Learning and Development

Learning and Development (L & D) is an essential part of the human resource management. Through L & D, opportunities to upgrade the competencies of personnel in order t o deliver high quality of results would redound to optimum client’s satisfaction. One of the four human resource systems to achieve Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIMEHRM) is a functional and progressive learning and development system in an organization. The main goal for learning and development is to establish the overall structure and processes for setting policies, establishing learning and development system and budget, and overseeing management and effectiveness of learning and development function and its alignment to the goals, vision and strategic direction of the Division. Through L & D framework, responsibility and roles of key person will be defined and hierarchy of planning processes and operations and the monitoring and evaluation of the programs and projects and its determining value and effect to the primary customers.

Scope of Policy

This Division Policy and Guidelines provides for the establishment and implementation of SDO-Caloocan Learning and Development Policy and Guidelines in all Caloocan public elementary and secondary schools and offices in the Division. Likewise, it covers all permanent teaching, teaching-related, and non-teaching personnel in the Division.

This also cover scholarships/study grants given by institutions recognized by the Department and the Division as well as the guidelines for the management of Learning Service Providers in the Division for learning and development.

Equal Opportunity Policy

Pursuant to CSC Memorandum Circular 24 s. 2016 on the Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIMEHRM),

Institutionalizing the equal employment opportunity principle in all areas of Human Resource Management and Development and the Office Memorandum HROD 2021-0536 on the Adoption of Inclusive Employment Reasonable Accommodation Standards for HR Systems in DepEd Offices through Framework on Inclusive HR Systems, SDO Caloocan recognizes the equal opportunity principles enshrined in the CSC and DepEd Frameworks. Is shall adopt the provisions in all HR areas including the Learning and Development (L&D)

Investments in people through competency-based training and development programs that lead to optimum performance of all personnel are  aramount to the SDO. Regular training needs assessment and performance evaluation shall be conducted to determine competency gaps that affect productivity and efficiency. We adhere to the policy that all employees have at least one training program to attend for competency development and improved performance within the calendar year.

Other professional development programs including short- and long-term scholarships shall be open to all employees for the competitive screening, regardless of their conditions and situations, unless some programs’ health-related requirements are specified. Development programs shall be linked to objective career pathing based on human resource planning, succession planning, organization development, and the individual development plans from analysis of Individual Performance Commitment and Review Form (IPCRF) for teaching and non-teaching personnel.

In the conduct of training programs, all trainees shall be provided with learning resources based on the session requirements, including tools and equipment for those with specials needs.

It is ensured that all contents and processes in training and L&D programs are sensitive to marginalized and gender groups and persons with special needs.  

Policy Statement

This Memorandum hereby sets guiding principles, policy and guidelines in the establishment and implementation of Learning and Development Policies and Guidelines and to support the achievement of the SDO Caloocan’s strategic objectives and priorities towards empowerment of Human Resources.

Definition of Terms


refers to the recipient of a scholarship program

Learning and Development

a set of systematic and planned activities designed by an organization to train and equip all the teaching, teaching-related and non-teaching personnel in order to meet the organizations needs and respond to the personnel needs. 


refers to an employee nominated by the concerned unit endorsed by the Division to the sponsoring organization/institution


– are categorized as allied services personnel such as accountants, planning

officers, human resource management officers, records officers, cashiers, budget officers,

engineers etc. and other support personnel.

Official Business

– a travel that is authorized by the Head of Agency of his/her delegated Authority which are necessary and within the mandate of the requesting government official or personnel, will involve the minimum expenditure and are expected to bring substantial benefit to the division.  Such travels are pursued with entitlements such as airfare, per diem prescribed under Executive Order no. 298 s. 2004.

Official Time

 – a time-off provided to employees who will participate local and/or foreign training/ short term course or scholarship, to which they have directly applied to and they have been invited by a sponsoring organization.  No additional entitlements will be

provided by the Division and that all costs related to the travel will be borne by the employee or the sponsoring agency.

