Dep Ed O R D E R

N 202
° 0 20 ° ’
GUTD ILIHES O2f THE RECRUITMENT, SELECTION, AHD APPOINTMENT TO
HIGHRR TRACHI2fG PO8ITIOHS

To: Undersecretaries
Assistant
Secretaries
Bureau and Service
Directors Regional
Directors
Schools Division Superintendents
Public Elementary and Secondary School Heads
All Others Concerned

1. The Department of Education (DepEfi) issues the enclosed GuideHnea on

the Recruitment, Selection, and Appointment to Higher Teaching Poaltlooa in the
elementary and secondary levels, including senior high school (SHS). This Order
provides for a systematic and competency-based process of recruitment,
selection, and appointment that is anchored on the standards for teacher quality
as defined in the Philippine Professional Standards for Teachers (PPST) and is
consistent with the principles of merit, fitness, competence, equal opportunity,
transparency, and accountability pursuant to the DepEd Merit Selection Plan (MSP)
as stipulated in DepEd Order (DO) No. 019, s. 2022.

2. It aims to ensure that the organization and its human resources can
respond to the challenges and opportunities of the 21st century with focus on
the delivery of quality, accessible, relevant, responsive, and inclusive basic
education.

3. This policy shall guide personnel and stakeholders towards a systematic

and competency-based process of the recruitment, selection, and appointment of
personnel to higher teaching positions in the elementary and secondary levels,
including SHS.

4. In support of the basic principles and general policies under DepEd MSP,
enclosed in this Order are the specific guidelines, procedures, criteria, and point
system for the recruitment, assessment, selection, and appointment of teacher
applicants to higher teaching positions.

5. All provisions of the DOs, rules arid regulations, and other related issuances
stated below that pertain to the recruitment, selection, and appointment of
teachers to higher teaching positions, which are inconsistent with this Order and its
provisions, are repealed, rescinded, or amended accordingly. The provisions of the
applicable DOs that pertain to the hiring of Teacher I positions, which shall not be
affected by this Order, shall remain in effect.

a. MDC Order No. 10, s. 1979, Implementing Rules and Regulations

for the System of Career Wogression for Public School Teachers
b. DO 66, s. 2007, Revised Guidelines on the Appointment and
Promotion of Other Teaching, Related Teaching, and Non-
Teaching Positions

DepEd Complex, Meralco Arenue, Pasig City 1600 W 8633-7208/ 8633-7228/8632-1361 8636-4876/8637-6209 ^
www.deped.gov.ph
 c. DO 31, s. 2015, Guidelines on the Publication and Filling-up
of Anticipated Vacancies
d. DO 3, s. 2016, Hiring Guidelines for Senior High School (SHS}
Teaching Positions Effective School Year (SY} 2016-2017
e. DO 32, s. 2016, Addendum to DepEd Order No. 3, s. 2016
(Hiring Guidelines for Senior High School (SHS] Teaching Positions
Effective SY [SY] 2016-2017}
f. DO 49, s. 2016, Guidelines on the Hiring of Contractual (Full-Time and
Part-Time) Teachers in Senior High School
g. DO 51, s. 2017, Amended Qualification Standards for Senior
High School Teaching Positions in the Technical-Vocational-
Livelihood Track and Other Clarifications on the Hiring Guidelines

6. This Order shall take effect immediately upon its approval and after
publication on the DepEd website and registration with the Office of the National
Administrative Register (ONAR) at the University of the Philippines Law Center (UP
LC), UP Diliman, Quezon City.

7. For more information, please contact the Bureau of Euman Resou.rce

and Orgnnizational Dewelopznent-Human Resource Development Division, 4th
Floor, Mabini Building, Department of Education Central Office, DepEd Complex,
Meralco Avenue, Pasig City through email at [email protected] or telephone
number (02) 8470-6630.

8. Immediate dissemination of and strict compliance with this Order is directed.

Secretary

Encl.:
As stated

Reference:
DepEd Order {No. 019, s. 2022}

To be indicated in the Perpetual Index

under the following subjects:

APPOINTMENT
EMPLOYMENT
HIRING
POLICY
RECRUITMENT
SELECTION
TEACHERS

JovCAP*MP DOGMA «nx * I t‹TmJi 9win°•

0429— November 20, 202a
{Enclosure to DepEd Order No. I) k I), s. 2024)
GUIDELINES ON THE RECRUITMENT, SELECTION, AND APPOINTMENT TO
HIGHER TEACHING POSITIONS

I. Rationale

1. Section 2(2), Article IX(B) of the 1987 Constitution of the Republic of the Philippines
provides that ‘appointments in the Ciuil !Seruice shrill be made only according to merit and
fitness to be determined, as far as practicable, and, except to positions which are policy
deiermining, primarily coii/dentinf, or highly technicof by competitive exominntion. “
Moreover, Section 21 (1), Chapter 5, Subtitle A, Title I, Book V of Executive Order (EO) No.
292, titled the Administrative Code of 1 987, provides under Recruitment and Selection
ofEmplogees that “opportunity for government employment shall be open to all qunfi/ed
citizens rind positive efforts shrift be exerted to attract the best qualified to enter the service.
Employees shall be selected on tote bosis o//tness to perform the duties rind assume the
responsibilities of the positions. “Additionally, Section 21 (4J of the same book states that
“/e/rich department or o£fency shrift euolue its own screening process, chief mny include
tests of
/tness, in accordance Mith standards rind guidelines set by the Commission. Promotion boards
shall be formed to formulate criteria for eunfuntion, conduct tests or interuierus, rind make
systematic assessment of trnininp experience. •

2. The Civil Service Commission (CSC), as the central personnel agency of the Philippine
government, issued Memorandum Circular (MC) No. 14, s. 2018 titled, !2OI T Omnibus
Rules on Appoinlments and Other I-fuman Resource Actions, Reuised July 2018, governing the
preparation, submission of, and actions to be taken on appointments and other human
resource movements in the Philippine government.

3. The Department of Education (DepEd} recently issued DepEd Order (DO) No. 019, s.
2022 on The Department of Education flferit S!election Plan which aligns the Department's
internal system on recruitment, selection, and placement with the provisions of the 2017
Omnibus Rules on Appointment and Other Human Resource Actions (ORAOHRA} per CSC
MC No. 14, s. 2018, and reinforces the Department's commitment with the Program to
Jnsfittitionnfize Meritocracy and Excellence in Human Resource flfnnnpement fPRIME-I-IRM)
per CSC MC No. 3, s. 2012. The DepEd Merit Selection Plan (MSP) is grounded on the policy
of the Department to strictly adhere to the principles of Merit, Competence, fitness,
Accouniabilitiy, Transparency, and Equal Opportunity in the process of recruitment, selection,
and appointment of personnel to positions in the organization.

4. Faithful to the merit and fitness principle of the Civil Service Doctrine of the
Constitution, and the DepEd's thrust to better serve its learners and stakeholders by
continuously improving itself and maintaining organizational performance and health, the
Department hereby issues the Guidelines on the Recruitment, Selection, and Appointment
to Higher Tenchin¡7 Positions in the Elementary and Secondary levels, including Senior High
School (SHS), governing all higher teaching position including the new position titles of
Teacher IV, V, VI, VII, and Master Teacher V that are created by virtue of EO No. 174 titled
Establishing the Expanded Career Progression System for Public School 'benchers.

These guidelines are anchored on the standards for teacher quality as defined in DO No.
42, s. 2017 titled “National Adoption end implementation of the Philippine Pro/essionnl !
Standards for Teachers (PPHT). This policy shall provide for a systematic process of
recruitment, selection, and appointment to higher teaching positions, upholding the
principles of the DepEd MSP in the hiring and promotion of teachers while ensuring
expeditious filling-up of higher teaching positions; thereby creating opportunities for career
movement and promoting professional growth of teachers. This policy adheres to the
Department's thrust on the Promotion of f'ro/essionnfism in the Implementation rind
Delivery of Basic Education Programs and Heruices as stipulated in DO 047, s. 2022, as
amended, which mandates that all DepEd programs and services, including its recruitment,
selection, and placement processes, shall be free from any form of partisan activities.
Ultimately, this policy is aimed at ensuring that the organization and its workforce are able
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to respond to challenges and opportunities of the 21•' century u'ith focus on the delivery of
quality , accessible, relevant, responsive, and inclusive basic education.

Page 2 of 33
 II. Soope

5. This policy provides guidance to Human Resource Management Officers (HRMOs), Human
Resource Merit Promotion and Selection Board (HRMPSB), Appointing Officers/Authorities,
teacher applicants, and other stakeholders on the systematic process of recruitment,
selection, and appointment to natural vacancies in the higher teaching positions in the
Elementary and Secondary levels, including SHS, in the Department. It stipulates the basic
principles and general policies as well as the specific guidelines, tools, procedures, and
criteria that shall govern the entire process from publication to appointment to the following
positions:

a Teacher II, III, IV, V, VI, and VII positions

b. Master Teacher I, II, III, IV, and V positions
c. Especial Science Teacher (SST) I positions'
d. Special Needs Education Teacher (SNET) I, II, III, IV, and V positions2

The complete list of positions covered by these guidelines is listed in Annex d, including the
new position titles created pursuant to EO No. 174 and its Implementing Rules and Regulations
(IRR). All other higher teaching positions retitled to the positions indicated in Annex A,
including those with parenthetical titles, resulting from the implementation of EO No. 174
and all other higher teaching positions that may be created after the issuance of this Order
shall be governed by these guidelines, unless otherwise specified in a subsequent issuance.

6. These guidelines shall apply to all applicants who may be qualified to any position vis-a-
vis the CSC-approved Qualification Standards (QS).

7. This policy shall exclude the process and criteria for recruitment, selection, and
appointment to Teacher I positions. The existing hiring guidelines for Teacher I
positions as stipulated in DO 007, s. 2023 titled Guidelines on the Recruitment, Selection, and
Appointment in the Department o/Education shall remain in effect, unless otherwise repealed,
modified, or amended by subsequent policies.

This policy shall likewise exclude the process and criteria for reclassification of teaching
and school heads positions in the Elementary and Secondary levels. The existing
guidelines on the reclassification shall remain in effect, unless otherwise repealed,
modified, or amended by subsequent policies.

III. Definition of Terms

8. For purposes of this Order, the following terms are defined and understood as follows:

a. Accountability refers to the obligation of DepEd officials and employees to

accept responsibility for the selection of employees in adhering to the basic
principles stated herein, to explain, clarify, and justify human resource (HR) actions;
disclose the results in a transparent manner; and be responsible for one's actions.

b. Background Investigation refers to the verification of an applicant's credentials,

behaviour, and previous performance, if any, by validating the information and records
declared by the applicant in their Personal Data Sheet (PDS) such as contacting their
identified reference person/ s in their current or previous workplace or through other
means / methods.

' Shall be retitled to teacher III, bearing the parenthetical title of Special Science Teacher I pursuant to Section No. 21 and 25 of the
IRR of EO No. 174, s. 2022
Shall be retitled to the equivalenI Teacher or Master Teacher position, bearing the parenthetical tille of the corresponding Special
Needs Education Teacher pursuant to Section No. 21 and 25 of the IRR of EO No. 174, s. 2022

Page 3 of 33
c. Behavioral Events Interview {BEI} refers to the conduct of direct inquiry with the
applicants, focusing on their display of desired behaviour/ s when subjected to specific
situations or conditions in their previous and/or current workplace. It seeks to
determine how past behaviour predicts future performance. It shall be used to
validate if key behaviours linked to the required competencies have been exhibited
by the applicants.

d. Bona Fide Resident refers to an applicant who is a resident for at least six (6}
months in the barangay, municipality, city, or province, in that order, where the
vacancy exists, as evidenced by the applicant's PDS and Voter's Identification ID or
any proof of residency.

e. Comparative Assessment refers to the procedure or method of determination of

top candidates for possible appointment. It involves the use of multiple evaluation
techniques to evaluate the competencies of a qualified applicant vis-à-vis the
competencies required by the position to be filled.

f. Cox parative Assessment Result (CAR) refers to the report prepared by the
HRMPSB that shall guide the appointing officer/authority, in the exercise of sound
discretion, in selecting, insofar as practicable, the candidate deemed most qualified for
appointment. It shall contain the complete list of all candidates for appointment,
highlighting the top five
(5) ranking candidates based on the total scores obtained from the evaluative
assessments.

g. Competence refers to the ability to perform tasks efficiently and effectively by

exhibiting behaviours that demonstrate the necessary knowledge, skills, and attitude.
h Competencies refer to knowledge, skills, attitudes, and key behaviours that are
necessary for the efficient and effective performance of the duties and responsibilities
of a position.
Education refers to the formal or non-formal academic, technical, or vocational
studies that enable an applicant to successfully perform the duties and
responsibilities of a position.

Eligibility refers to the result of passing a merit and fitness test which may be
determined as far as practicable by competitive examination, or based on
highly technical qualifications, or other tests of merit and fitness conducted
by the CSC, or other examinations jointly designed and coordinated by the
departments or agencies with the assistance of or in coordination with the CSC,
and other examinations. For teaching positions, the applicable Eligibility shall be
the Professional Regulation Commission's Licensure Examination for Professional
Teachers (LEPT].

k. Equal Opportunity refers to the non-discrimination principle that allows any

applicant within or outside DepEd to apply for a position, irrespective of age, sex,
sexual orientation and gender identity, civil status, disability, religion, ethnicity, or
political beliefs.
l. Evaluative Assessment refers to the multiple evaluation techniques in the
determination of competencies of an applicant vis-a-vis the required competencies of
the position to be filled.

m. Experience refers to the previous jobs in either the government or private sector,
whether full-time or part-time, which, as certified by the Human Resource
Management Officer (HRMO) or authorized officials of the previous employer, are
functionally related to the duties in the Position Description Form (PDF) of the
position to be filled.

n. External Applicant refers to non-DepEd applicants such as but not limited to

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 teachers from private schools, SUCs/LUCs, and other teaching practitioners in the
community.

