Republika ng Pilipinas
Kagawaran ng Edukasyon
REHIYON V
SANGAY NG MGA PAARALAN NG LUNGSOD NAGA
12, s. 2023
Enclosure No. 1 to Division Memorandum No. ____
RECRUITMENT, SELECTION AND PLACEMENT (RSP)
POLICY OF SDO NAGA CITY
I.
RATIONALE
In conformity with the Merit Selection of the Department of Education
through DepEd Order No. 29, s. 2002 , 2017 Omnibus Rules on
Appointments and other Human Resource Actions (ORAOHRA) adopted
through CSC MC 14, s. 2018 and CSC Resolution No. 1800692, and
other related issuances, the SDO Human Resource Merit Promotion
Selection Board (HRMPSB) issues this internal guidelines to assist the
HRMPSB in screening applicants and appraisal of the requirements
based on the DepEd’ s policy guidelines on the selection and promotion
of teaching related-teaching and non-teaching personnel.
These internal policy do not intend to amend, modify or change the
guidelines set forth by the Department of Education, instead this will
facilitate and ensure that hiring, selection and promotion is in
accordance with the principle of quality, equality and efficiency after
having been deliberated through series of discussions, meetings,
agreements and approval of the Schools Division Superintendent.
II.
PURPOSE AND SCOPE OF THE GUIDELINES
Objectives:
a.
Establish a system that is characterized by strict
observance of the principles of merit, competence and fitness in
the selection of employees for appointment to positions in the
career and non-career service in the first and second level
positions.
b.
Create equal opportunities for employment to all who are
qualified to enter government service and for career advancement
in the DepEd, regardless of gender, civil status, disability, religion,
ethnicity or political affiliation.
c.
Implement uniform application of policies and rules
pertaining to recruitment selection and placement.
III.
DEFINITION OF TERMS
For the purpose of this Memorandum, the following terms are operationally
defined:
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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REHIYON V
SANGAY NG MGA PAARALAN NG LUNGSOD NAGA
1. Applicant. Aspirant of an available position published in the
notice of vacancy for teaching, teaching-related, or nonteaching positions.
2. Appointing Authority. It refers to the person authorized by
law to make appointments in the Civil Service. (Source: DO
29, s. 2002)
3. Background Investigation. It refers to the verification of an
applicant’s credentials, behavior, 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.
4. Career Service. It refers to positions in the civil service
characterized by: (1) entrance based on merit and fitness to
be determined as far as practicable by competitive
examination, or based on highly technical qualifications;(2)
opportunity for advancement to higher career positions; and
(3) security of tenure.
5. Candidate. An applicant who meets the basic qualification
standards of the published vacant position as evaluated by the
Human Resource Merit Promotion and Selection Board
(HRMPSB).
6. Comparative Assessment. It 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- a- vis the competencies required by the position
to be filled.
7. Comparative Assessment Result (CAR). It refers to the
report prepared by the HRMPSB that shall guide the
appointing officer/authority, in the exercise of sound
discretion, in selecting in so far 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.
8. Department. It refers to the Department of Education
(DepEd).
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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Republika ng Pilipinas
Kagawaran ng Edukasyon
REHIYON V
SANGAY NG MGA PAARALAN NG LUNGSOD NAGA
9. Discrimination. It is a situation wherein a qualified applicant
is not included in the selection lineup on account of gender,
civil status, pregnancy, disability, religion, ethnicity or
political affiliation.
10.
Documents. Evidences or proof submitted by the
applicants to support claims of points for the criteria in a
specific position applied for
11.
Exigency of Service. Refers to a situation where service
is urgently needed and where any delay in its execution and
delivery will adversely affect the outcome of the service to
clients and its effective and efficient delivery.
12.
Equal opportunity. It refers to the nondiscrimination
principle that allows any applicant within or outside DepEd to
apply for a position, irrespective age, sex, sexual orientation
and gender identity, civil status, disability religion, ethnicity, or
political beliefs.
13.
First Level Positions. It refers to positions that include
clerical, trades and crafts, and custodial service which involve
sub-professional work in a non-supervisory or supervisory
capacity.
14.
Fitness. It refers to the principle of ensuring tat the
competencies of an individual match with competency
requirements of a position.
15.
Grievance. It refers to a work-related discontentment or
dissatisfaction which had been expressed verbally or in writing
and which, in the aggrieved employee’s opinion has been
ignored or dropped without due consideration.
