Human Resource Development

Commission on Human Resource Development 

  

Section A.  Recruitment Policy 

  

The harvest is good but laborers are few. Beg the harvest master to send out laborers to gather his harvest. - Mt. 9:38 

  

The Diocese and the Parish are responsible for the recruitment of catechists. The initial interview is first conducted either in the Diocese or Parish to determine the qualification of the applicant. The applicant must have a written recommendation from the parish priest or an endorsement by the diocese or by the Center/Institute where he/she finished her/his basic formation.  The CFAM through the HRD office conducts the further screening, testing, selection and final decision for hiring. 

All applicants without basic catechetical formation and willing to undergo the required studies at their own expense or sponsored by their own parish are sent to catechetical formation institutes.  Whereas, graduates with basic formation from recognized catechetical centers or institutes are immediately sent to CFAM office for hiring procedure. 

The following Centers and Institutes are duly recognized by the CFAM. They are also members of the Archdiocesan Catechetical Forum, a loose association of schools for the formation of catechists.

1. Mother of Life Catechetical Center

2. Mother Francesca Catechetical Missionary Formation Institute, Siena College

3. Formation Institute for Religious Educators, Ateneo de Manila University

4. Lumen Christi Catechetical Center, Stella Maris College

5. Mary Cause of our Joy Catechetical Center

6. Religious Education Foundation, Inc. De La Salle University

7. Institute of Catechetics and Youth Ministry,

Don Bosco, Better Living, Paranaque

8. St. Joseph’s College of Quezon City

9. St. Paul University of Quezon City

10. University of Santo Tomas

11. Institute of Catechetics of the Archdiocese of Manila

12. College of the Holy Spirit Manila

13. Sta. Catalina College

14. Sta. Isabel College, Manila

15. St. Paul University, Manila

Section B. Screening, Selection and Hiring

 

Qualifications:

- male or female; single, married or consecrated lay/religious

- 18 to 44  years of age

- For College Degree holders: a graduate of the Catechetical Formation Institutes/Centers or Colleges with Major in Religious Education

- For undergraduates (at least 2nd year college)

     - graduate of Basic Catechetical Formation Course.

 

Strict implementation of the policies for screening, selection and hiring shall be observed.

 

1. Hiring        

The applicants who have successfully passed all the screening and selection requirements will be handled by the Human Resource Development of the Catechetical Foundation of the Archdiocese of Manila.  When all the requirements for admission have been met and accomplished, the catechist receives in writing a conditional offer of employment from the Minister of the Catechetical Foundation of the Archdiocese of Manila.  The offer of employment by the CFAM shall include job description, norms and policies, position and salary.

Listed below are the requirements that must first be submitted, before he/she will be asked to report for duty.

a.  Application Form

b.  SSS Form E-1 or E-4

c.  TIN number

d.  1x1 ID picture (3 copies)

e.  Birth, Baptismal and Confirmation Certificates

f.   Marriage Contract if married

g.  Diploma and official college transcript of records

h.  Transcript of record and diploma from catechetical Center

i.   Certification and/ or recommendation letter from the catechetical center where he/she graduated

j.   Updated Medical Certificate

k.  PHILHEALTH/ MDR RECORDS

                                  l.   NBI/Police Clearance 

 

Applicants who have not met all the requirements and those who have previously worked and maintained a good standing with CFAM but over aged already maybe hired as contractual or temporary catechists.  A catechist who has retired may also be hired on a contractual basis upon the recommendation of his/her Area Catechetical Coordinator and with an approval from the Archdiocesan/Diocesan Commissioner for Catechesis.

Unlike the newly-hired contractual catechists, the retired catechist may be exempted from undergoing the usual screening, selection and hiring procedure. However, they shall take diagnostic and battery of tests to assess their personality, psychological and mental ability.

A medical certificate stating that the catechist is fit to work is a necessary requirement for the final approval and hiring.

All stipulations under the contract must be clearly explained to the catechist prior to hiring.