O. Fitness refers to the principle of ensuring that the competencies of an individual

match u ith the competency requirements of a position.

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p. Head of Office refers to the highest authority within each governance level, as follows:
Governance l•eve1 head of Omce
Cerilrol O/ace lsecretory
Regional Office Regionol Director
Schools Diuiyion Office, schools. and community Scorning centers !Selyooly Diuioion isuperiritendent
{C£,Cj

q. Higher Teaching Positions refer to teaching positions of Teacher II (SG-12} and

above in the Elementary and Secondary levels, including SHS. It shall include those
positions with parenthetical title of Special Needs Education Teacher (SNET) and
Special Science Teacher (SST) pursuant to Section Nos. 21 and 2S of the IRR of EO
No. 174, s. 2022.

Increments Table refers to the tool that is used in determining the incremental
points in education, training, and experience obtained by the applicant that
exceeds the minimum qualifications per CSC-approved Qualification Standards.

s. Initial Evaluation Results {IER) refer to the report submitted by the HRMO
which contains the list of qualified and disqualified applicants vis-à-vis the
minimum qualifications required by the position to be filled as indicated in the CSC-
approved QS.

t. Internal Applicant refers to in-service DepEd teacher applicant who are vying
for promotion.
u. Learning and Development {LED) refers to formal or non-formal training courses
and human resource development (HRD) interventions, such as but not limited to
coaching, mentoring, job rotation, seminars, or workshops, that are part of the
applicant's individual/career development plan aligned with existing competency
standards or their current tasks and functions.

v. Manager ent refers to the leadership, functional guidance, control, and oversight
of an organizational unit's people, resource, and/or policy, and the exercise of
planning, organizing, directing, and coordinating functions.

w. Means of Verification refers to the documents that serve as proof of evidence to

verify the attainment of specific qualifications, criteria, or component of evaluative
assessment.

x. Merit refers to the necessary qualifications and competencies to perform the duties
and responsibilities of the position to be filled.

y. Open Ranking 8ystem refers to the transparent, participative conduct of

comparative assessment and evaluation, where applicants are made aware of
the processes and corresponding results.
z. Philippine Professional Standards for Teachers {PPST} refer to the set of
professional standards for teachers that defines teacher quality in the
Philippines through well- articulated domains, strands, and indicators that
provide measures for professional learning, competent practice, and effective
engagement. It sets out clear expectations of teachers in attaining proficiency along
well-established career stages from Beginning to Distinguished practice.

aa. Placement is the process of assigning a successful candidate to specific unit, location,
or workplace.
bb. Promotion refers to 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 an increase in salary. Promotion may be from one
department or agency to another or from one organizational unit to another within

Page 6 of 33
the same department or agency. Provided, however, that any upward movement
from the non-career service to the career service and vice versa shall not be
considered as a promotion but as reappointment.

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 CC. Qualification Standards {Q8) refer to the minimum requirements for positions in
the government service in terms of qualifications in Education, Training,
Experience, Eligibility, and Competency (if any}.

dd. Reappointment refers to the issuance of an appointment as a result of

reorganization, devolution, salary standardisation, re-nationalization,
recategorization, rationalization, or similar events. The issuance of appointment from
temporary to permanent, career to non- career or vice versa, non-career to another
non-career, all of which entails no gap in the service, shall be considered as
reappointment. Any upward movement from the non- career service to the career
service and vice versa shall not be considered as a promotion but as reappointment.
ee Recruitment refers to the procedure of searching for, attracting, and obtaining
. applications for employment. The result is a pool of applicants from which
possible appointees are selected.

Rubrics refer to the scoring guide used to assess the qualifications of applicants
ff. based on set evaluative criteria. It usually includes the quality definitions of
each criterion at particular levels of attainment and a scoring system.

Selection refers to the procedure by which applicants are screened, assessed,

gg and evaluated vis-ñ-vis the requirements of the position to be filled. The objective is
. to produce a report on CAR of candidates best suited for appointment.

8ystem of Ranking Positions {SRP) refers to the hierarchical arrangement of

positions from highest to lowest, which shall be a guide in determining of which
hh position is next- in-rank, taking into consideration the following: a) organizational
structure; b} salary grade allocation; c) classification and functional
relationship of positions; and d) geographic location.

ii. Teaching Position refers to a position that is directly engaged in teaching or in

the delivery of instruction in the elementary and secondary levels (junior high
school and senior high school), whether on full-time or part-time basis, in schools and
Community Learning Centers (CLCs).

Transparency refers to the availability to the public of relevant, reliable, and

timely information on recruitment, selection, and placement.

9. The following acronyms shall be used throughout this Order to mean:

a BEI — Behavioural Events Interview

b. BI — Background Investigation
C. BHROD — Bureau of Human Resource and Organizational Development
d. CAR — Comparative Assessment Result
e. CO — Central Office
f. COI — Classroom Observable Indicators
g. COT — Classroom Observation Tool
h. CSC — Civil Service Commission
CSC FO — Civil Service Commission Field
Office HR — Human Resource
k. HRD — Human Resource Development
l. HRMO — Human Resource Management Officer
m. HRMPSB — Human Resource Merit Promotion and Selection Board
n. IER — Initial Evaluation Results
o. IES — Individual Evaluation Sheet
p. L&D — Learning and Development
q MOV — Means of Verification
r. MSP — Merit Selection Plan
s. NCOI — Non-Classroom Observable Indicators

Page 8 of 33
 t.
u. ORAOHRA — Omnibus Rules on Appointments and Other Human Resource Actions
v. PAF — Portfolio Annotations Form
PDS — Personal Data Sheet
PR — Performance Rating
w.
x QS — Qualification Standards
RO — Regional Office
y.
RSPI — Recruitment, Selection, Placement, and
z. Induction SDO — Schools Division Office
aa.
bb. SDS — Schools Division Superintendent
cc. SG — Salary Grade

IV. Policy Statement

10. The DepEd hereby provides for the set of guidelines that governs the recruitment, selection,
and appointment to vacant higher teaching positions in the Elementary and Secondary levels,
including SHS, anchored on the competency-based recruitment, selection, and appointment
policies of the CSC as adopted by DepEd in its Agency MSP. It operationalizes the DepEd's
commitment to hire and retain the night people for the right job at the right time by strictly adhering
to the principles of Merit, Competence, Fitness, Accountability, Transparency, and Equal
Opportunity.

V. Procedures

A. Publication and Posting of Vacancies

11. In accordance with the provisions of Republic Act (RA) No. 7041, titled “An Act
Requiring Regular Publication o/ñxistin£f Vncnnt Positions in Government Officer, Appropriating
Ends Therefor, rind for Other Purposes,“ and its Implementing Rules and Regulations
{IRR), all vacant higher teaching positions, that are authorized to be filled, together with
their corresponding QS and plantilla item numbers, shall be published in the CSC
website and posted in at least three (3) conspicuous places in the agency's office
for a period of at least 10 calendar days. In addition, the vacancy shall also be required
to be posted through other modes, such as but not limited to the DepEd website, newspaper of
local and/or national circulation, job search websites, online job portals, social media, and job
fairs in order to reach a wider range of applicants and to further promote transparency and
equal opportunity of the process.

12. Publication of a vacant position in the CSC website shall be prepared and certified
by the HRMO through the submission of Civil Service (CS) Form No. 9, Revised 2018 (eopfj
nttnched us
•'lrinex B), along with the list of requirements enumerated in Part V(B) Item 19 of this Order, in
electronic and printed copies, to the concerned CSC Field Offices (CSC FO).

13. For SHS teaching positions, the publication for each item number shall include the QS for
the particular track/ s with identified teacher need based on the teacher need analysis of the
Schools Division.

ñfiistrntioe example:

Position Title P7nntiflo Snfory/ holly

t nrenfJietienf forte, nem ufob/ Salty
No. Trcrinity Mperience

S:HS: - S:DO

Page 9 of 33
 (Porerufieticaf fttfe, Diem No. Job/ Safety

49, OJ 5. 00 Bachs for's ii fees i 6C• JJ J yeor o/ Hpplicon is for o

degree; or * UfC•• I teaching perm^nen*
temptation experianae "PP°''ntment.’
of ”Appropriat ord 6 *’ 7”""”‘J*
tecfinico/- nor RA J080 elm
e reteuani bfe, they musr
pass if Ie
revrse(sJ in iht
speciolizatie

n
can teacruel position:

14. Any incorrect information in the publication of a vacant position (e.g., plantilla item
number, position title, or qualification standardsJ shall be grounds for the
disapproval/invalidation of appointments and republication of the vacancy with corrected
information.

15. Announcement of vacancy shall be done through the issuance of an official memorandum
duly signed by the Schools Division Superintendent (SDS). The same shall be posted in
at least three (3) conspicuous physical places and through other modes such as posting
it in the official website, among others. The memorandum shall contain the same
information specified in CS Form No. 9, and may include additional requirements of the
position, such as but not limited to the following information:
a. Position Title (Parenthetical Title, if applicable);
b. Salary/Job /Pay Grade;
c. Monthly Salary;
d. CSC-approved QS;
e. Job Description of the position;
f. Key stage or grade level to be handled;
g. Learning area/subject specialization (including in early grades) such as Kindergarten or
Early Childhood Education; Filipino, English, Math, Science, and other subject
area specialization; SHS strand and area specialization;
h. Specific program to be handled such as Kindergarten or Early Childhood
Education, Alternative Learning System (ALS), Special Education (SpEd),
Madrasah, Indigenous People's Education (IPEd);
Language/ s proficiency requirement;
Other specialized skills and qualifications, as may be required by the position to be
filled, such as but not limited to proficiency in Filipino Sign Language (FSL)3,
knowledge on the use of assistive technology or special learning aids, among
others.
k. Equal Employment Opportunity Clause in adherence to the Equal Opportunity Principle
(EOP), which “allows anyone within or outside DepEd to apply for a position,
irrespective of age, sex, sexual orientation, gender identity and expression, civil
status, disability, religion, ethnicity, and political beliefs.";
l. List of requirements enumerated in Part V(B) Item 19 of this Order, and other
documentary requirements for the comparative assessment;
m. Deadline of submission of documentary requirements;
n. Timeline /Schedule of Recruitment and Selection Activities, including prescribed
number of days on the release of evaluation results, and Other Instructions; and
O. Protocols and procedures on the adoption of remote modalities on recruitment
and selection, as deemed practicable and applicable.

16. The reckoning date of publication or posting shall be the publication or re-publication date
reflected in the CSC website. Posting of vacancies through other modes shall be done on the same
day of publication or re-publication in the CSC website.

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33
Pursuant to RA 11106 also known as the “Filipino Sign Language Act" and its IRR.

Page 11 of
33
 17. The publication of a particular vacant position shall be valid until filled, but not to
extend beyond nine (9} months, reckoned from the date of publication or re-publication in the
CSC website. Should no appointment be issued within the nine (9)-month period, the SDS,
through the HRMO, shall cause the re-publication and re-posting of the vacant position.

18. All other provisions under Part V(A) Publication and Posting of Vacancies of the DepEd
Merit Selection Plan and rules and regulations as provided for in CSC MC No. 14, s. 2018
(ORAOHRA), as applicable, shall be strictly adhered to.

B. Submission and Receipt of Application Documents

19. All interested applicants to vacant positions shall submit the following documentary
requirements to the respective HRMOs, through the Records Unit or designated sub-
committee /s, on or before the deadline indicated in the SDO memorandum:
a. Letter of intent addressed to the SDS containing the following information:
i. Statement of purpose /expression of interest; and
ii. Learning area/subject group they intend to teach, if applicable;
b. Duly accomplished PDS (CXC Fomi No. 212, Revised !201 7j with Work Experience Sheet;
c. Photocopy of Voter's ID and/or any proof of
residency; d Photocopy of valid and updated PRC
License /ID;
e. Photocopy of Certificate of Board Rating;
. Photocopy of scholastic/academic record (i.e., Transcript of Records (TOR) and Diploma,
including completion of graduate and post-graduate units/ degrees, if available);
Photocopy of duly signed Service Record or Certificate of Employment,
whichever is applicable;
h Photocopy of latest appointment (for those applying for promotion);
Photocopy of certificate/ s of relevant specialized trainings or professional
development programs, if any;
Photocopy of valid Technical Education and Skills Development Authority (TESDA)
National Certificate (NC) II,• Trainers Methodology Certificate (TMC), if applicable;
k. Photocopy of the required Performance Ratings with at least Very Satisfactory rating.
{Note: The applicant shall submit at most three (3) performance ratings depending
on the performance requirements per Item 25 of this Order. The latest performance
rating shall cover one (1) year complete performance rating period in the current
position);
l. Checklist of Requirements and Omnibus Sworn Statement on the Certification on
the Authenticity and Veracity (CAV) of the documents submitted and Data Privacy
Consent Form pursuant to RA No. 10173 (Data Privacy Act of 2012), using the
attached form (Annex C), sworn before a public officer authorized to administer
oaths pursuant to Section 41 of EO No. 292, as amended by RA No. 6733 and as
further amended by RA No. 10755; and
m. Other documents as may be required by the HRMPSB, including but not limited to
portfolio for the assessment of identified PPST non-classroom observable
indicators.