16.
Grievance Machinery. A system or method of
determining and finding the best way to address the specific
cause or causes of a grievance.
17.
HRMO. Refers to Human Resource Management Officer
18. HRMPSB. Refers to Human Resource Merit Promotion and
Selection Board, a constituted body which may also be referred
to as "The Board" to assist the appointing officer/authority in
the judicious and objective selection of candidates for
appointment in the agency in accordance with the approved
Agency Merit Selection Plan (MSP). (Source: CSC MC 24, s.
2018)
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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REHIYON V
SANGAY NG MGA PAARALAN NG LUNGSOD NAGA
19.
Internal Guidelines. Contextualized standards or
parameters deliberated on and agreed upon by the Human
Resource Merit, Promotions, and Selection Board (HRMPSB)
of the Schools Division Office to provide clarity to a specific
selection criterion needing discernment with the approval of
the Schools Division Superintendent.
20.
Job Requirements. These are requisites not limited to
the qualification standards of the position, but may include
skills, competencies, potentials, physical fitness and psychosocial attributes necessary for the successful performance of
the duties required of the position.
21.
Merit Selection Plan. It is a systematic plan of
selecting employees on the basis of their qualifications, fitness
and ability to perform the duties and assume the
responsibilities of the position being filled.
22.
New Items. These are new items/positions given to the
SDO by the Central Office as included in the General
Appropriations Act (GAA).
23.
Non-Career Service. These are positions expressly
declared by law to be in the non-career service, or those whose
entrance in the service is characterized by: (1) entrance on
bases other than those of the usual tests of merit and fitness
utilized for the career service, and (2) tenure which is limited
to a period specified by law, or which is coterminous with that
of the appointing authority or subject to his pleasure, or which
is limited to the duration of a particular project for which
purpose employment was made.
24.
Non-Teaching Position. This refers to a position whose
primary duties and responsibilities contribute to the delivery
of basic education services and achievement of agency
outcomes, but do not involve nor directly support the actual
conduct of teaching or delivery of instruction.
25.
Organizational Unit. This refers to a school, district,
or division level.
26.
Human Resource Action. It refers to any action
denoting the movement or progress of personnel in the civil
service such as original appointment, promotion, transfer,
reemployment,
reinstatement,
reappointment,
detail,
reassignment, and reclassification.
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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Republika ng Pilipinas
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REHIYON V
SANGAY NG MGA PAARALAN NG LUNGSOD NAGA
27.
Promotion. It refers to the advancement of an
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.
28.
Psycho-social Attributes. Refer to the characteristics
or traits of a person which involve both psychological and
social aspects. Psychological includes the way he/she
perceives things, ideas, beliefs and understanding and how
he/she acts and relates these things to others and in social
situations.
29.
Qualification Standard. It is a statement of the
minimum qualifications for a position which shall include
education, experience, training, civil service eligibility required
in the performance of the job.
30.
Registry of Qualified Applicants (RQA). It is a listing
of qualified and competent applicants for consideration to a
vacancy which includes, but not limited to, the comparative
information of their education, experience, training, civil
service eligibility, performance rating (if applicable), relevant
work accomplishments, physical fitness, psycho-social
attributes, personality traits and potential.
31.
Related-Teaching Position. This refers to a position
whose primary duties and responsibilities contribute to the
delivery of basic education services and achievement of agency
outcomes, through the provision of direct support to teaching
and the delivery of instruction, such as standard setting ,
policy and program formulation, research and sector
monitoring and evaluation.
32.
Relevant Experience. Work experience in the past that
is parallel to or has significant bearing to the existing vacancy
being applied for.
33.
School Head Position. This refers to School Principal
I-IV and Head Teacher I-III positions in the Elementary,
Secondary, and Technical-Vocational Schools.
34.
SDO. It refers to the Schools Division Office.
35.
Second Level Positions. Include professional,
technical, and scientific positions which involve professional,
technical, and scientific work in a non-supervisory or
supervisory capacity up to Division Chief level or its
equivalent.
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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Republika ng Pilipinas
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REHIYON V
SANGAY NG MGA PAARALAN NG LUNGSOD NAGA
36.
Selection. It is the systematic method of evaluating the
merit and fitness of a person on the basis of qualifications and
ability to perform the duties and responsibilities of a position.
37.
HRDS. Refers to Human Resource and Development
Section
38.
