CODE OF ETHICS FOR PROFESSIONAL TEACHERS

Pursuant to the provisions of paragraph (e), Article 11, of R.A. No. 7836, otherwise known
as the Philippine Teachers Professionalization Act of 1994 and paragraph (a), section 6, P.D.
No. 223, as amended, the Board for Professional Teachers hereby adopt the Code of Ethics
for Professional Teachers.

Preamble
Teachers are duly licensed professionals who possesses dignity and reputation with high
moral values as well as technical and professional competence in the practice of their noble
profession, and they strictly adhere to, observe, and practice this set of ethical and moral
principles, standards, and values.

Article I: Scope and Limitations

Section 1. The Philippine Constitution provides that all educational institution shall offer
quality education for all competent teachers. Committed to its full realization, the provision
of this Code shall apply, therefore, to all teachers in schools in the Philippines.

Section 2. This Code covers all public and private school teachers in all educational
institutions at the preschool, primary, elementary, and secondary levels whether academic,
vocational, special, technical, or non-formal. The term “teacher” shall include
industrial arts or vocational teachers and all other persons performing supervisory and /or
administrative functions in all school at the aforesaid levels, whether on full time or part-
time basis.

Article II: The Teacher and the State

Section 1. The schools are the nurseries of the future citizens of the state; each teacher is a
trustee of the cultural and educational heritage of the nation and is under obligation to
transmit to learners such heritage as well as to elevate national morality, promote national
pride, cultivate love of country, instill allegiance to the constitution and for all duly
constituted authorities, and promote obedience to the laws of the state.

Section 2. Every teacher or school official shall actively help carry out the declared policies
of the state, and shall take an oath to this effect.

Section 3. In the interest of the State and of the Filipino people as much as of his own,
every teacher shall be physically, mentally and morally fit.

Section 4. Every teacher shall possess and actualize a full commitment and devotion to
duty.

Section 5. A teacher shall not engage in the promotion of any political, religious, or other
partisan interest, and shall not, directly or indirectly, solicit, require, collect, or receive any
money or service or other valuable material from any person or entity for such purposes.

Section 6. Every teacher shall vote and shall exercise all other constitutional rights and
responsibility.

Section 7. A teacher shall not use his position or official authority or influence to coerce any
other person to follow any political course of action.

Section 8. Every teacher shall enjoy academic freedom and shall have privilege of
expounding the product of his researches and investigations; provided that, if the results
are inimical to the declared policies of the State, they shall be brought to the proper
authorities for appropriate remedial action.

Article III: The Teacher and the Community

Section 1. A teacher is a facilitator of learning and of the development of the youth; he
shall, therefore, render the best service by providing an environment conducive to such
learning and growth.

Section 2. Every teacher shall provide leadership and initiative to actively participate in
community movements for moral, social, educational, economic and civic betterment.

Section 3. Every teacher shall merit reasonable social recognition for which purpose he shall
behave with honor and dignity at all times and refrain from such activities as gambling,
smoking, drunkenness, and other excesses, much less illicit relations.

Section 4. Every teacher shall live for and with the community and shall, therefore, study
and understand local customs and traditions in order to have sympathetic attitude,
therefore, refrain from disparaging the community.

Section 5. Every teacher shall help the school keep the people in the community informed
about the school’s work and accomplishments as well as its needs and problems.

Section 6. Every teacher is intellectual leader in the community, especially in the barangay,
and shall welcome the opportunity to provide such leadership when needed, to extend
counseling services, as appropriate, and to actively be involved in matters affecting the
welfare of the people.

Section 7. Every teacher shall maintain harmonious and pleasant personal and official
relations with other professionals, with government officials, and with the people,
individually or collectively.

Section 8. A teacher posses freedom to attend church and worships as appropriate, but shall
not use his positions and influence to proselyte others.

Article IV: A Teacher and the Profession

Section 1. Every teacher shall actively insure that teaching is the noblest profession, and
shall manifest genuine enthusiasm and pride in teaching as a noble calling.

Section 2. Every teacher shall uphold the highest possible standards of quality education,
shall make the best preparations for the career of teaching, and shall be at his best at all
times and in the practice of his profession.

