Division of Surigao del Sur

MADRID NATIONAL HIGH SCHOOL

Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

Chapter 1

Invention of using Dynamo and Transformer by empty bottle

and water to make a fortable generator.

Introduction

Electric generators, also known as dynamos is an electric

machine that converts mechanical energy into electrical energy. The

electric generator's mechanical energy is usually provided by steam

turbines, gas turbines, and wind turbines.

A motor–generator (an M–G set) is a device for converting

electrical power to another form. Motor–generator sets are used to

convert frequency, voltage, or phase of power. They may also be used

to isolate electrical loads from the electrical power supply line.

An electric motor is a machine that converts electrical energy to

mechanical energy. An electric generator is a machine that converts

mechanical energy to electrical energy, electric generator, any

machine that converts mechanical energy to electricity for

transmission and distribution over power lines to domestic,

commercial, and industrial customers. Generators also produce the

electrical power required for automobiles, aircraft, ships, and trains.

Theoretical/Conceptual Framework

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

How to explain a phenomenon. This paper explores generating

electricity through pedalpower. It is not a new concept but it is no

widely used. The concept of pedal generatoris an efficient way to

increase human awareness regarding energy conversion,

energyconsumption and energy loss through energy transmission.In

order to determine the effectiveness of portable emergency generator

poweredby standard bike; The necessary input in making a pedal

powered generator arehuman, bicycle, motor, diode, generator, battery

and inverter. Through pedaling, theinput will be able to produce

mechanical energy that will be later converted intoelectrical energy.

The output of this will be a pedal powered generator.In the research

process, the materials are needed to be gathered. The portablebicycle

is assembled to make a pedal powered generator that can light a bulb.

As the researchers have assembled the pedal powered generator, this

will be abig help to convert kinetic energy of the moving bicycle into

electrical energy.

Moreover, the Expectancy Theory by Victor Harold Vroom (1964)

explains that individuals can be motivated towards goals if they

believe that there is a positive correlation between efforts and

performance, the outcome of a favorable performance will result in a

desirable reward, a reward from a performance will satisfy an

important need, and/or the outcome satisfies their need enough to

make the effort worthwhile.

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

In addition, Equity Theory by John Stacey Adams (1963)

believes that employees become de-motivated, both in relation to their

job and their employer, if they feel that their inputs are greater than

the outputs they receive. Employees can be expected to respond to

this in different ways, and may exhibit de-motivation, reduced effort,

annoyance, or, in extreme cases, perhaps even disruption. This has

also underpinned research in economic psychology. There was a study

proposing a fair wage-effort hypothesis and discussing implications for

the labor market. The hypothesis was consistent with observed wage

differentials and unemployment patterns, which confirmed the power

of the theory in explaining economic indexes (Akerlof & Yellen, 1990).

On the other hand, the Wage-Fund Theory by John Stuart Mill

(1848) proposes that employers keep a fund out of the total capital

secured to pay the wages. This depends upon the demand and supply

of labor. This theory held that wages depended on the relative

amounts of capital available for the payment of workers and the size

of the labor force. Wages increase only with an increase in capital or a

decrease in the number of workers. Although the size of the wage fund

could change over time, at any given moment it was fixed. Thus,

legislation to raise wages would be unsuccessful since there was only

a fixed fund to draw on.

Also, the Republic Act No. 312 an act providing for revised

salary allocations and automatic salary increases for public school

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

officials, teachers, and other school personnel of the government of

the Philippines. A teacher with educational qualifications higher than

the standards required for the position to which he is appointed be

given a higher rate of entrance salary than a teacher who merely

meets the standards, provided his civil service eligibility warrants a

higher entrance salary for him. A classroom teacher who is a normal

graduate and who has obtained a B.S.E. degree while in the service be

given the same compensation as a secondary teacher with the same

college degree, provided he possesses the necessary civil service

eligibility.

Input Process Output

The number
of promotions
of the
teachers in Analysis of Mathematical
MNHS. data model
predicting the
number of
promoted
teachers at
MNHS in the
future.

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

Figure 1. Schematic Diagram of the Study

The construct of this study is provided through a schematic

diagram that is shown in Figure 1. This schema demonstrates the

relationship of the variable and is derived from the theories. The first

box contains the input which is the year of promotion and the initial,

middle, and current salary of the teachers in MNHS that will be used

by the researchers to formulate a mathematical model. The second

box in the diagram represents the process, which is the analysis of

data. The data analysis process is the method researchers will use to

examine the input data and draw a meaningful conclusion from it.

This process may involve statistical tools and data visualization. The

third box in the diagram represents output, which is the mathematical

model predicting the promotional rate of the teachers and the salary

increase of the teachers at MNHS. This formula is the result of the

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

data analysis process and represents the relationship between

variables under study.

