
personnel of DLSAU, who has rendered at least ten (10) years continued service, shall be given
by the University. This scholarship is non-transferable.
Tuition Fee Subsidy
a. A full (100%) tuition fee discount shall be granted to any regular personnel enrolled in an
undergraduate or graduate course. If they choose to enroll in other schools, the subsidy
shall be based on the tuition rate per unit of DLSAU.
b. Discount on tuition fees based on the schedule below shall be granted to legitimate or
legally adopted children. However miscellaneous fees shall be paid in full.
1st child in DLSAU
2nd child in DLSAU
Thesis/Dissertation Grant
All personnel (both academic and non- academic) shall be entitled to the following
thesis/dissertation grant, without regard to their status and number of years of service to the
University. Viz:
1. A grant of P15, 000.00 for Master’s Degree and P25, 000.00 for Doctoral Degree
shall be given to any personnel who pursue a graduate degree.
2. The amount to be given as a grant to the personnel shall be released on two (2)
a) 50% upon approval of the thesis/dissertation proposal.
b) 50% upon approval of the Oral Examination given by the Graduate School Panel
of Examiners
3. The thesis shall be finished within two (2) years and three (3) years from the time the
thesis or dissertation proposal is approved.
4. In case for non-completion within the prescribed period, the personnel shall be
required to return the entire amount released to him/her.
Longevity Pay
Longevity pay of twenty-five (25) pesos for every year of service shall be granted to all regular
personnel. This shall be given on the first month after his/her fifth employment anniversary
date, estimated to begin at P125.00 per month and have an additional twenty-five (25) pesos
every year thereafter.
One-Time Grant
A one-time grant of P1,000.00 per year in every five years in service of all regular personnel
shall be awarded during the University Foundation Day as follows:
5 years in service
P 5,000.00
10 years in service
15 years in service
20 years in service
25 years in service
30 years in service
35 years in service
40 years in service
Wedding Gift
A wedding gift of P5,000.00 shall be given to a regular personnel who gets married,
provided that the marriage is solemnized in a church.
Bereavement Assistance
1. All personnel shall be assessed a one-time contribution of P100.00 each through salary
deduction in case of death of a personnel or his/her spouse; the University shall give a
counterpart contribution equivalent to 100% of the total contribution from the personnel.
2. All personnel shall be assessed a one-time contribution of P50.00 each through salary
deduction n case of death of the personnel’s parent and or unmarried dependent children
under 21 years old. In case of dependent children, University shall give a counterpart
contribution equivalent to 50% of the total contribution of personnel, and in case of parent,
3. Retired personnel who meet their death within five (5) years after retirement shall be given
bereavement assistance by the incumbent personnel of the University of P50.00 each,
through one-time salary deduction. The University shall give a contribution equivalent to
50% of the total contribution from the personnel.
4. The family of the deceased must submit a death certificate to the HRO as a conditional
precedent for the release of the bereavement assistance.
Health Insurance
The University shall provide health insurance coverage to all covered personnel and shall
shoulder its premium cost as follows:
Number of Enrolment Years
% of Premium Cost Covered
10 & above
Rice Subsidy Allowance
All regular personnel shall be granted rice subsidy allowance of one thousand five hundred
(1,500.00) on a monthly basis.
Perfect Attendance Award
This is an annual award initiated by the Administration and given to an employee who has
not incurred any unexcused absence and tardiness. (See Appendix D Guidelines on the Perfect
Attendance Award).
Appendix A
The University Research Center shall be the preeminent international institution engaged
in groundbreaking and cutting-edge researches for environmental studies, veterinary and
agricultural sciences, technology and integrated systems, educational development, social
sciences, management, and policy in response to the escalating multifaceted challenges of the
The Center, using world-class approaches, conducts outstanding scholarly researches,
strategic analyses, and science-based policy solutions that address not only the local-nationalglobal scale veterinary and agricultural issues but also their socio-economic risks and impacts.
The Center, having partnerships with the different stakeholders such as Local Government
Units (LGUs), Non-Governmental Organizations, (NGOs), People’s Organizations (POs),
government institutions, and international agencies, creates researches that serve as
platforms on the dynamics of educational, psychological, and environmental modulations due
to the geographical exposure and state of economies.
The Center, using internationally accepted social and technical models, generates research
outputs that address the existing policy implementation gap concerning the translation of the
diverse management strategies and schemes into actual execution.
Guidelines for APA Format 6TH Edition
(Research Journals and Theses /Dissertations)
I. Format and Styles
Standard size is 8 ½ x 11 inches
Times Roman
12 point font
Always use double-spacing between every line of the title, text in the abstract
and body of the paper, headings, quotations, references and tables.
Uniform margin of 1” at the top, bottom and sides
Page Numbers
Number consecutively beginning with the title page
Do not sub-page numbers like 3a
Paragraph and Indentions
Indent the first line of every paragraph and reference
Abstract pages are done in block format, as are titles and block quotations.
