Identifying the status of employees in an organization is a difficult yet
necessary task to enable management to recognize and compensate its personnel
effectively based on their contributions.
The
1.
To ensure effective annual performance
2.
To fairly compensate teaches based on their contributions to the organizations
and outstanding credentials
Probation Period
Newly hired teachers are placed on probation of three (3) school years. Upon
conferment of employment, teachers are given their “probation ranking” based on
the following criteria:
|
Rank |
|
|
Probee 1 |
·
Novice – Fresh graduate; or
·
One (1) year teaching experience
|
|
Probee 2 |
·
2 – 4 years of Teaching Experience
|
|
Probee 3 |
·
5 or more years of Teaching Experience
|
A teacher’s probation status is good for three school years, meaning no
promotion from status maybe granted.
As part of its policy on the other hand, the school does not make use of
licensure as wager for promotion but utilizes this requirement as part of
regularization.
Regularization
After three consecutive school years, qualified teachers are conferred their
regular status on their fourth year of employment. Concerned teachers are
automatically promoted to “Novice 1” faculty status which levels the status of
all incoming teachers regardless of past experience.
Regular teachers are entitled to annual promotion based on their year end
performance on the following criteria:
·
Teaching Competency
·
Job Attitude
·
Attendance
·
Extra Mile
Note that qualification for promotion assumes that the teacher passes the set
standard for each criteria and
not merely the average of the four.
Ranking Levels
The school has identified five (5) ranking levels where prescribed number of
periods has been established to ascertain the development of the employee. At
the end of each rank level, a two year promotion is required to qualify for the
next rank level.
|
Rank Level |
Period |
Rank Description |
|
Probationary
|
3 |
A period of discovery, understanding the skills and values of the
teacher that will be imparted to the school
|
|
Novice |
5 |
The novice stage is the culture and standard building stage of
employees. This is where “being a Setonian” is imbibed and mastered by
the employee
|
|
Junior |
8 |
The loyalty development stage. Teachers in this level are considered as
assets of the organization and are budding leaders. This stage is where
maturity is developed and commitment to the institution is established
|
|
Senior |
5 |
A position of trust and security, where employees are considered as
valued assets of the institution and great contributors in achieving the
school’s mission and vision
|
|
Master
|
5 |
The highest level of academic accolade. Employees in this level are
expected to be partners of the school in developing programs and molding
future leaders of the organization.
|
For a competent and diligent employee, only 30 years is needed to reach the
highest ranking level considering the annual promotion. In the event that an
employee is able to reach Master 5 status before retirement age, the employee
maybe given allowances on top of his monthly rate for annual achievements.
Promotion
Promotion is granted to qualified regular employees annually through the results
of the year end Performance Evaluation issued before the start of a new school
year. The effectivity of the promotion status applies on the first day of June.