Section 3. Every teacher shall participate in the Continuing Professional Education (CPE)
program of the Professional Regulation Commission, and shall pursue such other studies as
will improve his efficiency, enhance the prestige of the profession, and strengthen his
competence, virtues, and productivity in order to be nationally and internationally
competitive.

Section 4. Every teacher shall help, if duly authorized, to seek support from the school, but
shall not make improper misrepresentations through personal advertisements and other
questionable means.
Section 5. Every teacher shall use the teaching profession in a manner that makes it
dignified means for earning a descent living.

Article V: The Teachers and the Profession

Section 1. Teachers shall, at all times, be imbued with the spirit of professional loyalty,
mutual confidence, and faith in one another, self-sacrifice for the common good, and full
cooperation with colleagues. When the best interest of the learners, the school, or the
profession is at stake in any controversy, teachers shall support one another.

Section 2. A teacher is not entitled to claim credit or work not of his own, and shall give due
credit for the work of others which he may use.

Section 3. Before leaving his position, a teacher shall organize for whoever assumes the
position such records and other data as are necessary to carry on the work.

Section 4. A teacher shall hold inviolate all confidential information concerning associates
and the school, and shall not divulge to anyone documents which has not been officially
released, or remove records from files without permission.

Section 5. It shall be the responsibility of every teacher to seek correctives for what may
appear to be an unprofessional and unethical conduct of any associate. However, this may
be done only if there is incontrovertible evidence for such conduct.

Section 6. A teacher may submit to the proper authorities any justifiable criticism against an
associate, preferably in writing, without violating the right of the individual concerned.

Section 7. A teacher may apply for a vacant position for which he is qualified; provided that
he respects the system of selection on the basis of merit and competence; provided,
further, that all qualified candidates are given the opportunity to be considered.

Article VI: The Teacher and Higher Authorities in the Profession

Section 1. Every teacher shall make it his duty to make an honest effort to understand and
support the legitimate policies of the school and the administration regardless of personal
feeling or private opinion and shall faithfully carry them out.

Section 2. A teacher shall not make any false accusations or charges against superiors,
especially under anonymity. However, if there are valid charges, he should present such
under oath to competent authority.

Section 3. A teacher shall transact all official business through channels except when special
conditions warrant a different procedure, such as when special conditions are advocated but
are opposed by immediate superiors, in which case, the teacher shall appeal directly to the
appropriate higher authority.

Section 4. Every teacher, individually or as part of a group, has a right to seek redress
against injustice to the administration and to extent possible, shall raise grievances within
acceptable democratic possesses. In doing so, they shall avoid jeopardizing the interest and
the welfare of learners whose right to learn must be respected.

Section 5. Every teacher has a right to invoke the principle that appointments, promotions,
and transfer of teachers are made only on the basis of merit and needed in the interest of
the service.

Section 6. A teacher who accepts a position assumes a contractual obligation to live up to

his contract, assuming full knowledge of employment terms and conditions.

Article VII: School Officials, Teachers, and Other Personnel

Section 1. All school officials shall at all times show professional courtesy, helpfulness and
sympathy towards teachers and other personnel, such practices being standards of effective
school supervision, dignified administration, responsible leadership and enlightened
directions.

Section 2. School officials, teachers, and other school personnel shall consider it their
cooperative responsibility to formulate policies or introduce important changes in the system
at all levels.

Section 3. School officials shall encourage and attend the professional growth of all teachers
under them such as recommending them for promotion, giving them due recognition for
meritorious performance, and allowing them to participate in conferences in training
programs.

Section 4. No school officials shall dismiss or recommend for dismissal a teacher or other
subordinates except for cause.

Section 5. School authorities concern shall ensure that public school teachers are employed
in accordance with pertinent civil service rules, and private school teachers are issued
contracts specifying the terms and conditions of their work; provided that they are given, if
qualified, subsequent permanent tenure, in accordance with existing laws.

Article VIII: The Teachers and Learners

Section 1. A teacher has a right and duty to determine the academic marks and the
promotions of learners in the subject or grades he handles, provided that such
determination shall be in accordance with generally accepted procedures of evaluation and
measurement. In case of any complaint, teachers concerned shall immediately take
appropriate actions, observing due process.

