History
The Our Lady of the Holy Rosary School (OLHRS) was born out of love for the poor. It started in School Year 1993 - 1994 when Amaya Elementary School, a nearby public school, phased out its pre-school classes. The parents of these pupils were surprised by this change and suddenly found their children “school-less”. Since the majority of them belong to a lower income group, they cannot afford to send their children to private schools and pay high fees.
Concerned with the displaced and eager-to-learn children, Rev. Fr. Ariel M. Lisama, who during that, time was preparing for this ordination to the diaconate and Mrs. Veronidia de Leon, a De La salle University Professor, Volunteered to extend their services to these poor children for free. They housed the children in a big garage, which they converted into a classroom; hired a teacher whom they supported by the monthly fee paid by the said children (P 60.00 - P 40.00 for Nursery). The volunteer administrators and the civic-minded parents who banded together and agreed to continue the schooling of their children shouldered test papers and other miscellaneous expenses. Religious and health services were extended by volunteer seminarians from Our Lady of the Pillar Seminary and friends of Fr. Ariel.
After a school year, a two-classroom school building was built by the joint efforts of Fr. Ariel and Mrs. De Leon. Mrs. Emma L. Hernandez was appointed as school head. From then on, the school continuously provides Catholic education to the children in the community and nearby towns. It became a Catholic school owned and operated by the Our Lady of the Holy Rosary Educational Foundation, Inc ., a non-stock, non profit corporation. In 1996, it earned the supervision of the Lasallian Schools Supervision Office (LASSO) at De La Salle University-Manila.
OLHRS in its search for meaningful existence reviewed the school operators the past years to ascertain what it has become and what it is yet to become. As an institution whose significant mission is to give quality Catholic education to the youth, OLHRS decided to carry on and in the school year 2003 - 2004 the secondary level was opened.
The first and the second year students were accepted. Permit to operate was submitted and approved by the Department of Education. The classes were housed in a three-classroom building in the five hundred square meter lot rented by the school.
It was in the same year when a prominent citizen of Tanza sold a portion of his lot in Mulawin to the administrators of the school. December 8 2003, Feast of the Immaculate Conception, the ground breaking ceremony was held which signaled the construction of the highschool building in the five-thousand square meter lot of RosaryvilleCmpd., Mulawin, Tanza, Cavite.
In the school year 2004 - 2005, the high school department occupied the newly constructed yet unfinished building. Government Recognition to operate all levels was granted March 1 2005. From then on, school administrators, faculty and staff shoulder the diverse responsibilities in order to reach out to more people in Amaya and in nearby communities.
The school continues to seek new and more effective ways to achieve its vision-mission and to live out the Rosarian Core Values. Ultimately, OLHRS will create another share in the history of education not only in Tanza but also in the province of Cavite.
Lasallian supervision
THE LASALLIAN SCHOOLS SUPERVISION ASSOCIATION, INC, (LASSAI) Installs this marker on the campus of the Our Lady of the Holy Rosary School (OLHRS) in recognition of its having provided quality education to the youth during the period 1996-2006, for having successfully earned the highest accreditation status, Supervised Accredited Level 2 for its Graded School Department in 2003, and Having Graduated from Supervision by the Lasallian Schools Supervision Office(LASSO) in 2006.
The Our Lady of the Holy Rosary School (OLHRS) is a Catholic School under the supervision of the Lasallian Schools Supervision Office (LASSO) De La Salle University – Manila. It is owned and operated by the Our Lady of the Holy Rosary Educational Foundation, Inc., a non-stock, non-profit corporation. As a De La Salle Supervised School, OLHRS fosters a culture of excellence coupled with strength of character, sincerity in purpose, and selflessness in service. It is the mission of OLHRS to be an effective channel of God’s love for man.
It is the commitment of the school to form a fully integrated individual, who, guided by Christian principles and Filipino values, learns, works and lives in service to God, his family, his community, his country, and the world. General Objectives of the Institution
The Our Lady of the Holy Rosary School aims to provide quality Catholic education for its pupils to:
- fully understand what a true Catholic is and prepare himself to adjust and cope with life situations within the context of his experience;
- maximize his potentials by providing meaningful experiences considering his interests and capabilities;
- become aware of the changes in his environment and be able to make decisions which will prepare him to the more complex demands of future life;
- share and live harmoniously with others, proud of his country, God-fearing coupled with faith and sincerity of intentions;
- inculcate moral and spiritual values guided by the charism of St. John Baptist de la Salle.