First heading of each section is centered
Sub-headings for additional sections have unique properties
Spacing and Punctuation
Space after all punctuations: comma, colon, semicolons, end of sentences,
within the citation, after the initial of personal names
Do not space after internal abbreviations or around colons in ratios
Hyphen – use no space before after
Dash: type as two hyphens with no space before or after
Minus: type as hyphen with a space on both sides
Negative value: type as hyphen with a space before but not after
Headings (3 Levels)
1st heading for each section is centered with upper and lower case characters
2nd heading is flush-left, underlined, with upper and lowercase characters
3rd headings is indented, underlined, with upper and lower case paragraph
heading ending with a period
Within a paragraph or sentence, use lowercase letters in parentheses, (a), (b),
(c), etc.
For seriation of separate paragraph, number of each paragraph with an Arabic
numeral, followed by period but not enclosed in or followed by a
II. Parts of the manuscript (Research Journals)
Title page
Include a title, which summarizes the main idea of the paper
The author’s name and institutional affiliation should be included
Both the title and author’s information are centered on the page
Running head; printed at the top of the page but below the page header,
flush-left, in all upper case letters, not exceed 50 characters
A brief comprehensive summary of the contents of the paper
The abstract be gins on a new page
The word “Abstract” is centered at the top of the page in the upper and lower
case letters
Single paragraph in block format, not indented
Not included in papers done for course work unless publication is the
ultimate goal
Present the specific issue to be studied and describe the studied and describe
the research strategy employed
Review of literature is included, but not at a level as if your reader has no prior
Should conclude with stating the purpose and rationale study
Headed with the title of the article (centered) on a new page with a page
header and page number (right justified)
The word ‘Introduction “is not used
Describes in detail how the study was conducted
Materials or instrument
Design and procedure
Summarizes the date collected and the statistical comparisons performed
Use sufficient detail to justify the conclusions
The portion of the paper where you are able to examine, interpret, and qualify
the results of the study; also where interferences are usually made
Don’t be rehash point already made; each new statement should present
something that contributes to your position in the paper
Address what the study has contributed, how it addressed the original
problem specified, and any implications that can be drawn
All citations made in the paper must be shown on the reference page
Reference should be cited accurately
Start a new page in the paper, headed with “References”, centered in upper
and lowercase letters
All references are doubled spaced, indented on the first line, listed
III. Parts of the Manuscript (Theses/Dissertations)
Chapter 1
The Problem and a Review Related Literature
Full Titled centered
Establish just exactly what the problem is (include discussion of the
background of your study and its significance and justification on why
you want to study this research topic)
A Review of Literature connects your problem with your theoretical
framework (use theories and other studies as your review of the
literature and then choose among the items you presented the particular
theories to help you solve your research problem.
Statement of the Problem (the writer must set up the organization in the
Discuss how you see the problem in the context of the theoretical framework)
Establish your basis to solve the problem; use the theoretical framework
The definition of terms should be defined both conceptually and
This includes the discussion of the process the researcher will be doing in order
to solve the problem. Determine the research design to be used.
Remember to choose appropriate methods then specific subjects (sampling
method), procedure/s will be doing for data gathering and statistical
tools determine the level of significance.
Chapter 3
Result and Discussion
Results answer your problems in order based on the enumerated
statement of the problem.
Find the solution to your problems
Discussion (what do the results mean)
Discuss, integrate and synthesize the meaning of your results
Chapter 4
Summary, Conclusion and Recommendations
Summary summarizes Chapter 1-3 by synthesizing them into 2-3 paragraphs,
then using 1-2 sentences states what your finding mean, as your
conclusion which serves as your conclusion. You have to come up with 1
conclusion which serves your major contribution to your field of
knowledge/ area of specialization
Recommendations based on the findings and derived conclusions, come up
with your recommendations.
(Cite the references using the APA from)
a. List of references begins on a new page: Heading is centered
b. List is alphabetized by author’s name
The first line of an entry is at left margin; subsequent lines indent ½” or
(five spaces).
d. Double spacing all throughout
Note: APA style requires that an alphabetical listing of the sources actually used
and cited be placed at the end of the research paper. If the materials are not cited
in the paper, then it should not appear in the References.
IV. Rules of Referencing
Journals, Magazines, Newspapers in Print Format
General Form
Author, A. A., Author, B.B., & Author, C.C. (Year). Title of the article.
Title of Journal, xx, xxx-xxx.
Note: The journal title and the volume number are in italics. Issue numbers are not
required if the journal is continuously paged. If paged individually, the volume number
is required and is in regular type in parentheses adjacent to the volume number.
One Author
William, J.H. (2008). Employee engagement: Improving participation in
safety. Professional Safety, 53(12), 40-45.
Two to Seven List Authors (All List authors)
Keller, T.E., Cusick, G. R., & Courtney, M. E., (2007). Approaching the
transition to adulthood: Distinctive profiles of adolescent aging out of
the child aging system. Social Services Review, 81, 453-484.
Eight or More Authors (List the First six authors,... and the last author)
Wolchick, S.A.,West, S. G., Sandler,I.N., Tein J.-Y., Coatsworth,D.,
Lengua, L.,…Griffin,W. A.(2000).An Experimental evaluation of theorybased mother and mother and child programs for children of divorce.
Journal of Consulting and Clinical Psychology, 68, 843-856.
Magazine Article
Matthews, J., Berret, D. & Brillman, D. (2005, May 16). Other
winning equations. News Week, 145 (20), 58-59.
News Paper Article with no Article and No Author and Discontinues Pages
Generic Prozac debuts. (2001, August 3) The Washington Post, pp. E1, E4
General Form
Author, A. A. (Year). Title of work. Location: Publisher.