Online submission of electronic copies of the above enumerated application documents

may be allowed provided that the requisites of Section 7(a) of RA No. 8792 or the ‘Electronic
Commerce Act of!2O00,” whenever applicable, are complied with. Online submission is
subject to submission of hard copies upon request for purposes of verification.

20. Individuals who failed to submit complete mandatory documents (Items 19.a to 19.1) on
the set deadline indicated in the official memorandum shall not be included in the pool of
official applicants. However, non-submission of the additional documentary requirements
or those that may be required by the HRMPSB (Item 19.m) shall not warrant exclusion from
the pool of official applicants.

^ at least one level higher lhan course to be taughl in subject to be taught (e.g. NC-III in SMAW to teach SMAW-NC-II) or same

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level if there is no NC level higher. Exceptions are given to applicants for courses with no National Certificates (e.g. Handicraft
courses); applicable only to TVL teacher applicants

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 21. The applicant assumes full responsibility and accountability for the completeness,
authenticity, and veracity of the documents submitted, as evidenced by the Omnibus Sworn
Statement (Item 19.1), duly signed by the applicant and sworn before a public officer authorized to
administer oaths. The HRMO and/ or sub-committee shall check and verify the completeness,
authenticity, and veracity of the documents submitted. Any false and fraudulent document
submitted shall be grounds for disqualification and shall cause the filing of administrative or
criminal case / s against the person concerned.

22. All official applicants in the pool shall be assigned with application code to ensure objectivity
and integrity of the process and to protect the identity of the applicants when posting the results.

23. Based on the recommendation of the HRMO, the SDS may designate sub-committee
/s in the schools, districts, or offices, as deemed practicable, to assist in the receipt of
applications and verification as to the completeness, authenticity, and veracity of the
documents submitted.

C. initial Evaluation of the Qualifieations of Applicants

24. Qualification Standards. Upon receipt of the applications, the HRMO shall conduct an
initial evaluation of the applicants’ qualifications vis-à-vis the CSC-approved QS of the position to
be filled. Specifically, the HRMO shall assess whether the applicants meet the minimum
qualifications in terms of Education, Experience, Training, £figibifity, und Competency (if applicables
requirements.

25. Performance Requirements. The initial evaluation shall likewise include the
determination of the applicant's performance.

a. Internal applicants. A rating of at least Very Satisfactory in the last rating period
covering one (1) year complete performance cycle in the current position shall
be required. In addition, internal applicants shall be required to satisfy the set
performance requirements of the position applied for, based on at most three (3)
rating periods reckoned from the immediately preceding performance cycle
completed.

Classroom Observable Indicators Non-C1assroom Observable Indicators

Terrier II At least 6 Profieient COIS at Uery Satisfaetory At least 4 Profieient NCOIs at Very Satisfaetory

Teacher I£I At least 12 Proficient COIS at Very Satisfactory At least 8 Proficient HCOls at Very Satisfaetory

21 Proficient COI s at Very Satisfactory IG Proficient NCOIa at Very Satisfactory

TesoherV At leart 6 Profieient COIS at Outstanding At leart 4 Profietent NCOI s at Outstanding

At least 4 Proficient NCOIs at Very Satisfactory;

Terrier VI At ieast 12 Proficient COI s at Outstanding
and 4 Proficient NCOJs at Ou tetanding
At least 6 Proficient NCOIs at Very Satisfactory;
heather VÖ At least 18 Proficient COls at Outstancîing and 6 Proficient NCOIs ac 0 utstanding
8 Proficient NCOÏs at Very Sattsfactory;
21 Proficient COls at Outstanding
and 8 Proficient NCOJs at Outstanding
leart 5 Highly Proficient NCOIS at Ver' Satisfaetory
least 0 H ighl)' Proficien t COI s at Outstanding
and 5 Highly Proficient NCOI s at 0 u tstanding
8 Highly Proficient NCOIe at Very Satisfactory;
21 Highly Proficier›t COI s at 0 utsta nôing
and 8 H ighly Ptoficient NCOls at Outscanding

At least 10 Distinguished COI s at Outstanding least 5 Distinguished NCOIs at Ver' Satisfactory:

TaacherTV ' and 5 Distin gui shed NCOI s at 0 u ts tan d ing
8 Distinguished NCOls at Ver’ SatieFactog’;
21 Dietinguished COls at Outetanding
Teocher V and 8 Distinguished NCOIs at Ou tstanding

^ Applicable only upon issuance of a CSC Resolution that includes the Competency component in the QS. Otherwise, the existing QS
which are composed of Education, Experience, Training, Eligibility components shall suffice and remain in effect.

Page 14 of
33
 Itlustratiue exam.ple 1.-

Date of assessm.ent: August 2, 2025

Uncnnt position: Master Teacher I
Performance requirements.’ NJ Proficient COIS nt Outstondin£f
8 Profieient NCOIS at V:S, end
8 Proficient NCOIS at Outstanding

Number/s of performance ratings required Three (3) IPCRFS from BY S024-!2O!2!

S, to meet the performance requirements: BY S023-!202d, BY 20!22-2023 showing
37 PPST indicators

///ustrcttiue example 2:

date o/assessment: August 2, 2025

Uncnnt position: 'bencher III
Performance requirements: At lenst 1S Proficient COIL at VG
At lenst 8 Proficient NCOIn at VG

Number/s of performance ratings

IPCRF from BY !2O!24-!2O2!S showing
required to meet the per/orinance
6 Proficient COJs at US rind
requirements:
!S Proficient NCOIS at VG; rind

IPCRF from BY 2023-2024 showing

T Proficient COIL at VS and
6 Proficient NCOIs at VG

b. External applicants and other non-teacher applicants. Comparable performance

requirements shall be required for external applicants and non-teacher applicants
such as school heads, teachers-in-charge, related-teaching and non-teaching
personnel, and such other applicants who are not using the existing PPST-based
IPCRF of teachers. A sustained performance of at least Verp Satisfactory in the
current and previous position/s shall be required; provided that the latest
performance rating covering one
(1) year complete performance rating period is obtained in the current or latest
position. If the performance rating is semestral or quarterly, one (1) year
performance is equivalent to two (2) or four (4} performance ratings,
respectively.

Consistent with the Experience requirement in the QS, the performance

requirements for external applicants shall be as follows:

P'OS*tiOD Per£orzztancc Requirement

Teacher II At least VS in the latest rating period covering
SNET II one (1) year complete performance cycle

Teacher 111 At least VS in the last two (2] immediately preceding rating
SNET III periods, each covering one (1] year complete performance cycle
Teacher IV, V, VI, VII
At least VS in the last three (3) immediately preceding rating
Master Teacher I, II, III, IV, V
periods, each coi'ering one (1} year complete performance
SNET IV, V
cycle
SST I and SNET 1
None
(entrij leuel of the1 ^ 9rouy)

Page 15 of
33
 26. The HRMO shall prepare and submit a duly signed Initial Evaluation Results (IER)
(see prescribed template in Annex D-1) to the HRMPSB for deliberation. The IER shall
contain, among others, the basic information of the applicants, actual qualifications based
on submitted credentials, and a remark on whether the applicants meet the minimum
qualifications per CSC- approved QS and performance requirements. The IER shall be
comprised of two (2) lists of applicants:
a. Qualified {Q) refers to those who meet both the minimum qualifications and
performance requirements of the position to be filled; and
b. Disqualified (DQ} refers to those who do not meet the minimum qualifications
and/or performance requirements of the position to be filled.

27. The HRMO may consult or seek the advice of the HRMPSB in exceptional cases wherein
the HRMO perceives the need for a collegial decision such as but not limited to the
relevance of the applicants' education, training, or experience to the position to be filled;
provided that the HRMO maintains and assumes full responsibility and accountability for
the final results of the initial evaluation.

28. A copy of the IER shall be posted by the HRMO in at least three (3) conspicuous
physical places, concealing the applicants' personal information in accordance with RA No.
10173 or the “Data Priuaaiy Act“ and its IRR, and other related issuances of the National
Privacy Commission. The only information that shall be made public are the application
codes, qualifications of the applicants in terms of Education, Training, Experience, Eligibility,
Competency (if applicable), and Performance, and remark on whether Qualified or Disquali
fied.

29. The HRMO shall likewise notify all applicants of the results of the initial evaluation
through a written notice served through official communication channels, such as but not
limited to personal service, postat mail, courier service, or electronic mail using the official e-
mail account of the office, official social media accounts, and other means of communication
that can be verified, recorded, and preserved. Telephone calls and short messaging
services may be used only to accompany the aforementioned official communication
channels.

Official communications to Qunfi/ed and Disquali fied applicants shall use the prescribed
templates attached in this Order as Letter to Qualified Applicants (Annex E-1) and Letter to
Disqualified Applicants (Annex F-Jj, respectively.

30. Based on the recommendation of the HRMO, the SDS may designate sub-committee
/s in the districts, or SDO, as deemed practicable, to assist the HRMO in the conduct of initial
evaluation. The sub-committee/s, however, shall only serve as an assistorial body. The HRMO
shall maintain full responsibility and accountability in the results of the initial evaluation, and
therefore, shall be responsible in responding to queries and complaints pertaining to the
initial evaluation vis-à-vis the QS.

D. Comparative Assessme et of Applioants

31. Upon receipt of the report of the HRMO on the IER, the HRMPSB shall convene and
screen the Qtfnfi/ed applicants through the conduct of Evaluative Assessments which,
based on the principles of merit and fitness, are meant to assess the competencies of
applicants vis-ñ-vis the required competencies of the position to be filled. Consistent with
the CSC ORAOHRA, the deliberation of the HRMPSB shall not be made earlier than 10
calendar days reckoned from the date of publication or re-publication on the CSC website.

32. Consistent with the provision of Section 90 of DO 19, s. 2022, a special HRMPSB for
all teaching positions with the following composition shall be created:

Page 16 of
33
 Goveraaacc level

Schools Division Office;

Chairperson:
and School
a. Assistant Schools Division Superintendent

Members:
h. Chief of Nie Cfrric:uluin Impleriientotion Division
c. lschool Head where the unconc¿/ exists
d. Administrotiue Officer V for the Administrative !Seruices !
Section
e. Administrative Officer IV {HRMO)
f. Representative of accredited employee's
union/association belonging to the leaching group

Secretariat:

Selected personnel fromHR/Administrotiue Services Section

as designated by the HRMPSB Chair

33. A majority of the HRMPSB shall constitute a quorum, provided that the Chairperson
is present.

34. During the comparative assessment, HRMPSB shall observe the following:

a. Convene the applicants in a group to witness the paper evaluation;

b. Evaluate and compute the points for Education, Training (in hours), Experience (in
years), and Performance Rating of applicants using the rubrics provided in this
Order;
c. Assess, deliberate, and rate the applicants' competencies on the Classroom
Observable Strands/Indicators through the conduct of classroom observation
following the rubrics and protocols provided in this Order;
d. Assess the applicants' competencies on the Non-Classroom Observable
Strands/Indicators through the assessment of portfolio annotations and BEI in
accordance with the rubrics and protocols provided in this Order;
e. Conduct other appropriate evaluative assessments, as may be necessary, such as
but not limited to Written Examinations (WE) and Skills or Work Sample Tests
(S/WST} to assese the potential, characteristics or traits, and fitness {i.e., Job Fit,
Location Fit, and Organizational Fit);
f. Adopt the use of online platforms and other remote modalities and alternative
strategies in the conduct of paper evaluation, classroom
observation/demonstration teaching, administration of the tests and
examinations, BEI, meetings and deliberations, among others, as may be
necessary;
g. Inform the individual applicant of the results of the deliberation using the
prescribed template of the IES, wherein the applicant affixes their signature to
signify their knowledge of and conformity to the process undertaken and the
points given to them;
h Prepare and submit a duly signed results of the comparative assessment to the
appointing officer/authority within seven (7} calendar days after all the applicants
have been assessed.

35. An Open Ranking System shall be adopted to ensure transparency in the process and
results of the comparative assessment wherein applicants or subset of applicants are
present to witness the actual evaluation for which the scores of all applicants present thereat
shall be disclosed to all attendees. Each applicant shall also be given an opportunity to ask
questions and seek clarifications on the results of their individual assessment and
acknowledge their individual results during the open ranking. Upon receipt of the individual
results, applicants shall affix their signature on their Individual Evaluation Sheet (IES) (see
presci-ibed template in Annex G-flj.
Page 17 of
33
Page 18 of
33
 The duly signed IES shall serve as acknowledgement that the applicant has undergone
the application and assessment process based on these guidelines and that the results of the
individual assessment have been discussed with the concerned applicant. The IES shall not,
in any case, preclude the applicant from filing a protest relative to their application.

36. In the event when face-to-face conduct of the comparative assessment and/or open
ranking is not feasible, the HRMPSB may adopt the use of online platforms and other remote
modalities and alternative strategies, as deemed practicable and applicable, in the conduct of
open ranking, paper and portfolio evaluation, classroom observation/demonstration
teaching, Behavioral Events Interview (BEI), and other examinations, if any, and HRMPSB
meetings and deliberations. Protocols and procedures on the adoption of remote modalities
shall be detailed in the SDO memorandum. Applicants may also be allowed to submit an
electronic or scanned copy of their signed IES.