Over a ten-year period, OHLRS was able to realize its mission in the community through the generous support and dedication of its Incorporators, Dr. Veronidia L. de Leon, Fr Ariel M. Lisama and Mrs. Maxima L. Hernandez, by providing quality human and Christian education to the young through an effective and professional management of all areas of school operations.
May this marker serve as a reminder that the school is expected to continue pursuing excellence in all its programs and services.
Given this 31st day in May in the year of our Lord two thousand and six in Deborah Ville Subdivision, Amaya 1, Tanza Cavite.
Mission, Vision, Core Values
Mission
Guided by the Catholic principles and Filipino values, the school commits to:
- Provide opportunities for pupils / students to experience God;
- Inculcate moral integrity and Marian Spirituality;
- Develop pupils / students to become stewards of God’s creation;
- Train pupils / students to become person-oriented and to value their families;
- Cultivate the full potentials of every learning individual
Vision
The Our Lady of the Holy Rosary School envisions itself as a Catholic institution that upholds a culture of honor and excellence.
Core Values
- Obedience
- Adherence to Divine and Human Law
- Love
- A strong affection for God, country, family, self and others
- Honesty
- Moral uprightness; the quality of not giving in to cheating, stealing and lying
- Respect
- High Regard for self, others and nature
- Service
- Willingness to work for others and the community
Philosophy and Code of Ethics
Philosophy
We believe that a student is a child of God, baptized with water and the spirit, with a unique personality and God-given talents. S/he is a bud who blossoms into full glory through the ministering hand of the teacher under the guidance of Mary, Mother of God and our Mother and St. John Baptist De La Salle, with the help of Divine Grace in a non threatening environment.
Code of Ethics
The Our Lady of the Holy Rosary School is committed to Christian education. Its personnel strive to be men and women of integrity and competence and lead lives that poster patriotism, justice and sound moral Values.
General Objectives of the Institution
Guided by the Vision-Mission Statement, the Our Lady of the Holy Rosary School aims to provide quality Catholic education for its students to:
- Fully understand what a true Catholic is and prepare themselves to adjust and cope with life situations within the context of their experience;
- Maximize their potential by providing meaningful experience considering their interest and capabilities;
- Dig deeper their intellectual capabilities so that they become aware of the changes in their environment and be able to make decisions which will prepare them to the more complex demands of future life;
- Share and live harmoniously with others, proud of their country, God-fearing coupled with faith and sincerely of intentions;
- Inculcate moral and spiritual values guided by the charism of St. John Baptist de La Salle and Mary our Mother.
Implementing the anti-sexual Harassment Act of 1995
This body of rules and regulations shall be known as the rules and regulation for the implementation of the Anti - Sexual Harassment Act of 1995 at the Our Lady of Holy Rosary School or “rules” for short.
These Rules shall govern all incidents of sexual harassment inside the campus of Our Lady of the Holy Rosary School, as well as incidents outside the campus premises and / or during the semestral or summer vacation, if such incidents adversely affect the good name or reputation of the institution.
Section 1
State Policy
The state shall value the dignity of every individual, enhance the development of its human resources, guarantee full
respect for human rights, and uphold the dignity of all members and elements of the educational community, other workers, applicants
for employment, those undergoing training, instruction or education. Towards this end, all forms of sexual harassment in the employment,
education or training environment are hereby declared unlawful.
It is therefore the duty of the employer or head of the work- related
educational training environment or institution to prescribe the guidelines in the work place and educational or training institutions
to prevent or deter the commission of acts of sexual harassment, and to provide the procedures for the resolution, settlement or
prosecution of said facts.
Section 2
School Policies and Objectives
The mission of this institution is to foster an open
learning and working environment. The ethical obligations to provide an environment that is free
from sexual harassment and from fear that it may is implicit. The entire educational community
suffers when sexual harassment is an unacceptable behavior and a violation of the law and shall
not be tolerated, condoned.
Violation of this policy shall result in disciplinary action up to
and including expulsion or termination as the case may be.
All members of the educational
community affected by a sexual harassment incident shall be treated with respect and given full
opportunity to present their side of the incident.