One Author
Alexie, S. (1992). The business of fancy dancing: Stories and poems.
Brooklyn, NY: Hang Loose Press.
Corporate Author with an Edition and Published by the Corporate Author
American Psychiatric Association. (1994).Diagnostic and statistical
manual of mental disorders (4th ed.). Washington DC: Author.
Anonymous Author
Darland’s illustrated medical dictionary (31sted.). (2007). Philadelphia, PA:
Chapter in a Book
Booth-LaForce, C., & Kerns, K. A. (2009). Child-parent attachment
relationships, peer relationships, peer-group functioning. In K. H.
Rubin, W. M., Bukowski & B. Laursen (Eds.), Handbook of peer
interactions, relationships and groups ( pp. 490-507). New York, NY:
Guilford Press
General Format- Databases
Author, A.A., Author, B.B., & Author C.C.,(Year). Title of article. Name of
Journal, xx, xxx-xxx. Doixxxxxxxxxxx
Article Retrieved from Online Database
Note: Use the article’s DOI (Digital Object Magnifier), the unique code
given by the publisher to a specific article.
Senior B., & Swailes S.,(2007). Inside management teams: Developing a
teamwork survey instrument. British of Journal Management, 18 138153.doi10.1111j.1467 -85571.2006.00507.x
Note: Use the journal’s homepage URL (or home page address) if there is no DOI.
This may require a web search to locate the journal’s home page. There is no
period at the end of the web address. Break a long URL before the punctuation.
Koo, D.J., Chitwood, D.D. & Sanchez J. (2008).Violent victimization and
the routine activities /life style of an active drug users. Journal of Drug
Issues, 38, 1105-1137. Retrieve from
Article from an Online Magazine
Lodewijkx,H.F.M.( 2001, May 23).Individual group continuity in
cooperation and competition under varying communication conditions.
Current Issues in Psychology 6, (12), 166-182. Retrieved from http://
General Form
Author A. A.( Year).Title of Work. Retrieved from web address
Online Report from Nongovernmental Organization
Kenny, G. M., Cook A., & Pelletier J.(2009). Prospect from reducing
uninsured rates among children: How much can premium assistance
programs help?
website url.fcm? ID411823
Online Report with no Author Identified and no Date
GVU’s 10th WWW user survey.(n.d.). Retrieved from
Websites in Parenthetical Citations
To site an entire Web site (but not specific document within the site), it is
sufficient to give the URL site in the text. No entry in the references
needed. Example:
Kidpsych is an excellent website for young children (http://www.kidpsych
Multimedia, Videos and Blogs
American Psychological Association. Producer. (2000). Responding
therapeutically to Patient Expression of SexualAttraction (DVD)
Available from http://
Van Nuys, D. (Producer). (2007, December 19). Shrink rap radio
(Audio Podcast). Retrieved from
Blog post:
Myers, P.Z. (2007, January 22) the unfortunate prerequisites and
partitioning you mind (Web log
Retrieved from
Pharyngula/2007/01/ the_unfortunate_prerequisites.php
Middle Kid. (2007, January 22) Re: The unfortunate prerequisites and
consequences of partitioning your mind(Web log comment). Retrieve
Note: In the second example a screen name is used for the author name,
the author has adapted a nickname, or screen name, to use when posting
comments to the web log.
Video Blog Post:
Norton, R. (2006, November 4). How to train a cat to operate a light
switch (Video file).
V. Reference Citations in Text
Indirect Quotation with Indirect Citation
Library historically highly value intellectual freedom and patron
confidentiality (LaRue, 2007) .
Indirect as Part of Narrative
La rue (2007) identified intellectual freedom and patron confidentiality as
two keys held historically by libraries.
Direct Quotation with Parenthetical Citation
Darwin use the metaphor of the tree of life “to express the other form of
interconnectedness-genealogical rather than ecological”( Gould &
Brown, 1991. p14).
Direct Quotation with author as part of the Narrative
Gould & Brown (1991) explained that Darwin used the metaphor of the
tree of life “to express the other form of interconnectednessgenealogical rather than ecological (p14).
When citing in the text the work discussed in a secondary source, give both
the primary and secondary sources. In the example below, the study by
Seidenberg and McClelland in an article by Coltheart, Curtis, Atkins , and
Seidenberg and McClelland’s study (as cited in Coltheart and Curtis,
Atkins & Haller, 1993) provided a glimpse in the world.
In the reference page, you would cite the secondary source you read not the
original study.
Coltheart M., and Curtis B., Atkins P. & Haller M. (1993). Models of
Reading Aloud: Dual-route and parallel- distributed-processing
approaches. Psychological Review, 100, 589-608.
VI. Table Format
Basic Presentation and Formatting
Each table is preceded by the capitalized word “table “followed by an Arabic
Number (e.g. Table 1,table 2, Table 3). The number given to the table is determined
by the order in which that table is referred to in the text (i.e. the first table discussed
is Table 1 the second table is Table 2, and so on). Capitalize “table” and do not bold
or italicize the text.
Each table has a unique title written directly below the table number. Title
should be brief yet descriptive. Capitalize each major word in the title (but not of on,
in, and etc.). Italicize the titles. Don’t put a period.
