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RNG Bank Salary Loan Table for DepEd Teachers

Salary Loan Table - RNG Coastal Bank RNG Bank offers salary loan for permanent DepEd teaching and non-teaching staff thru Automatic Payroll Deduction System (APDS). Features: 📍LOW INTEREST RATE 📍LOAN AMOUNT UP TO 500,000 📍5 YEARS MAXIMUM LOAN TERM 📍NO HIDDEN CHARGES 📍NO NEED TO GO TO THE OFFICE A Bank that is built with trust and integrity and committed to provide quality and safe banking services to its existing and future clients, RNG Coastal Bank, Inc . is a banking institution established in the year 1974. The Bank has 15 operating branches in the Visayas, 11 in Cebu and 4 in Bohol. Providing various financial products and services to its clients for almost 50 years, RNG Coastal Bank remains strong and continuously grows its number of branches to reach more Filipinos. Here are the branches of RNG Coastal Bank: RNG Coastal Bank Head Office Cor. Cabancalan Road, Talamban, Cebu City 6000 Labangon Branch Punta Princesa, (Labangon) Cebu City Asturias Branch Poblacion, Asturias, Ce...
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📥 Download the 2025 Teacher Workload Policy Toolkit 🧑‍🏫: How DepEd is Transforming Education One Reform at a Time

In 2025, the Department of Education (DepEd) released one of its most ambitious tools yet — the Teacher Workload Policy Toolkit under the Human Resource and Organizational Development (HROD) Strand. But this isn’t just another policy document. It’s a signal of meaningful change that aims to refocus Filipino teachers on teaching, eliminate excessive administrative burden, and make room for teacher well-being and fair compensation.

Instead of simply summarizing the toolkit, this post dives into its transformative intent, showing how the reform is more than just compliance — it's a cultural shift. At its core, the DepEd Orders No. 002 and 005, s. 2024 are about protecting teachers’ time and energy, while ensuring school leaders are equipped to support real change.

✂️ Trimming the Fat: Removing Administrative Tasks from Teachers' Plates

Teachers have long been expected to wear multiple hats: educators, clerks, counselors, even event coordinators. But this wide scope has come at a cost — burnout, lost instructional hours, and decreased student engagement. According to the World Bank’s Education Report on the Philippines, administrative overload is one of the top contributors to low teacher retention and poor academic outcomes.

Now, this toolkit directly removes administrative tasks from teachers’ workload, handing the responsibility instead to School Heads and a growing workforce of non-teaching personnel. DepEd’s clear goal is to deploy Administrative Officer II (AO II) positions to all schools by FY 2026, reaching a 1:1 ratio between admin officers and schools. This not only increases efficiency but ensures teachers are finally left to do what they were trained for — teach.

⏱️ Clarifying the 8-Hour Workday: What Counts as Teaching and What Doesn’t

A frequent point of confusion in schools has been how the 8-hour workday should be distributed. This toolkit answers that with precision. Out of the eight hours, only a maximum of six hours is dedicated to classroom teaching, or the teaching load. The remaining two hours are for non-contact time: lesson planning, grading papers, or even preparing instructional materials.

This separation is key. As supported by UNESCO’s policy guidelines, allocating time for preparation leads to more effective instruction and better student outcomes. Furthermore, the toolkit reiterates that six hours is a ceiling, not a requirement. Teachers can and should be protected from overload unless necessary.

💸 Teaching Overload = Teaching Compensation: Finally, a Policy with Teeth

There are times when schools face a lack of personnel or students need extra help. In such cases, teaching overload may occur. The policy allows teachers to render up to two additional hours of classroom work per day, whether through class advising, remedial instruction, or substitute teaching.

What’s revolutionary here is that this overload is compensable. Teachers must receive at least 25% additional pay for each hour of overload, processed quarterly. If funding is temporarily unavailable, Vacation Service Credits (VSC) must be given instead — ensuring no extra effort goes unrecognized.

As highlighted by the Philippine Institute for Development Studies (PIDS), compensation clarity boosts job satisfaction and decreases attrition — making this reform a long-overdue win for Filipino educators.

🧭 The Role of School Heads: From Managers to Change Agents

This reform isn’t just about lightening teachers’ loads — it's also about strengthening school leadership. The toolkit equips School Heads with strategies, step-by-step implementation guides, and FAQ sections to ensure they understand both the intent and execution of the policy.

School leaders are now tasked with not just managing schools, but also becoming enablers of supportive environments, ensuring the well-being of teaching and non-teaching staff alike. According to DepEd’s HROD officials, these leaders are vital to aligning school operations with the vision of transformational education.

By giving School Heads the right tools, DepEd is turning them into proactive drivers of reform — a much-needed evolution in educational governance.

CLICK HERE TO DOWNLOAD TEACHER WORKLOAD POLICY TOOLKIT

🌟 Why This Toolkit Matters: A New Chapter for Philippine Education

DepEd’s 2025 Teacher Workload Policy Toolkit is more than just a policy mandate — it is a renewed commitment to humanizing the teaching profession in the Philippines. Teachers are no longer expected to do everything. Instead, they are being empowered to focus on what truly matters: delivering quality education.

This policy sets the stage for a healthier, more focused, and more equitable public education system, where teaching is respected, leaders are supported, and learners benefit. As echoed by many education reform advocates, including those from PBEd and OECD, the future of learning depends on how we treat our teachers today.

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