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Guidelines on the Recruitment, Selection, and Appointment to Higher Teaching Positions – DepEd Order 020, s. 2024
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This order, issued on December 20, 2024, outlines the guidelines for recruiting, selecting, and appointing teachers to higher positions in the Philippines. This DepEd Order outlines guidelines for recruiting, selecting, and appointing higher teaching positions in Philippine schools. The process emphasizes merit, transparency, and equal opportunity, using a multi-stage assessment including qualifications review, performance evaluations, classroom observations, and a comparative assessment.
Specific rubrics and point systems are detailed for evaluating applicants’ education, training, experience, and performance. The order also establishes the composition and procedures of the Human Resource Merit Promotion and Selection Board (HRMPSB), which oversees the selection process. Finally, it specifies the appointment procedures and addresses related issues, including appeals and monitoring.
I. Rationale
The Philippines’ 1987 Constitution mandates that appointments to the civil service are based on merit and fitness.1 In line with this, the Department of Education (DepEd) has a merit selection plan to ensure a standardized and transparent process for recruitment, selection, and appointment.
II. Scope
This policy applies to all DepEd personnel and stakeholders involved in recruiting, assessing, selecting, and appointing teachers to higher teaching positions in basic education at the elementary and secondary levels. These positions are Teacher II-VII, Master Teacher I-V, Special Science Teacher I-IV, and Special Needs Education Teacher (SNET) I-IV.
III. Definition of Terms
The document provides a comprehensive list of definitions for various terms used in the recruitment and selection process.
IV. Policy Statement
DepEd Order No. 020 s. 2024 aims to provide a systematic process of teacher recruitment, selection, and appointment to higher teaching positions. This policy ensures compliance with the Civil Service doctrine of strictly adhering to merit, competence, fitness, accountability, transparency, and equal opportunity principles.
V. Procedures
● Vacancies and Posting: Republic Act (RA) No. 7041, also known as “An Act Requiring Regular Publication of Existing Vacancies in Government Offices,” requires all vacant higher teaching positions to be published and posted.7 In addition to posting in conspicuous places in the agency’s office, vacancies must be posted on the CSC website, the DepEd website, a job fair, and other modes such as but not limited to newspapers and online job portals.
● Submission and Receipt of Application Documents: All interested applicants shall submit the required documentary requirements to the DepEd. Electronic copies of documents are allowed upon request.
● Initial Evaluation of Qualifications: Upon receipt of applications, the HRMO shall conduct an initial evaluation of the applicant’s qualifications. The HRMO shall prepare an Initial Evaluation Result (IER) and post it in at least three conspicuous places.
● Comparative Assessment: Upon receipt of the IER, the HRMPSB convenes and screens the qualified applicants through the conduct of evaluative assessments which include, but are not limited to, a written examination, a demonstration teaching, and a psychological and/or competency examination.1112 The HRMPSB then prepares a Comparative Assessment Result (CAR) and posts it in at least three conspicuous physical places.
● Appointment: The appointing officer/authority, shall consider the report of the HRMPSB’s CAR and, guided by the report, select, as much as practicable, the candidate deemed most qualified for appointment. A permanent appointment shall be issued to an appointee who meets all the qualifications. A provisional appointment may be issued to an appointee who meets all the requirements of the position and obtains a score of at least 50 points in the comparative assessment.
VI. Monitoring and Evaluation
Heads of offices are tasked with ensuring that HRMPSB members and stakeholders are adequately trained in the policy guidelines. They must also establish a feedback mechanism, and evaluate, address, and report issues and concerns about recruitment, selection, and appointment.
VII. Repealing Clause
Previous DepEd orders that are inconsistent with this order are hereby repealed, rescinded, or amended accordingly.
VIII. Separability Clause
If any provision of this policy or its application is declared invalid, the remainder of the policy and the application of such provision to other persons or circumstances shall not be affected by such declaration.
IX. Transitory Provisions
A Transition period will be observed to ensure a smooth transition to the new system of recruitment, selection, and appointment. Existing HRMPSBs shall be reorganized and re-established.
X. Effectivity
This policy 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.
XI. Department-Authorized Positions
A list of authorized positions covered by DepEd Order No. 020, s. 2024 is found in Annex A.1.14 The annex includes Teacher II-VII, and Master Teacher I-V, with corresponding salary grades.14
XII. Forms
The DepEd Order also includes forms for different processes, such as:
- A request form for the publication of vacant positions,
- A checklist of requirements,
- Initial Evaluation Result Form,
- Letter to qualified applicants,
- Letter to disqualified applicants,
- Individual Evaluation Sheet,
- Final Deliberation Form, and
- Comparative Assessment Result Form.
DepEd Order No. 020, s. 2024 aims to provide a systematic and transparent process for the recruitment, selection, and appointment of teachers to higher teaching positions in the Philippines. This policy, anchored on merit, competence, fairness, accountability, transparency, and equal opportunity, is expected to further strengthen the quality of education in the country.
FAQs
- What criteria are used in the comparative assessment of teacher applicants?
The selection and assessment of teacher applicants for higher teaching positions are based on the following criteria:
- Education: Points are awarded for education units exceeding the minimum qualification requirements. For example, a Master’s degree that exceeds the minimum qualification may be given corresponding points.
- Training: Points are also given for training hours in areas like curriculum, pedagogy, and development that exceed the minimum requirements. This can include relevant professional or career development programs and courses.
- Experience: Applicants are given points for teaching experience exceeding the minimum number of months or years defined in the QS. Relevant industry or work experience may also be considered.
- Performance: This is measured based on the Performance Rating in the latest rating period covering one (1) year complete performance cycle.
