DepEd Proposes Early End to School Year 2024-2025 Due to Intense Heat

The Department of Education (DepEd) announced on Tuesday that it is advocating for an earlier conclusion to the school year 2024-2025, attributing the decision to the intense heat affecting learners.

Assistant Secretary Francis Bringas, the spokesperson for DepEd, stated that the department has forwarded a letter to the Office of the President outlining their proposal. This move is in response to the growing demand for a quicker return to the April-May school break.

“Despite the gradual return to the old school calendar starting SY 2024-2025, the Department has already submitted a letter to the Office of the President presenting other options, including more aggressive alternatives of ending the school year 2024-2025 in March,” Bringas explained during a Senate panel briefing.

According to the DepEd’s order issued in February, the proposed duration of the school year 2024-2025 will run from July 29 to March 24. This adjustment aims to revert the school calendar to the previous June to March setting.

Furthermore, Bringas clarified that there will no longer be make-up classes for the remaining weeks of the school year 2023-2024. Days when alternative delivery modes (ADM) were implemented will be counted as regular school days. “No more additional make-up classes because while they are on ADM, those are counted as school days,” Bringas added.

In addition to these changes, the DepEd plans to hold a non-mandatory National Learning Camp to supplement the lessons that students received during the days when ADM was implemented. This initiative is part of DepEd’s efforts to enhance interactive education and ensure that students receive comprehensive learning despite the changes in the school calendar.

Unpacking Teacher Ancillary Tasks: Insights from DepEd Order No. 005, Series 2024

The Department of Education (DepEd) in its Order No. 005, Series 2024, provides a comprehensive guideline on Teacher Ancillary Tasks. These tasks are crucial in supporting the teaching and learning process. Let’s explore the key points of this order.

What are Teacher Ancillary Tasks?

Teacher Ancillary Tasks are performed in the remaining two hours of the regular work to further support the teaching and learning process. These tasks are categorized into four main areas:

1. Curriculum Planning: This includes the preparation of lesson plans/daily lesson logs, action research, and attendance to Learning Action Cell (LAC) sessions.

2. Curriculum Delivery and Pedagogy: This involves the preparation of instructional aids and materials, checking and recording learners’ attendance and participation, and classroom management.

3. Assessment of Learner’s Progress: This includes checking of exercises and summative tests, recording of academic performance results, and grading learners’ performance or achievement.

4. Homeroom Guidance and Management: This includes class advising duties, periodic reporting of attendance, preparation and submission of report card and other school forms, and conference with parents and home visits when necessary.

Role of Master Teachers

For Master Teachers, coaching, mentoring, and provision of technical assistance to colleagues are treated as an ancillary task. The roles of Learning Action Cell (LAC) coordinator and In-Service Training (INSET) Coordinator are included in their functions.

School Heads’ Responsibility

School Heads are tasked with preparing individual class programs. They must ensure that the schedule of teachers gives ample time for the preparation and correction of exercises and other work incidental to normal teaching duties.

Voluntary Service Credits (VSC)

Teachers conducting conferences with parents and home visits performed beyond regular work hours shall be granted with Voluntary Service Credits (VSC), subject to the guidelines provided in the order or as defined by other DepEd issuances. Similarly, Master Teachers performing coaching and mentoring, as well as providing technical assistance to colleagues beyond regular work hours, shall also be granted with VSC, in accordance with existing applicable guidelines.

In conclusion, DepEd Order No. 005, Series 2024, provides a clear and comprehensive framework for understanding and managing Teacher Ancillary Tasks. It ensures a balanced workload for teachers while maintaining a conducive and productive learning environment for all.

Understanding Teaching Overload: A Deep Dive into DepEd Order No. 005, Series 2024

In the realm of education, the term “teaching overload” often surfaces. It refers to the additional hours that teachers spend in the classroom beyond their prescribed teaching hours. The Department of Education (DepEd) in its Order No. 005, Series 2024, provides a comprehensive guideline on this matter. Let’s delve into the key points of this order.

Defining Teaching Overload

According to the order, any hours spent in actual classroom teaching beyond the standard six hours per day are considered as teaching overload. The accumulated minutes of overload are converted into hours on a weekly basis for the computation of the appropriate overload pay.

Welfare of Teaching Personnel

The order emphasizes the welfare of teaching personnel. It sets a maximum limit of two hours of teaching overload per day, as stipulated under Section 13 of RA No. 4670 and Chapter 6 of the Department of Budget and Management (DBM) Manual on Position Classification and Compensation.

Eligibility for Overload Pay

As a general rule, only teachers in schools with a teacher shortage, based on enhanced planning parameters, are eligible for teaching overload pay. However, tasks requiring actual classroom teaching duties, whether in-person, distance, or blended, including relieving duties for other teachers, which are beyond the normal teaching hours and affecting vacant periods, are also considered teaching overload. These tasks must satisfy the conditions in Items A.2.1 and A.2.2.

