DR. RATH MEMORIAL INSTITUTE FOUNDATION INC.

For God and His Kingdom

Cambite, Tomas Oppus, Southern Leyte

ADMINISTRATIVE AND FACULTY

HANDBOOK

TEACHER-PARENT RELATIONSHIP

Foreword

The school, Dr. Rath Memorial Institute

Foundation Inc., located at Barangay Cambite, Tomas
Oppus, Southern Leyte is a private, Christian, non-stock
and non-profit educational institution of learning with
permit and recognition by the government and the
Department of Education. This is run and managed by
the Board of Trustees with assigned school personnel
who will directly take charge in its management and
supervision.
Dr. Rath Memorial Institute Foundation Inc.
envisions a Society united in Love, Justice and Peace. It
is our great privilege to serve the students of the
populace of Tomas Oppus, and is neighboring place of
Sogod Bay as one of the learning institutions of
learning in our province. This school strives to serve
the best quality basic secondary education in the rural
areas sending teachers and staff to seminars,
workshops and conferences for professional growth.

Sec. 1. The teachers conduct should be such as to merit the

confidence and respect of parents. His tactful and prudent
contacts with them should bring about cooperative understanding
if students involved.
Sec. 2. During the PTA meeting organized by the school, the
teacher may discuss with the present the progress as well as the
shortcomings of students for the purpose of encouragement and
correction of defects.
Sec. 3. If the parents present complaints to a teacher, he shall
listen with sympathy and broadmindedness, but should
discourage unfair criticism against fellow teacher, the
administration and the school system in general.
Sec. 4. The teacher should respect the basic responsibility of
parents for their children, avoiding any remark, which might
undermine the students trust in his responsibility.
TEACHER-COMMUNITY RELATIONSHIP
Sec. 1. The teacher should keep in mind that the best agents in
creating good public relation with the community are the
students. Therefore, he should often remind them to be careful of
conduct while riding in buses, eating in restaurants, attending
parties, participating sports events.
Sec. 2. The teacher should always speak well of all professional
and educational association and systems in the community which
work for social moral, economic and cure betterment.
Sec. 3. It is the duty of the teacher to strive to be socially
acceptance be refraining from excessive gambling, habitual
drunkenness and other immoral practice and by keeping himself
morally upright.
Sec. 4. The teacher should maintain cordial relation with other

TEACHER-STUDENT RELATIONSHIP
Sec. 1. The teacher should recognize that the interest and
welfare of the students are his primary concern. He should,
therefore, consistently instruct and guide them in the pursuit
of knowledge, ideas and skills.
Sec. 2. Individual differences should be dealt with accordingly,
such as intellectual, physical, cultural etc. Each one should be
guided to develop his capabilities and to form right judgment
independently.
Sec. 3. So that fairness maybe the sole criteria in evaluating
the students work, the teacher should not be influenced by
favors received or expected from the students on their
parents.
Sec. 4. Since students are keen observers, the teacher shall
maintain his dignity in their presence. However, he may show
readiness to share their joy of accomplishments, as well as
availability in the solution of their problems. Students should
be respected as persons.
Sec. 5. Confidential information pertaining to students or his
family revealed by him to a teacher should never be divulged
to others who have no right to know.
Sec. 6. Positive means commensurate to the offense should
be employed in order to correct a misbehaving student.
Corporal punishment or deduction from scholastic ratings
should never be made use of.
Sec. 7. A teacher should never take advantage of his
profession:
a) to collect money or engage in business
within the school premises without the authorization of school
Director.

Brief History
It was in the historic of 1946 when a group of men of
Faith in God, mostly ministers/ pastors and educators and a
dozen of Incorporators met together to discuss plans to put up
a small institution in order to educate the youth at a very
minimal cost.
In the following year 1947, the idea was hatched by
this group of men to establish a school to be named after the
American missionary the Rev. Charles Rath of Ohio, USA, who
was on his Christian ministerial mission to this place. Inspired
by his spiritual dedication, Judge Santiago Palermo, who later
become the town mayor, together with Rev. Jose D. Evarretta
Sr., other minister, with the cooperation of the Incorporators
and some educators, bonding together for this noble purpose,
took the lead in the project and named the school, Rath
Memorial Institute.
In the 1960s, RMI was allowed to operate through a
permit secured yearly and in 1970, it was granted a
government recognition by Secretary of Education Onofre
Corpuz during the Marcos Administration. Since then the
school had been operating following the government and
Department of Education policies and guidelines. A new set of
Board of Trustees worked for the re-registration with the
Securities and Exchange Commission (SEC) improving the
facilities as well as the various programs and thrusts. In March
2010, applying for another 50 years of operation, the BOT
applied for a change of name from Rath Memorial Institute to
Dr. Rath Memorial Institute Foundation Inc. with the same
mission, vision, philosophy, goals and objectives.
Thanks and glory to God for our Founding Fathers
whose sacrificial love for education for the youth particularly