Example: Mean performance of Student with Different College Majors
Tables in the new 6th edition APA format can be double-spaced or single-spaced
with readability as primary consideration. Spacing should be consistent throughout
the table.
Put lines in the table only when they are necessary for clarity. Horizontal lines are
permissible; vertical lines are not.
Use a serif font Times Roman or Courier for text and tables. Serif means that there
are short lines at the end of the strokes of letters.
Example: This is written in serif font. This is sans serif font.
Columns and Headings
1. Generally, arrange the tables such as different types of information are located
in different columns, with items to be compared located in neighboring
2. Each component of the table is unique; don’t repeat rows or columns within the
3. Each column and row will have a heading; heading should be concise but
descriptive. Capitalize the first word of the heading. Do not bold or italicize the
text; do not put a period after the heading. Example: Temporal Lobe
4. Column headings refer to information below, not next to the heading.
5. Column headings can be of two types: they can cover just one column, or they
can cover multiple columns, there must be a row above or beneath that heading
that contains individual column headings.
6. Columns and row headings may contain standard symbols and abbreviation (e.g.
M, SD, df, F) without explanation, but nonstandard abbreviations should be
explained in a note to the table (below). Unlike full words, abbreviations in
headings don’t necessarily need to be capitalized.
1. If individual cell contains text, capitalize the first word.
2. Cells typically contain numbers, not text. Use the number of decimal place that
is appropriate for your analysis. This will often be two, but maybe more or less
depending on the level of precision required by your analysis.
3. Be consistent in the number of the decimal places you use within the column
and within comparable values elsewhere.
4. If a cell must remain empty, put in a dash (--) and explain your absence of data in
the note to the table.
Notes to the Table
1. Occasionally you may need to provide additional information about an aspect of
a table. You can present this information in the note to the table rather in the
text or in the table itself.
2. Notes to the table appear underneath the table being supplemented. Notes
begin under the first column and are left-justified and single or double-spaced.
Each note begins on a new line.
3. There are three kinds of notes to the tables:
a. General notes are about the table as a whole. They begin with the capitalized
and italicized “Note” followed by a period. The first word of the text of the
note is capitalized, and the notes end in period. Example: Note. All
nonsignificant three-way interactions were omitted.
Specific notes are about a particular column, row, or cell. They begin
with lower-case letter superscript format (e.g., a); this letter is also appear in
the column, row or cell that your notes are refers to. Use letter in alphabetical
in order. Order the letters in the body of the table from the upper left-hand
side of the table to the lower-right hand side. Notes end with a period an=15
for each group.
c. Probability notes are about statistical findings. These are commonly used to
specify the p-value of a particular statistical test. For example, if you have
some results that are significant at the p=.05 level and others that are
significant at the p=.01 level, put different symbols next to those results in the
table, and provided an explanatory note of your symbols underneath the
table. Begin probability notes with the symbol to be defined and end them
with the period. Example *p<.05. ** <.01.
4. If you have a note of each kind (or any two of the three kinds), they must appear
in the order of General note, Specific note, and Probability note.
VII. Figure Format
Figures are also numbered consecutively in the order in which they are first
mentioned in the text. Use the word “Figure” and an Arabic numeral (e.g. Figure 1,
etc.). The word figure and its numeral are italicized and the first word of the title of the
figure and any proper nouns are capitalized. Title ends with the period.
Appendix Format
This section may contain raw data, calculations, detailed descriptions of pieces of
equipment, etc. Include an appendix only if it helps the reader to understand your paper
better. An appendix should be double-spaced and should begin on a new page with the
“Appendix” centered at the top. Regular page numbers continue throughout the
appendix. The appendices may be identified as A, B, etc. in the order in which they are
mentioned in the text (i.e. Appendix A, Appendix B, etc.)
Honoraria for Faculty and Student Researchers
Computations of the Research Honorarium
Basic Research
Mobility (e.g. photocopy, supplies, etc.)
Presentation (Local)
Presentation (National)
Presentation (International)
Refereed (National)
Refereed (International)
Maximum of Php 12,000.00
Applied Research
Mobility (e.g. photocopy, supplies, reagents, etc.)
Presentation (Local)
Presentation (National)
Presentation (International)
Refereed (National)
Refereed (International)
Maximum of Php 17,000.00
Appendix B
De La Salle Araneta University
Faculty Code ________________ Subject ________________________________
Section_____________________ Date _________________________________
Direction: Encircle one description in every item that best describes your teacher in this
5 - (A) Always demonstrates behavior in class
4 - (O) Often demonstrates behavior in class
Very Satisfactory
3 - (So) Sometimes demonstrates behavior in class =
2 - (Se) Seldom demonstrates behavior in class
Needs Improvement
1 - (N) Never/ Does not demonstrate behavior at all =
1. Supplements textbook materials with other references
such as internet, journals, researches, handouts etc.
2. Gives clear and purposive assignments that require
supplementary materials.
3. Handles the lesson with clear, simple and orderly
4. Encourages students to actively participate in class
5. Presents the lesson in an interesting and systematic
manner using teaching devices.
6. Gives emphasis to the important points after students’
report or teacher’s lecture.
7. Uses different teaching techniques and adjusts them to
the students’ abilities for effective learning.
8. Employs strategies/activities which
8.1 are appropriate for the objectives of the lesson
8.2 are student-centered
9. Asks challenging questions and welcomes varied ideas
and opinions.