Statement of the Problem

This study aimed to determine the promotional rate of the

teachers at MNHS. It also aimed to develop a formula that will predict

the population of promoted teachers at MNHS in the future.

Furthermore, it seeks to answer the following research questions:

1. How many teachers who served five years and above at MNHS have

been promoted every half decade starting 1989-2023?

2. What mathematical model can be developed to predict the

population of teachers who will be promoted in the future?

3. How many promotions have occurred in the last five years?

4. What is the number of promotions in the current five years?

5. What will be the possible population of the promoted in MNHS in

the next five years?

Significance of the study

The study of developed a predictive mathematical model for

estimating the promotional rate of the teachers in Madrid National

High School (MNHS) can benefit a wide range of stakeholders,

including:

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

Teachers. It would provide teachers with a plan for their long-

term financial goals and career progression based on the predicted

salary model. Also, teachers can negotiate better salaries, benefiting

their overall livelihood.

School Administrators. The study could provide valuable

insights into the promotional rate increase of the teachers at MNHS.

Students. This study provides valuable insights into teacher

salaries, aiding students in making informed decisions about their

future careers and academic pursuits.

Parents. Being informed about the changing promotional

increase of the teachers in MNHS would help them make informed

decisions about school choice for their children.

Future Researchers. It would provide a foundational model for

future researchers studying salary trends and patterns in the

education sector.

Scope and Delimitation of the Study

The study would cover the promotional rate of the teachers at

MNHS. The respondents of the study were limited to those teachers

who served five years and above in MNHS, the gathered data from the

respondents were used to formulate a mathematical formula

predicting the promotional rate increase of the teachers at MNHS.

Definition of Terms

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

The following terms listed below are defined and elaborated

operationally.

Mathematical Model. It refers to a mathematical formula in

which the future salaries of teachers in MNHS will be predicted.

Research Validators. This pertains to teachers at MNHS who

have skills in the field of Mathematics who evaluate, analyze, review,

and validate the mathematical model that will be developed.

Teacher’s Promotion. It refers to the teachers who are

promoted to new roles and titles based on their evaluation, with a

salary rise attached at MNHS.

ProDictor Model. It is a mathematical model used to predict

the number of promoted teachers in MNHS in the future.

Chapter 2

REVIEW OF RELATED LITERATURE AND STUDIES

This chapter discusses the literature and research findings

related to Developing a Predictive Mathematical Model for Estimating

the Promotional Rate of the Teachers in Madrid National High School

(MNHS). The review encompasses both local and foreign kinds of

literature and studies conducted within the country and abroad.

Literature

Foreign

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

An effective and efficient teacher salary system is one of the

most important elements of a high-quality education system in any

country (INEE, 2009). According to Marc Sommers (2005), teacher pay

is directly linked with expanding access to schooling and while it may

not have a direct impact on specific learning outcomes, an education

system’s ability to pay its teachers well and on time is closely linked

with positive results such as teacher recruitment, retention,

satisfaction and morale, as well as class size; factors that have

themselves been connected with education quality. Ensuring teachers

are paid in full and on time is also only fair to teachers as many,

particularly in contexts of state fragility and armed conflict, educate

other people’s children at enormous sacrifice to themselves and their

families. Promotion can therefore be regarded as the passage to a

higher rank. In management, promotion is one of the reinforces of the

rewards system to help motivating employees. As stated by the Peter

Principle, in a hierarchy using promotion solely as a reward for good

performance, people tend to rise to their level of competence because

good performance in one job is no guarantee of good performance in

another. That is why the pay-for-performance programmed or

compensation plans are gaining in popularity.

Furthermore, the article of An Xuehui (2018) translated by

Michelle LeSourd highlighted that teacher salary level and structure

are not only important factors affecting the supply of primary and

secondary school teachers, but they are also crucial to attracting,

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

training, and retaining high-quality teachers, thereby impacting the

overall quality of education and teaching in schools. The reform of

China's basic education management system has ensured the fiscal

security and steady increase of rural primary and secondary school

teacher salaries and has effectively improved the supply and quality of

rural teachers. The objective gap between urban and rural teacher

salaries and benefits has, however, led to the one-way mobility of

rural teachers, resulting in the loss of quality teachers, and giving rise

to a structural shortage in rural schools. To improve the supply and

quality of teachers in rural areas, it is necessary to increase rural

teachers’ basic salaries and subsidies effectively and systemically

according to the law. There is a necessity through various channels to

raise primary and secondary school teachers' salaries and benefits,

especially subsidy and allowance standards, to eliminate actual

variances in teacher salaries.

