Human Resource Guidelines

1. Attendance:

The online approach is to be used for attendance purposes in our flexible hybrid work arrangements, work from home and on-site work. Office staff, though, still need to log in their on-site reporting at the Gate 2 guard house for proper accounting of on-site personnel.

When we go back full time to regular face-to-face setup for all employees and students, we shall revert back to our regular time and attendance monitoring system (TAMS).

All employees are expected to work on their regular schedule or the schedule discussed in their department/office upon re-opening.

All employees are expected to complete their regular job duties as well as other duties as needed, such as regular cleaning for hygiene purposes.

2. Filing of leave of Absence:

We continue to use erp.csa.edu.ph, the school web portal.

Please remember that the 10-day sick leave may be used for any purpose. Advanced notice for foreseen absence and immediate notice for consumed leave are essential. Reason for absence is to be specified for approval.

All other policies on punctuality, attendance and leave of absence are in place and can be found in the 2021 Revised Personnel Manual, Chapter III, Sections 2 and 3 and Chapter IV, Section 4.

3. On partial return to campus of students

All non-teaching personnel are to return to on-site reporting.

As for teachers, department heads will make an early consultation with teachers regarding their willingness to be assigned in class bubbles.

Ø Subject areas and grade levels will be the first criteria.

Ø Priority will be given to those 20 to 40 years of age without comorbidity.

Ø Accessibility to workplace and proximity are to be considered.

Ø As a consideration for the Hybrid School, the computation of the teaching load of teachers at least for this arrangement, shall be lesser than the school mandated 18-20 units. Daily reporting to school and preparation for dual modality are major considerations.

On quarantine directive due to work-related reasons, alternative work arrangement may be adopted.

Those who prefer to stay in school for a week or two during their class bubble assignment will be accommodated in classrooms converted to rest areas.

4. The use of the staysafe app is mandatory upon entering school premises.

5. Enforce health and safety protocols

6. Establish monitoring protocols for onsite activities (checking of attendance, reassignment/realignment of MARE, scheduling of onsite work, flexible work arrangement, and checking of accomplishments, cases and incidents)

7. Work plan for each department and office is to be ensured in case of quarantine or on-site work interruption. Coordinate with concerned offices on their adoption of a hybrid work setup (for safety and security realignment). A dialogue with department heads is helpful in order to have an institutional direction.

8. In case of having a confirmed case in the department/office, the following will be done by the department head/office head in coordination with the concerned offices:

· Contact tracing (distance of 6 feet and below, closed area, more than 15 minutes)- Personnel Office

· Possible adoption of flexible work arrangement for affected personnel in the office or department

· Isolation advice and monitoring -Personnel Office, CDSS

· Disinfection – Physical Plant Supervisor

· Possibility of lockdown depending on affected area – PO, CDSS, PPS The school will also be in close coordination and shall provide assistance to DOH and LGU.

9. Employees will have a regular schedule for COVID-19 testing every two weeks. RT-PCR test will be used for those with frequent and close contact with students like teachers, while rapid antigen test will be used for those without symptoms.

10. COVID-19 vaccination is coordinated with the LGU for unvaccinated employees and students. Literacy pep talk will be given to employees who are unwilling to be vaccinated. A profile of the faculty and personnel vaccination status will be made.

11. Full personal protective equipment (PPE) will be provided for those in the triage area.

12. The Guidance Center will primarily be the source of psychosocial support of learners, teachers and school personnel. Additional psychosocial support in the form of counseling by Dr. Maricar Fajardo, school psychologist, is to be provided to those in need.

13. Teacher and staff training continue in order to prepare everyone for the Return to Campus Scenario.

· Orient teaching personnel and non-teaching personnel on the Alternative Work Arrangement that will be implemented during the limited face-to-face classes.

· Literacy pep talk will be given to those who are not in favor of vaccination.

· Provide assistance for personnel training especially on compliance and implementation of health and safety standards.

· Conduct simulation activities among school personnel regarding protocols and routines to replicate and discuss possible scenarios during the actual conduct of face-to-face classes

· Identify teacher training to provide them new skills and capacities as they adapt to new demands to support students.

14. Evaluation of personnel capacity is to be conducted. (re-assessment of needs per department - face to face operations)

· Projected enrollment will be used as reference for staffing. · Roles and responsibilities of NTP will be reviewed.

· Allocation of personnel to monitor the staysafe app daily login or data

15. The Cafeteria manager will provide guidelines on limited canteen operations and services.

16. Ensure health and safety, and welfare of all staff (monitoring, setting up infrastructure developments, coordination, provisions for health and safety needs).

17. On full regular face-to-face setup, employees must return all CSA properties that were taken home prior to the closure. These include laptops, printers, webcams, files, reference material, etc. and all copies thereof. No confidential information can be kept outside of the workplace unless part of the school’s normal procedures.

18. Employees who do not follow policies including the ones temporarily in place due to COVID-19 will face disciplinary action, up to and including termination. Employees who refuse to work for invalid reasons will be considered to have abandoned their job, thereby voluntarily resigning.

19. For questions or concerns, send an email to hr@csa.edu.ph.