 

2. Testing

          After the preliminary interview, the applicant submits him/herself to the following evaluations:

          1. Intelligence Test

2. Diagnostic Test – 75/100

3. Personality Test

4. Lesson Plan Preparation

5. Actual Classroom Teaching, only when she/he passes the required tests

6. Medical Examination

 

3. Medical Examinations

          The applicant is requested to submit an updated medical certificate stating that she/he is fit to work. Physical examination by the Catechetical Foundation of the Archdiocese of Manila physician will also be conducted as a condition of employment for all applicants to whom a conditional offer of employment has been extended.

 

Medical examination result should indicate the following rating and recommendation:

 

Physically Fit A         (in excellent condition; recommendation for hiring)

Physically Fit B         (in good condition; recommended for hiring)

Physically Fit C         (in good condition but needs medication/ treatment; recommended for hiring)

Physically Unfit A      (needs medication/ treatment; hiring on hold till findings improve)

Physically Unfit B      (not fit for work; not recommended for hiring)

 

4. Employment by Affinity/Consanguinity

The hiring of applicants related by affinity /consanguinity to the Catechetical Foundation of the Archdiocese of Manila personnel may be allowed provided that he/she will not be under the direct supervision of the personnel involved nor will he/she be reporting/assigned in the same office or parish.

 

5. Re-Hiring

A resigned employee who is in good standing with the ministry may be re-hired subject to his/her compliance with the requirements prescribed by CFAM. The usual screening process for the newly hired shall be applied. Upon acceptance, re-hired personnel shall undergo the probationary status for 3 years and be subjected to all the policies and procedure applicable to regular catechists.

6. Reinstatement

A regular catechist of good standing (without records of untoward or unbecoming behavior) may apply for an extended leave of absence for personal reasons, for a period ranging from three months to one year. During his/her leave, he/she is not allowed to work in any establishment.  Upon completion of the approved leave of absence, a catechist may return to work on a regular status.  The catechist will be entitled to all benefits provided for the regular personnel. All the conditions written in the Leave Form shall be followed. Credited years of service will include previous years of service for retirement purposes only.  With regards to loyalty bonus,  leave of absence will not be counted.

The effective date of re-entry shall be the date when the employee has complied with all the requirements.

Section C.  Employment Status

 

Catechists are generally classified according to their working status.

 

1.   Working Status:

a.   Probationary

                      All newly hired catechists are considered “on probationary status” for a period of three years. However, they are given a contract(letter of covenant) that lasts for a period of one year which can be renewed every year. Renewal of contract depends  on the recomendation of the coordinator.  Upon completion of the probationary period, the catechists are either permanent or terminated. They are given a letter of regularization and/or of end of contract as the case maybe.

During this period they shall undergo the formation program designed for them and shall be entitled to the following benefits: Upon Entry:

* Benefits mandated by Government like 13th month Pay, SSS, Philhealth and Pag-ibig

* Christmas Bonus

* Christmas Vacation

* Hospitalization benefits (50% discount from RCAM accredited Hospital)

* Annual Physical check-up (except for 1st year)

  

Additional benefits from CFAM:

* First year: 25% of the monthly salary is given in April

* Second year: 50% of the monthly salary is given in April

* Third year: 75% of the monthly salary is given in April

 

          Upon Regularization:

          * (refer to section H, from CFAM Benefits n. 2 p. 47)

         

          Twice a year, during the first three years, an evaluation of probationary catechist is conducted by the Coordinator. The first evaluation for each year is made on the 5th month of teaching. The second and final evaluation for the year is done on the 9th month.

         

          The final evaluation shall determine whether the catechist will still be allowed to continue serving the ministry on probation or on regular status or he/she should be terminated.

 

          A probationarhy catechist will become “regular” only after successfully passing and completing the stipulated probationary period of 3 years with a final appraisal on the 3rd year of not lower than “Satisfactory”.

Hence, a probationary who gets a rating of “Unsatisfactory” for two consecutive years is automatically dismissed.

     Furthermore, in case a catechist who is recommended for regularization files a leave of absence for one or two years the said catechist will be considered resigned.

