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2015 SUMMER TRAINING PROGRAM FOR MULTIGRADE TEACHERS

Name: Nessaj Shirr B. Dumatog


Position: Teacher III
Grade Cluster: Grades V and VI

School: Manangol Elementary School


District & Division: Lubuagan, Kalinga
SY: 2015-2016

INTRODUCTION OF CSC
Good governance is almost always a contentious topic. The way public institutions manage public affairs and public resources is
something that draws controversy and criticism. This also concerns us to the very core. Why? As the premiere human resource
institution of the Philippine bureaucracy, our work cuts across human resource management, organization development, national
development, and anti-corruption.
Historically, the CSC was created to uphold a merit-based recruitment system. We should take this in the context of reversing the
growing culture of corruption in the colonial government, where positions could be bought and officials could be bribed. This means
only the best and the brightest should be in the government service. The rationale behind this is that excellent human resource equals
excellent public service. From a bureau in the early 1900s to a Commission in the 1950s and onwards, the CSC has assumed many
roles in the broad range of HR functions, all in a bid to rid the bureaucracy of corrupt and mediocre practices.
Today, CSC functions as the premiere human resource institution of the Philippine government. It also acts as adviser to the President
on human resource management of the Philippine government. As provided under the 1987 Constitution, we are mandated to
establish a career service, adopt measures to promote morale, efficiency, integrity, responsiveness, and courtesy in the civil service,
strengthen the merit and rewards system, integrate all human resource development programs for all levels and ranks, and
institutionalize a management climate conducive to public accountability.
Your theme, Ethics, Integrity, and Accountability for Good Governance, is always a timely topic for the CSC. I find it relevant because
we are always in the thick of fighting corruption. It is an uphill climb, as proven by what we see and hear in the media, in our offices,
on the streets. It seems curbing corruption is a mammoth task that cannot be neatly resolved like one would a simple mathematical
equation.
The web of corruption has different layers, many tentacles, and may spread like a virus if not contained. If we all do our little part,
however, we create opportunities to nip corrupt practices in the bud. People say it is a hopeless case, but I say it is a work in progress.
Let us not be disheartened by criticism. Instead, let us take our jobs seriously, and be responsible and accountable in fighting
corruption.

Throughout my talk, let me share with you what the CSC has learned in upholding ethics, integrity, and accountability for good
governance.
ETHICS
Ethics has been defined in a variety of ways. In general, it is identified as the branch of philosophy that deals with issues of right and
wrong in human affairs. The University of Sta. Claras academic journal, Issues in Ethics, says that ethics refers to well-founded
standards of right and wrong that prescribe what humans ought to do, usually in terms of rights, obligations, benefits to society,
fairness, or specific virtue.
In the context of Philippine government, the highest standards of ethics are embodied in Republic Act No. 6713 or the Code of
Conduct and Ethical Standards for Public Officials and Employees. RA 6713 also bears the eight (8) norms of conduct commitment
to public interest, professionalism, justness and sincerity, political neutrality, responsiveness to the public, nationalism and patriotism,
commitment to democracy, and simple living. These norms of conduct govern the principle of ethics for the lingkod bayani who works
in an environment where corruption thrives. The same norms promote the idea that even in the smallest of matters, a lingkod bayani
should be able to withstand temptation, reject mediocrity, and protect his or her integrity.
Administrative and disciplinary cases stem from failure to uphold ethical standards. A public servant who does not spend all paid
hours in official work is already stealing from the Filipino people. Someone who does not report an anomalous transaction may have
just allowed something worse to happen. Sexual harassment in the workplace is also unethical and wrong. Today, we seem to be more
and more lax on what we consider as unethical.
It is alright to overlook things sometimes, or to let things pass. We tend to say, OK lang yan, lahat naman ginagawa yan. But as they
say, we become what we repeatedly do. Habits soon become lifestyles. By not being vigilant enough, we become participants in
maintaining an unethical culture. In government, it is important to care enough so as to stop or stem unethical practices before they
become ingrained or systemic. The more we let things pass, the more ethical standards get lowered.

"As public officials and employees, we have the duty of protecting not only our integrity but also that of
the government. We owe it to the Filipino people to have integrity. It means we cannot be bribed,
bought, swayed, coerced, or made to do something that does not adhere to the highest moral standards."