- PPST Classroom Observation Indicators (COIs): This is measured through Classroom Observation focusing on PPST career stages.
- PPST Non-Classroom Observable Indicators (NCOIs): These are assessed through the applicant’s portfolio and responses in the Behavioral Events Interview.
The weight allocation or point system for each criterion is detailed in Table 1:
| Criteria | Maximum Points Possible |
|---|---|
| Education | 10 |
| Training | 10 |
| Experience | 10 |
| Performance | 30 |
| PPST COIs (Classroom Observation) | 25 |
| PPST NCOIs (Portfolio Annotations and BEI) | 15 |
| Total | 100 |
2. What documents must applicants submit?
Applicants interested in higher teaching positions must submit the following documentary requirements to the DepEd:
● Letter of intent addressed to the SDS containing the unit or designated sub-committee/s, on or before the respective deadlines.
● Duly accomplished Personal Data Sheet (PDS) with recent passport-sized picture.
● Photocopy of valid and updated PRC license/ID, if applicable.
● Photocopy of Voter’s ID and/or any proof of residency.
● Photocopy of authenticated service record, for applicants with work experience.
● Photocopy of Learning Area/subject group they intend to teach, if applicable; including completion of academic and post-graduate units/degrees.
● Photocopy of duly signed Service Record or Certificate of Employment, and Diploma, if applicable.
● Photocopy of scholastic/graduate record (i.e., Transcript of Records (TOR)), whichever is applicable; or copy of graduate and post-graduate units/degrees, if available.
● Photocopy of training certificates relevant specialized trainings for professional development, if any.
● Photocopy of latest appointment for those applying for promotion.
● Photocopy of valid Technical Education and Skills Development Authority (TESDA) Certificates relevant to the position applied for, if available.
● Photocopy of the complete Performance Rating with at least Very Satisfactory rating on the most recent performance rating period. The applicant must submit at least three (3) performance ratings: (1) the latest performance rating and, (2) at least two (2) other performance ratings which shall cover one (1) year complete performance cycle immediately preceding the rating period.
● Checklist of Requirements and Omnibus Sworn Statement, using the attached form.
● For external, requirements a notarized authority of the administrator, on the authentic sworn before a public officer authorized to administer oaths, to verify claims on the applicant’s experience and 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.
Applicants may submit hard copies upon request for purposes of verification. 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 2000,” and its Implementing Rules and Regulations (IRR) are met.
Individuals who failed to submit complete mandatory documents [items 1 to 9 of the application documents] on or before 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 (items 10 to 19) that will be required by the HRMPSB (from item 17) shall not warrant exclusion from the pool of official applicants.
3. What are the minimum performance rating requirements?
The minimum performance rating requirements for teacher applicants are as follows:
● Internal applicants are required to have at least Very Satisfactory in the latest rating period covering one (1) year complete performance cycle. They must submit at least three (3) performance ratings:
○ The latest performance rating; and
○ At least two (2) other performance ratings which shall cover one (1) year complete performance cycle immediately preceding the rating period.
● External applicants and non-teacher applicants must have at least Very Satisfactory in the latest rating period covering one (1) year complete performance cycle. They are required to provide at least three (3) performance ratings:
○ At least one (1) covering two (2) complete performance cycle rating periods in the last three (3) immediately preceding rating periods for Teacher II; and
○ At least one (1) covering two (2) complete performance cycle rating periods in the last three (3) immediately preceding rating periods for Teacher III – VII, Master Teacher I-V, and SNET I-IV.
No performance rating is required for external applicants applying for entry-level positions.
4. How are performance points calculated?
The calculation of performance points depends on whether the applicant is internal or external.
For internal applicants, the points are calculated using the following formula:
Points(Performance) = (x / 5) * WA(Performance)
Where:
- x = Performance Rating reflected in the IPCR Form
- WA = Weight Allocation for Performance as reflected in the RPMS
- WA(Performance) = 30
For example, if an applicant has a performance rating of 4.356, the calculation would be as follows:
Points(Performance) = (4.356 / 5) * 30 = 26.136 points
For external applicants and other non-teacher applicants, a performance rating of at least Very Satisfactory in the latest rating period covering one (1) year complete performance cycle is required. The performance rating is equivalent to two (2) or four (4) performance ratings, respectively, for external applicants whose performance are measured quarterly or semi-annually. The rating must be supported with the RPMS (Table 4) equivalent to the adjective rating scale in the Results-Based Performance Management System (RPMS).
For external applicants whose performance are measured using other numerical or rating scales other than the five (5)-point rating scale of the RPMS, the HRMPSB shall transmute the performance rating to the corresponding points using a system that ensures reasonable transmutation.
Non-submission of performance rating/s for any reason that are not within the provisions of the CSC and DepEd issuances on the acceptance and processing of applications shall warrant zero (0) points for Performance criterion. No alternate existing rubrics shall be used.
Here is Table 4 which shows the midpoint value of the RPMS rating:
| RPMS Rating | Midpoint Value |
|---|---|
| Outstanding | 4.75 |
| Very Satisfactory | 3.995 |
| Satisfactory | 2.995 |
| Unsatisfactory | 1.995 |
| Poor | 0.7495 |
| Below Poor | 0 |
Don’t miss out on this opportunity to advance your teaching career! The Department of Education is committed to promoting the professional growth of teachers, and applications for higher teaching positions are now open. Take this chance to contribute your skills and expertise to the education sector. Gather all the necessary documents, including your performance ratings and relevant certifications, and submit your application today. Join a dynamic and supportive team dedicated to delivering quality education to all learners.
