Capitol University
Cagayan de Oro City
Professor: Olga Alonsabe, Ph.D.
Student : Linda D. Saab
Subject : Management of School Leadership
Date Assigned: Nov.20,2010
Reflection on School Leadership
By observing the past, we can improve our future. It has been said that principal is strategically positioned to influence other people to make a difference. As principal filled with thoughts of what is to be done. When I was still a new school head I did not mind visioning. The moment we are asked about the vision then we model the DepED Vision. Through seminars, trainings and enrolling graduate studies I gradually include stakeholders in crafting the vision and mission specially the values that are to be printed . I felt the guilt of just copying DepED vision and mission without consulting the stakeholders. Through it takes a longer process to have consolidated values for the vision and mission, I really did it to give justice to my work and the stakeholders for a better school .As Gray (1990) said the principal’s leadership is the clearest for the school effectiveness .
In my five years as school head it’s been my motto “ Honestly is the best policy” and “expect visitors everyday” By being honest in our daily lives we practice what we preach, I have also to reflect my personal attributes for I believe that I could influence others knowingly and unknowingly. However pleasing other people is slowly becoming a standard of our society. Sometimes , we do things out of our duty, out of reward or out of satisfying others expectations of us. According to de Castro (2000) school managers with good moral standing the community has a great inspiring influence not only to the teachers but also to the members of community where she serves. The stakeholders will not hesitate to give full support for the better school. I believe that I was able to influence the stakeholders because we gradually increase our performance not only in NAT but others academic aspects and through donation we were able to acquire 1 set of computer, 1 set of sound system, improved the physical of the school , constructed dike at the back of school for the safety of school children and the school as a whole.
In living consciously and responsibly, good communication is necessary to foster smooth interpersonal relationship to other people and to avoid conflict in the organization. Talking nice and reflective dialogue are some ways for good communication.
With the accomplishments , still I felt that there’s still a need to learn more to continue to be innovative partners of society and to understand better in quest for quality education.
Capitol University
Cagayan de Oro City
Professor: Olga Alonsabe, Ph.D.
Student : Linda D. Saab
Subject : Management of School Leadership
Date Assigned: Nov.27,2010
Reflection on Role of School Head
School Head as observed before when I was a student and a teacher, stayed most of the time in the office entertaining visitors and teachers who have important issues / problems. She would go around and we are instructed to behaved well if the principal is around. Seldom would get inside the classroom. School repair was handled by DPWH. Academic contest was so rare. There is a great difference in today’s situation.
The role of school head as (Kouzzes and Posner,2002) is visualizing a vision for the school and then inspiring a shared vision and mission among teachers and students and (Boossert et al 1982,38) no simple style of management seems appropriate for all schools… principals must find styles and structures most suited for their own local situations. My personal observation is true every school has its strength and opportunities to cherish and on the other hand has also unique threats and weaknesses that challenges principal to reflect on her personal attributes. Her credibility and integrity influenced the people around . As a school head she is expected to be a step ahead than the teachers . As stressed in R.A.9155 the AURA. Authority, Responsibility and Accountability . I would like to recognize the discussions of Dr. Alonsabe about the 3 C’s character, competence and charisma for a school head to possess to be able to influence others to become a better or effective school head.
For my six years as school head I affirmed that I have possessed the 3 C’s that I rose from the rank, being a classroom teacher for thirteen years ,Head teacher I for 2 years, Head Teacher II for 3 years and presently a principal. With my competence, I fell the need to enroll graduates courses to be more competent and deserving as a public servant holding distinct position. In managing the school it is a routine to come to school 15 minutes before flag ceremony, if there call ups in the division or district office I have to report to school first before going to the meeting, modesty aside the school is 3 kilometers / rela ride from the division office. Before flag ceremony there is a short routine chores like cleaning the assigned parts in the ground. As to the School Management ,the flag ceremony is accompanied with sound system with it also the Mambajao Song, Camiguin Song and dance exercise. After flag ceremony pupils are already inside the classroom. Checking of lesson plan has been a daily routine . Form 1 and 2 is also monitored every now and then. Teachers are given schedule for their class observations. CRIS supervision and Walkthrough have been practiced . If the teacher is out for a seminar or sick leave I have to take over the class. I personally encoded Phil. IRI English and Filipino to address the need as much as I could. In as mush as School Based Repair and Maintenance is available and the earlier to submit the documents the more chances to avail the fund so I have to shift from principal to engineer and to link to stakeholders to process the needed documents. If I have to hire an engineer to do the work then it would mean personal budget. With The release of MOOE the principal becomes cashier and book keeper although I delegated some task but the responsibility and desire to flow smoothly needs my attention .The MOOE though small, as they said “its better to have something than nothing” the processing of papers until liquidation takes 3 T’s time , treasure and talent. I used to photo copy the checked for transparency sake. As to school communications, in living consciously and responsibly , I have to remind myself to be a good communicator. Good communication is necessary to foster smooth inter-personal relationship to the people. I have to communicate effectively to set and adhere performance for instruction and teacher behavior. Communication from top to bottom like Deped orders, memos and others related letters are widely disseminated to teachers and they have to affix their signatures for proper information and dissemination to parents and stakeholders. In our school teachers community people are divided politically so I have to bridge the gap to effectively manage conflict. Meetings were held after MANCOM or when the need arises. As to school community relations, I have to influence the spirit of collaboration, by influencing stakeholders like teachers , LGU, alumni, parents and pupils the school was able to acquire necessary school equipments though donations 1 set computer, 1 set of sound system, school physical improvement ( standard dental trough ,flower boxes) ,books ,feeding ,sewing machines, repair of perimeter fence ,additional perimeter fence . Recently ,the dike that protects the school for flashfloods; was completed. We have been sharing burden in our workplace , thus make it lighter and we’ve been working hard to raise the standard and leading towards expectations of pupils, parents, stakeholders and the community as a whole .