10. Presents the outline of the topics to be discussed in
11. Starts and ends the class on time.
12. Starts and ends the class with a prayer.
13. Checks the attendance and sees to it that everything is
in order before starting the day’s lesson.
14. Maintains discipline in class and does not allow undue
15. Makes full use of the class hour for the lesson and not
for irrelevant topics.
16. Strictly administers tests, quizzes, seatworks, etc., and
gives appropriate feedbacks to students.
17. Commands respect from the students.
18. Updates students on their academic performance.
19. Knows very well what he/she is teaching.
20. Relates latest development in areas under discussion.
21. Raises problems and issues relevant to the topic of
22. Explains the subject with depth without completely
relying on the prescribed reading.
23. Is able to integrate topics discussed in the lesson.
24. Relates the topics being discussed to concepts
previously learned by the students.
25. Integrates values in all his/her lessons.
26. Answers questions correctly and courteously that
inspires class confidence.
27. Speaks in a clear and well-modulated voice.
28. Shows mastery of the medium of instruction.
29. Shows that he/she is approachable.
30. Has established rapport with the students and treats
them fairly and with respect.
31. Shows consistency in speaking positive words and in
doing positive deeds.
32. Guides, counsels and inspires students for selfdevelopment.
Appendix C
We believe that true democracy can be best achieved by proper education made available to as
many people as possible; that the teaching profession has as its central purpose the welfare of
all the people; that such large and inescapable responsibility of fashioning the ideals of the
nation requires the services of men and women of high ideals, broad education and profound
human understanding; and ultimately, that such responsibility entails an accounting to all
those who are granted the authority or privilege.
Article I – Scope and Limitation
Section 1. The term “teacher” used in this Code shall include all persons directly engaged in
teaching from the primary to the graduate level of the University. The term “school official”
refers to any person engaged in educational work other than classroom teaching, in a
supervisory or administrative capacity.
Section 2. The term “school” includes any institution for teaching, which offers courses of
kindergarten, primary, intermediate, or secondary instruction or superior courses in vocational,
technical, professional or special school by which diplomas or certificates are to be granted or
titles and degree conferred.
Article II – The Teacher and the Nation
Section 1. The schools are the nurseries for future citizens of the nation. Above all, they are
the builders of the future of the nation; they are under moral obligation to foster respect for
human dignity, elevate national morality, nurture love of country and promote brotherhood
among men.
Section 2. The interest of the country demand that every school official or teacher be
physically, mentally, and morally fit for the service he has to render. Devotion to duty,
punctuality, honest, and efficiency are expected of him.
Section 3. No school official or teacher in his capacity as such shall directly or indirectly solicit,
require, collect, or receive any money or service or other valuable material from any person or
entity for the promotion of any political or other similar partisan interest.
Section 4. School officials and teachers may vote and exercise other constitutional rights.
However, no school official or teacher may use his position or official authority or influence to
coerce political action, promote partisan politics or selfish propaganda of any kind.
Article III – The Teacher and the Community
Section 1. As moulders of the youth, all officials and teachers should strive loyally and
devotedly to render the best service and to have active participation in community movements
for moral, social, educational, economic and civic betterment. He should direct full and free
discussion of appropriate controversial issues with the expectation that comparisons,
contracts, interpretations will lead to an understanding, appreciation, acceptance and practice
of the principles of democracy.
Section 2. If the school official or teacher is to merit reasonable social recognition, it is his duty
to be socially acceptable by keeping himself morally upright, refraining from gambling,
abhorring drunkenness, and other excesses, and avoiding immoral relations. He should
recognize and perform all the duties of citizenship.
Section 3. The teacher can immeasurably enhance his social usefulness by living for and with
the community. He should therefore study and understand the local customs and traditions
and refrain from disparaging the community in which he lives. His personal conduct should not
needlessly offend the accepted pattern of behavior of the community where he lives. Instead,
his life should show that education makes people better citizens and better neighbors.
Section 4. Every school officials or teacher should keep the people in the community informed
as to the work and accomplishments of the school as well as its needs and its problems. He
should also be sensitive and aware of the needs of the community. He should be loyal to the
school system and criticisms and effect change for the better.
Section 5. As an intellectual leader in the community, especially in the barrio, the school
official or teacher should welcome every opportunity to serve as a counselor in matters
affecting the welfare of the people. Their cooperation, however, should be predicted upon the
recognition of the work and the dignity of individual personality.
Section 6. All school officials and teachers should endeavor to maintain harmonious and
pleasant personal and official relations with other professionals and government officials.
They should observe the professional courtesy of transacting official business with the properly
designated authority.
Article IV – The Teacher and His Profession
Section 1. All school officials and teachers should feel that teaching is among the noblest of
professions. They should manifest genuine enthusiasm and pride in their calling, and uphold
the importance of their services to society. On the other hand, they should not use their
profession as a means for exploitation or oppression.
Section 2. Every school official or teacher should uphold the highest possible standard by
making the best preparation for his calling. He should fearlessly oppose the admission into the
profession of any person who is physically, mentally or morally deficient or who is inadequately
prepared, and encourage able and sincere individuals to enter the teaching profession.
Section 3. All school officials and teachers should strive to broaden their cultural outlook and
deepen their professional interest. They should improve their efficiency by study, by travel and
by other means which keep them abreast with the trends in education and the world in which
they live and thus enhance the prestige of the profession.