Moreover, Tremosa et.al (2015-2016), identified that teachers'

salaries increased in 24 countries or regions, while they remained at

about the same level in 16. Over the last seven years, in real terms,

minimum statutory salaries have increased or remained stable in

most European countries, although they are still below 2009 levels in

some of them. Remuneration is a key element in making teaching an

attractive profession. The report "Teachers' and School Heads' Salaries

and Allowances in Europe--2015/16" provides a comparative overview

on the minimum and maximum statutory salaries for teachers and

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

school heads in pre-primary, primary and secondary public schools in

40 European countries or regions. It also examines the changes in

teachers' basic salaries over the last year and the evolution of

teachers' purchasing power since 2009. The report also investigates

actual salaries, salary progression and available allowances in each

country, including national data sheets with detailed information on

all these issues.

In addition, Akiba et.al (2012) stated that using national teacher

salary data from the Organization for Economic Co-operation and

Development (OECD) and student achievement data from the

Programme for International Student Assessment (PISA), this study

compared secondary school teacher salary in 30 countries and

examined the relationship between average teacher salary and

national achievement in mathematics and science. Although new

teachers in the U.S. are paid higher than the international average,

U.S. investment to the salary of experienced teachers was lower than

the international average. The study also found that the countries

with higher average salaries for experienced teachers are more likely

to have higher national achievement. However, the national average

salary for new teachers was not significantly associated with national

achievement level.

Lastly, Liu & Onwuegbuzie (2014) study about learning

environments employed a partially mixed concurrent equal-status

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

design to investigate factors motivating Chinese teachers to enter the

teaching profession and sources of teacher job satisfaction in China as

opposed to those described in the international literature. The data

were collected in Jilin Province of China from 510 teachers who

participated in a survey. The quantitative results indicated that

Chinese teachers were motivated by both intrinsic (e.g., liking to be a

teacher) and extrinsic factors (e.g., salary) to enter the teaching

profession. Furthermore, MANOVA showed that teachers who were

more intrinsically motivated to enter the teaching profession reported

a higher level of job satisfaction. Qualitative data revealed that some

job-satisfaction factors were universal across countries, and some

were specific to China. This study offered some implications for

educational policymakers and practitioners worldwide and in China.

Local

Promotion is the advancement of a career employee from one

position to another with an increase in duties and responsibilities, as

authorized by law, and usually accompanied by increase in salary.

Promotion may be from one department or agency or to another or

from one organizational unit to another within the same department

or agency. Also, promotion will boost the morale of the employee as

the employee is entrusted to perform higher functions and

responsibilities. It connotes that the employee is entrusted to a bigger

role and recognizes its ability and skill to excel in other areas of

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

responsibility that brings self-fulfillment and career advancement.

Also, since promotion comes with increase in rank and salary, it will

provide economic benefits to the employee (Sambuto, 2021).

Moreover, according to the World Bank Group (2016), the level

and timeliness of salary payments can be an important factor in

motivating teachers, which in turn can affect levels of student

learning. The Public Expenditure Tracking Survey (PETS) and

Quantitative Service Delivery Survey (QSDS) data sets, study did not

formally track teachers’ salaries but did ask a nationally

representative sample of teachers some questions about the adequacy

of their salary payments and whether they received their salaries on

time and in full. Cross-country comparisons indicate that teachers in

the Philippines are relatively well paid, but their salary scale is more

compressed. Comparable information on other East Asian countries

shows that the starting salary of teachers in the Philippines is

relatively high. However, earnings do not increase very quickly after

teachers are hired. After 15 years, salaries increased by only 15

percent in the Philippines, which is low compared to other countries.

These relatively small salary increases over the course of a teacher’s

career are unlikely to motivate them significantly. The PETS-QSDS

study found that high school teachers with a postgraduate degree felt

that their remuneration was not adequate. Moreover, about one-fifth

of teachers reported that they had to have other jobs or sources of

income to supplement their earnings from teaching.

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

In addition, public school teachers are among the lowest-paid

professionals in the Philippines and lowest-paid teachers throughout

Asia. It is a socioeconomic problem that affects not only the teachers

but also the students and the nation. The low salaries received by the

public-school teachers in our country implies the lack of value given

to this occupation and the quality of the teachers being recruited for a

teaching job. Public school teachers are seen as just government

employees, overlooking their important roles as second parents and

formators of future of future citizens of a nation. Increase the salary of

public-school teachers by approving pending bills. This would mean

paying tribute to their important contribution in educating the youth

and providing them with decent pay commensurate to the sacrifices

they make in educating the country’s youth -- the country's future

citizens. This increase will also change people's perception of public-

school teachers from just government employees to public servants

and formators of a nation of citizens with moral integrity (Sanchez,

2015).

On the other hand, Bueza (2020) stated that uniformed

personnel saw their pay increase by 50% to 100%. Teachers, on the

other hand, will see their salaries improve by only a little over P6,000

spread across 4 years, depending on their salary grade levels. The

salary increases in the proposed update to the Salary Standardization

Law (SSL) will take effect from January 1, 2020, after the President

signed on January 9 the bill that would authorize the release of the
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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

pay hikes. Duterte signed the budget bill itself – which includes the

allocation for the salary increases – only on Monday, January 6. The

SSL dictates the salaries of the entire government bureaucracy. This

is why, in his 4th State of the Nation Address in July 2019, Duterte

said the pay hike will cover not just teachers, but the rest of the

government workforce, too.