gnment
Capitol University
Cagayan de Oro City
Professor: Olga Alonsabe, Ph.D.
Student : Linda D. Saab
Subject : Management of School Leadership
Date Assigned: Dec.4,2010
Reflection on Republic Act 9155
Championing Change and Innovation for School Success
With the acceleration in the implementation of School-Based Management (SBM) a key component of Basic Education Sector Reform Agenda of BESRA (R.A .9155), it becomes a challenge to all school administrators. School-Based Management is the decentralization of decision-making authority to schools. At the school level, school heads, teachers, and students work together with community leaders, and local government, officials and other stakeholders to improve school performance. School improvement and school effectiveness have become a major concern of education authorities, policy makers, administrators and teachers seeking to reform existing education systems. The authority ,responsibility and accountability (AURA ) is a challenge given to empower principals.
Q. Your leadership as principal in a low performing school due to mismatch, lack of supervision lack of teacher’s commitment and lack of parents support.
According to the research school effectiveness has a high correlation with the principal . It has been said that : “Where the principal goes, goes the school” An effective principal is considered to be a necessary precondition for an effective school. It is expected that the change in incremental . The changes for school improvement and development plan is reflected in the mission and vision crafted by stakeholders . As principal I have abide system for the good of all through a series of small steps but not to depart from the past.
In a situation where in the school has mismatch teachers, I have to conduct assessment as to their strength, weakness, opportunities and threats . With the result, it is expected that the change is incremental . Assessment result will be made as baseline for learning management programs like the training needs. I made use of Competency Based Teaching Standard (CBTS) .Teaching staff will convene as to their teaching loads. I have to re arrange the loads that would pave the way in line with their area of expertise .This year as part of school innovation, I implemented change though teachers concern are resistant for the change but I insisted to push through for the improved performance and betterment of school as a whole . I re arrange teachers but not in all grade levels , to suit to their level of capabilities and potentials. Say for instance as per observation and result of performance she’s not effective teacher in grade one and the other one is not effective in grade six so there’s a need to implement change . I believe learning is a continuous process so I have to guide them by providing necessary materials for her to study or recommend for trainings and seminars in line with her present load and also encourage to enroll course in line of her present teaching loads. It would be embarrassing on her part to display unethical behavior because of being mismatch .
As elementary school principal, I felt that I still have to study and learn more to acquire more knowledge and skills for I cannot give what I do not have. I have been trying to demonstrate skills to influence teachers , internal and external stakeholders. The best thing I can do is to help by mentoring, coaching and collaborating. Leithwood, Louis , Anderson, & Wahlstrom (2004) suggest that effective leadership plays a significant role on pupils’ achievement. As perceived , among the reasons is the different ways of seeing or perceiving things that take place at school as part of the supervisory activities . The acceptance of and interaction with the supervisory practice, i. e the techniques, methods, and models become a challenge as empowered principal. As a routine checking of teachers lesson plan is done daily. Monthly schedule for daily classroom observation is being posted in the bulletin . In practice , I was not able to observe always teachers as scheduled due to other activities to be attended to in line of my work. I adopted Walkthrough approach for the performer teachers and clinical supervision for the teacher who needs it. To reduce the drop out rate, retention rate ,survival rate and participation rate , needs serious concern. To improve the academic performance, like innovations for reading , academic activities like MTAP, YES-O, and others . Quarterly assessment in reading was conducted to make innovations for the improved performance in reading from non-reader to a reader, remedial readings from frustration level to instructional enforce enhancement activities and from instructional to independent the enrichment activities. For the school updates and other things are being posted in bulletin board like teacher’s absences, percentage of enrolment , accomplishments, class schedules, teachers’ teaching load. Every good performance is owned by them ,I felt that they are very proud of being part of an organization that is performing well.