C. TEACHER-TEACHER RELATIONSHIP

Vision
An Academe of
Faith, Character and
Service to God and
Humanity

Mission
To Develop a well-rounded
Personality through
Quality Education with
Moral and Spiritual Dimensions
From the Holy Bible

RELATIONSHIP
Sec.C.1.TEACHER-TEACHER
Loyalty, mutual trust,
professional secrecy and selfsacrifice whenever the successful implementation of the
Sec. 1. school
Loyalty,
mutual trust,
professional
secrecy and all
selfobjectives
require
it should characterize
the
sacrificemembers
whenever
implementation of the
ofthe
thesuccessful
teaching staff.
school objectives require it should characterize all the
members
of 2.
theThe
teaching
staff.
Sec.
teachers
should support one another while
respecting the authority of the school head.
Sec. 2. The teachers should support one another while
respecting
of the
school
head.
Sec.the
3. authority
The teachers
shall
avoid
taking to themselves the
credit of a work well done by another; instead they should
Sec. 3. acknowledge
The teachers the
shall
avoid
taking
to themselves
work
and
competence
of theirthe
fellow
credit ofteachers.
a work well done by another; instead they should
acknowledge
the
work
and
competence
of
their
fellow
Sec. 4. Professional ethics demand that confidential
teachers.
information regarding ones colleagues be kept inviolate.
Sec. 4. Professional ethics demand that confidential
information
ones
colleagues
be kept
Sec. regarding
5. Teachers
shall
avoid revealing
toinviolate.
their fellow

teachers the content of document or information and plans

Sec. 5. which
Teachers
avoid revealing
to yet
their
fellow teachers
the shall
administrative
has not
decided
to make public.
the content of document or information and plans which the
administrative
not yetshould
decided
to make
public.
Sec. 6. has
A teacher
seek
permission
from the person in
charge in getting any school records.
Sec. 6. A teacher should seek permission from the person in
charge Sec.
in getting
any
school
records.
7. Any
abuse
done
or committed by a teacher or
employee should not be diverted to other to protect the
Sec. 7. dignity
Any abuse
done
or
committed
by and
a teacher
of the teaching profession
for theorwelfare of the
employee
should
not
be
diverted
to
other
to
protect
the should be
students concerned. Any unprofessional conduct
dignity reported
of the teaching
profession
and
the welfare
of the
to proper
authority
to for
resolve
the matter
amicably.
students concerned. Any unprofessional conduct should be
reported
to proper
to resolve
the matter
Sec.
8. Theauthority
teacher always
remember
thatamicably.
the time spent
for uncharitable gossip regarding fellow teacher in part of
Sec. 8. the
Theofficial
teacher
always
that the time
time
that remember
should be honestly
spentspent
in thefor
uncharitable
gossip
regarding
fellow
teacher
in
part
of
the
discharge of ones professional duty.
official time that should be honestly spent in the discharge of
ones professional
duty.relinquishing his position in, every teacher
Sec. 9. Before
shall make sure that his successor will find all record and
Sec. 9. date
Before
relinquishing
his position
every teacher
him
maybe in need
of in thein,
discharge
of his work.
shall make sure that his successor will find all record and date

B. TEACHING-ADMINISTRATION RELATION
Sec. 1. Every teacher, whatever his personal view may be called
upon to support and to carry out the policies of the school and
administration. Although he may have been given a voice in the
planning or framing of those policies, one they have been
determined and implemented, he is expected to carry them out.
Sec. 2. In case some policies or directive issued by the
administration would appear in congruous or undesirable to the
teacher, he should avoid discussing the matter with his fellow
teachers. He should, instead, ask for a conference with the Head
or Principal to obtain from him the clarification which in many
cases will reduce his position to reasonable acceptance.
Sec. 3. In the discharge of the school business, the teacher
transacts such business through the proper channels; principal,
Board of Trustees, superintendent and director of private schools.
Sec. 4. In all hid contracts, direct or indirect with the
administrator, the teacher shall give proper respect, without
however, becoming subservient to the extreme.
Sec. 5. Each teacher shall contribute his full share to the
coordination between administration and faculty as is expected of
a true Christian animated with a democratic spirit, for the
realization of the objective of the school.
Sec. 6. To render his full measure of cooperation with the
administration, every teacher is expected to:
a) submit in due time all required reports and records
(grading sheets, report cards, report on promotion etc.)
b) Give his wholehearted participation at meetings held
to study or evaluate existing policies and regulations and to solve
instructional or educational problems.
c) offer or accept to serve on committee set up for
special school functions like; school day celebration, filed
demonstration, exhibitions, local/provincial/national programs.
e) Handles himself, common disciplinary problem not
within the classroom.
f) in all decisions to be made, consider all aspects of the
school: the academic, the administrative, the human, the social
and his personal advantage whenever a school problem is to be
solved.