37. Any issue on the comparative assessment shall be resolved by the HRMPSB prior to
the submission of the results of the comparative assessment.

38. The HRMPSB Secretariat shall document the process of comparative assessment using
the Minutes of Deliberation (see prescribed template in Annex M). Any appeal, if any,
pertaining to the individual results as well as the HRMPSB’s response, resolution, or action
shall be reflected in the documentation. In the event that an applicant fails or refuses to
sign the IES, the official Minutes of Deliberations shall indicate such fact and it shall suffice to
establish the integrity of the assessment process.

39. Upon establishment of the Comparative Assessment Results (CAR) (Annex I•H) by
the HRMPSB, the HRMO shall post the CAR in at least three (3) conspicuous physical places in
DepEd offices and schools concerned, concealing the applicants' personal information in
accordance with the Data Privacy Act. The only information that shall be made public are the
assigned application codes, corresponding scores obtained by the applicant in each criterion,
total scores, and remarks.

All applicants shall likewise be notified of the comparative assessment results through
official communication channels, such as but not limited to formal written communications,
electronic mail using the official e-mail account of the office, official social media accounts,
and other means of communication that can be verified, recorded, and preserved.
Telephone calls and short messaging services may be used only to accompany the
aforementioned official communication channels.

40. Based on the recommendation of the HRMPSB, the SDS may designate sub-
committee/s in the districts, or offices, as deemed practicable, to assist the HRMPSB in the
process of comparative assessment. The sub-committee /s, however, shall only serve as an
assistorial body. The HRMPSB shall maintain full responsibility and accountability in the results
of the comparative assessment, and therefore, shall be responsible in responding to queries
and complaints pertaining to the comparative assessment.

Criteria aztd Poiat System for Cozttpatatiw'e Assesszneztt

41. The selection and assessment of teacher applicants for higher teaching positions
shall be based on the following criteria:

a. Education units and/or degree that exceed the minimum qualification

requirements as defined in the CSC-approved QS which shall be relevant to the
position to be filled shall be given corresponding points;
b Learning and Development (LED} or Training hours that exceed the minimum
qualification requirements as defined in the CSC-approved QS, acquired after the
last promotion but within the last five (5} years. Only L&D or training in
curriculum, pedagogy, and/or in relevant subject, learning area specialization, or
strand, such as but not limited to relevant NEAP-recognized professional
development programs and courses, shall be given corresponding points;

Page 19 of
33
 c. Experience in teaching that exceeds the minimum number of months/years as
defined in the CSC-approved QS shall be given corresponding points. For SHS,
relevant industry and/or work experience may be considered;
d. Performance in the latest rating period covering one (1) year complete performance
cycle in the current position with at least VS rating;
e. PPST Classroom Observable Indicators {COI) measured through Classroom
Observation/Demonstration Teaching; and
f. PPST Non-Classroom Observable Indicators {NCOI) measured through the Assessment
of Portfolio Annotations and BEI.

42. The weight allocation or point system for each criterion is detailed in Table 1.

Table 1. Point System for Comparative Assessment

a. Education 10
b. Training 10
c. Experience 10
d. Performance 30
e. PPST COIs (Classroom Observation) 25
I. PPST NCOls (Portfolio Annotations and BEI) 15
Total 100

Page 20 of
33
Rubries for Cozapntation of Points per Criterioa

43. Education, Training, and Experience (ETE). The points for ETE, corresponding to the
applicant's qualifications exceeding the QS, shall be computed using the Increments Table
(Table 2.a, 2.b, 2.c) and the Rubrics for Computation of Points for ETE (Table 3). Only those
qualifications that are relevant to the position to be filled shall be given points.

Table 2.a. Increments Table — Education

Range

Can Read and Write Elementary Level Education

Elemental’ Graduate Junior High School Level Education

High School Level Education told curriculum)
Competed Jurnor £hgli School {K to 12)

Senior High School Graduate (K to lz) Less than 3 years of College

High School Graduate (old curriesturn)
Competed 2 yeare in Co)Tege Less than a Bachelor's Degree
but completed more than 2 years in College
Bachelor's Degree Less than 6 Units earned towards the completion of
a Masters Degree
7 6 Unite earned towards the completion of a Masters Less than 9 Units earned towards the completion of
Degree a Masters Degree
8 9 Units earned towards the completion of a Masters Lese than 12 Units earned towarde the complex on
Degree of a Masters Degree
9 12 Units earned towards the completion of a Less than 15 Units earned towards the completion
Mastere Degree of a Masters Degree
10 18 Units earned to»'ard s the completion of a Less than l8 Units earned toward s the comple hon
Masters Degree of a Masters Degree
IB Units earned to»'arde the completion of a Less than 21 Units earned towarda the completion
Masters Degree of a Masters Degree
21 Units earned towards the com pletion of a Less than 24 Units earned towards the complex on
Masters Degree of a Maetere Degree
24 Units earned towards the completion o£ a Lees than 27 Units earned towards the completion
Masters Degree of a Masters Degree
27 Units earnea towards the completion of a Less than 30 Units earned to 'ards the completion
Masters Degree of a Masters Degree
30 Units earned towards the completion of a Less than 33 Uruts earned towards the completion
Masters Degree of a Masters Degree
16 33 Units earned towards the com pletion of a Less than 36 Units earned towards the completion
Mastere Degree of a Masters Degree
36 Units earned towards the completion of a Less than 39 Units earned towards the completion
Masters Degree of a Masters Degree
t8 39 Units earned toward s the completion of a Less than 42 Units earned towards the compleuon
Masters Degree of a Masters Degree
t9 42 Units earned toward e the completion of a Less than Complete Academic Requirements
Masters Degree completed
towards the completion of a Masters Degree
20 Complete Academic Requ memento completed Less th an an awarded Masters Degree
towards a Masters Degree
2I Masters Degree Less tfian 3 Un‹te earned towards the completion oF
a Doctorate
22 3 Unite earned towards the completion of a Less than 6 Unite earned towards the completion of
Doctorate a Doctorate
23 b Urnts earned toward s the completion of a Less than 9 Units earned to» ard s the completion o£
Doctorate a Doctorate
24 9 Uni ts earned towards the completion o£ a Lesa tHan lz Uni ts earned towa.rds tHe completion
Doctorate oF a Doctorate
25 12 Units earned towards the completion of a Less than 15 Units earned towards the com pletion
Doctorate oFa Doctorate
15 Un its earned to 'ard s the completion of a Lesa than 18 Units earned toward s the completion
Doctorate of a Doctorate
27 i 8 Units earned toward s the completion of a Less than 21 Un ts earned toward s the complex on
Doctorate of a Doctorate
28 2 i Units earned toward s the completion of a Less than z9 Un its earned toward s the completion
Doctorate of a Doctorate
29 24 Urnts earned toward s the completion of a Less than Complete Academic Requirements
Doctorate comple ted towards the comple tJon of a Doc torate
j0 Com plete Academic Requirements completed Less than an awarded Doc tora te
to»'ard s a Doctorate
31 Doctorate

Page 21 of
33
Table 2.b. Increments Table — Training Table 2.c. Increments Table - Experience

Range
TO Froza
Less EHan 8 hours None Less than 6 months

8 hours EeGG tHan 16 houre 3 6 mONW3 Less than I year

3 IG hours Lees than 24 hours 1 year Less than 1 year 6

24 ho urs kess than 32 hours year Less than 2 years

5 32 hours Less IHan 40 hours 5 2 yeare Less than 2 years

Less than 48 ho urs 2 years Less than 3 years

6 months
7 48 hours Less than 56 hours 3 years Less than 3 years

56 ho urs Less than 69 hours 3ysara Less than 4 years

6monihs
9 66 hours Less than 72 hours 9 4 years Less than 4 years

10 72 hours Less than 80 hours 10 4 years Less than 6 years

6 month-is
11 80 /tO CFS Less than 88 thou re 11 5 years Less chan 5 years
6 monthe
12 88 hours Less than 9d hours n 5 years Less than 6 years

13 9fi hours Less than 104 Hours 13 6 years Less than 0 years
6 months
14 104 hours Less than 11 z hours 6 years Less than 7 years

15 112 hours Less t1 an 120 hours 15 7 years Less tHan 7 yeare

16 120 hours Lees than lz 8 hours 16 7 years Less than 8 years

6 months
17 128 hours Less than 136 hours 17 8 years V zlan8years
6monihs
18 136 hours Less than 144 laoure 18 8 years Less than 9 years

19 146 hours Less than I S2 houre 19 9 years Less tHan 9 years

6 m onthe
20 453 hour* Lees than 16 0 hours 20 9 years L'ess than 10 years

160 hours Less than 168 hours 10 years Less than 10 years

22 168 ho urs Lees than 176 hours 22 10 years Lese than I I years

23 176 hours Less than 184 hours 23 11 years Less than 71 }’eare
6 months
Z B4 N OUFG Lees than 19 z hours 24 11 years Less than 12 years
£i months
35 192 hours Less than z00 hours 2S 12yea,s Less than 12 years
6 months
26 200 hours Less than 208 hours 26 1z years fees than 13 years
6 months
27 208 ho urs Less than 216 mours 27 13 years Leee than 13 years

28 216 hours Less than z 24 hours 28 13 years less than Id years

29 224 hours Less than 232 hours 29 Less tnan 14 years

232 hours Less than 240 You re 30 14 J'ears Less than 15 years

240 h ours or more 31 1S years or more

Page 22 of 33
 Table 3. Rubrics for Computation of Points for Education, Training, and Experience

Itmogo Pointe Raage Polotw

10 or more 10 or more 10 or more
10 10 10
increments increments increments

2-3 increments 2 2-3 increments 2 2-3 increments 2

Illustrntir'e example.’
Pncont position: Mizsier Teaeher I (SffS - Aeademie TrocR and Core StibyectsJ - SG J 8
Qualification Stnndnrds per C!SC-approued QS
£diicntion - Master's degree in relevant strand/sub ject
Training 1!2 hours of training reieunnt to the subject area specinfizntion
Experience 4 years of relevant tenchini7/industry work experience

a. Based on the minimum QS of the position to be filled, the HRMPSB shall

determine the baseline level for computing the points for ETE using the
Increments Table as shown in Table 2.a, 2.b, and 2.c.

ATInImummQu0mnisntperCS>op#rovsdQS/or7!IostsxTc‹ieherI Comcu#ondingLevsCbAscdon
Moster'z degree in relenont st ron d/enbJeot Leuel 21 (h'ased on Tab Ie 2.oJ
Training J '2 hours o/ trointng relevant to the nf› ect urea specolizanon level '2 (based on Totale P. 'J
4 ]j ears of rele uant 1eaching/ ndustrjj work expenenoe £evef 9 fbased on 'FoGfe '2.e2

For purposes of determining the baseline level, any professional or

specialization units as may be required in addition to any non-Education
degree shall be considered equivalent to a Bachelor's degree in Education
(e.g. Bachelor's degree plus 18 professional units in Education with
appropriate major = Level 6 based on Table 2.a). Additional professional and
specialization units taken to earn the equivalent Education degree (i.e.,
BEEd, BSEd) shall not correspond to units towards the completion of a
Master's degree.

b. After determining the baseline level, the HRMPSB shall compute for the
increments of the applicant's actual qualifications based on the submitted
documentary requirements. Increment shall refer to the difference between
the applicant's actual qualification level and the corresponding level of the
minimum (baseline} QS requirement of the position to be filled.

Only qualifications that are relevant to the position to be filled and which exceed
the minimum (baseline) QS requirements of the position shall be given points.

Page 23 of 33
 dfiistrntiue example:
Computation of increments based on actual fdtfCotion qualification of Applicant A:
MoWen ct In o fncrwm nTs m rr tnt er 6m• Cfs tr• m nm

bachelor of Seaonda ry
EducaGon (BS:f'dJ

8fosier o/dcien ca in Sroristics One nvmL›er o/ineremeru s Joe Applicant A's Education 9uof cations sfJnff Ge
competed 6y sobirocang rhe mininnmm QA Tenet {fuel P JJ/rom me opplieonr’s
JP units for o Doctoral yet cntion fei'ef (Level 25J, as iffusrrnted f›eIow:
degree n Srorlstics
Appficonr’s Education leuel — QS leuel Increm en1
US - 2.3 = 4 increments

Computation o/increments based on actual Frnining qualification of Applieant A:

M2n2np Quottj$cotten o/ In nt /rem ments {ez Sofie) QS plante
plfcn A u ty Jomwt•nH MR H.8 {Mf@np2
z4 fiours troin‹ny on cummfu 7'fie cuinuIntit'e heure o/ide refeoonr iraini rig/UD, wnieh tre oc9uired wufun ille
ir est 6 yeprs, stloft 6e corisidered/or the coiintiny o/Jneremea As.
com tMpfiaotion or
foontizntior In ifie cose af Applicont A, the '24 Iionre rroin(rig on cummfum
conieMofizotfon or focoliznriorJ rind lesson planning condu ered on Jonroy P 7 /o
2Z to 29, 2027/ P9 POP I and the 4.0.1ioiirs ftotionol Troin irig o/ joiners o/Grride I J Science and
3fnrMem cries/or idle R-IP I rJHoueed Bnsic Ectucntion froyrorn conducted on
Dete+n fiar 9 to 13, 2OJ 9 snaf7 8e cooidered. Usiny TeGfe fl.G, tfJe
P4 Iranre training on finoncird corresponding fmt o/Hpp1icn ni f1’s Trriin(ng 9uOf cotton {n rorof o/61.7ionrsJ is
8fJerney /Auyst 6 to F, POPO}

The nun her o/increments jot épplia'ant'•'’s Tmininy 9uof cartons shelf be
compute0 by spGrrncting me minimum OS ienet {2enet '22{roin ltte applicant’s
liners oIGrade J J Terrence collection fenet
And MMIbeInAfics o• !*e -J {fuel 9}, os i!lusiraieâ be/or:
Snfinuced Basic Aucofion
Program |De¢ein fler 9 la 3,
9 — 2 -- 'Z I nerem ynts

acronym Poiionrd I-figfJ Only those experience referent to rfJe postmen to be{fled shelf be considered in
Set Noa1— Sf-IS Teoaher fIf — Inne if Ie
2 '2OJ6 to resent comput ntion o/increments. Telemm enperience st pff W reckoned/rorn tne doie o/
rsr dni o service.