Superior Qualifications – shall mean outstanding
relevant work accomplishments, educational attainment and
training appropriate for the position to be filled. It shall
include demonstration of exceptional job mastery and
potential in major areas of responsibilities.
39.
System of Ranking Positions. It is the hierarchical
arrangement of positions from highest to lowest, which shall
be a guide in determining which position is next-in-rank,
taking into consideration the following:
1. organizational structure;
2. salary grade allocation;
3. classification and functional relationships of positions;
and
4. geographical location
40.
Teacher Need. The identified number of teachers in a
school based on DepEd teacher-ratio standard as a result of
Teacher Needs Analysis.
41.
Teaching Position. This 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 learning centers.
42.
Technical Report. Summary (or abstract) that includes
a brief overview of the completed project, outcomes and
recommendations. Refer to Division Memorandum No. 166, s.
2020 for the template.
43.
Transfer. Under Section 11 (c), Rule IV of the Omnibus
Rules on Appointments and Other Human Resource Actions,
transfer is defined as the movement of employee from one
position to another which is of equivalent rank, level or salary
without gap in the service involving the issuance of an
appointment.
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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Republika ng Pilipinas
Kagawaran ng Edukasyon
REHIYON V
SANGAY NG MGA PAARALAN NG LUNGSOD NAGA
44.
Vacancy. An item that is officially published as vacant as
a result of promotion, transfer, retirement, death.
IV.
POLICY STATEMENT
It is the policy of the Department of Education, Division of Naga City, that
the Recruitment, Selection and Placement of its employees shall be
anchored on the principles of merit, competence, fitness, accountability,
transparency and equal opportunity to ensure that SDO Naga hires and
retains the right people for the right job at the right time.
1.Selection of employees may be from any of the following subject to the
existing provisions of ORAOHRA:
1. Natural Vacancy
2. Promotion
3. Reclassification of Position
2. When a position in the first, or second level becomes vacant, applicants for
appointment who are competent, qualified and possess appropriate civil
service eligibility shall be considered for permanent appointment.
3. Vacant positions marked for filling up shall be published in accordance
with Republic Act 7041 (Publication Law). The published vacant positions
shall be posted in at least three (3) conspicuous places in the DepEd Office
concerned for at least 10 (ten) calendar days. Other appropriate modes of
publication shall be considered.
4. Filling up of vacant positions shall be made after ten (10) calendar days
from publication.
5. The publication of a particular vacant position shall be valid until filled up
but not to extend beyond nine (9) months reckoned from the date the
vacant position was published.
6. Vacant positions which are not filled up within nine (9) months should be
republished.
7. The following positions are exempt from the publication requirement:
7.1 Primarily confidential positions;
7.2 Positions which are policy determining;
7.3 Highly technical positions;
7.4 Coterminous positions;
7.5 Contractual, Casual and Job Order positions;
7.6 Positions to be filled by existing regular employees in the
Department in case of reorganization
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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7.7 Reappointment (change of status to permanent)
7.8 Reclassification/Upgrading
8. A Human Resource Management Personnel Selection Board (HRMPSB) for
first and second level positions shall be established. It shall be governed
by the principles of fairness and impartiality in the assessment of
candidates for appointment.
9. All candidates for appointment to first and second level positions shall be
screened by the HRMPSB.
10. The HRMPSB members, including alternate representatives for first and
second
level
positions,
shall
undergo
orientation
on
the
selection/promotion process and CSC policies on appointments.
11. Appointments to the following positions shall no longer be screened by the
HRMPSB:
11.1 Appointment to jobber/casual positions;
11.2 Appointment to personal and primarily confidential positions;
11.3 Renewal of appointment issued to the provisional personnel.
11.4 Appointments issued due to Upgrading of Position (ERF)
11.5 Substitute position
12. The HRMPSB may employ innovative schemes on the conduct of
background investigation to determine the best and most qualified among
the shortlisted candidates.
13. The appointing authority shall assess the merits of the HRMPSB’s
recommendation for appointment and in the exercise of sound discretion,
select, insofar as practicable, from among the top five ranking applicants
deemed most qualified for appointment to the vacant position.
14. The appointing authority may appoint an applicant who is not next-inrank but possesses superior qualification and competence and has
undergone the selection process.
15. The comparative competence and qualifications of candidates for
appointment shall be determined on the basis of performance, experience,
outstanding accomplishments, education, training, potential, psychosocial attributes and personality traits.