 

b. Regular  Status

     The CFAM through the Commissioner grants the approval for employment regularization of the Catechists. The catechist who successfully passed the probationary period will receive a “Confirmation Letter” indicating that his/her working status is elevated to regular.  As a regular catechist, he/she is now eligible to CFAM benefits plan (see benefits p. 46). The year of service of catechists starts from the initial date of hiring. At the end of the school year, the catechist is required to submit a “letter of Intent” addressed to the CFAM Commissioner if he/she wishes to continue his/her service for another year.

 

c. Contractual

          This refers to working arrangement of catechists under contract for only a definite period. Catechists previously employed by CFAM can be hired again on a  contractual basis upon the  recommendation of the  Coordinators and with the approval of the DCM.  Likewise, a catechist who resigned may be hired after the lapse of one year from the date of his/her resignation. Moreover, applicants who have not met all the rquirements (over aged) and have passed the battery of tests may be accepted as contractual catechists.

Renewal of service or contract is done every end of the school year or program year upon the recommendation of the Coordinator and Parish Priest concerned with the approval of CFAM/DCM.

The same principle is applied to a catechist who retired at the age of sixty (60), renewable until they reach the age of sixty-five (65). This stance is no longer applicable to a catechist who will retire at the age of sixty five (65).

Contract stipulations shall include the position title, status, salary, assignment, job description, benefits mandated by the government law, and duration of contract.

 

2. Classification according to Work Schedule / Load

a.   Full Time

Full-time may refer to all regular and contractual catechists with a work load of 40 hours per week.

i. Probationary Catechists: 15 hours for teaching, 5

          hours for follow-up and 20 hours for other   functions.

          Year Two and Three: 20 hours for teaching, and 20 hours for other functions.

ii. Regular: 20 hours for teaching and 20 hours for

other functions

iii. Contractual: 20 hours for teaching  and 20 hours

for otherfunctions 

b.   Part -Time

Part -time refers to regular and contractual catechists scheduled to work 20 hours per week only.

A regular catechist who, because of health or study cannot comply with the load requirement of full time, may continue to serve as part -time catechist.

 

Compensation and benefits shall be computed on a pro-rata basis. However, this must first be endorsed by the parish priest and approved by the CFAM Commissioner.

 

Section D. Service Expectations

 

Through work we “share in the activity of the Creator, and within the limits of our own human capabilities, continue to develop and perfect the activity. By rendering the toil of work in union with Christ, we collaborate with the Son of God for the redemption of the humanity”. (CFC 1186)

 

School Based Catechists

Catechetical apostolate for A, B, C, and D involve the following functions in the school and parish:

a.  Classroom Catechesis

i. organizing instructional materials and teaching

schedule

ii. catechizing children and youth

b.  Lesson Planning

i. conducting personal study and research

ii. writing the lessons on the lesson plan sheets

iii.evaluating and reflecting on the lesson/s

c.  Formation program participation - parish, vicariate, district and archdiocesan levels.

d.  Liturgical Preparation

i. contacting priest- presider for liturgical

celebrations

ii. researching and writing text for liturgical

celebrations

iii. follow up pupils’, families’ and communities’ sacramental records

iv. preparing parents and students spiritually for liturgical celebrations

v. coordinating with faculty and other school personnel

e.  Moderating actual Liturgical Celebrations

i. children and youth masses

ii. first and post confessions

iii. first and post communion

iv. Mass of the Holy Spirit

v. graduation masses

vi. school masses

f.   Organizing and moderating apostolic activities for  public   school youth and children

i. Recollections (upon request by the

School Heads)

ii. core group formations

iii. prayer services and processions

iv. home visitation

g.  Other parish catechetical services

i. Instructing children and adult for pre

sacramental preparation

ii. maintaining of parish catechetical office

and library

h.  Establish and maintain quality school relations with faculty administration and personnel

i. organizing recollections, dialogues,

meetings and related activities

ii. threshing out schedules

i.    Individual consultations with coordinators and parish priest  

     i. for work guidance

                        ii. for spiritual directions

j.    Reports and up-dates with parish priest and co-catechists

 i. meeting with parish priest regularly

     ii. evaluating and planning

k.    Submits necessary reports such as DTR, Log

     Sheet, surveys and profiles

 

Section E.  Work Schedule

 

Program year or school year starts in May of the current year and ends in April of the following year. The catechetical work done in the public school is dependent upon the time given by the public school officials.