As expected, the result of assessment will be compared to actual classroom situations. I have to monitor her strength and weakness . They are provided copies of Criterion-Referenced Supervision so it is expected that teachers comply some if not all during observation. Per observation, for the teacher whom I observed to be devoted , committed who tried her very best to teach and produce good performance not only academic but also building character, I have a walkthrough supervision. For the teacher whom I observed need clinical supervision, I do so. For the mismatch teacher, I influence her to have positive mental attitude towards her loads.
Internal and external stakeholders’ support and cooperation depends upon how the principal influence them. I believe by being honest in our daily lives, practicing what we preach, and we walk the talk would radiate to others. If the principal is transparent, has credibility , integrity and capability then knowingly and unknowingly would influence stakeholders ,contaminating others in the community for possible support needed for the improvement pupils ‘ performance and the development school as a whole.
As mentor I have to go father to discharge duties and responsibility to educate parents during meetings that they are partners for quality education and that education starts at home. Internal stakeholders would influence external stakeholders the concept that education is everybody’s business; tripartite (school, home and community) hand in hand work together for the realization of the common goal.
Capitol University
Cagayan de Oro City
Professor: Olga Alonsabe, Ph.D.
Student : Linda D. Saab
Subject : Management of School Leadership
Date Assigned: January 8,2011
Principal as a Leader and Manager
It has been said that managers are made leaders emerge. The principal ,a leader and a manager needs emotional intelligence to excite people to innovate and to constantly change for the better. She motivates people to create a vision and goals that influence others to share that vision like the vision for quality education. She sets the direction to plan and implement to align people with vision and promote change . In my second day of office I called for a meeting and workshop conference .The objective is to craft the vision / mission and the core values .In the light of crafting core values it creates opportunities to think of ways to innovate and improve the priority concern of the school like academic performance and physical improvement of front fence in the school. Internal stakeholders accepted the challenge to influence to empower others like the external stake holders to work on causes. The front will be gradually changed to concrete one.
Some organizational rules were discussed and made some changes to create opportunities for others to experience the assignment. Organizational structure such as the Bedding and Awards Committee (BAC) and the organization of officers among teachers. As a manager I also emphasize system structure and corresponding action on the matter.
As a leader I have to inspire teachers, internal and external stakeholders to raise funds for the school. In my new assignment the concern for the improvement of academic performance and development of physical aspect. As manager I plan, budget implement of course I have also to abide with the existing rules and policies in the department. However ,I favor the ideals by guiding people to practical solutions for a better output and work towards harmony . In my present assignment I understand that there’s a conflict between some parents and some teachers on financial matters so I will find a way for two groups to come to agreement through meeting or dialogue. If to assume only as a manager I may able to perpetuate group conflicts but have a difficulty coming up with innovative solutions. I have to control implement and manage resources/projects and with deadlines.
Capitol University
Cagayan de Oro City
Professor: Olga Alonsabe, Ph.D.
Student : Linda D. Saab
Subject : Management of School Leadership
Date Assigned: January 15,2011
Making a difference through Performance Indicators
The Performance Appraisal System of Teachers (PAST) and Performance Appraisal System for School Administrators are based by the difference through indicator percentage in performance indicators. Performance Indicator is necessary in planning for innovations and better output. Each school has to secure indicator for three years as baseline for School Improvement Plan and Annual Improvement Plan .
Indicator for graduation rate is to determine the number of graduates (March) over number of enrolment (March) times 100. The result would indicate the effectiveness of teacher and principal in carrying out objectives in our educational system. For the promotion rate , the number of promotes of each grade level over the number of enrolment (March). It is in this indicator where pupils are to be determined who will move to the nest grade level. The R.A. 9155 promotes Education for All. As much as possible there will be no drop out . The teacher has to extend her effort by visiting homes of children who have made absences and follow up so children won’t drop from school. If the pupil is not able to make of what is being expected in a certain grade level he is failed that is to enroll in the same grade level the following school year. For the retention rate it is total number of enrolment of grades 2-6 over total enrolment of grades 1-5 . The purpose of this is to determine the degree of pupils in a particular school year who continue to be in school in the succeeding years and to follow up pupils who are not enrolling to assure that all school age children should be in school. The completion rate is the number of grade 6 graduates over the number when they were grade I. This is the percentage in a level of education who complete or finish the level in accordance with the number of years in study. It is a challenge to all educators in a certain school to reflect on innovative ways to increase the completion rate.
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