16. An employee may be promoted or transferred to a position which is not
more than three (3) salary or job grades higher than the employee’s present
position except in very meritorious cases, and when it falls within the
purview of the exceptions provided in Section No. 97 to 101 of the ORAOHRA and CSC MC No. 18, s. 2016 titled Policy Guidelines on the ThreeSalary Grade Limitation on Promotion.
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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If promoted, the effectivity date of the promotional appointment shall be
on the date of the approval of the appointment by the approving authority.
17. An employee who is on local or foreign scholarship or training grant; on
authorized leave with pay for not more than one hundred five days or on
detail may be considered for promotion.
For this purpose, performance rating to be considered shall be the rating
immediately prior to the scholarship/training grant /authorized
leave/detail/secondment.
If promoted, the effectivity date of the promotional appointment shall be
on the assumption to duty. For those on scholarship or training grant or
authorized leave, effectivity shall be after said scholarship/training grant
/authorized leave/detail/secondment.
18. Promotion within six (6) months prior to compulsory retirement shall not
be allowed except as otherwise provided by law.
19. A notice announcing the appointment of an employee shall be posted for
at least fifteen (15) calendar days in three (3) conspicuous places in the
DepEd Office a day after the issuance of the appointment. The Notice of
Approved Appointment will also be posted in DepEd Naga Website or in HR
FB page.
20. The approved MSP of the Department of Education (DepED) shall be used
as one of the bases for the expeditious approval of appointments, for
attestation to take final action on appointments.
V.
COMPOSITION OF THE HUMAN RESOURCE MERIT PROMOTION AND
SELECTION BOARD (HRMPSB)
In order to institutionalize empowerment and ensure transparency in the
selection process, the Selection Committees shall be constituted as follows:
For first and second level positions:
1. As Chairperson: The Assistant Schools Division Superintendent
(ASDS);
2. Division Chief (SGOD or CID)
3. Head of unit or his or her alternate where the vacancy exist;
4. Administrative Officer V or his/ her alternate
5. The Human Resource Management Officer or his/her alternate ; and
6. Representative of accredited employees association
a. First level: To be appointed by NEU Chapter President or
alternate
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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b. Second level Teaching Positions: – Act
Non-teaching positions:- NEU President or alternate
The first level representative shall participate during the screening of
candidates for vacancies in the first level; the second level representative
shall participate in the screening of candidates for vacancies in the second
level. Both first and second level representatives shall serve for a period of
two (2) years. For continuity of operation, the accredited employee
association may designate an alternate.
A sub-committee may be designated by the Schools Division
Superintendent in coordination with the HRMO and HRMPSB to assist in
the receipt of applications, initial evaluation, and comparative assessment
of applicants.
School Ranking is subject to review of the Division HRMPSB
A. SCHOOL HEADS
1. Principal/ Assistant Principal/ Head Teacher/ Teacher-In-Charge
HRMPSB
Chairman
School Heads
Assistant Schools Division Superintendent
CID Chief or SGOD Chief
Administrative Officer V
Members
Administrative Officer IV-HRMO
NAPPSHI President/PESPA President
Chapter President of ACT
2. Department Heads (Secondary – JHS)
HRMPSB
Chairman
Department Heads
Assistant Schools Division Superintendent
Administrative Officer V
Members
Administrative Officer IV-HRMO
School Head where vacancies exist
Act Chapter President
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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B. TEACHING POSITIONS
1. Master Teacher
HRMPSB
Master Teacher
Chairman
Assistant Schools Division Superintendent
CID Chief or his/her representative
Public Schools District Supervisor
Members
Administrative Officer IV-HRMO
President of the Teachers Association
2. Teacher II & III (Elementary)
a. Central elementary schools and non-central elementary schools
HRMPSB
Teacher II and III
Chairman
Members
Principal/ School Head
Four (4) members from among the Grade Level
Chairpersons
b. Elementary schools with no school head
The SDS shall identify the committee of five (5) to take care of
the entire group of schools of this type. Contiguous to proximate
schools shall be clustered to complete the group of five.
3. Teacher II & III (Secondary – JHS & SHS)
a. Secondary schools with existing department heads
HRMPSB
Chairman
Teacher II and III
Principal/School Head
Department Head where the vacancy exists
Members
Administrative Officer
President of Teacher’s Association
b. Secondary schools with no existing department head
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
Page
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The school head shall designate the members of the committee from
among the faculty on the basis of qualification and demonstrated
creditable competence.