 

1.   Work  Schedule

All catechists are expected to provide their parish priest and Coordinators with their schedule of work. Should there be any change in schedule, they must inform their head catechist and Coordinator within 24 hours and furnish them a copy of the new schedule within 5 working days.

Any workload other than what the CFAM has prescribed for the position (refer to catechetical personnel) must acquire authorization and approval from the Coordinator and the Diocesan Commissioner of Catechesis respectively.

All catechists are given one to two grade or year level preparations per week. More than three grade or year level preparations per week may be allowed in exceptional cases. A clearance from the ACC must be acquired in such cases.

The merging of two or three sections being handled by the catechist is not allowed.Nevertheless, the school administration may request for such merging on the ground that the teacher or adviser of the said class is absent. 

If the merging of two or more sections will create problems for the catechists he/she may respectfully refuse the merging from the administration with the knowledge of the HC and Coordinator.

                                    

2.   Attendance and Absence

Catechists are expected to maintain a good attendance record. If he/she absents himself/herself from work without prior approval, he/she must inform his/her  HC  of the reason for his/her absence. Upon return to work the catechist should accomplish the Leave Form and submit the same to his/her HC for approval.

Absence for three consecutive days without notification is a ground for Disciplinary Action (refer to due process).

No catechist is allowed to teach in another time or day in lieu of an absence, to cover lost time, or to escape deduction. Catechists should follow official schedule.

 

An absence without the approval from the authorized person cannot be charged to leave with pay. The consequence for this is loss of pay for the lost time involved.  An appropriate disciplinary action may be implemented if necessary. Deductions on absences will be on a per day basis. The formula is as follows:

monthly rate x 12 months / 262 days = daily rate / 8 hours = hour rate x no. of hours missed.

 

3.   Under Time

     A catechist is expected to teach daily based on the schedule of work of classes and on-going formation.The consequence of failure to complete the expected number of working hours is considered Under Time.  

          The consequence of   failure to complete the expected number of working hours during a particular day is loss of pay based on hourly rate (minimum) and the effecting of a disciplinary action (maximum) based on the reason provided by the catechists.

Monthly rate X 12 months / 262 days = daily rate/ 8 hours X no. of missed hours = amount of deduction.

 

4.   Time Keeping

          All catechists are required to accomplish DTR and Log Sheets. Signed and accomplished DTR and Log Sheets are submitted to the HC on a weekly basis.  Falsifying time records is a grave offense and subject to disciplinary action (refer to Due Process p. 52).

 

5.   CFAM / Diocesan / Parish Functions and Meetings

          All catechists must attend all official functions. In case of conflict, the catechist in consultation with the Coordinator of the Diocese and parish priest should decide whether to attend or not in the light of the catechetical apostolate.

 

6.   Punctuality

          The catechists are expected to be always on time or ten minutes earlier in the school where they are scheduled to teach. Tardiness is defined as arriving late at the job site. The disciplinary measure includes salary deduction equivalent to the actual time of absence/tardiness.  However, in reporting for work other than teaching, the catechist is given a grace period of ten minutes. Hence, arriving at work beyond the given grace period, i. e., 8:11 will be counted as eleven minutes late.

 

Note:  In public schools, the catechist is required to come on time to avoid confusion.

 

7.   Summer load

     CFAM program year starts on the first working day of May. The Diocesan office must be furnished with a copy of individual work schedule for the months of May and June with the approval of the parish priest. (Refer to classification of catechists according to work schedule).

 

8.   Light Job or Temporary Assignment

            A catechist, due to his /her health condition, may be temporarily placed under light job or assignment (i.e. from field assignment to office work) without any change in salary. A notarized medical certificate from the CFAM doctor and the approval of the parish priest are required for light assignment.  Light job may be allowed only for cases with good prognosis or chance of recovery.