Section 4. Teachers should avoid the promotion of organization rivalry and divisive
competition which weaken the cause of education.
Article V – The Teacher and His Associates
Section 1. All school officials and teachers should at all times be imbued with the spirit of
professional loyalty, mutual confidence and faith in one another, self-sacrifice for the common
good, and cheerful cooperation with one’s colleagues. When the best interest of the children,
the school, or the profession is at stake, it is the duty of school officials and teachers to support
one another.
Section 2. Except when called upon for counsel or other assistance, a teacher should not
interfere in any matter between another teacher and a pupil.
Section 3. Every school official or teacher should give due credit for assistance received from
his associates. He should not appropriate for himself the work of others.
Section 4. A school official or teacher before leaving a position should organize and leave for
his successor such records and other data as are necessary to carry on the work.
Section 5. A school official or teacher should hold inviolate all confidential information
concerning his associates and school; he should not divulge to interested persons documents
which have not yet been officially released nor removed records from the files. A teacher
should never cast reflections on the activities of a fellow teacher.
Section 6. A teacher should avoid unfavorable criticism of other teachers except that formally
presented to a school. Anonymous of fabricated criticism of an associate is unwarranted.
Justified criticism in the interest of the service, however should not be withheld but should be
presented with the supporting evidence. No criticism of an associate should be made in the
presence of pupils or students, fellow teachers, or patrons.
Section 7. No school official or teacher should apply for a position that is not vacant or
definitely known about to be vacant, nor criticize the qualifications of a competitor or of its
occupant if he has personal aspirations even if given the opportunity to do so.
Section 8. Teachers should transact all official business through channels except when special
conditions warrant a different procedure.
Article VI – The Teacher and His School
Section 1. Every school official or teacher should support loyally the legitimate policies of the
school and the administration. The teacher or school official should make an honest effort to
understand these policies and, regardless of personal feelings or private opinions, faithfully
carry them out so long as he remains in the organization. He must also refrain from talking ill
of his school. Constructive criticism may be made if properly brought to the attention of the
school administration.
Section 2. As individual or groups, teachers and school officials have a right to protest against
injustice and discrimination, but the important nature of their service renders any recourse to a
strike or walkout indefensible.
Section 3. Since qualification and merit should be the sole determining factor in appointment
and promotion, the use of pressure on school officials to secure a position, promotion or other
favors, is unethical.
Section 4. A teacher or school official accepting a position assumes a contractual obligation
and should, therefore, have a full knowledge of the terms and conditions of his employment. A
contract once signed should be faithfully adhered to until it is dissolved by mutual consent.
Article VIII – The Teacher and the Students
Section 1. The teacher should recognize that the interest and welfare of the pupil or students
are his first and foremost concern. He should therefore, assist the student in developing an
outlook on life which is workable and free.
Section 2. It is the duty of the teacher to be just, courteous, and professional in all his relations
with his students. He shall consider their individual differences, needs, interests,
temperaments, aptitudes, and environments.
Section 3. He should refrain from tutoring students of his classes for pay, and referring such
students to any member of his immediate family for tutoring.
Section 4. No teacher or school official should allow himself to be influenced by any
consideration other than merit in the evaluation of the students’ work. It is improper for a
teacher or a school official to accept or ask, directly or indirectly, personal service, gifts or
other favors from any of his students or their parents that would tend to influence his
professional relations with them.
Section 5. No school teacher or school official should inflict corporal punishment on offending
pupils or students, nor should he make deductions in their scholastic ratings for acts that are
clearly not manifestations of poor scholarship. Included in this category, is the giving of special
merits for considerations not related to scholastic achievements.
Section 6. The professional relations of a teacher with his students demand the same
scrupulous care that is usual in confidential relations. A teacher, therefore, should not disclose
any information obtained confidentially from his students, unless it is for the best of the
student and the public.
Section 7. The teacher should seek to establish friendly and intelligent cooperation between
home and school ever keeping in mind the dignity of his profession and the welfare of the
students. He should do or say nothing that would undermine the confidence and respect of his
students for their parents. He should inform the students and the parents regarding the
importance, purposes, accomplishments, and needs of the school.
Article VIII – The Teacher and Private Business
Section 1. All school officials and teachers should maintain a good reputation with respect to
financial matters. They should pay their just debts or otherwise arrange the settlement of their
financial obligations with their creditors. They should abide by their oral agreements as well as
those in writing.
Section 2. No school official or teacher should contract loans from his superiors, associates,
subordinates, pupils or students, or their parents.
Appendix D
Purpose: This award is initiated by the University to encourage timeliness and recognize
individuals for their continuous and consistent prompt presence at work.
The Perfect Attendance Award applies to all full-time faculty, staff and administrators.
Criteria will be based on the attendance record of one school calendar from June 01 to May 31.
Definition and Guidelines
A perfect attendance is defined as no tardiness and no missed day at work due to unauthorized
absence, sickness or any other medical condition.
Implementing Rules:
1. One may be awarded if during the calendar period of evaluation one has no:
a. unauthorized tardiness and or absence
b. absence in any of University activities which may fall in any scheduled day
c. absence due to sickness and other medical condition (ex. maternity, recuperation from
an illness, etc)
d. absence without pay as a result of a disciplinary action
2. For college faculty, attendance on teaching, consultation and office hours are considered in
the criteria.