4. Teacher I (Elementary, Junior High School, Senior High School)
HRMPSB
Chairman
Members
Teacher I
Assistant Schools Division Superintendent
Education Program Supervisors/ Specialists/Public
Schools District Supervisors
Division Chapter President of the Philippine
Elementary Schools Principal Association (PESPA)
Division Chapter President of the National Association
of Public Secondary School Heads, Inc. (NAPSSHI) or
the National Association of Secondary Schools of the
Philippines (NASSHPHIL)
Division Level President of the Parent-Teacher
Association (FTA)
Authorized representative of an accredited teachers’
union, as evidence by the Certificate of Accreditation
issued by Civil Service Commission (CSC)
In the evaluation of SPED elementary applicants, the SPED Division
Coordinator shall be part of the Committee.
For MG schools, the Division MG Coordinator shall be part of the
Committee.
C. RELATED-TEACHING POSITIONS
Public Schools District Supervisor/ Education Program Supervisor/
Senior Education Program Specialist/ Education Program Specialist/
Guidance Counselor
HRMPSB
Chairperson
Teaching-Related Positions
Assistant Schools Division Superintendent
CID Chief/ SGOD Chief
Members
Administrative Officer V
Administrative Officer IV-HRMO
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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President of the Division DepEd Teachers
Employees’ Union/ Non-Teaching Association/
Faculty Association, as the case may be
D. NON-TEACHING POSITIONS
HRMPSB
Chairperson
Level 1 & 2 Positions
Assistant Schools Division Superintendent
Head of Unit where vacancy exist
Administrative Officer V
Members
Administrative Officer IV-HRMO
Representative of 1st Level Non-Teaching
Association/ Representative of 2nd Level NonTeaching Association
VI.
FUNCTIONS AND RESPONSIBILITIES OF HRMPSB
1. The Human Resource Management Officer (HRMO) shall have the
following functions and responsibilities:
1.1 Disseminate copies of the DepEd MSP and its annexes to all agency
personnel after approval thereof by the Civil Service Commission.
An orientation shall also be conducted by the HRD Unit within six
(6) months upon approval of the MSP. This orientation is meant to
ensure awareness and understanding of the Plan. A report on the
same shall be submitted to the Civil Service Field Office concerned
for record purposes;
1.2 Develop a System of Ranking Positions which will be submitted for
approval of the appointing authority, copy furnished the Civil
Service Commission Field Office for reference purposes;
1.3 Publish and post vacant positions as required under RA 7041;
1.4 Accept the submitted applications of all applicants
1.5 Prepare list of applicants for the vacant position either from within
or outside of the DepEd office, including qualified next-in-rank
employees within fifteen (15) days from completion of the
preliminary evaluation;
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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1.6 Recommend to the Schools Division Superintendent
designation of sub-committee/s as deemed necessary
the
1.7 Orient the designated sub-committee of their specific duties and
responsibilities
1.8 Conduct preliminary evaluation of
candidates;
the
qualification of all
1.9 Notify all applicants of the outcome of the preliminary evaluation
1.10 Submit list of qualified applicants to the HRMPSB for
deliberation en banc.
1.11 Facilitate and participate in the conduct of the selection activity
as member of the HRMPSB
1.12 Answer queries and/or complaints pertaining to the submission
of documents and initial evaluation
2. The Human Resource Merit Promotion and Selection Board (HRMPSB)
for 1st and 2nd level shall have the following functions and
responsibilities:
2.1 Orient officials and employees pertaining to policies relative to
personnel actions, including gender development dimensions of
the MSP/MPP;
2.2 Ensure that there will be no discrimination in the selection of
employees on account of a sex and gender, age, civil status,
physical characteristics and attributes, religion, belief, creed,
race, family background, political affiliation, socio-economic
standing, or other insignificant attributes;
2.3 Set internal rules and agree on the regular schedule of meetings
to facilitate completion of the assessment process;
2.4 Adopt a formal screening procedure and formulate criteria for
the evaluation of candidates for appointment, taking into
consideration the following:
a. Reasonable and valid standards and methods of evaluating the
competence and qualifications of all applicants competing for a
particular position.
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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b. Criteria for evaluation of qualifications of applicants for
appointment must suit the job requirements of the position.