Section 2. A teacher shall recognize that the interest and welfare of learners are of first and
foremost concern, and shall deal justifiably and impartially with each of them.

Section 3. Under no circumstance shall a teacher be prejudiced or discriminate against a

learner.

Section 4. A teacher shall not accept favors or gifts from learners, their parents or others in
their behalf in exchange for requested concessions, especially if undeserved.

Section 5. A teacher shall not accept, directly or indirectly, any remuneration from tutorials
other what is authorized for such service.

Section 6. A teacher shall base the evaluation of the learner’s work only in merit and
quality of academic performance.

Section 7. In a situation where mutual attraction and subsequent love develop between
teacher and learner, the teacher shall exercise utmost professional discretion to avoid
scandal, gossip and preferential treatment of the learner.

Section 8. A teacher shall not inflict corporal punishment on offending learners nor make
deductions from their scholastic ratings as a punishment for acts which are clearly not
manifestation of poor scholarship.

Section 9. A teacher shall ensure that conditions contribute to the maximum development of
learners are adequate, and shall extend needed assistance in preventing or solving
learner’s problems and difficulties.

Article IX: The Teachers and Parents

Section 1. Every teacher shall establish and maintain cordial relations with parents, and
shall conduct himself to merit their confidence and respect.

Section 2. Every teacher shall inform parents, through proper authorities, of the progress
and deficiencies of learner under him, exercising utmost candor and tact in pointing out the
learner's deficiencies and in seeking parent’s cooperation for the proper guidance and
improvement of the learners.

Section 3. A teacher shall hear parent’s complaints with sympathy and understanding,
and shall discourage unfair criticism.

Article X: The Teacher and Business

Section 1. A teacher has the right to engage, directly or indirectly, in legitimate income
generation; provided that it does not relate to or adversely affect his work as a teacher.

Section 2. A teacher shall maintain a good reputation with respect to the financial matters
such as in the settlement of his debts and loans in arranging satisfactorily his private
financial affairs.

Section 3. No teacher shall act, directly or indirectly, as agent of, or be financially interested
in, any commercial venture which furnish textbooks and other school commodities in the
purchase and disposal of which he can exercise official influence, except only when his
assignment is inherently, related to such purchase and disposal; provided they shall be in
accordance with the existing regulations; provided, further, that members of duly
recognized teachers cooperatives may participate in the distribution and sale of such
commodities.

Article XI: The Teacher as a Person

Section 1. A teacher is, above all, a human being endowed with life for which it is the
highest obligation to live with dignity at all times whether in school, in the home, or
elsewhere.

Section 2. A teacher shall place premium upon self-discipline as the primary principle of
personal behavior in all relationships with others and in all situations.

Section 3. A teacher shall maintain at all times a dignified personality which could serve as a
model worthy of emulation by learners, peers and all others.

Section 4. A teacher shall always recognize the Almighty God as guide of his own destiny
and of the destinies of men and nations.
 Article XII: Disciplinary Actions
Section 1. Any violation of any provision of this code shall be sufficient ground for the
imposition against the erring teacher of the disciplinary action consisting of revocation of his
Certification of Registration and License as a Professional Teacher, suspension from the
practice of teaching profession, or reprimand or cancellation of his temporary/special permit
under causes specified in Sec. 23, Article III or R.A. No. 7836, and under Rule 31, Article
VIII, of the Rules and Regulations Implementing R.A. 7836.

Article XIII: Effectivity

Section 1. This Code shall take effect upon approval by the Professional Regulation
Commission and after sixty (60) days following its publication in the Official Gazette or any
newspaper of general circulation, whichever is earlier.
Seven Levels of Accountability for Student Success

By Sharon Riley Ordu, Ed.D. and P. Augustine Ordu, Ph.D.

With No Child Left Behind (NCLB) off the table for at least 32 states in the U.S.,
accountability measures will be left to states and local school systems. NCLB has
been clear about closing achievement gaps between groups of students considered
at risk. To ensure that there is an ongoing focus on school improvement,
accountability should continue to be rigorous and focused on achievement gaps
along with whole school improvement.
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With No Child Left Behind (NCLB) off the table for at least 32 states in the U.S., accountability
measures will be left to states and local school systems. NCLB has been clear about closing
achievement gaps between groups of students considered at risk. To ensure that there is an
ongoing focus on school improvement, accountability should continue to be rigorous and
focused on achievement gaps along with whole school improvement.