Section 1
Work, Education or Training—Related Sexual Harassment Defined
Work Education or Training related to sexual harassment is committed by an employer,
employee, manager, supervisor, agent, teacher, instructor, professor, coach, trainer,
or any person who, having authority, influence or moral ascendancy over another in a
work or training or education environment, demands, requests or otherwise requires any
sexual favor from the other, regardless of whether or not the demand, request or
requirement for submission is accepted by the object of the said act.
a. In a work-related or employment environment, sexual harassment is committed when:
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The sexual favor is made as condition in hiring or the employment, re-employment
or continued employment of said individual, favorable compensation, terms conditions,
promotions or privileges, or the refusal to grant the sexual favor results in limiting,
segregating or classifying the employee which in any way would discriminate, deprive
or diminish employment opportunities or otherwise adversely effect said employee.
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The above would result in an intimidating, hostile or offensive environment for
the employee
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The above acts would impair the employee's rights or privileges under existing labor laws.
b. In an education or training environment, sexual harassment is committed:
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Against one who is under the care. custody or supervision of the offender;
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Against one whose education, training, apprenticeship or tutorship is entrusted to the offender;
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When sexual favor is made a condition to the giving of a passing grade, or the granting of honors
and scholarships. or the payment of a stipend, allowance or other benefits, privileges, or considerations; or
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When sexual advances result in an intimidating, hostile or offensive environment for the student, trainee or apprentice.
Sexual harassment can be verbal, visual or physical. It can be overt, as in the suggestion that a person could get higher grade or raise by submission to sexual advances.
Section 2
Forms of Sexual Harassment
Sexual harassment may consist of the following:
a. Persistent, unwanted attempts to change a professional or educational relationship to a personal one.
b. Unwelcome sexual flirtations and inappropriate put downs of individual persons or classes of people.
Examples include. but are not limited to the following:
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Unwelcome sexual advances;
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Repeated sexual -oriented kidding, teasing. or flirting;
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Verbal abuse of a sexual nature;
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Graphic commentary about an individual's body, sexual prowess, or sexual deficiencies:
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Derogatory or demeaning comments about women in general, whether sexual or not;
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Leering, whistling, touching, pinching, or brushing against another's body;
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Offensive crude language: and 8. Displaying objects or pictures which are sexual
in nature that would create an offensive work environment
Section 3
Other Persons Liable
Any person who directs or induces another to commit any sexual harassment as herein defined, or who
cooperates in the commission thereof by another without which would not have been committed shall also be liable under these rules.
Section 4
Basic Types of Sexual Harassment
Any person who directs or induces another to commit any sexual harassment as herein defined, or who
cooperates in the commission thereof by another without which would not have been committed shall also be liable under these rules.
a. "Quid pro quo" sexual harassment — occurs when submission to or rejection of unwelcome sexual advances, requests to engage
in sexual conduct, and other physical and expressive behavior of sexual nature is used as the basis for employment decisions,
giving of passing grades. granting of honors and scholarship. or the payment of stipend or other benefits, privileges, or considerations. Quid pro quo sexual harassment cases are hereby classified as grave.
b. "Hostile or Offensive" sexual harassment - occurs when unwelcome sexual conduct unreasonably interferes with an individual's job performance or creates an intimidating, hostile, or offensive working
environment, even in the absence of tangible or economic job consequences. Hostile or offensive sexual harassment cases are hereby classified as grave, less grave or light, depending on the reasonable man
I woman standards adopted by the Committee.
Section 5
Sanctions
The following administrative sanctions shall be imposed on sexual harassment cases:
a. For work — related incidents of sexual harassment:
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Suspension
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Dismissal
b. For education or training- related acts of sexual harassment:
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Suspension
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Exclusion
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Expulsion
Sexual harassment offenses shall be classified as grave, less grave and light.
Grave sexual harassment cases are those which these rules attach the penalty of dismissal or exclusion, or expulsion
Less grave sexual harassment cases are those to which these rules attach the penalty of suspension
Light sexual harassment cases are those to which these rules attach the penalty of reprimand or warning.
Section 6
Sanctions Not a Bar to Court Action
Administrative sanctions shall not be a bar to prosecution in the proper courts of unlawful acts of sexual harassment.