Assignment of Overload

Before assigning a teaching overload, all teachers must render the prescribed number of actual classroom teaching hours. The school head must consider the specialization of teachers when assigning overload.

Contractual Positions and Overload Pay

Teachers holding contractual positions funded by the Local School Board (LSB) are not eligible to receive teaching overload pay. However, the order ensures the protection of their statutory rights by ensuring a fair and equitable distribution of teaching workload.

In conclusion, DepEd Order No. 005, Series 2024, provides a comprehensive framework for understanding and managing teaching overload. It balances the needs of the education system with the welfare of teaching personnel, ensuring a conducive and productive learning environment for all.

Streamlining Teaching Workload: A Guide for Public School Teachers

Teaching is a noble profession that shapes the character, caliber, and future of individuals. However, it can also be a demanding job. To ensure that teachers can perform their duties effectively without being overwhelmed, certain guidelines and procedures have been put in place. This blog post will delve into these guidelines, focusing on streamlining the teaching workload.

The Basics of Teaching Workload

A public school teacher is required to render eight hours of work per day. This time is divided into six hours of actual classroom teaching and two hours allocated for ancillary tasks. These ancillary tasks can be performed either within or outside the school premises. Importantly, teachers are not required to submit any documentary evidence or accomplishment reports on how these two hours are spent outside school premises.

In a week, a teacher must be able to render thirty hours of actual classroom teaching and ten hours of ancillary tasks.

Understanding Teaching Load

In completing the six hours per day or thirty hours per week devoted to actual classroom teaching, certain parameters are observed:

For Teachers

Teachers are expected to render six hours of actual classroom teaching, and the remaining two hours are allotted to ancillary tasks incidental to the teacher’s normal teaching duties.

For Master Teachers (MT)

Master Teachers, like their counterparts, are also expected to render six hours of actual classroom teaching, and the remaining two hours are allotted to ancillary tasks incidental to the teacher’s normal teaching duties. However, if Master Teachers are designated as class advisers, this task forms part of the six hours of actual classroom teaching. Furthermore, coaching, mentoring, and providing technical assistance to colleagues are treated as ancillary tasks and are compensated with Voluntary Service Credit (VSC) if performed beyond the 8-hour workday.

Ancillary Tasks

Class advising duties are considered part of the ancillary tasks of teachers and are treated as a teaching load equivalent to one hour per day or five hours a week. This time includes the prescribed time for the Homeroom Guidance Program (HGP).

Remediation and/or enhancement classes are also treated as a teaching load. The allotted time and other procedural guidelines for these classes are in accordance with other DepEd issuances.

Additional Guidelines

Program-based strategies, approaches, or interventions intended to strengthen the skills and competencies of learners conducted during the allotted time per learning area do not account for an additional teaching load.

Teachers designated as Teacher-in-Charge (TIC) are considered school heads. The designation of TIC is supported by a duly signed designation order from the Schools Division Superintendent (SDS) specifying duties and functions, authority, accountability, and responsibility. Hence, TICs are relieved of teaching and other related duties and perform fully the function of a school head. However, in the exigency of service, TICs may be given teaching loads on the condition that all teachers in the school have been assigned the maximum teaching overload of two hours. The teaching load of TICs forms part of their regular work hours.

The Alternative Learning System (ALS) and Special Needs Education (SNED) teachers are also expected to observe the prescribed work hours for teachers.

Lastly, School Heads are responsible for ensuring that the teaching load is equitably and fairly distributed among teachers.

In conclusion, these guidelines and procedures aim to streamline the teaching workload, ensuring that teachers can focus on their primary duty of imparting knowledge while also maintaining a healthy work-life balance. It is a step towards acknowledging the hard work of our educators and ensuring their well-being.

Read DepEd Order No. 005, S. 2024 HERE.

Rationalization of Teachers’ Workload in Public Schools - DepEd Order No. 005, S. 2024

The Department of Education (DepEd) has recently issued a new policy guideline that is set to revolutionize the teaching profession in public schools. This policy, known as the Rationalization of Teachers’ Workload in Public Schools and Payment of Teaching Overload, is a significant step towards creating a more conducive environment for effective teaching and learning.

A Balanced Workload

Under this new policy, teachers are required to render eight hours of service per day, with six hours devoted to actual classroom teaching. The remaining two hours are allotted for work incidental to normal teaching duties, which can be spent within or outside the school premises.

Compensation for Additional Duties

In addition to their regular teaching duties, teachers often take on additional roles such as school coordinators. Under the new policy, these additional teaching-related duties will be duly compensated in accordance with Section 14 of RA 4670.