Lastly, according to NewsToGov (2023), the average salary for a

teacher in the Philippines varies depending on the level of experience

and position. Public school teachers' salaries are determined by a

salary scale implemented by the government. The salary scale is set to

increase until 2023 under the Republic Act (RA) 11466. As of 2021,

Teacher 1 with a salary grade 11 earns a monthly salary of ₱23,877,

which will increase to ₱25,439 in 2022 and ₱27,000 in 2023. A

Teacher 2 with a salary grade of 12 earns ₱26,052 in 2021, which will

increase to ₱29,165 in 2023. A Teacher III earns ₱28,276 in 2021,

which will increase to ₱31,320 in 2023. Master Teachers I, II, III, and

IV also receive varying salaries.

In summary, there are local studies and reports that highlight

the salary increase of teachers in the Philippines, as well as the

disparity in salaries between public and private school teachers. There

are also petitions and campaigns to raise the salary of public-school

teachers in the Philippines.

Related Studies

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

The researchers reviewed the findings of various studies directly

and indirectly related to the study to gain valuable insights for

conducting their research.

Foreign

The study of Mohammed and El-Jajah (2019) suggested that in

administering promotion to workers, important factors such as

experience, training, skills and intellectual capacity must be

considered. The researchers further stressed that striving for

promotion may be caused not only by the need for status, but also the

needs for achievement or recognition of competence. It follows;

therefore, that workers will strive to perform effectively in their job if

they are assured that by doing so, will increase their chances of being

promoted. Therefore, receiving a desired promotion at the right time

would no doubt increase the extent to which a worker is urged to

carry out his work effectively.

Additionally, the research findings of study The Process of Staff

Promotion in Relation to Salary or Wages Upgrade in the Public Sector

Institutions: Local Government Service VS Ghana Education Service

Policy Statements shows that the number of years that a staff will

work before being promoted is not significant in the promotion process

because of other factors that may be considered within such period of

work. Also, the findings showed that the number of times that a

person can be or should be promoted in an organization is not

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

significant as it depends on other factors and activities that may play

a part in determining how often a person is promoted. The results

obtained from the cases indicated in the hypothesis that if a staff

obtains a high qualification during employment is not a guarantee for

promotion. The study also showed that staff promotion as a policy

does not mean that staff will climb the organizational ladder or

hierarchy automatically. It means that a lot more work is taken into

account once an employee is employed by helping to solve the

organizational challenges for the achievement of organizational goals

and objectives. Therefore, staff promotion is the advancement of an

employees’ rank or position in an organizational hierarchical system

(Adam et al., 2016).

Similarly, the role's success relied on timely promotion and

various motivational factors. These included teacher involvement in

decision-making, appreciation from educational officers, and favorable

working conditions. The suggestion here is for collaboration among

stakeholders in pre-primary education. This collaboration should

focus on timely teacher promotions, clearing salary arrears, enhancing

teachers' welfare packages, and improving working conditions (Ndijuye

et al., 2019).

Furthermore, the results of the study by Kanwetuu (2020) show

that fairness in the promotion process was a significant contributor to

teacher retention and effective teaching. However, the process is

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

tainted with favoritism and partiality. Governments should, therefore,

not be interested in incentivization only as a retention strategy but

also come out with strategies aimed at ensuring transparency in the

promotion process to make it a performance-based mechanism that

sieves and preserves best talents.

On the other hand, Vithal et al. (2013) demonstrated that

teaching is valued and brings into sharp relief the gendering of

academic promotions. Significant findings show that while more men

applied for promotion to the ranks of the professoriate; a greater

proportion of women were successful in being promoted at these

levels. Moreover, the success rate of females is 20% lower than the

success rate of males if research is the only criterion for promotion;

and the success rate of females, when using both research and

teaching criteria, is 22% higher than it is for males. The research

report suggests that the implication of excluding teaching as a

criterion for academic promotions disadvantages the career

progression of women academics and is a barrier to increasing the

number of women in the professoriate.

Overall, the review of related studies highlights the multifaceted

nature of staff promotion, driven by factors beyond years of service or

qualifications. Studies emphasize the importance of considering

experience, skills, achievements, fairness, and even appreciation in

promotion decisions. While promotion can incentivize performance

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

and improve morale, concerns about lack of transparency and gender

bias require further attention to ensure a truly meritocratic system.