3. List of qualified applicants is recommended for the President’s approval at the end of every
school calendar.
4. A certificate of recognition and a cash award shall be given to each qualified personnel.
5. The recognition and awarding will be during Founding Anniversary Testimonial Ceremony.
Appendix E
Be it enacted by the Senate and House of Representatives of the Philippines Congress assembled:
Section 1. Title. - This Act shall be known as the "Solo Parents' Welfare Act of 2000."
Section 2. Declaration of Policy. - It is the policy of the State to promote the family as the
foundation of the nation, strengthen its solidarity and ensure its total development. Towards
this end, it shall develop a comprehensive program of services for solo parents and their
children to be carried out by the Department of Social Welfare and Development (DSWD), the
Department of Health (DOH), the Department of Education, Culture and Sports (DECS), the
Department of the Interior and Local Government (DILG), the Commission on Higher
Education (CHED), the Technical Education and Skills Development Authority (TESDA), the
National Housing Authority (NHA), the Department of Labor and Employment (DOLE) and
other related government and nongovernment agencies.
Section 3. Definition of Terms. - Whenever used in this Act, the following terms shall mean as
(a) "Solo parent" - any individual who falls under any of the following categories:
(1) A woman who gives birth as a result of rape and other crimes against chastity even
without a final conviction of the offender: Provided, That the mother keeps and raises
the child;
(2) Parent left solo or alone with the responsibility of parenthood due to death of
(3) Parent left solo or alone with the responsibility of parenthood while the spouse is
detained or is serving sentence for a criminal conviction for at least one (1) year;
(4) Parent left solo or alone with the responsibility of parenthood due to physical and/or
mental incapacity of spouse as certified by a public medical practitioner;
(5) Parent left solo or alone with the responsibility of parenthood due to legal
separation or de facto separation from spouse for at least one (1) year, as long as he/she
is entrusted with the custody of the children;
(6) Parent left solo or alone with the responsibility of parenthood due to declaration of
nullity or annulment of marriage as decreed by a court or by a church as long as he/she
is entrusted with the custody of the children;
(7) Parent left solo or alone with the responsibility of parenthood due to abandonment
of spouse for at least one (1) year;
(8) Unmarried mother/father who has preferred to keep and rear her/his child/children
instead of having others care for them or give them up to a welfare institution;
(9) Any other person who solely provides parental care and support to a child or
(10) Any family member who assumes the responsibility of head of family as a result of
the death, abandonment, disappearance or prolonged absence of the parents or solo
A change in the status or circumstance of the parent claiming benefits under this Act,
such that he/she is no longer left alone with the responsibility of parenthood, shall
terminate his/her eligibility for these benefits.
(b) "Children" - refer to those living with and dependent upon the solo parent for support
who are unmarried, unemployed and not more than eighteen (18) years of age, or even
over eighteen (18) years but are incapable of self-support because of mental and/or
physical defect/disability.
(c) "Parental responsibility" - with respect to their minor children shall refer to the rights
and duties of the parents as defined in Article 220 of Executive Order No. 209, as amended,
otherwise known as the "Family Code of the Philippines."
(d) "Parental leave" - shall mean leave benefits granted to a solo parent to enable him/her
to perform parental duties and responsibilities where physical presence is required.
(e) "Flexible work schedule" - is the right granted to a solo parent employee to vary his/her
arrival and departure time without affecting the core work hours as defined by the
Section 4. Criteria for Support. - Any solo parent whose income in the place of domicile falls
below the poverty threshold as set by the National Economic and Development Authority
(NEDA) and subject to the assessment of the DSWD worker in the area shall be eligible for
assistance: Provided, however, That any solo parent whose income is above the poverty
threshold shall enjoy the benefits mentioned in Sections 6, 7 and 8 of this Act.
Section 5. Comprehensive Package of Social Development and Welfare Services. - A
comprehensive package of social development and welfare services for solo parents and their
families will be developed by the DSWD, DOH, DECS, CHED, TESDA, DOLE, NHA and DILG, in
coordination with local government units and a nongovernmental organization with proven
track record in providing services for solo parents.
The DSWD shall coordinate with concerned agencies the implementation of the
comprehensive package of social development and welfare services for solo parents and their
families. The package will initially include:
(a) Livelihood development services which include trainings on livelihood skills, basic
business management, value orientation and the provision of seed capital or job
(b) Counseling services which include individual, peer group or family counseling. This will
focus on the resolution of personal relationship and role conflicts.
(c) Parent effectiveness services which include the provision and expansion of knowledge
and skills of the solo parent on early childhood development, behavior management,
health care, rights and duties of parents and children.
(d) Critical incidence stress debriefing which includes preventive stress management
strategy designed to assist solo parents in coping with crisis situations and cases of
(e) Special projects for individuals in need of protection which include temporary shelter,
counseling, legal assistance, medical care, self-concept or ego-building, crisis
management and spiritual enrichment.
Section 6. Flexible Work Schedule. - The employer shall provide for a flexible working schedule
for solo parents: Provided, That the same shall not affect individual and company productivity:
Provided, further, That any employer may request exemption from the above requirements
from the DOLE on certain meritorious grounds.