The num her a/incr«znunfs/or Ayp!i¢nnt A ’s Mpeñence coli/iconoris sAoI/ Ge

co,npul«d fij/ sufifro¢t?ng Tfie minimum QS feel /MwT 9)|rain ffie oppficont’s
oti ¢afion level fuel J J as i/Iuslrcfed fi«fow•

Applicant's Experience /euef — QS leuel - /ncremen,

c. After computing the number of increments from the minimum (baseline)

QS requirement, the corresponding points earned by the applicant for ETE
shall be determined using Table 3 fRubrics for Computation of Points for
Education, Training, rind Experience).
Illustrative example:

iUcseer's 7.2 hours a/ fl peers a/ 7.2 oils/or n

degree

Areincrs o/Crrirle 1.1 $cn’eri te

Page 1.8 of
33
 d. Meeting the minimum tbaseline) QS requirements for Education, Training,
and Experience shall be given zero (0) points.

e. The following general guidelines shall be observed in giving corresponding

points to relevant Education, Training, and Experience qualifications:
i. Education units and/or degrees in multiple or different majors may be
given corresponding points on a cumulative basis; provided, that the
units and/or degrees earned are relevant to the position applied for;
provided further, that the subjects completed are not duplicated.
ii. Relevant training hours earned from digital/virtual/online learning may be
considered, subject to the conditions prescribed in CSC
Memorandum Circular (MC) No. 3, s. 2021 {General Guidelines on
Digital/ Online Learning in the Public Sector).
TESDA National Certification (NC) II and Trainers Methodology
(TM) Certificate may be considered for non-TVL applicants;
provided that the skills acquired from the training are relevant to
the work, duties, and responsibilities of teachers.
For TVL, relevant training hours may include those earned on top of
the TESDA NC II and/or TM Certificate as may be required by the QS.
Relevant experience gained from part-time work of at least four (4)
hours per day may be considered; provided, that the appropriate
Certificate of Employment is submitted with details on the actual
number of hours rendered. For purposes of giving points, the
months or years of relevant experience submitted shall be transmuted
to the equivalent months or years of experience based on the CSC-
required eight (8)-hour per day workday or 40-hour per workweek.
Relevant experience gained from abroad or outside the Philippines
may be considered provided that the applicant submits a Certificate of
Employment with proper authentication of foreign documents in
accordance with the Memorandum of the International Cooperation
Office dated 5 August 2019 with the subject “Apostille Convention Taken
Efyeet in the Philippines on 74 May !2O19“. Those documentary
requirements written in languages other than English or Filipino shall
be accompanied by a complete English translation.
f. Applicable provisions under Rule VIII Part I to IV of the CSC ORAOHRA shall apply
in the appreciation of relevant Education, Training, and Experience qualifications
and giving of points to ETE credentials.

44. Performance. Performance refers to the assessment of how tasks, duties,

and responsibilities are carried out or accomplished by the applicant as evidenced by
duly-signed performance appraisal document.

a. Internal applicants. The Results-Based Performance Management System

(RPMS) Individual Performance Commitment and Review Form (IPCRF) rating
of at least Very Satisfactory in the latest rating period covering one (1}
year complete performance cycle shall be required. The points for
performance shall be computed as follows:

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33
 V7tiere:
x = Perfomiance Roting rejected in ltte WCR Form
S = Highest possible performance rntin9 in DepEd
RPM:S WA --- Weight Allocation for Performance (30
pointsj

Illustraiiue example:
x -- d.3!S6
WA --- 30
4.35 x 30 -- 36. 1 36 points
6

b External applicants and other non-teacher applicants. A performance rating of

at least Very Satisfactory shall be required. If the performance rating is
semestral or quarterly, one (l) year performance is equivalent to (2) or four
(4) performance ratings, respectively. For external applicants whose
performance are measured using adjectival ratings (e.g. /7} Below
Expectation; /2j Needs Improvement; [3] Good; [4J !Strong; [!SJ Role fifodef
which are aligned with the five (S)-point rating scale of the RPMS, the
midpoint value of the RPMS rating (Table 4) equivalent to the adjectival
rating shall be used as the applicant's performance rating {x). The
Certificate of Rating must be supported with the Performance Evaluation
Tool.

Table 4. Midpoint Value of tire RPMS Rating

RPMS Rating Scale Midpoint Value

Outstanding
4.75
4.500-5.000
Very Satisfactory
3.500-4.499 3.995
Satisfactory
2.995
2.500-3.499
Unsatisfactory
1.500-2.499 I .995
Poor
Below 1.499 0.7495

For external applicants whose performance are measured using other

numerical or adjectival rating systems with scales that are not aligned with
the five (5)-point rating scale of the RPMS, the HRMPSB shall develop a
recalibration system that transmutes the performance rating to the
corresponding points comparable to the existing rubrics of the RPMS.

Non-submission of performance rating/ s for any reason that are not within
the prerogative of the Department (e.g. issues with previous employer and/or
personal reasons) shall warrant zero (0) points for Performance criterion. No
alternate measure shall be considered in the absence of the applicable
performance rating.

45. Classroom Observable Indicators (COI}. The teachers' demonstration of COIs

shall be assessed through the conduct of the classroom observation using the
Classroom Observation Tool (COT), focusing on the following COT Rubric Levels to
capture good performance in the corresponding PPST career stage:

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33
 • COT Rubric Levels 2 to 6 (Beginning towards Proficient) shall be used in
assessing applicants to the following positions:
o Teacher II and III
o SST I
• COT Rubric Levels 3 to 7 (Proficient) shall be used in assessing applicants to
the following positions:
o Teacher IV, V, VI, and VII
o SNET I, II, III, and IV
• COT Rubric Levels 4 to 8 (Highly Proficient} shall be used in assessing
applicants to the following positions:
o Master Teacher I and II
o SNET V
• COT Rubric Levels 5 to 9 (Distinguished) shall be used in assessing applicants to
the following positions:
o Master Teacher III, IV, and V

a. the Classroom Observable Indicaiors (COI). The selected COIs indicated in

this Order shall constitute the classroom observable indicators for the
selection and appointment of teachers, unless otherwise modified by
subsequent issuances.

Table 5. PP8T Classroom Observable Indicators

Career Stage 1-2 Career Stage 2 Career Stage 3 Career Stage 4

{Beginning towards (Proficient) (Higt+ly Proficient) (Distinguished)
Proficient)

TII TIII TW TV TW TĂI ITI ITI MLIII MTI DTV

1.1.2 1.1.2 1.1.c 1.1.2 ' 1.1.2 1.1.c 1.1.3 1.1. 1.1.4 1.1.4 1.1.4
1.5.2 1.5.2 1.5.2 1.6.2 1.3.2 2.6.2 2.5.3 1.4.3 2.1.4 1.4.4 1.5.4
2.4.2 1.7.2 2.6.2 2.3.2 2.2.2 3.1.2* 3.1.3* 2.3.3 3.1.4* 2.4.4 2.4.4
3.1.2* 3.2.2* 3.1.2* 3.2.2* 3.1.2* 4.5.2 4.1.3 3.2.3* 4,5.4 3.2.4* 3.1.4*
5.3.2 4.1.2 4.1.2 5.3.2 4.5.2 5.3.2 5.1.3 5.1.3 5.3.4 5.1.4 4.1.4
•Mag be replaced with COI from Strorids 3.2, 3.3, 3.4, 3.3 thot is appropriate to the Career !Stoge, whichever is
applicable based on the elayyrooin context of the teacher-applicant {Madrasah, !SpED, IPEd, eIc.).

b. The Classroom Observation Tools rind Forms. The following assessment tools
and forms are designed to facilitate the assessment of applicant's
demonstration of the classroom observable indicators. These forms can be
accessed through this link: https://bit.1y /AnnexesRSAHigherTeaching.
i. COT Rubric {Annex refers to the rubric by which the applicant's
teaching performance is measured against the identified classroom
observable indicators for each teaching position.
ii. Observation Notes Form (Annex IN) is used by the observer to record
specific observations and comments on the teaching performance of
the applicant.
iii. Rating Sheet (Annex L} is used by each observer to indicate the
rating/level attained by the applicant in each of the COIs.
iv. Inter-Observer Agreement Form {Annex ñ'f} is used to indicate the final
rating for each COI during the Inter-Observer Agreement Exercise.

c. Classroom Obserunfion Protocols. Members of the HRMPSB and/or sub-

committee designated as observers shall ensure that all the steps in
classroom observation protocols detailed belou are judiciously followed.

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33
General Guidelines:
i. The designation of sub-committee /s for the conduct of classroom
observations shall take into consideration their understanding and
knowledge of the PPST COIs, the recruitment and selection process, and
the specific protocols on the conduct of classroom observations. They
shall be comprised of trained COT assessors /observers with expertise on
the learning areas/ subject specialization being observed (e.g., Master
Teachers in higher ranks than the position to be filled, Head Teachers,
School Heads, Public School District Supervisors, Education Program
Specialists/ Supervisors}.
ii. There shall be two (2} to three (3) observers who will conduct the
classroom observation. Observers must not be related to the applicant
within the third degree of consanguinity or affinity.
iii. Classroom observations shall be done in an actual classroom setting
with learners.
iv. In the event when an in-person /face-to-face conduct of the classroom
observation is not feasible, the conduct of an online observation may
be allowed, provided that the classroom observation protocols are
observed.

Pre-observation:
i. The applicant shall submit a copy of their lesson plan and instructional
materials based on the identified indicators for the position applied for,
for review and reference of the observers.
ii. The sub-committee/observers shall discuss and agree on the
appropriate indicator under Domain 3 should be used for assessment
of each applicant based on their specific classroom context.
iii. The observers shall review the COT Rubric and the forms to be
accomplished (i.e., Observation Notes Form, Rating Sheet, and Inter-
Observer Agreement Form) prior to the actual conduct of the
classroom observation,
iv. The observers shall review and familiarise themselves with the lesson
plan prepared by the applicant.

Actual observation:
i. The applicants shall be observed for the entire class period in reference
to the submitted lesson plan.
ii. Only the Observation Notes Form shall be brought and accomplished by
the observers during the actual observation. The observers shall
record in the Observation Notes Form their comments and observations
on the applicant's performance.

Post observation:
i. The Rating Sheet shall be accomplished individually by each observer
after the actual observation. (Note: Only the teaching demonstration shrift
be rnted. The lesson plart rind instructional mnterinfs yubmitted to the
observers shrift only Berne as reference.)
ii. Observers shall put on record under “Other Comments” of the Rating
Sheet and Inter-Observer Agreement Form when the applicant's
demonstration of any COI falls below the desired rating of 5 for Teacher
II and III; 6 for Teacher JV to TVII; 7 for Master Teacher I and II; 8 for
Master Teacher III to V.
iii. Only the subject specialist/ s shall rate Indicator 1.
iv. An Inter-Observer Agreement Exercise shall be done, whereby all
observers discuss their reasons for the rating in each indicator. In case
of different ratings, the observers shall come up with a final rating,
which is NOT an average of their individual ratings, but a rating based
on their reasoned and conse usual judgment.

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33
 d. Computation o/ Points for the COI criterion. The points for the PPST COIs shall be
computed as follows:

COT rating

COT roling -- Applicant's final rating o6tnined os reflected in the COT Inter-Obsewer
Agreement Fomi
I-highest possible score -- 3O for Beginning towards Proficient {Teacher IMII, fSlST I)
US for Profic:rent (Teacher IV-WI, SNET
MVj; 40 for Highly Profcient (MT I-II.
SNET V); 4S for Diytinguizhed (MT III-
V)
WA -- Weight Allocation for COI

hlustratiue example: Vacant position: MT I (Higfify Proficient)

COT rating -- 56
highest Possible Score-----------40
WA ---- 2 i

46. Non-o1assrooxri Observable Indicators {NCOI). The demonstration of NCOIs shall

be assessed through the applicant's annotations on how the submitted means of
verification (MOVs) from their RPMS portfolio and their responses to the interview
validating the actual achievement of the identified NCOIs. It shall be done through the
accomplishment of the Portfolio Annotations Form (PAF) and Behavioral Events Interview
(BEI).

a. The Non-Classroom Observable Indicators. The selected NCOIs indicated in

this Order shall constitute the non-classroom observable indicators for the
selection and appointment of teachers to higher teaching positions, unless
otherwise modified by subsequent issuances.