Re-Entry Action Plan

– this is a detailed action plan outlining the actions to be undertaken by the recipients of the training or scholarship need to do, develop or implement as a return of investment to the organization.


– a non-monetary educational support provided to DepEd employees to complete academic degrees whether availed locally or abroad, as well as foreign opportunities for non-degree courses such as diploma, short term-courses and the like, regardless of the modality

Service Obligation

– the period of time required of scholars/grantees to serve the

Department after their scholarship/grant


– refers to all persons engaged in classroom teaching, in any level of instruction, on full-time basis, including guidance counselors, school librarians, industrial arts instructors and all other persons performing supervisory and/or administrative functions in all schools operated by the government.  (DepEd Order No. 32 s. 2011)

Study leave

– a time-off from work not exceeding six (6) months with pay for qualified officials and employees to help them prepare for their bar or board examinations or compete their degrees.

The Learning and Development Plan

The learning and development is the road map for all teaching, non-teaching and teaching-related personnel in the Division that helps to support their career and professional development. The plan is tailored fit to meet the needs of every individual
and learning group, their current and future role. It is made up of key objectives that the personnel should achieve and includes from technical to behavioral and leadership skills.

The learning and development plans focus on improved learning and consider the development priorities of the school, division, region and central office. All personnel groups will be provided with opportunities to participate in ongoing and continuous professional development programs in order to increase their current level of competency including scholarship programs local and abroad.


The Learning and Development Plan

The first figure shows the learning and development framework of SDO Caloocan. The learning and development framework is composed of different systems for the provision of continuing quality professional learning development for all teaching, teaching-related and non-teaching personnel in the division. This envisioned that all personnel will be engaged in the continuous conduct and progressive provision of learning and development through
various modalities. This framework defines the inter-relationships of the different aspects of human resource development from needs assessment and identification of institutional needs to the analysis of all the data gathered, designing of intervention appropriate to all the job
groups, development of HRD plan and learning and development plan, implementation of the programs and\or intervention delivery and learning evaluation.

This system is a cycle that ensure best practices and outcomes in the workplace. The L and D management system is very significant in program planning, designing and resource development. The instruments and tools such as E-SAT, Development strengths and needs or the Part IV of IPCRF, the observation tool and training needs assessment are instruments needed in order to identify the institutional needs. These instruments are guided by the current national standards and competencies for various educational personnel that articulates the essential parameters that characterize to be an effective and efficient personnel. This system is also supported by the training development information system and training passbook of each employee design to be the database of all the trainings and development programs of each personnel.

The learning needs analysis will define the norms, thresholds and tracks based from the data gathered. Information analyzed will provide outputs based on set standards to the different programs for every employee.

The very significant reason to the first two system is the development of programs and intervention for every employee. The development of programs and intervention articulates the institutional needs and defines the parameters that characterize the effective program for every employee in the division.

The different intervention programs will be reflected in the 5-year master human resource development plan which aims to raise the proficiency level of all employees based on the Philippine Professional Standards for Teacher, Philippine Professional Standards for School Heads, Philippine Professional Standards for Supervisors and the other standards for different job groups.


Process Flow

Responsible Section\Person

Details of Action

Institutional Needs

SGOD HRD Section

Conduct of training needs

assessment, e-sat, collection of IPCRF part IV development plans,  strengths and weaknesses

Learning Needs Analysis

Senior Education Program Specialist, HRD

Review the results of the data gathering and identify the thresholds,

track and identifiable variables needed for the development of intervention

Intervention Design and


Program proponents

Translate learning needs into learning objectives, source select and sequence content and develop course materials and session guides

Human Resource Development Plan

SGOD HRD Section

Schedule program or courses and implementation plan based on priorities and number of target participants

Intervention Delivery

Program proponents

Implementation of the learning and development programs

Learning Evaluation

SGOD School-based

Monitoring and Evaluation


Conduct of monitoring and evaluation, use of QAME tools and provide feedback to the program proponents, and speakers as to the attainment of the program objectives.

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