Local

The study of Ulla et al. (2017), stated that job promotion is the

motivating factor why teachers did research. However, reported

challenges such as lack of research knowledge and skills, heavy

teaching loads, and lack of financial support from the schools

obstructed them from doing it. Attending and participating in research

training, receiving research incentives, and having a lighter teaching

timetable were what the teachers perceived they needed to do

research. The implication is for policymakers, researchers, and school

officials to consider the findings of this study and address the needs of

these teachers in order to create a community of teacher-researchers.

Additionally, the findings of the study of Uy (2009) revealed that

the majority of the teachers and administrators in the Division of

Misamis Oriental are aware of the promotion policies. As to

comparison of their responses, majority of them like the provision of

DepEd Orders No. 42 and 39 s. 2007. Majority of the respondents are

also aware on the extent of implementation of Republic Act 9155, its

Implementing Rules and Regulations specifically on promotion. There

is a significant relationship between the knowledge and awareness

level of administrators and teachers on promotion policies and related

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

factors namely: number of trainings and seminars attended

educational qualification and the position held by the respondents.

Moreover, to be able to achieve a higher position and faster

promotion, the study of Simbre et al. (2019) suggests that a career

advancement system should include three key competencies:

functional, core behavioral, and professionalism and ethics. Results

were that principals consistently fulfilled most of their roles stated in

PPSSH: personal and professional development; professional

reflection; performance management; professional development of

school personnel; leadership and development in individuals and

teams; general welfare of human resources; and rewards and

recognition, except for the professional networks strand. Both teacher

and principal participants agree that principals serve as effective

models for teachers, with a positive attitude about work, providing

technical assistance and opportunities for teachers to assume relevant

tasks, according recognition, developing soft skills of teachers,

pursuing further study, and self-initiative as promotion requirements.

Lastly, according to the study of Crisostomo (2023), there are a

lot of factors affecting the promotion of teachers. When it comes to

age, the result reveals that 95% of the respondents are still in the

teacher I position and only 5% of the sample population is in the

teaching II position. This implies that with regards to the mean

percentile score according to respondent's ages are very tremendous

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

when it comes to promotion. Also, 5/20 or 25% of the respondents are

within 3-5 years in the service, 11/20 or 55% of the respondents are

within 6-10 years in the service, 3/20 or 15% out of 20 are 11-15

years in the service and 1/20 or .05% of the respondents is already

16-20 years in service. The data in terms of length in service shows

that 20/20 or 100% of the respondents are qualified for promotion

considering their length in service combined with other qualifications.

Moreover, 12/20 or 60% of the respondents felt that their promotion

is slow even if they are qualified for a promotion. The remaining 8/20

or 40% said that they do not feel that their promotion is slow. Lastly,

out of the 12 respondents who perceived that they have a slow

promotion, 8/12 or 66.7% said that they "Did not pass the Criteria for

Reclassification" for the next higher position. 5/12 or 41.66% are

"aware of Promotional/Reclassification Policies for T-II but did not

participate”, 3/12 or 25% the respondents said that Personal

Issues/Concerns are the reasons that affect their promotion. 2/12 or

16.6% said that administration does not encourage/support

promotion.

Overall, the studies above reveal diverse perspectives and

challenges in teacher promotion in the Philippines. It stated the fact

that job advancement is a strong motivator for teachers to engage in

research, but lack of resources and support hinders participation. It

also includes that the teachers and administrators generally

understand promotion policies, but knowledge levels vary based on

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

factors like training and position. Furthermore, age, length of service,

policy awareness, personal issues, and administrative support all play

a role in teachers' promotion prospects. Lastly, effective career

advancement systems emphasize functional, behavioral, and ethical

competencies alongside leadership skills.

Synthesis

Teachers, being pivotal figures in the educational systems, play

a crucial role in shaping the youth for societal contributions. The

intricate relationship between teacher salaries and promotions forms

a multifaceted puzzle with far-reaching implications for education

quality. This article has explored various pieces of this puzzle,

revealing both local and international perspectives.

The discussion underscores the undeniable role of adequate

salaries in attracting, motivating, and retaining high-quality teachers.

Studies and statistics paint a clear picture: fair and timely payments,

alongside salary increases commensurate with experience, contribute

significantly to teacher morale and performance. The Philippines,

while demonstrating some initiatives towards salary hikes, still faces

challenges in addressing regional disparities and ensuring salaries

reflective of teachers' vital roles. Beyond financial compensation, the

article highlights the importance of promotion as a powerful

motivator. Studies from diverse regions emphasize the significance of

transparent, meritocratic promotion systems that acknowledge

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

experience, skills, and achievements. These systems can serve as

mechanisms for career progression, fostering a sense of recognition

and value among teachers.

The review of local studies reveals a complex landscape in the

Philippines. While awareness of promotion policies exists, challenges

like age-related disparities, resource limitations for teacher research,

and perceived administrative support gaps require further attention.