 

Section F. Catechist’s Evaluation

 

Remain at peace with one another. We exhort you to admonish the unruly; cheer the fainthearted; support the weak; be patient toward all.  - 1 Thess 5:13b -14 –

A Catechist’s Evaluation serves as an assessment of the individual’s mission, performance, effectiveness and development. The catechist’s active participation in the process is critical to the success and purpose of the review. Past accomplishments, affirmations, recommendations, new job requirements, and action plans and goals are all essential ingredients of the performance review. All catechists including contractual ones shall be covered by Catechist’s Evaluation or Review.

1.  The formal evaluation for probationary catechists is done twice a year in September and January, during the three years probationary period.

2.  For regular catechists, evaluation is done in March. A written evaluation shall be made yearly for each catechist by the Coordinator. It shall be made one month before the end of the program or school year.

3.  The evaluation is discussed with the catechist and it becomes part of the personnel file.

4.  The coordinator and catechist both sign the Catechist’s Rating Sheet (CRS). In case the catechist does not agree with the rating he/she still signs the CRS but indicating therein the reason for disagreeing.

5.  The official evaluation form and rating sheet of the CFAM shall be used.

6.  A catechist under probation will be made regular if at the completion of the 3-year probationary period, he/she receives a rating not lower than Satisfactory (S). A catechist is terminated from service if a rating lower than S or a catechist rating of Unsatisfactory is obtained.  A Catechist is evaluated under three dimensions: Being, Doing and Knowing with three equal percentages. 

 

The following rates are given to the Catechist:      

 

http://www.cfamphil.org/sites/all/files/grand-average-rating.jpg 

 7.A regular catechist receiving a poor (Unsatisfactory) rating for two consecutive years shall be dismissed due to incompetence.  The same performance appraisal tool used for probationary catechist is applied for a regular catechist.

Section G.  Employee Movement

 

A transfer is defined as moving from one position or work location to another without any change in the salary. This transfer as a policy is practiced by the Catechetical Foundation of the Archdiocese of Manila through the Coordinator with the consent of the Diocesan Catechetical Ministry when a situation requires it, such as exigencies of service or as a measure to remedy a problem situation in a parish.

          Consultation is needed between parties to be affected by the transfer. Although all transfer is without change in the basic salary, giving of allowances may be considered especially in cases where the transfer may cause a diminution effect on the salary of the catechist. The allowance shall be determined by the parish receiving the transfer.

          The request for transfer may come from or originate from the person or office needing such transfer. This transfer presupposes the condition that might affect programs, timing, staffing and the like.

 

1.   Transfer within a Diocese

This transfer is coordinated with the Diocesan Catechetical Ministry and concerned parish priests. The reasons for transfer include but not limited to transfer of residence, need of the diocese, for growth enhancement of the catechists, etc.

 

2.   Transfer outside the Diocese

This transfer needs the approval of the CFAM  COmmissioner and confirmation of acceptance by the receiving  Diocese through the Diocesan Catechetical Ministry.

 

3.   Resignation

Resignation refers to voluntary separation from active employment. A catechist, who wishes to resign, may do so in writing, and the notice should be submitted 30 days before the date of effectivity of the resignation.

 

4.   Retirement

Any bonafide, regular employee of the Catechetical Foundation of the Archdiocese of Manila as of December 01, 1998 shall automatically be a member of the retirement plan. Each future employee shall become member of the plan from the date of regularization.

 

a.  Normal Retirement

          The normal retirement date of each member shall be the last day of the school year during which he/she reaches his/her 60th birthday.       

b.  Early Retirement .

     A member who reaches the age of 50   may elect for an early retirement provided that there is an approval from the Human Resource Development. The approval should be obtained on the last day of the school year during which he/she reaches his/her 50th birthday. The catechist must have completed at least ten years of service with the Ministry. 

 

c.  Late Retirement

     The late retirement date of a member shall be the first date of any month after attaining his/her normal retirement age but not later than the last day of the school year upon reaching the age of 65.

 

5.   Termination for cause

It is the policy of the Catechetical Foundation of the Archdiocese of Manila to resort to termination of employees only for a just cause in accordance with the present CFAM Norms and Policies existing in the Labor Code of the Philippines and the juries prudence, provision of the law (refer to policy on due process p. 52).