Section 1
Committee on Investigation
A Committee on investigation shall be created.
It shall conduct the investigation of alleged cases constituting sexual harassment
Section 2
Composition of the Committee on Investigation
The Committee on Investigation shall be composed of the following:
1. In case where the aggrieved party is a student and the offender is a faculty:
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The Principal shall act and preside as chairperson
- The Guidance Counselor shall act as the chair of the investigating committee
- The Vice Principal
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The Department Chair to which the aggrieved student and the offender faculty belong.
- Head of the HRD
- Representative from the Faculty Association
2. In case where the aggrieved party is a staff and the offender is a faculty member:
- The Principal shall act and preside as chairperson.
- The Guidance Counselor shall act as the chair of the investigating committee.
- The Vice Principal
- The Department Chair to which the offender faculty belong.
- Head of the HRD
- Representative from the Faculty Association
- Representative from the Staff Association
3. In case the aggrieved party is the student and the offender is support staff.
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The Principal shall act and preside as chairperson.
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The Guidance Counselor shall act as the chair of the investigating committee.
- The Vice Principal
- Head of the HRD
- Representative from the Staff Association
- The adviser of the aggrieved student
4. In case the aggrieved party is a student and the offender is an administrator
- School Director (if the offender is the Principal / Vice Principal / or Department Chair)
- The Guidance Counselor
- The adviser of the aggrieved student
- Head of the HRD
- Representative from the Faculty Association
5. In case the aggrieved party is a faculty / staff and the offender is an administrator
- School Director (if the offender is the Principal / Vice Principal /or Department Chair)
- The Guidance Counselor
- The adviser of the aggrieved student
- Head of the HRD
- Representative from the Faculty Association
Section 1
Right to Due Process
No disciplinary sanction shall be applied upon any
erring member of the educational community except for cause and after due process
shall have been observed.
In sexual harassment cases,
the alleged offender must be accorded due process and as much confidentiality during the process.
Section 2
Procedural Due Process Standards
The following procedural due process standards must be met in sexual harassment cases.
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There must be an impartial body or investigation committee who shall acquire
jurisdiction over the person of the alleged offender
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The alleged offender must be informed in writing of the nature and the cause
of accusation against him and furnish him an affidavit of the complaint under oath.
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The alleged offender must be given the opportunity to defend himself.
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The alleged offender shall have the right to adduce evidence on his own behalf
and the evidence must be considered by the investigating committee or board in hearing or deciding the case
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Decision must be rendered upon lawful hearing only.
Section 1
Complaint Defined
NA complaint is a sworn written statement under
oath charging a person with a violation of sexual harassment and subscribed
before the proper authority.
Section 2
Who May File
Any student or employee of the school
may file a complaint of sexual harassment.
Section 3
Where To File
A complaint maybe filed in the office of the Department Chair where he
belongs.
Section 4
Sufficiency of Complaint
A complaint is sufficient if it states the name (s) and
address(es) of the respondent, the acts or commission of the offense. and the place where the offense was committed and the name ( s) of any witnesses, if there be any.
Section 5
Proceedings for Investigation
Upon receipt of the written complaint signed under oath by
the offended party or by any other person having direct knowledge of the commission of the act complained,
the chairperson shall conduct a preliminary inquiry about the charge filed against the alleged offender.
If after preliminary inquiry the chairperson believes that there is a reasonable ground and prima facie
case has been established, he shall immediately furnish the respondent a copy of the complaint together
with other necessary documents. The respondent is given 48 hours to file an answer from the date of
the receipt hereof. In case the respondent fails or refuses to answer, the case must be pushed through
under summary proceedings.
Section 6
Resolution of the Case
Judgment in the case will be made immediately after the deliberation
and the parties will be informed within two (2) days. The chairperson shall forward to the School
Director who will receive for affirmation, reversal or modification of the decision.
Section 7
Appeal to the School Director
Any party involved not satisfied with the decision
rendered by the committee may appeal to the School Director stating the grounds therefore
within 48 hours from the receipt of the decision. If neither party appeals the decision in the
manner and within the period herein prescribed, the School Director makes the final decision and
promulgates the same within two (2) days after receipt of the decision, which is final and executory.