Table 6(a). PPS‘I‘ Nowt-Ctassrooza Observable ladicators

Career Stage l-R Career Stage 2 Career Stage 3 t2areer Stage 4

TH T III T IV TV T VI T VII MT I MT IIMT III MT IV MT V
1.'2.2* .2.3*
4.3.2 1.2.2 1.2.2 1.2.2 1.2.2 1.2.2 1.2.3* 1.2.3 1. 2.4 4.3.4
.2.4**
4.4.2* 4.4.3*
5.5.2 4.2.2 4.2.2 5.S.2 4.4.2 4.4.2 4.4.3
4.4.3** 4.4.4**
6.3.3*
6.2.2 4.3.2 4.3.2 6.1.2 5.4.2 5.2.2 6. 1.3 6.2.4 6.2.4
6.3.4**
6.1.2* 7.2.3*
6.4.2 5.2.2 5.2.2 7.3.2 5.5.2 6.1.2 6.3.3 7.3.4 6.4.4
6.1.3** 7.2.4**
7.4.2* 7.5.3’
7.3.2 5. 5. 2 7. 4. 2 7.9.2 7.4.2 7.4.2 7%.3 7.5.4 7.5.4
4.3** 7.5.4”
*indicator to be ossessed irt the Port folioP nnotntion **/ridicntor to be assessed in the Intermec

b. the Non-Classroom Obserunt›fe Indicators Assessment Tools rind forms for R!SP.
The following assessment tools are designed to facilitate the assessment of
applicant's demonstration of the NCOIs. These forms can be accessed through
this link: https:/ /bit.1y/AnnexesRSAHigherTeaching.

i. Po rtfo mo finnototions form (Annex is used to demonstrate how the

teacher applicant exhibits each of the NCOIs by writing down annotations to
Page 28 of 33
 the presented /submitted artifacts/MOVs from their RPMS portfolio.
The applicant shall narrate how the MOVs facilitated the achievement
of the NCOI.
ii. Retries /or the Demonstration o/ NCOI Ihrotigh Portfolio Annotation
and BEI (Annex O} are tools used as scoring guide in assessing
applicant's annotations to the submitted documentations/MOVs and
applicant's responses to the interview questions.
iii. Rating Sheets for Portfolio Annotation and BEI {Annex PJ are used by
each assessor to indicate the rating/level attained by the applicant in
each of the NCOIs.
iv. Inter-Assessor Agreement Forms for Portfolio Annotation and BEI
{Annex Qj are used to indicate the collegial final rating attained by the
teacher applicant in each of the NCOIs, as agreed upon by the
assessors.

c. Protocols in Administering rind Assessin£f the Derrtonstration of the Non-

Classroom Observable Indicators. Administrators and assessors of the PAF
shall ensure that the following protocols are judiciously followed:

General Guidelines:
i. The designation of sub-committee /s for the assessment of NCOIs shall
take into consideration their understanding and knowledge of the PPST
NCOIs, the specific tools and protocols for PAF assessment and
interview, and the recruitment and selection process. Furthermore,
sub-committee /s shall include subject matter experts on the
specialization of the position to be filled.
ii. There shall be two (2} to three (3) assessors who will assess the
applicant's demonstration of NCOIs through PAF and BEI. The
assessors must not be related to the applicant within the third degree
of consanguinity or affinity.
iii. Applicants shall accomplish the PAF and undergo the BEI on the
scheduled day of assessment.
iv. Assessors shall individually rate the applicant's responses to the PAF
and BEI using the Rubrics for the Demonstration of NCOIs.
v. An Inter-Assessor Agreement shall be done whereby all assessors
disco ss their reasons for the rating. In case of different ratings, the
observers shall come up with a final rating, which is NOT an average of
their individual ratings but a rating based on their reasoned and
consensual judgment.

Portfolio Assessment:
i. The HRMPSB shall identify a designated location, preferably a room,
for applicants to accomplish the PAF. A proctor shall be assigned to
discuss the instructions and oversee the process.
ii. The PAF shall be accomplished on the spot. The submitted portfolio
containing the applicant's MOVs shall be the basis of their annotations.
The corresponding NCOIs in the applicant's present career stage shall
be used.
iii. The applicant shall be given at most two (2) hours to accomplish the
complete set of the PAF.
iv. In the event when an in-person/ face-to-face conduct of the assessment of
the demonstration of NCOI is not feasible, the applicant may accomplish
the PAF online, provided that the following protocols are applied.
• Applicants shall be scheduled for an online platform meeting
(Zoom, Google Meet, etc.)
• All applicants shall be required to keep their video/camera turned
on at all times to allow the proctor to monitor the
accomplishment of the PAF.
• The PAL may be distributed through email. Applicants may submit
the accomplished PAF to a designated email address.
Page 24 of 33
• The PAF may likewise be administered using online forms such
as Google form for easier collection and organization of ansu'ers;
provided that the security and confidentiality of the applicants'
answers are

Page 25 of 33
 ensured and protected. When using Google Form, the ‘Locked
Mode’ shall be enabled to prevent the applicants from opening tabs or
other applications while accomplishing the PAF.
• The PAF may also be administered using individual word processing
applications prepared for each applicant. Links to the individual
document shall be managed and sent individually to applicants.
Download, print, and copy options shall be disabled to keep document
confidentiality.
v. Using the Rating Sheet for Portfolio Annotation, assessors shall indicate the
rating attained by the applicant for each of the NCOIs in the ‘Rating’
column, and shall use the portion ‘Other Remarks’ to write down statement/
s that support the given rating.

Interview:
i. The conduct of the interview shall follow the procedures and protocols
indicated in the RSPI Handbook Vol. 1, with the interviewers crafting their
set of interview questions.
ii. The interview shall be used to validate the applicants’ responses in the PAF
to further assess the demonstration of the NCOls. It may also be used to
collect complete and detailed information about the applicant and verify their
credentials. The applicants’ potential, characteristics or traits, and fitness
shall be assessed through the interview.
iii. The interviewers shall use the STAR (Situation-Task-Action-Results)
approach to validate whether the key behaviours that are linked to the
required competencies have been exhibited by the applicant. The STAR
approach draws focus on actual Situations in which the applicant acted;
the Tasks that the applicant faced; the Actions that the applicant took; and
the Results of those actions.
iv. Using the Rating Sheet for the BEI, assessors shall indicate the rating
attained by the applicant for each of the criteria in the ‘Rating’ column. They
shall use the portion ‘Other Remarks’ to write down statement/ s that support
the given rating.

d. Computation of Points for the NCOI Criterion. The points for the PPST NCOIs
shall be computed as follows:

Page 26 of 33
 Pointsi aco» = PA Score + B ff
Score

ci I Rri t i tig
Tot z 10

Tota I Rating --- !Sum of fitia I i ating obtained by the applicant ay teffected in the
Assessor As ee 'cut Form for Portfolio
Highest Po•:•iible Tota I Antiotation
Ra ting -- 8.0 for Begin ning tottio idy Pi ofiâent fTeaoh ei- D-ID,
SSTJJ
35 for P-oJcieii t (Teaehet- IV- MI, !3NET MVI ¡
4.0 fot- High Iy R oJcient [MT I•D,
SNETV}; 9!S fot- Distirigu ished HIT
Itlusttatiue e.xanw/e: t*oca/if positioi\: KIT I (bligh/y R
ojìciei›t) Tota t Ra ti»g -- 33
I-ligtiest Possible Total Rad:img -- 40
Y!A -- 0

PA Score -- x 10 = 8. ISO points

BEI !S'zore x5
----
Total J2aMg = hunt offiital i ating obtaiiied by the applicant as reflected in the
Iitei- Assesso› Agi'eenieiit doing foi BEI
//igfiesr Possible Total Rating --- J 2

fi(ustiritim examsie:

fin sn-atiue e.xample: Vaean i position: MT I (Highliy

Profiâeil t) PA IScot e -- B.25 O
BEI :Scoi e -- 4.583

POfDtDtncoiJ - 8.25 0 + 4.58 - t2.83

47. The HRMPSB may also conduct other evaluative assessments as deemed
necessary to gather additional information about the applicant in terms of other aspects
such as but not limited to their potential, character, and fitness. They shall be used to
provide additional information and guidance to the appointing officer/authority in
selecting possible appointees. The required competencies or related to the duties and
responsibilities of the position to be filled shall be the basis for the development of
evaluative assessment tool and rubrics. The HRMPSB may employ the expertise of subject
matter experts for this purpose. Other evaluative assessments, however, do not have
corresponding scores in the CAR.

a. ifritten ñxnmination. A written examination that is standard to all applicants of

the same position may be developed and administered to measure the
applicant's knowledge, language proficiency, ability to present ideas, judgment,
and leadership ability.

b. Skills or Work Sample Test. This type of test may be administered to evaluate
the application of skills relevant to the requirement of the position to be filled
(e.g. Technical-Vocational-Livelihood, SpEd, FSL). The test and evaluation
rubrics shall be designed by subject matter experts as requested by the
HRMPSB depending on the type of skills test required by the position to be
filled. in h ject malter experts refer to individuals internal or external to the
Page 27 of 33
school/ SDO where the vacancy

Page 28 of 33
 exists, or to the Department, who have a working knowledge of the
specific knowledge, skills, attitudes, and key behaviours required by the
position to be filled.

c. Ethics-Oriented rind Personality Development Test and/or CSC Promotional

Test. Modelled with CSC MC No. 6, s. 2017, results of this test may be
used by the appointing officer/authority in selecting the most qualified
candidate for appointment.

Cozaparative Assesszzzezzt Results

48. After a judicious and objective assessment of the qualified candidates, the HRMPSB
shall prepare and submit to the appointing officer/authority a duly signed
Comparative Assessment Result (CAR) (Annex IQ within seven (7} calendar days
after all the applicants have been assessed. The CAR shall contain only the candidates
for appointment who meet the cut-off score of 50 points based on the total scores
obtained from the evaluative assessments, highlighting the top five (5} ranking
candidates.

49. For multiple vacancies of the same position title, the HRMPSB shall determine
and highlight the total number of top-ranking candidates in the CAR, computed by
multiplying the number of vacant plantilla items by a factor of five (5), as follows:

Total number of top-ranking candidates = number of vacant items x 5

50. Separate CAR shall be prepared and submitted by the HRMPSB for the following:
a. Kindergarten and Elementary (K-6);
b. JHS;
c. SHS Track;
i. Academic Track and Core Subjects;
ii. Technical Vocational Livelihood Track;
iii. Arts and Design; and
iv. Sports;
d. DOST Scholar Graduates (SST I);
e. Special Needs Education (SNET I-V}.

51. The HRMPSB shall indicate in the ‘Remarks’ column all other relevant
information about the individual applicants to guide the appointing officer/authority in the
selection of possible appointee/ s. Specific information that may be supplied in the
‘Remarks’ column include but not limited to the HRMPSB’s notes on the applicant's
potential, job fitness, organization fitness, and location fitness.

The required competencies to effectively deliver the relevant content in the

appropriate key stages and relevant subject or learning area specialization shall be the
primary consideration in the appointment. Thus, the ‘Remarks’ column of the CAR
shall contain the teacher applicant's information and qualifications on the following:

a. Learning area specialization (e.g. Kindergarten or Early Childhood

Education; filipino, English, Math, Science, and other subject area
specialization; SHS strand and area specialization);
b. Knowledge and qualifications in handling learners in Alternative Learning
System (ALS), Special Education (SpEd), Madrasah, Indigenous People's
Education (IPEd);
c. Language /s proficiency;
d. Other specialized skills and qualifications such as but not limited to proficiency
in Filipino Sign Language (FSL),° knowledge on the use of assistive
technology or special learning aids, among others;

Page 29 of 33
" Pursuant to RA 11106 also known as the “Filipino Sign Language Act" and its TRR

Page 30 of 33
 e. Place of residence (RA No. 8190, Localization Law);
f. Beneficiary of national laws, programs, and partnerships such as the “Inst-Tracked
NOT !Scholarship Act of 2013” pursuant to RA No. 10612.

For SHS and SST positions, the ’Remarks’ column shall also contain information
whether the applicant has PBET/LET/ LEPT eligibility to guide the appointing officer/
authority on the appropriate status of appointment to be given to qualified applicants.

52. The CAR for a particular published position shall be valid until filled, but not to
extend beyond the validity of the publication or re-publication of said vacant position
in the CSC website. Should no appointment be issued within the 9-month publication
period, the SDS, through the HRMO, shall cause the re-publication and re-posting of
the vacant position.

53. For elementary, in the event when all the candidates in the CAR are already
appointed and there are still vacant positions, the ODS shall order the conduct of
another round of recruitment and selection process to establish a new CAR.

For JHS and SHS, in the event that all the candidates in the CAR who possess the
needed subject/learning area specialization are already appointed and there are still
vacant positions for the said subject/learning area, the HRMPSB shall commence
another round of recruitment and selection to establish a new CAR for the specific
learning area.

S4. A copy of the CAR, in which candidates are listed using application codes, shall
be posted in at least three (3) conspicuous places in DepEd offices/schools
concerned for a period of at least 10 calendar days, indicating the date of posting.

55. Queries and/or clarifications of the applicants pertaining to the process and
result of the comparative assessment shall be lodged to the HRMPSB within five (5)
calendar days from the date of posting of the CAR; and shall be responded to, in
writing, by the HRMPSB within three (3) to seven (7) calendar days upon receipt of the
query and/or clarification. Notwithstanding the existence a query and/or clarification
including any pending resolution pertaining to such, the process of appointment shall
proceed without delay.

E. Appointment

56. The appointing officer/authority shall be guided by the report of the HRMPSB’s
CAR, and in the exercise of sound discretion, select, insofar as practicable, the
candidate deemed most qualified for appointment.

