THE TRAINING AND DEVELOPMENT NEEDS OF

NEWLY-HIRED TEACHERS IN THE

DIOCESE OF NOVALICHES

A Research Proposal Submitted to

Dr. Dennis Prince Y. Germano
In Partial Fulfillment of the Course Requirements in
Methods of Research with Statistics

Submitted by
xxxxxxxxx

July 14, 2019

 Chapter 1
BACKGROUND OF THE STUDY

Introduction

John Dewey assumed that “all genuine education comes through experience.” One of the
goals of education is to give learners an authentic environment where they can simulate their
responses if certain things happen to them in the real life. This is to make the learners ready and
equipped with knowledge and skills enough to succeed in their chosen field of endeavor. However,
in the light of the modern times, this is mostly not the case. Most of the newly hired teachers which
are mostly fresh graduates are now experiencing difficulty in catching up with the educational
system once they started teaching. Most of them are struggling in dealing with different demands
of the classroom. One of the reasons of this could be lack of experience. This challenge is the one
that the newly-hired teachers need to overcome through relevant and meaningful trainings and
development programs spearheaded by the key academic personnel and administrators. Trainings
and development programs provide opportunity to the newly hired teachers to have a full grasp of
the teaching environment. Experts and masters of teaching profession sharing their experiences
can provide authentic knowledge and relevant skills to the newly hired teachers. Knowledge and
skills which are significant in the classroom. It is where the education becomes genuine. The
question is, what are the trainings and development programs that the newly hired teachers need?
What are the most needed and relevant knowledge and skills they need to develop personally and
professionally which in return will make them fully equipped and effective in teaching?
Nowadays, various trainings and programs are offered by different learning institutions yet one
needs to validate if all of them are significant and meaningful to the newly hired teachers.

Review of Related Literature

Catholic schools, especially in the Philippines has been an integral arm of evangelization
of the Christian faith. In addition, these church-run institutions undeniably excel in both academics
and extra-curricular activities through its quality education. One of the main thrusts of quality
education is academic excellence and one way to achieve it is having competent and dedicated
teachers. For as we all know, teachers play a vital role in enhancing the quality of instruction and
services given to the students. Sanders, Wright and Horn (1997) indicates that the most important
factor that affects student learning is the teacher. A competent, dedicated and benevolent teacher
for each learner certainly leads to the academic success and proficiency of every student. Thus, it
is imperative for the academe to empower the teachers toward excellence. Furthermore, Jensen,
Sandoval, Hernandez, Knoll and Gonzales (2012) showed that if there is one indicator that needs
close supervision and support are the group of teachers who are new in the profession. However,
there are some countries wherein half of new breed teachers leave their career in their early years
of teaching because of some reasons like classroom climate and low self-efficacy.
First year of teaching is the most challenging pace in teacher’s lives. To bridge the gap
between the expectations of the teachers and the reality of the teaching situation, a study conducted
by Nahal (2010) suggests to the academic personnel assigned to the pre-teaching programs and as
well as the school administrators to provide the newly-hired teachers with programs to improve
their survival skills needed to meet the expectations of the classroom. According to
Murshidi,et.al(2006), as cited in the work of Nahal (2010), newly-hired teachers often face
difficulty in adapting the high demands of the teaching task. The real teaching situation sometimes
way too different from what the newly-hired teachers were anticipating.
Good teaching is not just an accident. It is a fruit of study, reflections, practice and hard
work. In the study conducted by Darlin-Hammond (1996), as a teacher, especially the newly hired
ones, it is necessary to equipped one’s self of relevant knowledge and skills in teaching before
entering the classroom by attending and engaging in seminars, workshops, and trainings or to be a
volunteer teacher because it is their responsibility to provide good and friendly environment for
the learners. According to Mizell (2010), author of the book “Why Professional Development
Matters”, he reiterated that it does not matter if the learners are high, low, or average achievers,
they (learners) will learn more if their teachers are regularly engaged in high-quality professional
development. When the teacher learn, the students learn more. The perceived level of professional
mastery that the trainings and development programs is one of the prominent retention factors why
teachers stay in teaching (Chiong et.al., 2017).
Statement of the Problem

This study will be conducted to determine the training and development needs of newly-hired
teachers in the Diocese of Novaliches. Specifically, it will answer the following questions:
1. What is the profile of the newly-hired teachers as to:
1.1 Demographic
1.2 Standardized Aptitude Test
1.3 Emotion Test
1.4 Personality Test
2. What is the level of competencies of the newly hired teachers in terms of:
2.1 Assessment
2.2 Curriculum
2.3 Instruction
2.4 Research
2.5 Classroom Management
3. What challenges do newly-hired teachers encounter prior to actual teaching?
4. Based on the findings, what training and development program for newly-hired teachers
can be implemented?