INTEGRITY
Integrity, also known as moral uprightness and strong adherence to honesty and fairness, is closely linked to ethics. Integrity also
refers to wholeness and completeness. This is an important definition and well worth thinking over. We hear expressions such as the
integrity of the exam or the the integrity of the document, which means something remains untainted, and was not tampered with
or altered. When a person commits something unethical, in a sense he or she also loses his or her wholeness. There is damage already
done to a persons character.
As much as possible, we would want to maintain our integrity. We cannot afford to do something that would damage it. Some people
may think that they maintain their integrity by keeping their wrongdoings a secret. Exposed or not, however, they have already
damaged their integrity. After all, integrity involves doing the right thing even if nobody sees you.
As public officials and employees, we have the duty of protecting not only our integrity but also that of the government. We owe it to
the Filipino people to have integrity. It means we cannot be bribed, bought, swayed, coerced, or made to do something that does not
adhere to the highest moral standards.
As the saying goes, people may doubt what you say but they will always believe what you do. Leading hotel management executive,
Maria R. Zec, expounds on this and advises people, Your reputation and integrity are everything. Follow through on what you say
youre going to do. Your credibility can only be built over time, and it is built from the history of your words and actions.
Our government may be measured by the history of its words and actions. This is how our people gauge our integrity. I hope all of us
here will be part of the best moments of our governments history moments that champion integrity instead of destroy it. That is a
challenge that I hope all of us will be eager to accept.
ACCOUNTABILITY
We always hear the phrase public office is a public trust. Ang ibig sabihin nito, may pananagutan tayo sa taumbayan. Lahat ng
ginagawa natin, ginagastos natin, isinasa-katuparan natin ay pananagutan natin sa taumbayan. Sabi nga sa Panunumpa ng Lingkod
Bayan: Ang bawat sandali ay ituturing kong gintong butil na gagawin kong kapaki-pakinabang. Lagi kong isasaalang-alang ang
interes ng nakararami bago ang sarili kong kapakanan.
Working in government is different because we are not only looking out for ourselves or for our organization. Our focus is delivering
services for the benefit of our main clientelethe Filipino people. We are primarily here to serve, and not to be served.

Kapag pinag-uusapan ang accountability in the context of public service, laging tutumbukin ang public funds. This is especially a
touchy topic in a country like ours kung saan mas nakararami ang namumuhay below poverty line, at mataas pa ang buwis at presyo
ng mga bilihin.
Ang isyu ng korupsyon ay damang-dama ng ordinaryong Pilipino sa kanyang bulsa. Kaya napakahalagang maging accountable sa
pamamahala ng pondong ipinagka-katiwala sa atin. Ito ay galing sa taumbayan, at nararapat lamang na maibalik sa kanila in the form
of public service excellence. DBP is an expert in this discourse, especially since it is a development bank and addresses issues in
poverty and social inequality. That is why I trust that it is a financial institution that practices a great amount of accountability.
Needless to say, we will always be answerable to our own actions. When that time comes, I hope we will be able to account for what
we have done truthfully and straightforwardly.

"The web of corruption has different layers, many tentacles, and may spread like a virus if not contained.
If we all do our little part, however, we create opportunities to nip corrupt practices in the bud."

TRANSLATING ETHICS, INTEGRITY, ACCOUNTABILITY INTO CSCS WORK


Now that I have briefly discussed ethics, integrity, and accountability, let me share with you what the CSC has been doing to create a
working environment that promotes these three principles.
HR INITIATIVES
The basic idea we have at the CSC is that good people equals good governance. Hence, our focus now is on strategic human resource
and organization development or HR/OD, and through this we are able to provide technical assistance and developmental
interventions for the optimum performance of government agencies.
After streamlining our programs, we have introduced five (5) HR initiatives. We have the Program to Institutionalize Meritocracy and
Excellence in Human Resource Management or PRIME-HRM that aims to upgrade the maturity level of HR systems in government
agencies to make them at par with global HR standards. We also have the Competency-Based Recruitment and Qualification System
or CBRQS that gauges both applicants and employees not just on the basis of their education, experience, training, and eligibility, but
on a set of required competencies as well.

Through the Leadership and Coaching Program or LCP that we have, we adopt the coaching approach to help our human resource get
over hurdles and challenges in their career. Meanwhile, the Competency-Based Learning and Development Program or CBLDP
directly addresses the problem of competency gaps through trainings and HR interventions, preparing individuals as their agencies
upgrade their maturity level. Lastly, we have the Strategic Performance Management System or SPMS a performance evaluation
system that links individual performance to organizational performance.
The CSCs HR initiatives are meant to help both individual and organization reach their maximum potential. By focusing on HR/OD
interventions, we are fulfilling our role as the Philippine governments premier HR institution and helping agencies nationwide to
efficiently reach their goals.

