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4.5 School Human Resource Development Plan

The School Human Resource Development Plan for S.Y. 2024-2025 outlines goals and key performance indicators across four key result areas: Performance Management, Teacher's Welfare and Benefits, Career Development Plan, and Human Resource Information System. The plan aims to achieve high personnel performance, sustain teacher welfare programs, implement strategic career development, and improve the HR information system. Expected outcomes include a 95% accomplishment of goals, sustainable programs for teacher support, and updated personnel records.

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Ibrahim Jade De Asis
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30 views2 pages

4.5 School Human Resource Development Plan

The School Human Resource Development Plan for S.Y. 2024-2025 outlines goals and key performance indicators across four key result areas: Performance Management, Teacher's Welfare and Benefits, Career Development Plan, and Human Resource Information System. The plan aims to achieve high personnel performance, sustain teacher welfare programs, implement strategic career development, and improve the HR information system. Expected outcomes include a 95% accomplishment of goals, sustainable programs for teacher support, and updated personnel records.

Uploaded by

Ibrahim Jade De Asis
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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SCHOOL HUMAN RESOURCE DEVELOPMENT PLAN

S.Y. 2024-2025

School Head: LAURA A. CRUZ Position: Assistant School Principal II School: TAGUMPAY NAGANO HIGH SCHOOL Date: 09/19/2024

KRAs Goal Key Performance Indicator Expected Outcome


I. Performance Management To achieve at least 95% of Consistent personnel progress on Al least 95% accomplishment of
personnel and organization goals achieving personal and personnel and professional
professional goals/targets goals/targets
To create and monitor an action Timeliness and accuracy of Timely monitoring and assessment
plan on assessment of performance performance monitoring system of school personnel
To sustain school-based High level of performance Sustainable school-based
performance strategy improvement performance appraisal strategy
To maintain functional incentive Increment of performance after Functional incentive scheme for
scheme tied up with productivity implementation work productivity
and quality
II. Teacher’s Welfare and To sustain the school Monitored employee satisfaction Sustainable school
Benefits programs/activities aimed at rating programs/activities for promoting
promoting strong teacher- strong partnership among the
administrator and school - school administrators, teachers
community linkage and other stake holders in the
community
Effective capacity building activity Successful capacity building
for school administrator and activity for school administrator
faculty and teachers
III. Career Development Plan To implement strategic career Feasible career development plan Prompt upgrading of teacher’s
development plan for school administrator salary and step increment
Immediate promotion of
teachers/personnel with
outstanding performance
Increase number of teachers
enrolled and finished in graduate
studies
School-initiated
seminars/trainings/workshops for
continuing professional
development
Delegation of qualified teachers to
specialized trainings
(district/division/national)
IV. Human Resource To improve the existing HRIS that Prompt of data retrieval Updated Teachers 201 File
Information System can respond to personnel and Organized school records and
organizational needs teacher’s document.
Accuracy of information Monitored and updated LIS and
EBIES
CONFORME: Prepared by:

LAURA A. CRUZ JULIUS CESAR F. DELA CRUZ


OIC/ASP II Head Teacher III

Address: Diversion, San Leonardo, Nueva Ecija


Telephone No.: (044) 940-5617
Email: [email protected]
Facebook Page: Tagumpay Nagano High School

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