An exit interview is to be conducted for all employees moving out of the Catechetical Foundation of the Archdiocese of Manila whether voluntary or involuntary. A part of the interview is to recover all borrowed materials and equipment and to settle all financial accountabilities.

 

Section H.  Benefits Program

 

All employees, whether they are regular, probationary, or contractual are entitled to certain benefits as mandated by the government laws. Due to the complex nature of benefits program, some benefits contained in this section are in summary form only.

 

1)  Benefits Mandated by the Government Laws

a.  Social Security System

            -   sickness / maternity / disability benefits

            -   salary loan

            -   retirement benefits

b.  Philhealth

c.  Employee’s compensation

-  partial or full disability

d.  Maternity Leave as approved by Labor Law

     : Sixty (60) days leave on normal delivery

     : Seventy-eight days leave for caesarian delivery

- applied only for the first four deliveries ( c/o of SSS )

e.  Thirteenth Month Pay

f.   Paternity Leave. Entitlement is seven (7) working days for the first  four deliveries.

g.  Pag-ibig Savings and Loans Benefits.

 

Note:       

-All  contractual employees are entitled only to 13th month pay as benefit. 

 

2)  CFAM Benefits

Only regular catechists are entitled to CFAM Benefits.

 

a.    Vacation Leave

     Thirty (30) calendar days vacation leave with pay may be enjoyed by a catechist who has rendered 11 months of credited service. For those catechists whose credited service is less than 11 months, they may still enjoy this benefit on pro-rated basis. Vacation leave with pay is normally taken during the month of April;

 

b.   Sick Leave

In case of illness, a catechist is entitled to ten (10) working days sick leave with pay for every year of service rendered to the ministry.  A sick leave that exceeds the authorized number of days shall be considered without pay (see also SSS notification).

An absence of one day due to sickness means an absence equivalent to eight hours. This benefit may also be used as medical leave.

 

    c.  Maternity Leave 

-   All married Catechists are entitled to a one month salary on the fifth delivery only

 

d.  Personal Leave

All catechists are entitled to have a personal leave of five working days. This paid leave shall be granted on occasion of anticipated or unanticipated events (i.e. attending to sick dependents or to urgent legal matters) that requires personal and immediate attention of the catechist. Notice of leave for events that can be anticipated must be approved and submitted one to two weeks before the actual date in order to adjust the staffing. Failure to apply in giving advance notice of leave can be grounds for disapproval. Unused personal leave shall not be converted to cash nor can it be carried over to the next year.

 

e. Bereavement Leave 

In case of death of an immediate member of the family, the following number of days of  bereavement is granted to the catechist:

1)  If the site of funeral is within Metro Manila, a catechist is entitled to a bereavement leave of five (5) working days.  

2)  If the site of the funeral is outside Metro Manila (Luzon area), eight (8) working days.

3)  If the site is in Mindanao and Visayas, ten (10) working days.

 

Immediate family members include:

-  parents and siblings,

-  spouse, children and parents-in-law,

-  for religious: immediate family and extended to members of the community.

 

f. Professional Development Leave – with Pay

This leave with pay is granted to allow the catechist to attend short-term conferences, seminars, etc.  Request for professional development opportunities should be received in the light of the following criteria:

- Deserving catechist;

- Directly related to the position held;

- Program sponsored and certified by credible agency or organization;

- Recommended by the parish priest and  Coordinator

- No other expense from CFAM.

 

Professional Development Leave may be allowed up to a maximum of 10 working days. This benefit may be applied for or granted to a catechist recommended by parish priest or diocesan office. The request (leave form) for Professional Development Leave must be approved by the Commissioner  through HRD and submitted to the diocese at least one week before the actual date of the seminar or conference.

 

g. Educational Leave - Without Pay

A regular catechist who wishes to continue their formal education may be granted a special leave of absence without pay. The leave shall be 12 months and renewable on a case to case basis. The leave must be filed two months or 60 days before the program year or school year ends (April 30).