57. The appointing officer/authority may select from the candidates in the CAR who
are ranked below the top five (5) or top-ranking candidates, as may be determined
per Item 49, when the appointment falls within the purview of the exemptions
enumerated below:

a. Merit and fitness as provided for in the 1987 Philippine Constitution and EO
No. 292, titled “Administrative Code of 19B7”.

Learning Area Specialization. Appointment may be valid when the

candidates belonging to the top five (5) or top-ranking candidates do
not possess the necessary learning area specialization required by the
position to be filled, or the candidates belonging to the top five (5} or
top-ranking candidates who possess the necessary learning area
specialization required by the position to be filled have already been
appointed and there are still vacant positions to be filled.

ii. PBET/LET/LEPT. Priority shall be given to applicants who are LEPT

eligible. Pursuant to Section 8 of RA No. 10533 and in accordance
Page 31 of 33
with the CSC ORAOHRA, the hiring of teachers in the elementary of
secondary on provisional status may be allowed only in the absence
of applicants who

Page 32 of 33
 possess the appropriate Eligibility who is available and willing to accept the
appointment, as certified by the SDS.

iii. Teaching experience in ASH:S. Teacher applicants currently teaching in

any SHS shall be given priority in the appointment in SHS positions before
all other applicants can be appointed.

b. Localization Law

RA No. 8190, otherwise known as the Localisation Law, grants priority in

the appointment or assignment of teachers to public elementary or secondary
schools to bona fide residents of the barangay, municipality, city, or
province where the school is located; provided, that the teacher
possesses all the minimum qualifications for the position as required by
law.

By virtue of Section 3 of the Localization Law, which grants authority to

the Department to prescribe rules and regulations in the implementation of
the said Act, and to clarify the operationalization of the Law, the order of
priority shall be further defined from highest to least priority such that bona
fide residents of the barangay, municipality, city, or province, in that order,
shall be given priority in the appointment of teachers. Furthermore, the
definition of bona fide resident for this purpose shall be expanded to include a
teacher applicant who has taught for at least one (1} school year in a DepEd
public school located in the barangay, municipality, city, or province, in that
order, in the school where the vacancy exists is located, to be validated by a
service record.

c. Other laws or provisions of the law, national policy, and/or agreement entered
into by DepEd with other government agencies and /or non-government
institutions which grant priority in the appointment. It is reiterated that the
priority in the appointment given to beneficiaries of such laws, national
policies, and/or agreements shall only apply to teacher applicants listed
in the CAR, unless otherwise stipulated in the specific policy issuance.

58. Only when deemed necessary, the appointing officer/authority may request
for Background Investigation (BI) of selected candidates to be conducted by the HRMO or
other personnel selected by the HRMO. It may be conducted to verify the applicant's
credentials, behaviours, and previous performance, if any, by contacting the
applicant's identified reference persons in their school/ s attended, and previous or
current workplace.

59. Applicants in the CAR who may not be selected for appointment and those who
scored below the cut-off score of 50 points may participate in the succeeding
recruitment and selection process and may opt to carry over or update their scores
in all or any criterion.

60. The decision to appoint shall be rendered by the appointing officer/authority,

and conferred to the HRMO through the CAR, in which the appointing
officer/authority shall signify their choice of appointee/ s. The same shall be the
basis of the HRMO in the preparation and submission of appointment papers and
documentary requirements to the CSC FO in accordance with the specific provisions of
the ORAOHRA.

61. The approval of the appointment of the successful candidate /s shall be decided
and effected only by the appointing officer/authority, ensuring compliance with the
relevant provisions, effectivity, and procedures as provided for in the ORAO HRA.

62. The status of appointment shall be based on the eligibility and total score obtained
by the successful candidate.

Page 33 of 33
a. A permanent appointment shall be issued to an appointee in the CAR who
meets all the QS of the position to be filled in terms of fducntioii, Training,
Experience,

Page 34 of 33
 and PBET/LET/LEPT Eligibility and obtains a score of at least 50 points in the
comparative assessment.

b A provisional appointment may be issued to an appointee in the CAR who

meets all the requirements of the position to be filled except the Eligibility
and obtains a score of at least SO points in the comparative assessment; but
only in the absence of a qualified eligible applicant in the CAR with the
appropriate specialization, who is actually available and willing to accept the
appointment, as certified by the SDS. A provisional appointment shall not be
effective beyond the school year during which it was issued, subject to
applicable guidelines on school calendar.

A provisional appointee may continuously be reappointed /renewed every year

within five (5) years reckoned from the date of first hiring'; provided, that the
SDO shall cause the publication and posting of the teaching position
occupied by the provisional appointee every six (6) months after the first
issuance of the provisional appointment to invite qualified LEPT eligible
applicants to undergo the selection process. A performance rating of at
least Satisfactory shall be required for reappointment/renewal.

Scholar graduates of RA No. 10612 (Fast-Tracked S&T Scholarship Act of

2013) and the Merit Scholarship Program of the Department of Science and
Technology — Science Education Institute {DOST-SRI) with the appropriate
specialization shall be allowed to teach in specialized subjects on provisional
status, subject the above- cited conditions. They shall be required to pass
the LEPT within five (5) years reckoned from the date of first hiring should they
opt to continue teaching in DepEd beyond the required period of their service
obligation.

63. The nature of appointment of the successful candidate, which may be original,
promotion, or reappointment, shall be in accordance with the provisions under Section
11 of the ORAOHRA.

64. No employee shall be required to assume the duties and responsibilities of the
position without being furnished with a copy of their appointment by the HRMO after it
is signed by the appointing officer/ authority. The appointee shall acknowledge receipt of
the appointment by signing on the acknowledgement portion at the back of the
appointment form.

65. The services rendered by any person who was required to assume the duties
and responsibilities of any position without an appointment having been issued by the
appointing officer/authority shall not be credited nor recognized by the CSC and the
payment of salaries and other benefits shall be the personal liability of the person who
made them assume office.

66. Upon the issuance of the appointment, the duly approved appointments shall
be announced through the posting of a Notice of Appointments Issued (NAI} in the
bulletin boards and through other modes for at least 15 calendar days. Pursuant to
CSC Resolution No. 1800582 dated June 13, 2018, an anticipated vacancy in teaching
positions due to promotion may be filled up, provided that, an annotation on the
promotional appointment to indicate that the appointee shall be reverted to their
former position in case the promotional appointment of the previous position holder is
disapproved or invalidated.

67. An appointment may be cancelled if the appointee does not assume office or
report within 30 calendar days from receipt of the written notice of the appointment.
The position is deemed vacant upon cancellation of appointment.

68. The appointing officer/ authority shall be accountable for the appointments.
They shall respond to queries and complaints pertaining to the results of the

Page 35 of 33
selection.

Section 6 of RA No. 10533 (The Enhanced Basic Education Act of 2013) approved on May 15, 2013.
^ Seclion 70, CSC Resolution No. 1800692

Page 36 of 33
 69. Any protest on the appointment shall be the accountability of the appointing
officer/ authority in the concerned governance level. The protest shall be filed
through a formal written communication addressed to the SDS, within 15 calendar days
from the date of issuance of appointment. The Rules on Protest under the 2017 RACCS
shall apply.

The SDS shall respond to the protest within seven (7) calendar days from the receipt
of the protest but may extend to up to 20 days depending on the complexity of the
protest.

No appeal shall be filed to a higher governance level of DepEd. Appeals pertaining

to an action or response to protests issued by the SDS shall be submitted and lodged
to the concerned CSCFO.

Consistent with Rule XVIII Section 92 of 2017 RACCS, the pendency of an appeal
pertaining to the appointment issued shall not render the appointment ineffective nor
bar the approval thereof.

70. All other provisions on appointment stipulated in Part V(E) Appointment, as

provided in the DepEd Merit Selection Plan, as well as the applicable rules and
regulations provided for in the ORAOHRA shall strictly be adhered to.

VI. Monitoring and Evaluation

71. The Heads of Office shall ensure that all HRMPSB members, sub-committees,
and other stakeholders are provided with adequate capability building interventions
to ensure smooth implementation of this Order. They shall regularly monitor strict
adherence to these guidelines. They shall establish a systematic feedback mechanism;
and evaluate, address, and report implementation and policy issues that may arise.

72. Issues and concerns in relation to recruitment, selection, and appointment shall
be officially documented and resolved accordingly, subject to the applicable CSC rules
and regulations. The appointing officer/ authority shall be guided on the decision on
appointments by Rules 17 and 18 of CSC Resolution No. 1701077 dated July 3, 2017
(Rules on Administrative Cases in the Civil Service [20 l7 RACCS]). Furthermore, the
HRMPSB shall be responsible for responding to queries and concerns related to the
comparative assessment, while the HRMO shall be responsible for addressing concerns
on publication and posting of vacant positions, receipt of applications, and the initial
evaluation process vis-ñ-vis the QS.

73. The Bureau of Human Resource and Organizational Development - Human

Resource Development Division (BHROD-HRDD}, together with the RO HRDD and HRD
under School Governance and Operations Division (SGOD} in the SDO, shall regularly
monitor and evaluate existing policies, guidelines, rules, and regulations on the
recruitment, selection, and appointment. In addition, both RO and SDO HRMPSBs
may also submit their policy recommendations to BHROD-HRDD whenever deemed
necessary.

74. The result of the policy evaluation and consolidated recommendations shall be
consulted by the BHROD -HRDD with the CSC and other government agencies
concerned.

75. The BHROD-HRDD shall recommend policy actions on the HR management rules
and regulations to the Office of the Secretary that serve the best the interest of the
Department.

Page 37 of 33
 VII. References

76. This Order is formulated based on provisions stipulated in the following issuances:

a. Executive Order No. 292, ‘instituting the Administrative Code of 1987”

b. CSC Memorandum Circular No. 3, s. 2012, “Program to Institutionalize Meritocrncy
and Excellence in ffiimnn Resource flfonn9ement (PRIME-HRM)
c. DepEd Order No. 42, s. 2017, “National Adoption end Implementation of the
Philippine Professional S!tandards for Teachers”
d. CSC Resolution No. 1701077 promulgated 03 July 2017, “201 7 Stiles
on Administrntioe Coses in the Ciuil SeNce (201 T RACC:S)
e. CSC Memorandum Circular No. 14, s. 2018, “201 T Omnibus titles on Appointments
and Other NM77iOH Resource Actions, Revised July COI 8”
f. DepEd Order No. 019, s. 2022, “The Department o/Education Merit Selection Plan”
g. DepEd Memorandum No. 041, s. 2022, “Transitory Menstfres on the /mpfementntion
of DepEd Order No. 019, s. !2O!2:2 (Ttie Department of Education Merit Selection Plan}”
h. DepEd Memorandum No. 084, s. 2022, ‘Effectiuity ofDepFd Order No. 019, s. !
2O!22 (The Department of Education Merit Selection Plan)”
i. EO No. 174, s. 2022, Estnbfishinp the Fsxpanded Career Progression System
for Public School Teachers and its IRR

VIII. Repealing Clause

77. All provisions of the following DepEd Orders, rules and regulations, and other
related issuances that pertain to the recruitment, selection, and appointment of
teachers to higher teaching positions, which are inconsistent with this Order and its
provisions, are hereby repealed, rescinded, or amended accordingly.

a. MEC No. 10, s. 1979, Implementing Rules; and Regulations for the System of
Career Progression for Public School 7'enchers
b. DO No. 66, s. 2007, Revised Sidelines on the Appointment rind Promotion
o/Ot;2er Teaching, Related T'enchin9, and non-Tenehin¡7 Positions
c. DO No. 31, s. 20 l5, Guidelines on the f'ublicntion rind Filling-up o/ Anticipated
Vncnncies
d. DO No. 3, s. 2016, I-firinIf Guidelines for Senior High !School (!SI-US) 'renchini7 Positions
Effective School Yeor (ASY) 2016-201 T
e. DO No. 32, s. 2016, Addendum to DepEd Order No. 3, s. !2O1 6 (Hiring Guidelines for
Senior high School|:SHS] Teaching Positions Effective ASY/S/ 2016-201 T)
f. DO No. 49, s. 2016, Guidelines on the f-firin9 o/Contrnctunf (Pull-Tim.e end Part-Time)
Teachers in Senior High School
g. DO No. 51, s. 2017, Amended Qualification Stnndords for Senior High !
School Teaching Positions in the 'rechnicnf-Vocational-Livelihood Track rind
Other Clnri/cntions on the I-firing Guidelines

78. The provisions of the DepEd Orders that pertain to the recruitment, selection,
and appointment to Teacher I positions, which shall not be affected by this Order, shall
remain in effect.

79. The existing guidelines on the reclassification of teaching and school head
positions shall remain in effect, unless otherwise modified or amended by subsequent
issuances.

IWE. Separabitity Clauae

80. If any provision of this policy or the application of such provision to any person
or circumstance is declared invalid, the remainder of the policy or the application of
such provision to other persons or circumstances shall not be affected by such
declaration.

Page 38 of 33
 X. Transitory Provisions

81. DepEd Memorandum (DM) 041, s. 2022 or the Transitory Measures on the
Implementation of DepEd Order No. 019, s. !20!2!2 (The Department of Education Merit
Selection Plan) required the undertaking of the following critical activities that shall
guide DepEd personnel and stakeholders in preparing and setting up the necessary
structural and technological mechanisms to transition to the new system of selection,
hiring, appointment, and promotion of personnel in across all governance levels of
DepEd:

a. Guided by Part V(G) Institutional Arrangements, Items 81, 82, and 83 of the
DepEd MSP, all appointing officers/authorities in the SDOs shall establish their
respective HRMPSB that shall handle the comparative assessment of teacher
applicants.