"Kaya binabantayan naming maigi ang mga frontline services. Naniniwala akong hindi na kailangan
pang ipaliwanag ang konsepto ng good governance sa taumbayan mas mahalagang maramdaman
nila ito sa sarili nila, kahit mula lamang sa pagkuha ng lisensya o pasaporte, sa pagbayad ng government
fees, o sa pakikipag-usap sa mga lingkod bayan."

ANTI-RED TAPE ACT OR ARTA OF 2007


Aside from offering the HR initiatives, we have also been running several programs that address other problems in good governance.
The CSC spearheads the implementation of Republic Act No. 9485, better known as the Anti-Red Tape Act or ARTA. Under this law,
we battle red tape by checking government service offices and evaluating how fast and efficient they are in responding to the needs of
their clients. ARTA requires government agencies to display their Citizens Chartera document that details the process flow of
frontline transactions as well as the estimated time and fees involved. It also requires the display of Anti-Fixer Campaign materials as
well as the establishment of the Public Assistance and Complaints Desk or PACD.
We remain vigilant in ensuring compliance with the law through monitoring and evaluation mechanisms. One is the ARTA Watch
our surprise visit to government service offices nationwide to check how their frontline transactions are faring. I, together with
Commissioners Robert S. Martinez and Nieves L. Osorio, have led different ARTA Watch teams in doing surprise visits in Manila,
Luzon, Visayas, and Mindanao. We talk to clients and get their opinion or comment about the quality of service given them. ARTA
Watch reports have helped us greatly in determining the areas for improvement in terms of frontline services.

We also have the ARTA Report Card Survey or RCS through which we rank government service offices as Excellent, Outstanding,
Good, Acceptable, or Fail based on their performance in frontline transactions and level of compliance with ARTA provisions. Those
with Excellent ratings are recognized with the Citizen Satisfaction Center Seal of Excellence award after validation, while those who
failed will be subjected to the Service Delivery Excellence Program or SDEPthe CSCs intervention to help agencies improve their
frontline services.
Since frontline transactions are the very basic touchpoint of government and its citizens, we consider this a most important site to
focus on. This is where the peoples impression of government is cemented. Here is where the principles of ethics, accountability, and
integrity are played out. More importantly, this is where we have the best opportunity to stop corruption.
Kaya binabantayan naming maigi ang mga frontline services. Naniniwala akong hindi na kailangan pang ipaliwanag ang konsepto ng
good governance sa taumbayan mas mahalagang maramdaman nila ito sa sarili nila, kahit mula lamang sa pagkuha ng lisensya o
pasaporte, sa pagbayad ng government fees, o sa pakikipag-usap sa mga lingkod bayan.
DISCIPLINE (CASES)
We also focus on discipline and rewards as a means to mold a competent and highly motivated workforce. As a quasi-judicial body,
the CSC hears administrative cases. We have committed to deciding 70% of the administrative cases within 40 days from the time the
case is ripe for resolution. We have exceeded this target in 2013, and we would like to meet or even surpass our target of 95% by 2015.
This means disciplinary actions are efficiently imposed on erring officials and employees. As justice is served, ethics, integrity, and
accountability are preserved.
We also released the new Statement of Assets, Liabilities, and Net Worth or SALN form after a series of consultations with various
government offices and employee groups. The new form is simpler in order to avoid confusion, and there are corresponding guidelines
on how one should fill out the form. We continue to recognize the importance of the SALN as a tool to deter corruption in
government. Thus, we deem it necessary to continue fine-tuning the form to make filling it out easier, but still having the needed
alarm indicators to determine illegally acquired wealth of public officials and employees. We also want it simplified because we
dont want token compliance among public officials and employees.
REWARDS (HAP/PLBi)
Aside from promoting discipline, we continue to enhance our recognition programs. We have the Honor Awards Program or HAP,
under which we hold the annual Search for Outstanding Public Officials and Employees. The award categories under HAP are the
highest recognition that state workers can get throughout their career. The awards are conferred by the President of the Republic at the
Malacaan Palace.