The approved leave is not credited to years of service in terms of recognition and awards in the ministry.  However, the service continues on the following year of the catechist’s re-entry and in the credited years for retirement purposes. 

 

Failure to report after the expiration date of leave may mean an automatic resignation. Re-entry or re-employment following the educational leave of absence is dependent upon the availability of a position suitable to their studies or to continue the service of a catechist.

 

h. Holidays and Holy Days

CFAM observes no work and with pay on holidays as determined by the Philippine Government and on the following holy days: Christmas (December 25), New Year (January 1), All Saints Day (November 1), Holy Thursdays and Good Friday.

 

i. Leave of Absence Without Pay

Leave without pay may be granted to a regular catechist for a period of  one year which may be extended only up to a maximum period of two years. Said leave will not be credited to years of service in the Ministry. Failure to report for work at the expiration of the leave shall  mean an automatic RESIGNATION.

 

 j.  Educational Loan Facility

A catechist who wishes to take up a course that is related to Religious Education may apply for an educational loan up to maximum amount of P10, 000.00 per semester or P20, 000.00 annually without interest. The payment of loan shall be 10% monthly or P1,000.00 monthly, whichever is lower.

Any regular full time catechist who has served the ministry for 3 consecutive years, recommended by the Parish Priest and Coordinator and who has a 20 hours teaching load may enroll a maximum of 12 units per semester and the maximum of 9 units during summer.     

 

Tuition Fee Refund Policy:

A catechist who wishes to finish a Bachelor’s Degree Course related to Education (religious or non-religious), BS Psychology,and the like must obtain an average grade of not lower than 2.0 or  depending on the  scale used by the School/University in a semester or in summer.

The tuition fee refund schedule is as follows:

-   An average grade of 1.5 or higher gets a 100% tuition fee refund.

-   An average grade of 2.0 or higher gets a 50% tuition fee refund.

Aside from the weighted average requirement, only a full-time catechist who has 20 hours teaching load and has enrolled a minimum of 9 units is qualified for a tuition fee refund.

 

N.B. A catechist with a post graduate studies may also avail  the Educational Loan Facility and Tuition Fee refund given to undergraduates.

 

A full time regular catechist who has served the ministry for 3 consecutive years  and wishes to pursue a higher education (post graduate studies)  is given a “study leave with pay” during summer only.

 

k.  Retirement

          The objective of the Retirement Plan for Catechist is to provide, through a retirement fund established by CFAM, the payment of benefits to its bonafide, regular catechists when they retire.

 

Retirement Requirement is at least 10 years of service and:

Normal Retirement Age: 60 years old;

Mandatory Retirement Age: 65 years old;

Early retirement Age: 50 years old

 

l.    Recognition and  Awards

Loyalty Bonus A — a cash bonus equivalent to a half-month salary is given in lump sum to catechists upon reaching a credited service of five years as full time.

Loyalty Bonus B — cash bonus equivalent to a 1-month salary is given in lump sum to catechists upon reaching a credited service of ten years as full-time and one-month salary is given every five years (full time) thereafter.

 

m.  Christmas Vacation

       The catechists follow the schedule and set-up of schools and therefore this may be enjoyed with pay.

 

n. Hospitalization Benefits

In case a catechist needs to be confined, he /she may be referred to a hospital credited by CFAM.  The benefit shall include discounts on room and board, medicines and professional fees (including consultation).  This arrangement is subject to change depending on the agreement with the hospital’s  administration.  Entitled to this benefit are all regular catechists excluding those who are on prolonged leave of absence, i.e. one year or more.

 

o.  Total Disability Benefit

A catechist who is to be separated from employment on account of total and permanent disability shall be entitled to a benefit determined on the basis of the CFAM Employees Retirement Benefit Plan. A physician appointed by CFAM, however, shall certify such disability. Should the disability arise on account of self inflicted injuries, or any criminal act attributed to him / her, no disability benefit will be paid under this plan (please refer to due process p. 52).

p. Death Benefit

In the event of a catechist’s death, his/her beneficiaries shall be entitled to a benefit determined in accordance with the normal retirement benefit formula as provided in section Five (Payments of benefits) of the CFAM Employees Retirement Benefit Plan for Catechists.