Initiatives like those advocating for transparency and emphasizing

diverse competencies offer promising avenues for progress.

The international studies resonate with similar concerns,

reflecting universal issues like gender bias and the need for fairness in

promotion practices. Additionally, they offer valuable insights into

effective career advancement systems that prioritize diverse skill sets

and leadership capabilities.

In conclusion, addressing the multifaceted puzzle of teacher

salaries and promotions necessitates a holistic approach. It demands

collaborative efforts by policymakers, educators, and administrators to

ensure label and competitive salaries for teachers, recognizing their

crucial role in shaping future generations. Transparent and

meritocratic promotion systems that value diverse skills and

achievements. Supportive work environments that invest in teacher

development and well-being. Continuous assessment and refinement

of policies and practices to address emerging challenges.

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

Chapter 3

RESEARCH METHODOLOGY

The research techniques employed in this study are described.

It also provides information about the research locale, research

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

instrument, data-gathering procedure, and the statistical tools that

were used to analyze the data.

Research Design

This study used a developmental-evaluative research design

that combines both developmental and evaluative components. The

developmental component of the design focused on the promotional

rate of the teacher, while the evaluative component aimed to assess

the effectiveness of the mathematical model. It was used to examine

the changes in the number of promoted teachers at Madrid National

High School (MNHS). This type of research design involves collecting

data on the teachers who served five years and above in MNHS to

formulate a mathematical model that would predict the number of

promoted teachers and its percentage increase.

Han et.al, (2018), state that developing a mathematical model

related to educators' salaries can encourage students with strong

quantitative abilities to consider a career in teaching.

25
 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

Figure 2. Spot Map of the Study

Research Locale

The research locale is from Madrid National High School

(MNHS), Madrid, Surigao del Sur.

Research Validators

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

The validators of this study are the mathematics teachers from

MNHS. There were 10 Junior High School and 3 Senior High School

Mathematics Teachers.

Respondents of the study

The respondents of the study were eight SHS teachers and 22

JHS teachers who served five years and above at MNHS to collect the

data that is crucial to the study.

Research Instrument

A research-made survey questionnaire was developed to collect

quantitative data from the respondents, the questionnaire includes

questions about the year of their promotion in MNHS, their confidence

in its accuracy, and usefulness to develop a mathematical model to

predict the promotional increase rate of the teachers at MNHS.

Moreover, a data analysis plan was developed to guide the analysis of

the data collected from the respondents. The plan should specify the

statistical methods that are used to evaluate the feedback on the

model and identify areas for improvement. A testing protocol is

developed to guide the validators in testing the mathematical model.

Research Procedure

The procedure for conducting this research consisted of four (4)

phases as follows.

Phase I. Initial Preparation

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

The researchers informed the School Principal of MNHS about

conducting this study and collecting the names of the teachers who

served five years and above in MNHS. Also, researchers gave those

selected teachers a consent form and survey questionnaire to collect a

data and be part of the respondents.

Phase II. Analysis and Interpretation of the Data

The researchers reviewed the data collected from the

respondents and they conducted descriptive statistics to summarize

the data and identify any trends or patterns. Researchers created

visualizations with the use of tables to help understand and interpret

the data. This also helps researchers to communicate findings more

effectively. Moreover, the researchers interpreted the results of the

analysis in the context of the research questions and objectives. Then

based on the analysis and interpretation of the data, researchers

concluded.

Phase III. Model Development

The researchers developed a predictive mathematical model for

predicting the number of promoted teachers at MNHS.

Phase IV. Model Evaluation

Researchers validated the model and used it to predict the

number of promoted teachers at MNHS. To test the model the said

28
 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

validators asked to solve the possible number of promoted teachers for

the next five years. This allows the researchers to evaluate the

accuracy of the model.

Treatment of the Data

The data collected was analyze using appropriate statistical

methods to identify patterns in the promotional increase rate of the

teachers at MNHS. The statistical methods that are used include

finding the percentage increase and growth rate. The results of the

statistical analysis presented in tables to make it easy to understand

and interpret.

Chapter 4

PRESENTATION, ANALYSIS, AND INTERPRETATION OF DATA

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

This chapter presents, analyzes, and interprets the data

collected from the teachers in Madrid National High School (MNHS)

regarding the number of teachers promoted every five years from

1989-2023.

Number of Promoted Teachers Who Served Five Years and Above

in MNHS

Table 1

Number of Promoted Teachers in MNHS

Number of
Year Promoted
Teachers
1989 - 1993 2

1994 – 1998 0

1999 – 2003 2

2004 – 2008 4

2009 – 2013 8

2014 – 2018 13

2019 – 2023 19

Table 1 depicts the number of promoted teachers in MNHS over

the past 34 years.