We also have the Pamanang Lingkod Bayan or PLBi program, through which we honor those who have offered their lives for the
service of the Filipino people. More than just recognizing the many heroic and inspiring men and women in government who
personify the spirit of public service, the Commission also sees the need to acknowledge those civilian public servants who risked
their lives, died while in the pursuit of their respective functions, or were killed in the line of duty. Under the PLBi, we are able to give
cash assistance and scholarship grants to their loved ones left behind.
Through these programs, we are able to take care of the 1.4 million-strong government workforce, guiding and encouraging them to
pursue public service excellence at all costs.
INSPIRING DBP TO DO THE SAME/CLOSING
As the countrys premiere development financial institution, the Development Bank of the Philippines is at the forefront of
safeguarding the countrys economic standing. Since development banking is especially needed in developing countries like ours, you
have the impetus for exercising ethics, integrity, and accountability in the name of good governance.
Handling development financing, treasury, trust, trade, investment, and deposits may open up opportunities to engage in less than
moral activities, but remember that your actions will always echo in the performance of the institution, and in the countrys economic
growth.
I have explained in bold strokes how we uphold the principles of good governance. However, this is not something that only one
institution can shoulder. If it takes a whole army to fan the flames of corruption, then it will also take a whole army to quench it.
Kaagapay namin ang bawat ahensya, kasama na ang DBP, sa pagtaguyod ng isang matatag, tapat, at epektibong gobyerno na
mapagkakatiwalaan ng taumbayan. I hope everyone here in corporate governance will likewise be committed in this goal.
I am indeed grateful for the opportunity you have given me to speak with you today and share with you the CSCs experience in
promoting ethics, integrity, and accountability for good governance. I look forward to hearing wonderful achievements of the DBP in
the future, but most importantly, how it has committed to good governance. Thank you and mabuhay ang DB

ACTION PLAN
Statement of objectives/goals:
Goal: To improve school performance of pupils in multigrade school through the application of best teaching and
learning practices and insights gained from 2015 Summer Training Program for Multigrade Teachers
Planning and preparation
Objectives:
1. To prepare plan to assess pupil knowledge and
skills in order to consistently plan for effective
instruction.
2. To prepare plan on the application of the different
approaches to learning that pupils exhibit.
Instruction
1. To utilize a variety of instructional techniques and
supporting technologies/materials appropriate for
the subject and pupil needed.
2. To develop lessons based on appropriate
instructional goals that engage pupils in
meaningful learning.
The Classroom Environment
1. To organize classroom environment as a resource
for learning.
2. To develop a culture of active pupil involvement
and participation in the teaching and learning
process.
Monitoring Pupil Achievement
1. To communicate clear assessment standards and
criteria.
2. To assess pupil learning performance consistently
in relation to instructional goals.
Professional Responsibilities
1. To seek opportunities to grow and develop
professionally.
2. To reflect on teaching and create strategies to
modify future teaching.
Community Partnership
1. To develop strong relationship with parents and
community people to improve school
performance.

PLANNING AND PREPARATION


Plans pre-teaching activities effectively to ensure success for all pupils.
Implementation
Activity

Evaluation
Persons involve and
Resources needed
Progress Indicators
Tools and Date
date
Objective 1: To prepare plan to assess pupil knowledge and skills in order to consistently plan for effective
instruction.
Conduct Pretest
-Teachers
-Bond paper
- 100% of the pupils
-Pretest Result
-Pupils
took the pretest
-June 2015
*June 2015
Objective 2: To prepare plan on the application of the different approaches to learning that pupils exhibit.
Lesson Plan
-Teachers
-Lesson Plan Book
-Up to date daily
- Daily lesson plan
-School Head/
-Evaluation Notebook lesson plan
Principal
-Activity Worksheets
*June 2015-March
*June 2015- March
-Activity Cards
2016
2016
INSTRUCTION
Knows the subjects she/he teaches and how to teach those subjects to pupils.
Implementation
Activity

Persons involve and


Resources needed
date
Objective 1: To utilize a variety of instructional techniques and supporting
subject and pupil needed.
*Provide strategies
-Teachers
-Books, Computer/Laptop
that are
for surfing
developmentally
appropriate to
-Teachers
-Recycled materials
learners
-Printed materials
*Provide effective
instructional
materials

Evaluation
Progress Indicators

Tools and Date

technologies/materials appropriate for the


-100% of the
learners mastered
the lesson
-100% of the
learners mastered
the lesson

-Daily lesson plan


*June 2015-Marc
2016

-Compiled
instructional
materials
*June 2015-March
2016
Objective 2: To develop lessons based on appropriate instructional goals that engage pupils in meaningful learning.