Should the death of a catechist arise on account of suicide or any criminal act attributed to him/her no death benefit will be paid under this Plan.

In case a catechist is on official leave of absence during his/her time of death, said catechist shall be entitled to a benefit determined on the basis of the normal retirement benefit formula.

However, the heir of the catechist shall not be entitled to death benefit in case the catechist died during his unofficial leave of absence.

 

q. Diocese and Parish Benefits

It is a prerogative of the Dioceses and Parishes to allocate additional benefits to their respective catechists. They are requested to inform the Human Resource Development Office of the said subsidy.

 

Section I. Grievance Machinery

 

        If your brother should commit some wrong against you, go and point out his fault, but keep it between the two of you.  If he listens to you, you have won your brother over.  If he does not listen, summon another, so that every case may stand on the word of two or three witnesses.  If he ignores them, refer it to the Church.  If he ignores even the church, then, treat him as you would a gentile or a tax collector. 

– Mt 18:15-17 -

 

Grievance machinery is a communication devise that encourages honest, straight forward discussion among catechetical personnel, supervisors and ministry heads with a goal of reaching mutually acceptable resolutions of problems.

 

 

                                   Code of Ethics for Catechists

                                                (Catechists’ Kit)

 

This Code of Ethics has been formulated as a tool to achieve the Vision-Mission Statement of the Catechetical Foundation of the Archdiocese of Manila, which particularly focuses on the Education of Faith of persons.

 

             In cases where sanction is to be given, the Catechetical Foundation of the Archdiocese of Manila alone can implement sanction based on the Norms and Policies after having observed due process. All cases in the CFAM shall be handled according to the Vision-Mission of the Catechetical Ministry and the procedures set by our Code of Ethics.

 

Verbal Interpretation of Penalty Notation:

 

          VW               -                  Verbal Warning

          WW              -                  Written Warning

          S                 -                  Suspension

          S-1              -                  Number of Days of Suspension

                                                (1 stands for one day )

          WD               -                  Warning of Dismissal

          D                 -                  Dismissal

SD                -                  From Suspension to Dismissal

depending upon the gravity of the offense

 

Section J. Due Process

 

  Love is the fulfillment of the law.  - Rom 13:10

 

Any catechetical personnel, in violation of the Manual of Norms and Policies, is entitled to due process.  The case shall be handled and dealt with by the Diocese concerned in coordination with CFAM-HRD. The gravity of the offense, the frequency of violation, the circumstance that surrounds the act and the intention of the offender shall be considered in all decision-making.

 

Blessed is the man who takes delight in the law of the Lord. – Ps 1:1-2

 

Generally, a decision to dismiss is imposed as a last resort.  This is made after the catechist has received verbal and written warnings and has been given an opportunity to improve performance or conduct. The warning statement is to be signed by both the catechist and supervisor/coordinator.  Should the catechist refuse to sign the written warning,  he/she still signs but indicating therein the reason for disagreeing.

 

Patterned on God’s freedom, man’s freedom is not negated by his obedience to the divine law; indeed only through this obedience does it abide in truth and conforms to human dignity. –VS 42

There are circumstances other than already mentioned which may also lead to suspension and/or termination or severance from service.

 

1. Absence without Office Leave (AWOL) ensues situations where a catechist fails to meet the conditions/stipulations of absences or leaves; The following situations authorize the CFAM –HRD to implement due process on the part of the catechist:

a.  A prolonged absence (3-5 days) without official notification (refer to Policy on Work Schedule/Due Process/AWOL).

b.  Failure to report for work, on the agreed date after a prolonged leave (1-2 years, as stipulated in CFAM leave).

 

2.Laws under the Labor Code shall be applied to offenses or violations which are not covered in the norms and policies of the CFAM. 

3.  Termination of employment due to the incapacity of personnel to work because of prolonged illnesses, terminal sicknesses or total and permanent disability are authorized by government laws.  The official physician of CFAM will determine whether the sickness can affect the performance of the catechist.  If there is indemnity to be settled, CFAM and other Dioceses share the responsibility in any form.