As reflected in the table, the number of promoted teachers from

MNHS indicates a general upward trend with some fluctuation in a

certain year. The promoted teachers at MNHS have shown an overall

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

increasing trend over the years. As observed in the number of

promoted teachers in the table it is linear, the relationship between

the years and corresponding number of promoted teachers. MNHS

experienced a steady increase in teacher population, starting from one

promoted teacher in the year of 1999 – 2003 and reaching 17

promoted teachers in the year of 2019 – 2023. This trend indicates a

positive growth trajectory for the school, which can contribute to

various factors such as the reputation of the institution, quality of

education, and positive educational environment that can lead to

better academic outcomes, student satisfaction, and potentially

increased enrollment.

Increasing teacher promotions at MNHS enhances the school's

standing in the broader educational community. This improved

reputation has the potential to attract positive attention, foster

partnerships, secure grants, and unlock various opportunities for the

school. As the school's reputation improves, it becomes more

attractive to both educators and prospective students. A positive

perception within the education community can lead to increased

interest from talented teachers who are seeking a supportive and

progressive work environment. Additionally, parents and students

may be more inclined to choose MNHS due to its growing reputation

for providing a high-quality education.

Percentage Increase

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

As reflected in the table below, the percentage increase in the

promotion of the teachers in MNHS over the past 34 years. The data

shows changes in teacher promotions at MNHS over different periods.

From 1994–1998, there was a complete decline in promotions,

resulting in a -100% change. In the next period (1999 to 2003), there's

a math error likely because there were no promotions in the previous

five years. Moving on, from 2004 to 2008 and 2009 to 2013, there was

a 100% increase, which means the number of promotions doubled

compared to the previous five years. It shows a significant increase in

teachers being recognized. In the later years, from 2014 to 2018 and

2019 to 2023, the percentage increases were 62.5% and 46.15%,

respectively. This indicates growth, but not as fast as the earlier

periods, showing a slightly slower pace.

Table 2

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

Percentage Increase in Teachers’ Promotion in MNHS

Year PI = (Current five-year promotions – Percentage

Last five-year promotions) / Current Increase
five-year promotions * 100
1989 – 1993

1994 – 1998 -100%

1999 – 2003 Math Error

2004 – 2008 100%

2009 – 2013 100%

2014 – 2018 62.%

2019 – 2023 46.15%

As depicted in Table 2, MNHS has experienced both challenges

and successes in teacher promotions. From the years 1994–1998,

there was a complete decline in promotions, resulting in a -100%

change. This suggests a significant reduction in the number of

teachers promoted during that time. However, for the subsequent

period, 1999–2003, a math error occurred in the calculation. This is

likely due to there being no promotions in the previous five-year

period (1994–1998), resulting in a denominator of zero in the formula.

Moving forward, the years 2004–2008 and 2009–2013 both

experienced a 100% increase, indicating a doubling of promotions

compared to the respective previous five-year periods. These periods

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

saw substantial growth in the number of teachers promoted. In the

later years, 2014–2018 and 2019–2023, the percentage increases were

62.5% and 46.15%, respectively. Although positive, these growth rates

were not as significant as the earlier 100% increases, indicating a

slightly slower pace of promotional growth in these periods. The data

reveals fluctuations in promotional rates at MNHS over different five-

year intervals. Early years showed drastic changes, while the later

periods demonstrated growth, though at a slightly moderate pace.

Mathematical Model

The mathematical model that can be developed to predict the

future promotional rate increase of the teachers in MNHS is the

ProDictor Model. This model assumes that the population of teachers

who promoted grows at a constant percentage rate over time. In this

context the number of promotions of the teachers’ at MNHS over the

past 34 years can be analyzed to identify any patterns or trends in the

population growth. Identify the promotions for the current five years

and the last five years. By fitting the number of teacher promotions to

the ProDictor Model, the estimated population will be determined

using the formula:

Where:

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

 the estimated population of teachers who will be promoted in the

future,

 is the number of promotions in the current five years,

 is the number of promotions in the last five years.

In this ProDictor Model, the population is estimated by

considering the promotions in the current five years, combining the

promotions for the current five years and the last five years and raised

to the power of ½ or apply a square root operation and, adding a

constant value of one. This model assumes a linear regression

between the years and corresponding number of promoted teachers.

ProDictor Model provides a simplified approach to estimate the

population of teachers who will be promoted in the future at MNHS.

By using the model, researchers can analyze the trends and patterns

in the estimated population over the years, observing the impact of

changes in the promotion of the teachers. Additionally, the model

allows for tracking the yearly fluctuations in population size,

percentage rate, and providing insights into the overall trend.

Percentage Increase in the Population of Teachers who will be

Promoted in the next five years

To calculate the percentage increase, first thing to do is

calculate the population of the teachers in the next five years.