Clear accountability systems have to be in place at seven different levels to ensure student
success now and in the future. Goals, beliefs, values, visions and actions must be aligned similar
to what one may find in a balanced scorecard. If these things are not operating in tandem, then
the system may be doomed to fail.

The seven levels of accountability for student success are: 1) state; 2) school system; 3) school;
4) principal; 5) teachers; 6) parents; and 7) students.

LEVEL 1: STATE

All states should have a strong plan in place to measure accountability. Out of the 32 states
approved for No Child Left Behind waivers, eight states have a conditional waiver, meaning they
have not yet satisfied the Obama administration’s requirements for a new principal/teacher
evaluation system, incorporation of College and Career Readiness Standards and other
stipulations. If these states are granted waivers, it is imperative that they have a plan in place so
that all educators, parents, students and other stakeholders understand how schools will be
monitored and what criteria will be used to determine school improvement.

Many of the states that have received No Child Left Behind waivers have developed impressive
accountability plans.

According to the Kentucky Department of Education, their new accountability model is a more
robust – next generation model that holds all schools and school systems accountable for
improving student performance and creates four performance classifications that determine
consequences and guide interventions and supports. School and system classifications are
based on the following measures: 1) Achievement (Content Areas are reading, mathematics,
science, social studies and writing.); 2) Gap (percentage of proficient and distinguished) for the
Non-Duplicated Gap Group for all five content areas; 3) Growth in reading and mathematics
(percentage of students at typical or higher levels of growth); 4) College Readiness as measured
by the percentage of students meeting benchmarks in three content areas on EXPLORE at
middle school; 5) College/Career-Readiness Rate as measured by ACT benchmarks, college
placement tests and career measures and 6) Graduation Rate.

LEVEL 2: SCHOOL SYSTEM

For school systems located in states where NCLB is still active, the accountability standards
remain the same: required scores in key subject areas, test participation rates at 95 percent,
attendance, graduation rates and adequate performance of special populations such as
disadvantaged students and students with disabilities. What will be the accountability of school
systems in states with waivers? The measures should certainly be well aligned to the state
accountability plan components that we monitor and hold systems accountable for. In many
cases, the new accountability measures growth over a period of time. Superintendents, boards
of education and school system leaders will need to be visionary, progressive thinkers who are
well versed about what is happening around the country and how to keep their school system
on the cutting-edge of transformation.

A strong strategic plan that communicates the school system vision, mission, goals, beliefs,
values and objectives should be transparent for all to see. The metrics embedded in it should
communicate what the system is holding itself accountable for. There has to be a whole school
system focus on building a culture of continuous improvement.

Curriculum, instruction, assessment and professional learning are critical success indicators for
school systems. All levels of system operation have to link back to improvement of student
achievement. High expectations must be in place for school system leaders, principals,
teachers, students and their parents.

LEVEL 3: SCHOOL

An important question for a school to ask: “How do we know if our students are successful and
what actions will we take if they are not?” Schools with an answer to this question and an
accountability plan in place will have the greatest level of success. Generally, the school
improvement plan is the accountability plan for the school. It outlines the same components
one would find in a school system strategic plan; it is clear about the actions that will take place
to address the question posed earlier. There should be an action plan for improving each
content area based on current school realities or baseline data from the most recent school
assessments; a professional development plan aligned to the action plans; a technology plan; a
plan for improving student attendance and parent involvement; and a plan that outlines how
data will be utilized, analyzed and interpreted.

Ensuring student success in schools means holding teachers and other staff accountable for
quality work directly impacting student achievement. Identification of root causes for lack of
student success and aggressive interventions to address areas of weakness must be
implemented. Use of research-based practices in all key areas of instruction, leadership and
school operation should be evident in schools aiming for high levels of student success.
Innovation and creativity are not only encouraged but celebrated.