Section 7. Work Discrimination. - No employer shall discriminate against any solo parent
employee with respect to terms and conditions of employment on account of his/her status.
Section 8. Parental Leave. - In addition to leave privileges under existing laws, parental leave of
not more than seven (7) working days every year shall be granted to any solo parent employee
who has rendered service of at least one (1) year.
Section 9. Educational Benefits. - The DECS, CHED and TESDA shall provide the following
benefits and privileges:
(1) Scholarship programs for qualified solo parents and their children in institutions of
basic, tertiary and technical/skills education; and
(2) Nonformal education programs appropriate for solo parents and their children.
The DECS, CHED and TESDA shall promulgate rules and regulations for the proper
implementation of this program.
Section 10. Housing Benefits. - Solo parents shall be given allocation in housing projects and
shall be provided with liberal terms of payment on said government low-cost housing projects
in accordance with housing law provisions prioritizing applicants below the poverty line as
declared by the NEDA.
Section 11. Medical Assistance. - The DOH shall develop a comprehensive health care program
for solo parents and their children. The program shall be implemented by the DOH through
their retained hospitals and medical centers and the local government units (LGUs) through
their provincial/district/city/municipal hospitals and rural health units (RHUs).
Section 12. Additional Powers and Functions of the DSWD. — The DSWD shall perform the
following additional powers and functions relative to the welfare of solo parents and their
(a) Conduct research necessary to:
(1) develop a new body of knowledge on solo parents;
(2) define executive and legislative measures needed to promote and protect the
interest of solo parents and their children; and
(3) assess the effectiveness of programs designed for disadvantaged solo parents and
their children;
(b) Coordinate the activities of various governmental and nongovernmental organizations
engaged in promoting and protecting the interests of solo parents and their children; and
(c) Monitor the implementation of the provisions of this Act and suggest mechanisms by
which such provisions are effectively implemented.
Section 13. Implementing Rules and Regulations. - An interagency committee headed by the
DSWD, in coordination with the DOH, DECS, CHED, TESDA, DOLE, NHA, and DILG is hereby
established which shall formulate, within ninety (90) days upon the effectivity of this Act, the
implementing rules and regulations in consultation with the local government units,
nongovernment organizations and people's organizations.
Section 14. Appropriations. - The amount necessary to carry out the provisions of this Act shall
be included in the budget of concerned government agencies in the General Appropriations
Act of the year following its enactment into law and
Section 15. Repealing Clause. - All laws, decrees, executive orders, administrative orders or
parts thereof inconsistent with the provisions of this Act are hereby repealed, amended or
modified accordingly.
Section 16. Separability Clause. - If any provision of this Act is held invalid or unconstitutional,
other provisions not affected thereby shall continue to be in full force and effect.
Section 17. Effectivity Clause. - This Act shall take effect fifteen (15) days following its
complete publication in the Official Gazette or in at least two (2) newspaper of general
President of the Philippines
Appendix F
1. The tuition fee subsidy is a benefit granted to regular personnel for a graduate course
related to his / her area of responsibility and/ or area of teaching as endorsed by the
immediate supervisor/head and further endorsed by the Dean for Academics and
Research to the Chancellor/President.
2. Interested personnel should write a letter of intent and/or request to be endorsed by the
immediate and department head, addressed to the Chancellor/President.
3. Upon approval, enrolment to DLSAU Graduate School will be granted. In case an
applicant chooses to enrol in another school, endorsement of the Dean for Academics and
Research and approval of the Chancellor/President is further required.
4. A binding contract between the personnel and the University is then issued once the
application for the benefit is approved and initial request of tuition fee subsidy is given.
5. This benefit is only to be availed once during the entire stay of the personnel in the
University unless otherwise revised. Master’s degrees program for Basic Education faculty
and Doctorate degree program for a tertiary level faculty.
6. Miscellaneous fees and non-tuition fee related fees are not covered by this subsidy.
7. The tuition fee subsidy is based on DLSAU tuition fee rate per unit. If the per unit rate of
the chosen University is higher, the amount equivalent to DLSAU tuition fee per unit will
be reimbursed. If the per unit rate is lower, the exact amount of the tuition fee paid will be
8. Enrolment to the graduate studies should not in any way affect the delivery of quality
services of the personnel to the University and the intended clientele. The maximum
enrolled units are nine (9) units on the regular semester and nine (9) units during summer.
9. The schedule of classes should be on a Saturday or after the work schedule in the
University. The Chancellor’s office, Dean’s Office, and HR office should be provided with
class schedules and the grades are to be submitted at the end of each semester.
10. Personnel are to be continuously enrolled in the approved program until he / she finishes
it. Personnel are given a maximum of three (3) years to finish a Master’s degree and five
(5) years for a Doctoral degree.
11. In case of failing grades, the personnel will pay for the re-enrolment of the said subject/s or
their approved replacement subject/s.
12. In case of two incomplete grades at any time, personnel will not be granted subsequent
tuition fee subsidy benefit unless they are completed.
13. If for any reason, a personnel resigns from the university, or is not able to meet the service
component, the monetary equivalent of the full amount of the tuition fee subsidy grant
given plus interest computed from the actual date of reimbursement shall immediately
become due and payable to DLSAU.
14. Upon completion of or graduation from the program, the personnel is obliged to render
(2) years at DLSAU.