This shall be done through the issuance of an Office Order specifying the
membership of the HRMPSB and their roles and responsibilities. Further, upon
the recommendation of HRMOs and HRMPSBs, the appointing authorities
shall designate sub-committees, insofar as practicable, to assist in the
receipt of applications, initial evaluation, and comparative assessment of
applicants. The designation shall bear the specific duties and responsibilities
to be performed by the sub-committee/v

Existing HRMPSBs and sub-committees in the Department shall be

reorganized and re-established pursuant to the aforementioned MSP
provisions.

b Capability building of DepEd personnel, HRMOs, HRMPSBs, appointing

officers/authorities, and other stakeholders shall be led by the BHROD in the
CO, the HRDD in the RO, and SGOD-HRD in the SDO. Moreover, they shall
develop and implement a communication plan to include dissemination of
information, education, and communication (IEC) materials for the RSP
initiatives of the Department pursuant to Item 102, Part VII Transitory
Provision of the DepEd MSP.

XI. Ef£eetivity

82. This DepEd Order shall take effect immediately upon its approval and after
publication on the DepEd website and registration with the Office of the National
Administrative Register (ONAR) at the University of the Philippines Law Center (UP
LC), UP Diliman, Quezon City).

83. This policy shall apply to all higher teaching positions in the Elementary, JHS,
and SHS levels that will be published and posted a day after the issuance of this
DepEd Order.

All vacant positions that are published and posted prior to the issuance of this
DepEd Order and all ongoing assessments shall continue to be governed by the existing
policies and guidelines, as applicable.

84. These guidelines shall apply to vacant Teacher IV, V, VI, VII, and Master
Teacher V positions, upon the creation and inclusion of these new items to the Index
of Occupational Services, Occupational Groups, Classes, and Salary Grades of the
Department of Budget and Management (DBM).

85. The existing hiring guidelines for Teacher I positions shall remain in effect,
unless otherwise repealed, modified, or amended by subsequent policies.

86. The existing reclassification guidelines for teaching and school heads positions
in the Elementary and JHS levels shall remain in effect, unless otheru ise modified or

Page 39 of 33
amended by subsequent policies.

Page 40 of 33
 LIST OF DOPED AUT£IOR1ZED POSITIOXS
Teaehittg Positioas
Note: ' Based from the DepEd GMIIS and BHROD CfossiJication as of August 2, EO29
Only ttiose covered by this DepEd Order per Scope of the Policy
Adopted porenttieticol times o/ !Speeia1 fseience Reorder and lspeciol Needs fiducnfion Reorfters
pursuant to tote IRR of EO 179 end RA 1 I 6!SO

Position Title SaJazy Grade

Teacher II 12
Teacher III 13
Teacher III (Special Science Teacher 1)
Teacher IV
Teacher IV (Special Education Teacher I) i4
Teacher V 15
Teacher V (Special Education Teacher 11) 15
Teacher VI 16
Teacher VI (Special Education Teacher III) 16
Teacher VII 17
Teacher VII (Special Education Teacher IV) 17
Master Teacher I 18
Master Teacher I (Special Education Teacher V) 18
Master Teacher II 19
Master Teacher III 20
Master Teacher IV 21
Master Teacher V 22
CS Form No. 9 E-Iectronic copy to be submitted to the CSC FO must
Revised 2018 be in MS Excel Formal

Republic of the Philippines

(Select Agency /Vame}
Request for Publication of Vacant Positions

To: CIVIL SERVICE COMMISSION (CSC)

We hereby request the publication of the following vacant positions, which are authorized to be filled, at the (Select Agency Name) in the CSC website:

HRMO
Date:

Position Title Salary/ Qualification Standards

Parenthetical Plantilla Item Job/ Monthly
No. ( Title, if Competency Place of Assignment
No. Pay Salary Education Training Experience Eligibility
applicable) Grade (if applicable)
1
2
Interested and qualified applicants should signify their interest in writing. Attach the following documents, along with the documentary requirements listed in the
applicable guidelines, to the application letter and send to the address below not later than (deadline ofst/bmfss7onj .
1. Fully accomplished Personal Data Sheet (PDS) with recent passport-sized picture (CS Form No. 212, Revised 2017) which can be downloaded at
www.csc.gov.ph;
2. Performance rating in the last rating period (if applicable);
3. Photocopy of certificate of eligibility/rating/license; and
4. Photocopy of Transcript of Records.

QUALIFIED APPLICANTS are advised to hand in or send through courier/email their application to:

HRMO
(Position Title)
(Office Address)
[email protected]

APPLICATIONS WITH INCOMPLETE DOCUMENTS SHALL NOT BE ENTERTAINED.

 CHECflLGTOFREQUIREMENTS

Name of Applicant: Application Code:

Pos ition Applied For:
Office:
Contact Number:

Ethnicity:
Peason Tffii Disability: Yes | ) No { )
Solo Parent: Yes | ) No ( )

Status oT
Submission
Basic Documentary Requirement Statu s of
Submission Remarks
rwk = la
a. beii er of in ient add reestd to the bDu

c. Photocopy of Voter s ID and/or any proof of ree›dency

d. Photocopy or valid ana upaated PRC k›cense/ ID
e. Photocopy of Certilscare of Board Raung
f. Photocopy of eeholas xc/academic recor6 ti.e., Transco pt of
neeords
(TORJ and Diploma, incir6 ing completion of graduate and post-
graduate units/degrees, if available]
g. Photocopy of a uly signed Service Recora o Certificate of
l$mpl oyrnen i, whichever is applicable
h. Photoeopy of 1atesI appoi niment {for those applying for promotion
j
i. Photocopy of eertifica ie/e of reicvant specialized iraisings or
professional development program s
j. Photocopy of valid Technical Kducauon arJd Sml1s Develo pment
Authority (TESDAQ Notional Certificate {NC) II , Trn1ners Meihodology
Certificate tTMcJ, ir applicable
k. Photocopy of the required PcrForttjatice Ratings shh at least Ver
Sa\isfactory rating. {Note: Submit at most three |3] performance
ratings depouring on the performance requirements per Item 2S of
this Order. The Iatedt performance rating shall cover one {1) year
complete performance mining period in the eurron I poeitionJ

l. Checklist of Requ iremenis, NAV. Data Privacy Consent Form

m. Other aocuments as may be reqsired by the HRMPSB for
comparative assessment |c.g. Port Facto or Means of Verification
\MOVe) For tfic assessment of identified PPST flCOIs

Attested:

I-turnan Resource Management Olfcer

csRTlrfcATloH on xUTHsHTIcITE nfD veHclTY

1 hereby certify that all information above are true and correct, and of my personal knowledge arid belief, and the documents
submitted herewith are original and/or certified true copies thereof.

DnTn PR£VAcY COflssxT

I hereby grant th e Departs en i of Eds eation th e right t to col Ject an d process my personal information as stated above, for
purposes relevant to the recruitment, selectior , and plaeement of person rrel of the Department and for purposes of complianee wi
t4a the laws, rules, and regulations being inn pt emented by the Civil Service Corn missior .

No me and Dignature of Applicant

Su bscri bed and sworn to before me this day of , year

Person AdministerinP Oath

 INITIAL EVALUATION RESULT [IER)

Salary Grade and Monthly Salary:

Qualification Stanélards:
Education Training
Experience
Eligibility

Prepared and certified correct by:

{Name anlt signature) Human Resource

Management Officer Date:
 Äpa t0Ï z
(IwsxRiDxeRoOrncx/€ovsxsAwcsLsmm)
PBRSOK24RL DIVISION

[Insert Date Here]

{}RBERT TCHE OP PPE4CFT]
[Ineert Address of the Applicant]

Dear [ñppllcant],

Congratulatîonsl

We mepleasedto bormyou thatbaxdonle AdalebuaÖon,wefmve

foundyour gusüdcaÖonstote substantküvis-äiüethe
CivüSenüceComoüsswn(CSC)approved QuaMñcaÖon Stmdands(QS) of{ossR
poÆdo# æpplŒd fo} poæÔon under{Umwrt spccl8o o £loe]. Below are the
results of the initial evaluation conducted by the undersigned dated [lnoert
Initial 'e•1uetlon Date]:

Qualified

Qualified

Master Teacher I —
SHS Aeademic Qualified
und Core Subjects

Qualified

Met

Pleaee be advised of your assigned application code [lnocrt application code]

which shall be used as you proceed with the next stage of the selection process. You
may refer to the official issuances of flnoert 8DOl for the additional announcements
in this regard.

For inquiries, you may contact Jlnaert once nu xbcr and email addreez].

Tharik you.

Very truly youre,

[Insert Position/ Deeigriation]

(Insert Office Address)

(Insert Telephone Nos.): (02) tXOJ-0tXD fnsert Email Address: persorinel0m de guy.pfi
 “ * AHNW F-

N
’fi ..
Rtpoblit of tire 9iiitippints
Beszrtmint ct Bbuiatien
(INSERT DEPHD OFFICE/GOVERNANCE LRVRL)
PERSONNEL Drvisiox

[Insert Date Here]

[IflfiERT DATE OF APf•E CAHT)

[Insert Address of the Applicant]

Dear [Appllcaatj,

Please he informed of the results of the initial evaluation of your qualifications vis-a-
vis the Civil Service Commission (CSC}-approved Qualification Standards (QS) of
{ineert poelt$on applied for] posiñon under [lnnert specific of8ce], as follows:

RdnntHa: Mafter’s degrne

in relevant atrand/ eubjeet BS of f;1«oentnr zdu tion
lBEEa)
Disqualified
Maetor of Science In Easy
Oh8dhood Cam and Duvco aunt
8 yeare ae Com eo teacher IH Disqualified
t2 houra of traJrdng
relevant to the eubject area Juac 1 9013 to reecnt
Master Teacher I — en•ci•ii•ation 24 houre DaJniag out curriculuza
coAteztuatizatiort or locatizatiozt
SHS Academic arid and leeeon pea g [JanjJary 27 to Qualified
Core Subjects 29, 8021}

24 houta tzainTng on Finar+cial

{Inatrt specific £ifcra A et 5 to 7 :2030
RA 1080 (Clem cntary]
plantttla item 1080 {Teacher); If not RA 1080
nuzziber] eligible, they ii net pace the
Disqualified
SET within the five {5)
yeare after the datn of firet
‘ '

eition: None uirefi

Not Met

While your qualifications made a favorable impression, we regret to inform you

that you did not meet the minimum QS set for [insert position applied for]
position. You may, however, continue to submit job applications in response
to other vacancy announcements.

The results of the initial evaluation shall be released and posted for
transparency purposes. You may refer to your assigned application code [lnaert
application code] in the official posting of the results.

Thartk you and we wisii you the best of luck in your future success.

Very truly yours,

[tnaert Marne of the HRHO]

[Insert Posiñon/ Designation]

{Insert Office Address)

{Insert Telephone I los.): (02) 000-OOfO Art EzriaiT Address: [email protected]
Name of Applicant:
Application code:
Position Applied For:
Schools Division Office:
Contact Number:
Job Group/ SG-Level:

Education 10

Training 10

Experience 10

Performance 30

PPST Classroom Observable

Indicators 25
(Classroom ObseruationJ
PPST Non-Classroom
Observable Indicators
(Poiforlio 15
Annotation and

I hereby attest to the conduct of the application and assessment process in accordance with the
applicable guidelines; and acknowledge, upon discussion with the Human Resource Merit Promotion
and Selection Board {HRMPSB), the results of the comparative assessment and the points given to
me based on my qualifications and submitted documentary requirements for the [insert positionl
under [insert office where the vaoancg exists].

Furthermore, I hereby alhx my signature in this Form to attest to the objective and judicious
conduct of the HRMPSB evaluation through Open Ranking System.

Name and Signature of Applicant

Date:

Attested:

HRMPSB Chair
 (INSERT DEPED OrPiCE/GoVERNANCE LEVEL)
PERSONNRL DivisION

Human Resource Merit Promotion and Selection Board

FINAL DELIBERATION

Per deliberation of 1e HRMPSB held at [lzzeert place/p1at£orza (if online)

of detiberatiotz] on ( lasezt date o£ deIibezatto•1 for the position of e
goaitio¥z to he f"zMed] under ffasert office wlsere tbe wacaacp e=iste1, the
following are 1e results:

laeuee RecozazaeadatJoae ego

The HRMPSB has decided and finalized the results of the assessment of
applicants after conducting the deep selection process. The members
of the HRMPSB hereby affix their signature in the attached Comparative
Assessment Result (CAR} to attest to the objective and judicious
conduct of the comparative assessment process.

Prepared by:

[Signature]
[Name and Position of HRMPSB Secretariat]

Attested:

[Name and signature of the HRMPSB Chair]

 COMPARATIVEASSESSMENTRESULT(CAR)
DaoofFioMDehberedoo:
SvhoolsD isooo oe:

PPST COIs
rrsz neois

Juan C. Dela Cruz

21
3

Prepared by the HRMPSB Appointment conferred

lm«mbws«ñ IUo by:
«sgnolure

Namc end Name and Name and Position Name and Name and Name and Posirion
Position Hp j\1PSB Position HRMPfSB HRMPSB Chairpezsor+ Position HRMPSB Position HRMPSB Appointing Authority
Member Member Member Member