LEVEL 4: PRINCIPAL

It is often said that principals must be strong instructional leaders. That is only part of what
principals should know and be able to do. They also must be change agents, capable of dealing
with vast ambiguities; human relations gurus; school culture shapers; savvy budget
administrators; and outstanding performance managers. If principals are knowledgeable,
courageous and willing to hold everyone accountable for keeping their students at the center of
everything they do, success is bound to follow.

An effective principal is needed in every school building of a school system striving for
excellence in education. These principals understand the complexity of their position, perform
duties and responsibilities at a high level, and are able to multi-task, fitting all of the
interconnected pieces of school life together for the good of their students. They are results-
driven and accept no excuses from anyone. Success is the only option and mediocrity is simply
not acceptable in a school run by a strong leader.

Many states have new leader accountability instruments that will be used to evaluate system
and building level leaders. Principals operating at the proficient to exemplary level of these
accountability systems will have the most positive impact on student achievement.

LEVEL 5: TEACHERS

Research is clear about the damage an ineffective teacher can do. It can take years of
instruction with an effective teacher to turn that damage around. Schools and school systems
will need a laser-like focus on building the capacity of teachers through strong induction
programs, job-embedded professional learning, support for implementation of the new
Common Core Performance Standards with accompanying assessments and teacher evaluation
programs linked to student achievement outcomes. Teaching children at a high level of
proficiency should be the core work of every teacher.

All teachers should continue to be highly qualified to teach the subjects and grade levels they
are assigned. Use of varied instructional strategies, effective assessment techniques, data
utilization and integration of technology are a given for teachers who want their students to be
successful. Teachers should be held accountable; however, their success begins with holding
students accountable for learning what is taught.

LEVEL 6: PARENTS

The outside curriculum of children does matter. This curriculum has to do with how they spend
their time away from school, what they value, the support systems they have in place and how
parents involve themselves in the school. What is learned in schools can be easily unlearned if
not sufficiently enforced at home, in the community, ingrained in character and properly
supported.

Parents need the requisite skills to help their children succeed in school. The local school and
school systems should provide these skills through parent education workshops, parent
involvement meetings, adult education classes and engagement in volunteerism. The Search
Institute’s 40 Developmental Assets is a good starting point, along with the six types of parent
involvement established by Joyce Epstein.

The chances of children being successful increase when their parents are fully vested in the
school community; capable of monitoring school work; communicating effectively with
teachers; and able to identify resources to help with social, emotional health issues and other
impediments to school success.

LEVEL 7: STUDENTS

Students must be taught to be responsible and take ownership for their education.
Personalized learning environments are significant when it comes to establishing schools where
students can thrive and be successful. Working with teachers who understand the importance
of building relationships cannot be overemphasized. We must remain steadfast in our mission
to prepare 21st century students in our country to compete in a global economy. Failing to do
so will be detrimental to not only the individual child, but to our future as a nation.

Teach for the Philippines, Teach for

Development
Project Result / Case Study | 22 May 2015


Fellow Kara Lim decided to apply to the 2-year Teach for the Philippines program. A first-hand experience of
development work is what she was hoping to get.

An initiative to improve the quality of elementary school teaching in the

Philippines is also raising awareness of how central education is for
the development of a country.
At the Nueve de Pebrero elementary school, Mandaluyong, Metro Manila, teaching is serious
business. Every day more than 3,600 students take turns over three 4-hour shifts, keeping more
than 100 teachers and staff busy from 6 a.m. to 6 p.m.

"Staff work long hours here," says Valerie Vir Garde-Farol, a programming and training manager
at NGO Teach for the Philippines. "The morning shift for teachers, for example, should be over
at 12:30. But many work until 3 or 4 p.m. as there is so much to do."