Section 8
Liability of the Employer, Head of the Office of the Educational or Training Institution
The employer or head of Office of the educational or training institution if informed of such acts
by the offended party and no immediate action is taken herein shall be solidarity liable for damages
arising from the acts of sexual harassment committed in the employment or training institution.
Section 9
Written Record and Privacy of parties
Written records of cases of sexual harassment must be kept, and precautions
should be taken to protect the privacy of all parties involved.
Administrators Qualifications
The following shall be the minimum qualifications
requirements for academic positions in the school:
The Principal must possess at least a Masters Degree in Education or in any education-related
field. S/He must have at least 6 years of relevant teaching experience and at least two years of satisfactory administrative experience.
The Vice Principal must possess at least a Masters Degree in Education or in any education-related field. S/He
must have at least 5 years of relevant teaching experience and at least two years of satisfactory administrative experience.
The Administrative Services Coordinator must have at least finished his/her academic requirements for a Masters Degree or must have
obtained his/her Masters Degree in Education or in any related field. S/He must have at least 5 years of relevant teaching experience
and at least two years of satisfactory administrative experience.
The Student Services Coordinator must have at least finished his/her academic requirements for a Master's Degree or
must have obtained his/her Master's Degree in Education or in any related field. S/He must have at least 5 years of relevant
teaching experience and at least two years of satisfactory administrative experience.
The Subject Coordinator must possess at least a Master's Degree in Education or in any education-related field.
S/He must have at least 4 years of relevant teaching experience and at least three years of satisfactory teaching performance.
A teacher in the pre-school level must be a LET passer, a holder of a Bachelor's degree in Elementary Education,
Pre-school Education. Early Childhood Education, or its equivalent and should have at least six (6) units
of professional subjects related to early childhood education.
A teacher in the grade school level must be a LET passer and a holder of Bachelor's degree in
Elementary Education.
A teacher in secondary level must be a LET passer and a holder of a Bachelor's degree in Secondary
Education or its equivalent or a Bachelor of Arts degree or its equivalent with at least 18 units of
professional education subjects.
However, in the desire of the school to uplift the quality of teachers in all levels, each teacher is
encouraged to pursue graduate studies in his/her area of specialization.
A Guidance Counselor must be a holder of any of the following degrees:
- Bachelor of Arts in Psychology/Behavioral Science
- Master of Arts/Science in Education, major in Guidance and Counseling
- Master of Arts/Science in Psychology/Child Study
S/He must have passed the Licensure Examinations for Guidance Counselor.
Guidance Counselor / Coordinator Responsibilities
The Guidance Counselor is in charge of the guidance and testing center. S/He is responsible for
planning, implementing and evaluating the guidance program in coordination with his/her immediate head and teachers. S/He coordinates and provides the teachers the necessary data needed for instructional improvement, research and evaluation activities.
The librarian should be a graduate of any of the following degrees:
- Bachelor of Library Science
- Bachelor of Science in Education, major/specialization in Library Science
- Bachelor of Arts major in Library Science
- Master of Library Science
- Master of Library Science
- Master of Ads in Library
Science S/He must have passed the Library Science Board Exams.
Librarian Responsibilities
The librarian organizes, maintains and updates the collection of books and other materials and manages the service
agency for the effective implementation of the institution's educational objectives.
Club Moderator Responsibilities
The Club Moderator assumes the responsibility of exercising guidance and supervision of all
approved year-round activities of the club under his/her care. S/He formulates, plans and
implements approved activities of his/her club. S/He coordinates with the other moderators
in the planning and implementation of his/her club's program of activities. S/He also provides
the desirable role modelling to his student members. S/He then submits reports of the
accomplishments of his/her clubs before the school year ends to the Vice PrincipaVPrincipal.
Campus Minister Responsibilities
The Campus Minister is in — charge of formulating and implementing all the programs and activities of the
Campus Ministry. S/He is responsible in scheduling and overseeing all the liturgical, para-liturgical,
and sacramental services of the school, in facilitating recollections and retreats of students, faculty
and others. S/He also coordinates. liaises, between the campus ministry office and the diocese or other
religious organization.
Student Welfare Officer Responsibilities
The Student Welfare Officer is in-charge of monitoring pupils/students' discipline.
S/He is responsible in imposing sanctions to erring Grade 3- 6 pupils and high school
students.