Philosophy

Quality Secondary Education with emphasis on faith

in the loving God to produce men and women of sterling
character and service-oriented young people for community
service which are difficult to produce nowadays in the sublime
pursuit of RMI since its foundation in the late 40s
It would continue to review, realign and innovate
program consistent with DepEd policies and guidelines in
order to conform to the prevailing paradigm shift in basic
education of our division, region or nation for that matter and
even with other nations in the cyber-world in order to be able
to meet the demands of global competitions.

ADMINISTRATION
A. TEACHERS

PROFESSIONAL ATTITUDE

The major function and responsibilities of Administrative officials

Sec. 1. The teacher should consider
are as follows:

his profession as a noble

on, therefore, he should manifest genuine enthusiasm and
1. The Board of Trustees provides over-all
direction
control of the whole
pride
in hisand
calling.
institution. It is composed of 13 members.
2. The Chairman is elected by the Board of Trustees from among its members.
Sec. 2. A most important duty of a teacher is to
He serves as he Chief Administrative Officer and exercises general
conscientiously
plan,
prepare
supervision over the entire institution
according to the
objectives
andand presents lesson in
policies set forth by the Board. accordance with the aim and objectives set forth by the
3. The Vice Chairman exercises all powers
andhe
perform
all duties of the
school
is employed.
Chairman during the absence or incapacity of the latter and shall
perform duties that maybe assigned by the Board of Trustees.
3. in order
that a
4. The Secretary keeps the minutes ofSec.
all meetings
of the Board
of teacher
Trustees. may grow in his chosen
profession,
should
constantly
He shall have custody of the members
registryhe
and
correspondence
filesstrive to broaden his cultural
of the Corporation.
outlook and deeper his professional interest by:
5. Treasurer/ Cashier is responsible for the collection,
a) Acustody
regularand
program of profitable reading
disbursement of funds. She issues examination permits and acts in
b)
advance
studies
matter about students fees.
c) attendance
seminars, lectures, workshops
6. The Principal taken over the function, responsibilities
and dutiesat
of the
Chairman in his/her absence. Other duties and
responsibilities
may be
d. group
discussion
on contemporary ideas, methods
assigned to him by the Chairmanand
if necessary.
approaches.
7. Guidance Counselor organize and supervise the guidance staff,
recommends guidance policies and plans, and implements them. He is
assisted by a Guidance Facilitator who helpse)
work
on the implementation
membership
and participation in education
of the guidance program.
association
8. The Registrar serves as the chief operation officer on matter relating to
f) developing a mind open to constructive criticism
students record.
Sec.
4. A teacher
should
9. The Head of the Library and services
is responsible
for planning
andbear in mind that once he has
developing programs for collection
development,
technical he
processes
made
an agreement,
is bound to fulfill it.
and readers services in line with the stated objectives of the school.
10. The School Chaplain/Pastor is in charge of the spiritual welfare of
Sec.
5. directly
A teacher
should
endeavor to enhance the prestige
students and faculty members. He
reports
to the
BOT Chairman
ofcontacts
his position
others
and principal although most of his
will be so
thethat
adviser
of themaybe drawn to join the
students and cultural affairs andprofession.
coordinator and
religious
Heshould be the guiding spirit
Nobility
ofeducation.
character
can be consulted anytime at his of
office
spiritual and moral problem.
hison
behavior.
11. The adviser of the student and cultural affairs is charged with the
coordination and over-all development of the non-academic areas of
student life. He acts on minor violations of the students Code of Conduct
and elevates serious cases to the Principal. The adviser of the students
Publication and students Supreme Council reports to him.
12. The disciplinary Board acts on students services violation of the code of
Conduct which is punishable by either dismissal or expulsion. The Board
is composed of adviser of the Student Supreme Council, Faculty who