“There are many obvious and urgent problems in the country, like
sanitation and poverty. But, it is our belief that you will not be able to
truly address them unless you invest in education.”
Clarissa Delgado, co-founder and chief executive officer, Teach for the
Philippines
The situation at the Nueve de Pebrero school is not unlike other parts of the country, with an
education system struggling to cope with a burgeoning school population. Classes can reach up
to 50 pupils and the Department of Education needs to hire more than 30,000 teachers per year
just to meet demand. Given these numbers, it’s no surprise that despite good progress in the
1990s and continuing commitment on the part of the government, the quality of education
remains an issue. Enrollment rates are high, but so is the dropout rate, especially among the poor
and other disadvantaged groups. Dropout rates have hovered at 6.0%-7.3% for elementary
students in recent years, with higher dropout rates in secondary education, especially for boys.
While there is some support for poor students to stay in school through the Pantawid Pamilyang
Pilipino conditional cash transfer program, it is also essential to improve the quality of education.
"The root challenge for us is to improve the quality of teaching in the Philippines," says Clarissa
Delgado, co-founder and chief executive officer at Teach for the Philippines, an NGO working to
provide all Filipino children an inclusive, relevant, quality education. "There are many obvious
and urgent problems in the country, like sanitation and poverty. But, it is our belief that you will
not be able to truly address them unless you invest in education."

To improve the quality of teaching in the country, Teach for the Philippines recruits and trains
some of the most promising Filipino graduates and young professionals to teach in high needs
urban public elementary schools for two years, in partnership with the Department of Education
and ADB. Modeled after similar programs in other countries such as Teach for America in the
United States and Teach First in the UK, Teach for the Philippines aims to end educational
inequity.

A new cohort of about 50 teaching fellow candidates will complete the intensive Teach for the
Philippines Summer Institute at the end of May 2015, ready for their school placements on June
1, the start of the new school year. Throughout the year, program staff and partners will coach
and mentor the fellows, who also commit to spending one Saturday per month in professional
development and in-service training. In addition, the fellows also share lessons learned with the
existing public school teachers. The fellows earn a regular public school teacher’s salary, about
$445 per month.

Brain gain
Twenty-two-year-old Kara Lim is not your typical Mandaluyong elementary school teacher.
Born in Manila, she lived in Viet Nam and Thailand before moving to Canada, where she
graduated with a degree in development from McGill University in Montreal.

"What attracted me to development is the dynamics between rich and poor," she says.

Back in her birth country, she decided to apply to Teach for the Philippines, undergoing a
rigorous multi-step process that evaluates not only academic achievement but also drive,
resilience, a sense of civic responsibility, and alignment with the NGO’s core values. A first-hand
experience of development work is what she was hoping to get.

"At a basic level, I wanted to help my country, but I also believe this experience to be an
education in life skills: it helps you understand the poor and their problems. I have become less
judgmental since joining the program."

Lim plans to enter law school in 2016 and then practice law. But her experience at the Nueve de
Pebrero elementary school, she says, will stay with her forever.

Emil Sentillas, a 24-year-old from Masbate City in Bicol, tells a similar story. A teaching fellow
at Quezon City’s Holy Spirit Elementary School, he was not planning to become an educator.

"My original plan was to enroll in law school after the first degree, but I also wanted to work in
development beforehand."
Sentillas worked for the Department of Education for 18 months, where he was involved in
project development.

"Then I came across this opportunity with Teach for the Philippines and decided to experience
what goes on in the real world." Dealing with the many problems facing the school can be tough
at times. Even convincing parents to send their children to class can be a challenge. But the
rewards can be amazing. And for Sentillas, this experience has proven to be a turning point that
has helped him understand his true calling in life.

"My plan is to go back to project development and possibly teach at some point in my career."

Mind the educational gap!

At its core, Teach for the Philippines is about developing dynamic young people into the well-
trained teachers that are so urgently needed. "Better teachers are vital for improving students’
learning outcomes. Unfortunately, most public school teachers don’t get the training they need to
overcome the challenges they face," says Karin Schelzig, a senior social sector specialist at ADB,
which supports Teach for the Philippines with a technical assistance grant.

"Clearly, there is a gap that needs to be closed."

But the program also aims much higher than that. Ultimately, it is about fostering civic
responsibility and leadership skills and instilling the value of education in the teaching fellows
who will go on to become the next generation of Philippine leaders.

"Our statistics show that of the fellows who complete 2 years with Teach for the Philippines, just
over 50 per cent decided to stay in education and public service," says Teach for the Philippines’
Delgado.

"But even those who decide to leave this career path will carry with them the notion that
education is crucial for a country struggling to lift itself out of poverty."