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

Formula:

Table 3

Predicted Populations of Promoted Teachers in the next five

years

Year Number of Promoted Teachers in MNHS

2024-2028

According to the predicted number of promoted teachers, MNHS

is expected to experience an increase in the number of promoted

teachers over the next five years. In the years of 2024 – 2028, MNHS

is projected to have 26 promoted teachers. The data suggests a growth

trend in MNHS, rising demand for education in the institution. This

upswing in the number of promoted teachers can be linked to various

contributing factors. Firstly, an increased emphasis on professional

development likely plays a significant role. If MNHS is prioritizing the

36
 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

growth and skill enhancement of its teaching staff, it would naturally

result in a greater number of promotions as educators achieve

milestones and demonstrate enhanced capabilities. Furthermore, the

commitment to recognizing and rewarding educators is a crucial factor

influencing the growth in promotions. MNHS's dedication to

acknowledging the hard work and achievements of its teachers fosters

a positive environment, motivating educators to excel and contributing

to the overall professional growth of the staff.

Table 4

Percentage Increase in Teachers’ Promotion in MNHS in the next

five years

Year Number of Promoted Percentage Increase

Teachers in MNHS

2024-2028

The data for MNHS in the period from 2024 to 2028 reveals a

projected increase in the number of promoted teachers. Based to the

ProDictor Model, the estimation suggests that around 26 teachers will

37
 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

be promoted during these upcoming five years. This forecast indicates

a positive trend, highlighting a rise in the recognition of educators

within the institution. However, when we compare this to the previous

five years (2019-2023), where the percentage increase was 46.15%,

the projected increase of 37% seems lower. While both periods show

growth in teacher promotions, the rate of increase is slightly less in

the upcoming years. This could be due to various factors, such as

changes in the educational landscape, school policies, or the impact of

external factors. It's important to note that a 37% increase still

signifies substantial growth and a continued commitment to

recognizing and advancing educators at MNHS. The ProDictor Model

proves valuable in providing insights into these trends, enabling the

school to make informed decisions and allocate resources effectively

for the continued improvement of its educational environment.

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

Chapter 5

SUMMARY OF FINDINGS, CONCLUSION, AND

RECOMMENDATIONS

This chapter presents the summary of findings of the study

based on the problems presented, the conclusions, and

recommendations for further actions.

Summary of Findings

This study drew the following important findings:

Over the past 34 years, Madrid National High School (MNHS)

have seen an increase in number of promoted teachers. MNHS

experienced fluctuations in percentage increase in teachers’ promotion

due to various factors, such as changes in the educational landscape,

39
 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

school policies, or the impact of external factors. MNHS had a steady

growth rate initially but experienced significant variations later.

The application of the ProDictor Model predicts an increase in

number of promoted teachers in MNHS over the next five years.

However, when we compare this to the previous five years (2019-

2023), where the percentage increase was 46.15%, the projected

increase of 37% seems lower in the next five years. Overall, the

ProDictor Model proves valuable in providing insights into these

trends, enabling the school to make informed decisions and allocate

resources effectively for the continued improvement of its educational

environment.

Conclusion

Based on the presented, several conclusions can be drawn:

The data shows that MNHS have experienced overall increase in

in number of promoted teachers over 34 years. The number of

promoted teachers from MNHS indicates a general upward trend with

some fluctuation in a certain year. This trend indicates a growth

trajectory for the school, which can contribute to various factors such

as the reputation of the institution, quality of education, and positive

educational environment that can lead to better academic outcomes,

student satisfaction, and potentially increased enrollment. As the

school's reputation improves, it becomes more attractive to both

40
 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

educators and prospective students. A positive perception within the

education community can lead to increased interest from talented

teachers who are seeking a supportive and progressive work

environment. Additionally, parents and students may be more inclined

to choose MNHS due to its growing reputation for providing a high-

quality education. Lastly, the ProDictor Model proves valuable in

providing insights into these trends, enabling the school to make

informed decisions and allocate resources effectively for the continued

improvement of its educational environment.

Recommendations

Based on the findings and conclusions here are some

recommendations:

To ensure Madrid National High School (MNHS) continues its

positive trajectory, we propose several straightforward

recommendations. Firstly, MNHS should prioritize staying informed by

regularly monitoring and analyzing teacher promotion trends using

tools like the ProDictor Model. This practice ensures that the school

stays in the loop about changes, allowing for timely and well-informed

decisions. Secondly, it is essential for MNHS to continue investing in

professional development programs for educators. This ongoing

41
 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

investment plays a crucial role in ensuring sustained growth and

maintaining high teaching standards within the institution. Building

relationships is another key recommendation. Lastly, MNHS should

focus on strengthening connections with external stakeholders,

particularly within the education community. This proactive step can

further enhance MNHS's reputation and foster collaborative growth.

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 Division of Surigao del Sur
MADRID NATIONAL HIGH SCHOOL
Science, Technology, Engineering, and Mathematics
Madrid, Surigao del Sur

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88811

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