Employment Policies
FACULTY FUNCTIONS AND OBLIGATIONS
Each teacher should exercise
proper
discipline Committee
to make
Screening/
Selection
learning possible in the classroom.
1. A teacher starts and ends classes onTeacher
time. Theapplicants
class should
are screened and evaluates by a
begin and end with a prayer.
screening composed of the Chairman, Principal, Guidance
2. Class attendance should be checked regularly. A student who
Subject area Chairman and faculty President.
incurred 10 unexcused absencesCounselor,
shall be dropped.
3. A teacher should see to it that chairs are arranged, chalk boards
Committee
are cleaned and pieces of paper are pickedThe
before
leaving thetakes charges of evaluating the
classroom.
credentials of the applicant and assess the merits of the
4. He prepares carefully his lesson
and presents
them in an
demonstration
lesson.
effective manner.
5. He /she should provide an opportunity for active participation
In selecting faculty members, the following factors
from his students in the teaching-learning activities.
considered:
6. Class instruction should beare
re-enforced
by giving assignments
and by requiring projects.
7. He submits the students grading sheets
weeks from
the
1. two
Educational
attainment
and professional
last examination day.
experience. Bachelor of Secondary Education
8. He conducts class and examinations during
theascheduled
time of concentration.
with
special field
and the room assigned. Deviation from the time and room schedule
2.
Commitment
to
the Christian Faith and way of
should have the approval from the principal.
life, preferably
a member of an evangelical
9. He should require students to present validated
exam per shits
issued by the cashier before they are allowed tochurch.
take the Prelim,
3. Aptitude for the position to be gouged from an
Midterm and Term examination.
10. He attends faculty meeting and serves on
assignments
for the
individual
by the
School Head/Principal and the
school related activities from time to time.
demonstration lesson.
11. He participates in seminar-workshops
meetings toof
which
4. and
Acceptance
the is
schools philosophy and
called by the administration to attend from time to time.
objective, existing rules and regulations and
12. He should personally punch-in and out everyday
working
conditions
13. He files a clearance at the end of every school
year.
Clearanceas specified in the schools
manual.
forms are available at the office.
5. Other factors
14. He submits reports on time.
15. He performs other school related functiona.
that Personal
may be character/ moral uprightness
assigned to him from time to time as the need arises
as:
b. such
Teaching
experience
a) Adviser of student organization and other recognized
student
c. Teachers
personality
activities.
d. andSex
b) Representative of the school in conference
seminars.
e. trip,
Civil
Status
16. Any activity outside the classroom (e.g. field
excursions
f.
Preferably
etc.) must have prior approval by the Board of Trustees
Chairman one who adheres to the
which acts upon recommendation of the principal and Christian
the Adviserdoctrine
of
of the Church
the Student Affairs.
g. Health, etc.

RETIREMENT

Procedure for Faculty Selection

Prior to final hiring on employment, the teacherapplicant must first undergo a selection procedure.
1. Filing of application forms with pertinent papers
like Transcript of Records, PRC, formal letter of
application and evidence of professional
qualification, recommendations from the school
head where applicant was last
employed/graduated.
2. Preliminary interview with the Screening
Committee
3. Teaching demonstration
4. Background check
5. Medical Examination
6. Final interview by the Principal

The compulsory retirement age is 65. A

permanent teacher must make known his retirement date by filing a
written application. Should a retiree desire to continue his/her
services, he/she must file a written application to the Board of Trustees
for approval. His services maybe continued or extended in a case to
case basis upon agreement of the employer and employee.
(New Retirement Law RA 7641, Rule II Sec. 4.3 Labor Code of the
Phils.)
EXPIRATION OF CONTRACT
The employment of a full-time teacher during his
first three years of service is covered by contract or appointment for a
term of one semester or one school year. Unless renewed during the
succeeding term such employment is deemed to be automatically
terminated for contract of appointing.
DISMISSAL
The school reserves the right to dismiss a teacher
for cause in accordance with due process. The following are just
causes for termination:
1.
2.
3.
4.
5.
college

Immorality
Moral turpitude in and out of school
Gross inefficiency
Prolonged mental or physical disability
Refusal to implement the aims and objectives of the

6. Disloyalty to school
7. Insubordination
8. Any cause that maybe provided by law

The following constitute gross inefficiency:

1. Frequent unexcused absences, tardiness and early
dismissal of class.
2. Repeated failure to meet deadline for the submission of

Fringe, Benefits and Privileges

A.

13th Month Pay

All teachers receive the 13th month pay equivalent to one (1) month
salary.

B.
C.
D.
E.
F.
G.
H.

Christmas Bonus- the amount depends upon the availability of funds.