Overload Pay

In cases where the service’s exigency requires teachers to extend their classroom teaching beyond the required six hours, they will be compensated through the payment of teaching overload. However, this overload should not exceed two hours per day.

Immediate Implementation

This DepEd Order (DO) takes effect immediately upon its approval, issuance, and publication on the DepEd website. It will be registered with the Office of the National Administrative Register (ONAR) at the University of the Philippines Law Center (UP LC), UP Diliman, Quezon City.

Seeking Clarification

For any clarification regarding this DO, individuals can coordinate with the Bureau of Human Resource and Organizational Development-School Effectiveness Division, located on the 4th Floor, Mabini Building, Department of Education Central Office, DepEd Complex, Meralco Avenue, Pasig City.

A Call for Compliance

The immediate dissemination of and strict compliance with this Order is directed. This policy is a significant step towards ensuring that our teachers are given the respect and compensation they deserve for their hard work and dedication. It is a testament to DepEd’s commitment to improving the quality of education in our public schools.

In conclusion, this new policy is a welcome change that promises to bring about a new era in the field of education. It is a clear indication of the value that DepEd places on its teachers and their crucial role in shaping the future of our nation.

Read DepEd Order No. 005, S. 2024 HERE.

PHLPost Takes Measures to Protect Workers from Heat Exhaustion

April 29, 2024 - The Philippine Postal Corporation (PHLPost) has issued notices to protect its workers, especially the letter carriers on the field, from the danger and risk of possible heat exhaustion. This move comes as the Philippine Atmospheric, Geophysical and Astronomical Services Administration (PAGASA) announced that over 40 areas across the country experienced a dangerous heat index of 42°C to 48°C on Saturday.

In a news release on Saturday, PHLPost stated, “To avoid possible heat exhaustion or other related complications this weather may cause, all postal areas across the country were directed to allow flexi-time in the mail schedule of letter carriers.”

Under the new schedule, letter carriers may start the delivery as early as 6 a.m. or 7 a.m. and wrap up delivery before noon. To uphold the eight-hour per day schedule, the remaining manhours shall be used in performing other activities like scanning or updating delivery information in the systems, walk sorting, and preparing the mails for the next early morning delivery of the following day.

Managers and supervisors across the nation were reminded to observe precautionary measures to prevent heat-related illnesses among their employees such as heat stroke and heat exhaustion. They were advised to dress properly and comfortably with lightweight, light-colored loose-fitting clothing and a hat.

Postmaster General Luis D. Carlos reminded employees of the importance of drinking plenty of water to keep themselves properly hydrated — most especially during outdoor duties. “We have to reach out to every letter carrier— and make sure they’re aware of the dangers caused by high temperatures and humidity. Their concern and well-being are of our utmost importance. Keeping hydrated is the carrier’s best defense against the summer heat,” Carlos said.

PHLPost advised letter carriers to take a break when there is prolonged exposure to heat. “They should find shaded, air-conditioned and well-ventilated places to cool-off. After hours of exposure to the sun, they make sure to do a cool shower or sponge bath once at home,” it added.

The organization also emphasized the importance of every employee knowing the signs and symptoms of heat-related illnesses so that they can get medical attention if needed and to follow the organization’s safety guidance.

According to PAGASA, under the heat index danger level, heat cramps and heat exhaustion are likely, and heat stroke is probable with continued exposure. This makes the measures taken by PHLPost all the more critical in ensuring the safety and well-being of its employees.

Supreme Court Rules in Favor of Illegally Dismissed Probationary Employee

In a landmark decision, the Supreme Court has ruled that probationary employees who are illegally dismissed are entitled to backwages from the time their compensation was withheld up to their actual reinstatement. This ruling was made on April 16, 2024, in a case involving Geraldine M. Barbosa, a former probationary employee at C.P. Reyes Hospital.

Barbosa had signed a six-month probationary employment contract with the hospital in September 2013. However, she was dismissed before the end of her probation period, prompting her to file a complaint for illegal dismissal.

The Labor Arbiter initially ruled in favor of Barbosa, stating that she had met the hospital’s standards based on her performance evaluations. Although the National Labor Relations Commission (NLRC) reversed this decision, the Court of Appeals reinstated the original ruling.

The Supreme Court upheld the Court of Appeals’ decision, stating that Barbosa was indeed illegally dismissed and is therefore entitled to backwages.

The Court clarified that if a probationary employee is dismissed without valid grounds, they are entitled to continue working even beyond their probationary period. In such cases, backwages should be computed from the time compensation was withheld until the final decision in the illegal dismissal case.

In Barbosa’s case, her backwages will be calculated from January 1, 2014, when her compensation was first withheld, until the finality of the Court’s decision. This ruling emphasizes the right to security of tenure for all employees, whether regular or probationary, as guaranteed by both the Constitution and the Labor Code.