Continuing Professional Development through INSET and LAC Session

SCHEDULE OF INSETS, LAC SESSION AND PERFORMANCE COACHING

MONTH CONTINUING PROFESSIONAL DEVELOPMENT

LAC Session INSETs Performance Coaching
August 2020 every last Friday August 2020
September 2020 every last Friday September 2020
October 2020 every last Friday October 2020
November 2020 every last Friday Mid-Year Review-
November 2020
December 2020 every last Friday December 15-20, 2020 December 2020
January 2021 every last Friday January 2021
February 2021 every last Friday February 2021
March 2021 every last Friday March 2021
April 2021 every last Friday Performance Review &
May 2021 every last Friday May 2021 Evaluation/Performance
Rewards & Development
Planning-
April-May 2021

COVID-19 Pandemic is a quintessential adaptive and transformative challenge, one for

which there is no preconfigured playbook that can guide appropriate responses. Despite the
challenge, education must continue and ensure that opportunities for approaches to professional
development programs are available and accessible to teachers as the pandemic runs its course.
Tulo Elementary School conducts LAC Sessions to enable teachers to support each other
to continuously improve their content and pedagogical knowledge, practice, skills, attitudes, as
well as the teaching-learning process that will lead to improved learning among the pupils. This
is done every last Friday of the month.
The need for in-service training for teachers is a must to equip them with new knowledge
and skills to face new challenges and reformation in education. It can enhance the
professionalism of teachers who can contribute to the organization to achieve its goals. School
INSETs are done during semestral breaks and summer vacation to keep teachers up to date on
the most current concepts, thinking and research in their field and also promote professional
growth in order to promote excellent and effective teaching and learning environment for
students.
The performance monitoring and coaching shall commence after the rater and the ratee
commit on the KRAs, Objectives and Performance Indicators, and sign the OPCRF and IPCRF.
This shall be done throughout the year. Performance monitoring shall be the responsibility of
both the rater and the ratee who agree to track and record significant incidents through the use of
the Performance Monitoring and Coaching Form (PMCF) where significant incidents are actual
events and behaviors in which both positive and negative performances are observed and
documented.
The rater, as the coach or mentor of the ratee, playing a critical role in the performance
monitoring and coaching, shall provide an enabling environment and intervention to improve the
office performance and to manage and develop individual potentials.