Teaching is more than making students globally competitive with skills, but it is more of inculcating values, dedication, and commitment. This premise of producing students imbued with values and competence must be the same with hiring teacher candidates.
In accordance with the validity and strength principle of the Constitution’s Civil Service Doctrine and the Department of Education’s ongoing effort to improve the quality of basic education, DepEd believes that any educational system’s position is entirely dependent on its workforce’ abilities. As a result, one of the concerns the Department hopes to address via K to 12 Basic Education Program’s efficient execution is the need for highly qualified instructors in public elementary and secondary schools. The initiative intends to accomplish this goal by dramatically raising professional standards, ensuring that the teachers employed can make a major contribution to the development of lifelong learners. Furthermore, the recruiting method is designed to allow all eligible kindergarten volunteers and LGU-hired teachers to be absorbed into the domestic plantilla (D.O. no. 7 s, 2015). This order gives high regards to education, LET rating, trainings, teaching skills, communication skills, and experience, although there is merit with interview that could somehow show morale and dedication, still it is just part and parcel and highly subjective in nature. In the end, those who have very well-prepared documents, usually get hired.
Teachers that are dedicated about their subjects are the ones who have the most impact on our lives. Their convictions and zealous deeds enchant us and help us discover our underlying ideals. Teachers’ motivation and performance are aided by their dedication. Teachers that are passionate about what they do have an impact on student progress. There’s a link connecting enthusiastic teaching and excellent student learning. Students’ commitment, or feeling of adherence, is a critical aspect that determines their educational process. Hence, it is truly significant to consider dedication and values of teacher applicants.
It is sad to know that there is no systematic way and/or machine to measure teachers’ dedication, morale, and values, which could show quantitative evidence to determine “perfect” teacher candidates. Hence, the selection of teachers relies on the comprehensive and reliable prerogative of the appointing authority.
A way to consider values and dedication is a valid and non-biased background investigation. Although, this maybe subjective in nature, but still will show some qualitative data to know more about a teacher candidate. The selection board must be careful and not be swayed by any pressure and biases. There has to be systematic background investigation to ensure that the process is not misleading, and all pieces of evidence must be sworn upon / validated. Likewise, a teacher candidate must be properly informed of all the negative and positive feedback on him/her, and the results of the investigation must be discussed openly to remedy the situation.
Another way to make the selection of teacher candidate be made better is through coaching and mentoring, and seminar-workshop. This may happen before the final acceptance and appointment of teachers. This could be in a series of focused group discussions with Education Program Supervisors, Principals, Head Teachers, Master Teachers, and other expert in the field, who could share something significant that could prepare the teacher candidates before entering the department. After, the sessions, an assessment maybe given for an objective perspective, then the result has to be discussed with the teacher candidates, and a final coaching has to be taken place. Further, the teachers hired, must be religiously observed, and mentored. Then after six (6) months, the Master Teacher / School Head in-charge must submit a well-documented report to the division office, which could be a basis for a research and in-service training.
Recruitment and selection of teacher candidates must not stop when they get hired. The DepEd or any institution has to be a place of nourishment, where everyone helps one another and does not judge someone based on his/her past circumstances. When we envision of learners who are passionate, imbued with values and competence, we must also practice being compassionate to everyone.
In lieu of the situation, it is true that hiring of teacher candidates is highly technical, but still there are remedies available in the division and school level. We cannot disregard technical competence, more so, the values, dedication, and commitment.
By: Mrs. Emily V. Costales |Head Teacher I| Gordon Heights National High School | Olongapo City