Clothing allowance
Retirement plan
Social Security System
Maternity/ Paternity Leave
Vacation pay
Emergency/ Sick Leave of absence with pay

Full-time regular teachers who have taught in this institution for 3

years with an efficiency of at least satisfactory may take a day leave of
absences with pay in case of ailment, death or sickness of an immediate
head as emergency.
Requirement to avail the Emergency/ Sick leave plan:
1.
2.
3.
4.

One day absence due to illness will be automatically charged to sick

leave.
The teacher should apply emergency sick leave benefits to be duly
noted by the Principal and duly approved by the Board of Trustees
Chairman.
Absences due to illness, exceeding 3 days should be duly supported
with a medical certificate, signed by an attending physician.
Emergency/ Sick leave benefits are non- communicative; i.e, unused
sick leave is not convertible to cash.

Professionalism, courtesy and welfare of the students demand that a

teacher should file an application for leave of absence to give enough time
for the Principal/ Head to recruit and arrange for a substitute.
In case of unforeseen absence, the teacher should as soon as possible
notify the Head or Principal either in writing or by phone, send his lesson
plan and other instructional materials to guide the substitute teacher. He

Placement of Selected Applicant

1.

2.

3.
4.

When applicant is finally selected, he/ she is

requested to submit all necessary documents
such as:
a. Police Clearance
b. Tax Account Number
c. SSS number
d. Clearance from his last employer
e. Medical Certificate
Employment condition such as starting rate
working norms, benefits and privileges and
working conditions which is discussed by the
Head/ Principal with the applicant.
Appointment papers shall be submitted to the
Chairman/ President of the Corporation for
authentication and validation of employment.
Applicant is initially hired as probationary
teacher with a contract of 1-3 years.

Classification of Faculty Members

1.

2.
3.
4.

Full time teachers are those who carry a teaching load of at least 30
hours per week. Those who carry a teaching load of less than 30 hours
are appointed or requested by the administration to perform
administrative function.
Part-time teachers are non-permanent faculty members. Part-time
teachers depend upon the availability of subject load.
Substitute teacher - a teacher maybe appointed as substitute of a
teacher who goes on leave of not more than one semester duration but
his salary as substitute will be the same as that of a new hire.
Probationary teacher.
A probationary teacher is any faculty member who teaches for the first
time. The normal probation period for a teacher is 3 years. A
probationary teacher stipulates one whole year subject to renewal. If
employment is renewed, another letter of appointment is issued. A
teachers Contract of Employment will be issued as required by the
DepEd.
a.
b.
c.
d.
e.
f.
g.
h.
i.

A teacher on his/ her first year of teaching is considered

temporary and must sign a 3 year contract with the school.
He/ she must be on a 10- month basis salary.
His/ her second year of teaching must be on an eleven (11)
month basis salary.
On his/ her third year of teaching he/ she receives 12 month
basis salary and must renew another 3 year contract.
He/ she receives the basic salary offered by the school but with
increase depending upon the availability of funds.
That he/ she enjoys the same incentives with that of a regular/
permanent in status.
He/ she enjoys 3 personal leave, and 5 day sick leave with pay.
A teacher/ employee may file a leave of 3 months only but
failure to return after 3 months is considered resigned from the
service.
Unauthorized leave of absence receives no pay.
Teacher who have rendered three (3) consecutive years
of efficient satisfactory years of service in full-time basis and
satisfying all the requirements as determined by the rules of the of
the institution are deemed permanent. They have continuous
permanency status until retirement. They are subject to
termination only grave causes.
A permanent teacher is expected to attend all faculty
meetings and to serve as chairman or member of a committee
during school activities if his/ her services are needed. He/ she may
be required to attend in-service training and outside seminar

Performance Evaluation

Performance evaluation is done periodically by the Principal

and department Chairperson. This shows how the teacher is
performing his/ her function in the light of the schools objectives and
ideals. It is also the basis for the teachers ranking, promotion and
salary increase.
It include the following:
1.

Academic preparation and training

This includes a degree eared, additional degree/
special training related to area of specialization,
professional examination passed, academic honors,
scholarship receives and advanced studies pursued.

2.

Teaching experience.
This includes length of service as full-time or parttime teacher

3.

Professional Competence
This includes teaching effectiveness like daily
preparation, techniques in classroom
management, personality and impact on students,
punctuality and regularity of attendance.

4.

School and Community Service

This includes affiliation of professional, religions,
cultural or civic organization, attendance and
active participation in seminars, workshop,
conferences and symposium inside and outside
the school.

5.

Exemplary Conduct.
The moral character and integrity of the school
teacher should be beyond doubt and question.