*Provide experiential
learning to pupils

-Teachers
-Pupils
-Elders, Community
members
-Parents

*Remedial Class

-Teachers
-Pupils
-Parents

-Community (garden,
clinic, house, store, park,
basketball court, forest)
-Flora and Fauna in the
community
-Products in the
community
-Printed materials

-Increased NAT by
5%
-No non-readers

-Increased NAT by
5%
-No non-readers

-NAT Result
*March 2016

-NAT Result
*March 2016

THE CLASSROOM ENVIRONMENT


Responsible for creating a climate that promotes pupil learning
Implementation
Activity

Evaluation
Persons involve and
Resources needed
Progress Indicators
Tools and Date
date
Objective 1: To organize classroom environment as a resource for learning.
*Classroom
-Teachers
-Printed materials
-Structured
-Brigada Eskwela
structuring
-Pupils
-Instructional materials
classroom
*Quarterly
-Parents
-Materials for cleaning
-100% involvement
-Community
of stakeholders
members
-Volunteers
-Teachers
-Pupils
-Printed materials
-Monitoring Sheet
*Learning Corners
-Recycled materials
-Availability of
*June 2015-March
(Reading corner,
-Reused materials
learning corners
2016
Music corner,
-Indigenous materials
Science corner, IPED
corner)
Objective 2: To develop a culture of active pupil involvement and participation in the teaching and learning process.
*Participation in the
-Teachers
-Stakeholders
-Active participation
-Attendance Sheet
school, district,
-School
-Government agencies
of pupils to the
-Certificates
division, regional
Head/Principal
(LGU, DAR, DA,DOH)
different activities
*June 2015-March
activities
-Pupils
-Non-government
2016
-Parents
agencies

-Private sectors
MONITORING PUPIL ACHIEVEMENT
Responsible for the assessment and evaluation of pupil learning
Implementation
Activity

Evaluation
Progress Indicators

Persons involve and


Resources needed
date
Objective 1: To communicate clear assessment standards and criteria.
*Report assessment, -Teachers
-Report Card
guidelines and
-School
criteria
Head/Principal
-Parents
-Pupils

Tools and Date

-100% attendance of
parents during PTA

Objective 2: To assess pupil learning performance consistently in relation


*Conduct authentic
-Teachers
-Test paper
and traditional
-Pupils
-Portfolio
summative and
-Computer/Laptop
formative
-Ink
assessment

to instructional goals.
-Administration of
formative
assessment and
periodical tests

-Attendance
Sheet
-Minutes of the
meeting
*June 2015March 2016
-Test Results
-Report Card
-Class Record
*June 2015March 2016

PROFESSIONAL RESPONSIBILITIES
Thinks systematically about his/her practice and learning from experience as well as member of learning
communities.
Implementation
Activity

Persons involve and


Resources needed
date
Objective 1: To seek opportunities to grow and develop professionally.
*Mentor multigrade
-Teachers
-MOOE
teachers
-School
*Attend trainings and Head/Principal
-MOOE
seminars
-Teachers
*Attend graduate
-School
-own fund
studies
Heads/Principal
-Teachers

Evaluation
Progress Indicators

Tools and Date

-100% participation
of multigrade
teachers
-Active participation
to trainings and
seminars
-earned

-Attendance Sheet
*June 2015-March
2016
-Certificates
*June 2015-March
2016
-Grades/Diploma

units/graduated
Objective 2: To reflect on teaching and create strategies to modify future teaching.
*Self-evaluation
-Teachers
-Reflection
-Outstanding
*CB-Past
paper/journal
performance

-Certificates
*June 2015-March
2016

COMMUNITY PARTNERSHIP
Encourages parents and other stakeholders to get involve in the life of the school and learners for improved school
performance.
Implementation
Activity

Evaluation
Persons involve and
Resources needed
Progress Indicators
Tools and Date
date
Objective 1: To develop strong relationship with parents and community people to improve school performance.
*Involve
-Teachers
-Materials for the
-90% of the
-Documentations
stakeholders in
-School
activities
stakeholders
school activities
Head/Principal
involvement
-Pupils
-Parents, Alumni,
Religious groups,
Private sectors
-LGU
-Documentations
*Partnership to
-Teachers
-Government & non- -School projects
stakeholders
-School
government
Head/Principal
agencies
-Pupils
-Private sectors
-Stakeholders

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