Significance of the Study

The current research endeavor has a paramount importance to the following:

A. The findings of the study will be of great value to the school administrators because they
will be properly guided in developing realistic and strategic faculty development program.
B. On the part of the newly hired teachers, the study will give an opportunity for them to
improve and innovate their skills for a more meaningful teaching and learning experiences
inside and outside the classroom. These will also make the teacher efficient, creative and
effective in the implementation of instruction and other curricular programs being offered
by the institution.
C. Furthermore, the findings of the study will assist and help the learners to become more
productive and promising in their educational endeavor; thus, they will be globally
 competitive in the future. It will also maximize their potentials and skills by performing
various activities which are achieved in classroom assessment. This also transform learners
to holistic approach through authentic assessment as primary sources of learning. Moreover,
it will facilitate learning into dynamic and efficient through classroom assessment designed
by the teachers.
D. Finally, the findings of the study will be of great help in the future to those who would like
to conduct similar research study. The outcome of the study will serve as one of their reading
materials in the field of research.

Definition of Terms

This study contains certain key concepts. Although these terms are discussed in detail in
Chapter 2, they are briefly introduced in this Chapter to allow the readers to make sense of what
is presented in the paper.

Assessment – one of the areas of teaching and learning process which focuses on learning
outcome

Classroom Management – refers to the way the newly-hired teachers manage their class

Curriculum – refers to the totality of student learning process

Demographic profile – refers to age, sex, educational attainment of the teachers

Instruction – refers to the learning encounter of the learners to the teachers

Personality and emotion test – refers to the test administered to the teacher applicants which
focuses on attitude, character, values and way of thinking, feeling, and behaving

Research - one of the areas of teaching and learning process which focuses on improving the
educational process

Standardized aptitude test – refers to the test given to the teacher applicants that reflects their
intellectual ability

Training & development program - a process where the newly hired employee (teacher)
with the support of his/her employer undergoes various training programs to enhance his/her
skills and acquire new knowledge and skills

Newly hired teachers - refers to the teachers who are in their 1st year of employment in the
Diocese of Novaliches
 Chapter 2
METHODOLOGY

Research Design

This study will use both quantitative and qualitative methods of research to determine the training
and development needs of newly-hired teachers in the Diocese of Novaliches. The quantitative
data will be derived from the demographic profile and the results of the aptitude, emotion and
personality test of the newly-hired teachers. Moreover, the qualitative data will be generated from
the survey questionnaire (needs analysis) to be conducted determining the challenges in teaching
the newly-hired teachers experience prior to their employment in the diocese. Furthermore, these
data will then be interpreted to produce a comprehensive manual of the different training and
development needs of the newly-hired teachers in the diocese.

Participants of the Study/Sources of Data

The participants of this study are the newly-hired teachers assigned within the nine schools
in the Diocese of Novaliches for Academic Year 2019-2020 namely GSCS, INBCS, OLLCS,
BSCS, SFXCS, RCS, SILCS, SFDSA, CSBN. The newly-hired teachers graduated from different
colleges and universities, with and without units of education, and are randomly assigned from
Preschool to Senior High School Departments with various fields of specialization. In addition,
demographic profiles are taken from the personal data sheet filled up by the participants.
Furthermore, the results of various tests are taken from the database of the Human Resource
Department of the diocese with an explicit approval of the superintendent.

Sampling Procedure

This study uses purposive sampling. The participants are selected in terms of year of tenure
in the diocese. The newly-hired teachers are those who are recently employed in the diocese within
the current academic year. They are chosen regardless of their assigned year level and field of
specialization.

Data Gathering Procedure

This study aims to determine the training and development needs of newly-hired teachers in
the Diocese of Novaliches. Thus, it follows the following procedures to gather data:

1. The researcher creates a data-base of the newly-hired teachers in the Diocese of

Novaliches. Newly-hired teachers will be asked to fill out personal data sheet to know
their demographic profile;
2. The researcher asks the approval of the Superintendent-Director of the Diocese of
Novaliches to access aptitude, emotion and personality test results of the newly-hired
teachers from the Human Resource Department;
 3. The researcher conducts a survey questionnaire (needs analysis) the newly hired-teachers
in the Diocese of Novaliches to determine their challenges in teaching prior to their
employment in the diocese.

Treatment and Analysis of Data

The results of this study will be interpreted using the Analysis of Variance or the ANOVA
for Quantitative and Open Coding for Qualitative data to determine the training and development
needs of the newly-hired teachers in the Diocese of Novaliches.

The formula for ANOVA and definitions of terms are given below:

Analysis of Variance (ANOVA) is a statistical method used to test differences between two or
more means.

Formula of ANOVA: Where,

F= MST/MSE F= ANOVA Coefficient
MST= Mean sum of square due to treatment
MSE= Mean sum of squares due to error.

Formula of MST: Where,

MST= SST/p-1 SST= Sum of square due to treatment
SST= Ʃn (x-x)2 p= Total number of population
n = total number of samples in a population