2.5 Disseminate screening procedure and criteria for selection to all
DepEd officials, employees and interested applicants. Any
modification of the procedure and criteria for selection shall,
likewise, be properly disseminated
2.6 Prepare a systematic assessment of the competence and
qualifications of candidates for appointment;
2.7 Evaluate and deliberate en banc the documents submitted based
on criteria for specific position, and assess the competence of
candidates;
2.8 Maintain fairness and impartiality in the assessment of
candidates. Towards this end, the HRMPSB may employ the
assistance of external or independent resource persons and may
initiate innovative schemes in determining the best and most
qualified candidate;
2.9 Maintain records of deliberations which must be made
accessible to the parties in interest upon written request for
inspection and audit by CSC, through the HRMPSB Secretariat;
2.10 Submit the list of candidates recommended for appointment
from which the appointing authority shall choose the applicant
to be appointed;
2.11 Be primarily responsible for the judicious and objective
selection of candidates for appointment in the agency in
accordance with the approved Agency MSP;
3. The Appointing Authority shall have the following functions and
responsibilities:
3.1 Create HRMPSB and see to it that each member undergoes
orientation on the selection/promotion process and CSC policies on
appointments;
3.2 Assess the merits of the HRMPSB’s recommendation for
appointment and in the exercise of sound discretion, select insofar
as practicable, from among the following:
a. top five ranking applicants deemed most qualified to the
vacant position; and
HRMO_RSP_2022
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Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
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b. applicants who have undergone deep selection and found
to possess superior qualifications and competence.
VII.
PROCEDURE
ACTIVITY
A. Publication
of Vacant
Positions
TASKS
1. The HRMO shall prepare the list of vacant positions and
submit it in electronic and printed copies to CSC Field Office
for posting in the CSC Bulletin of Vacant Positions and
through other modes of publication pursuant to RA 7041.
2. The publication shall bear the important information: item
number, experience, training and eligibility list of
requirements and corresponding documents as MOVs
needed for assessment, deadline of submission, and
adherence to the Equal Employment Opportunity Principle
(EEOP).
3. The HRMO shall announce call for application and ranking
for every vacant position to be filled by posting in at least
three (3) conspicuous places in the SDO Office and in the
DepEd Naga website and in other social media outlet for a
period of at least 10 calendar days as provided in the ORAOHRA.
B. Receipt of
Application
with
supporting
documents
1. Application letter together with supporting complete
documents shall be stamped received by the Records Section
(Receiving Section) reflecting the date and time of receipt;
only applications received within the deadline shall be
considered.
2. Additional documentary proofs may still be submitted after
the deadline, if called for further verification of the
documents.
HRMO_RSP_2022
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ACTIVITY
C. Conduct of
Preliminary
Evaluation to
come up with
the List of
Candidates
TASKS
1. The HRMO shall conduct preliminary evaluation of the
qualifications of the applicant’s vis-a-vis the approved
Qualification Standards (QS) of the published positions to
come up with the List of Candidates.
2. All applicants shall be notified by the HRMO on the result of
the preliminary evaluation within five ( 5) days after the
deadline of submission of the application.
3. The final list of qualified applicants listed alphabetically
shall be presented by the HRMO to the HRMPSB.
4. The List of Candidates shall be posted at the 3
conspicuous places for information, comment of
candidates, and compliance of basic requirements that
needs verification.
D. Validity of
documents
1. Only documents earned after the issuance of the latest
appointment shall be considered for purposes of promotion
except for eligibility, education and experience.
2. To ensure validity and authenticity of documents, the
applicant shall submit original and duly notarized
Omnibus Certification. The HRMPSB shall validate the
submitted documents with the original copies if needed or
may resort to further validation with the issuing office.
Submission of fraudulent documents as evidenced by
tampering and discrepancies shall be ground for
disqualification.
HRMO_RSP_2022
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ACTIVITY
E. Assessment
of documents
by the
Human
Resource
Merit
Promotion
and Selection
Board
(HRMPSB)
TASKS
1. The HRMPSB shall start the assessment of qualified
applicants after the posting of qualified applicants.
2. The HRMPSB Chairperson may require a HRMPSB member
in writing to inhibit from Board deliberations when the said
member is related to any candidate up to the 4 th degree of
consanguinity/affinity. In the event that the chairperson
shall inhibit himself, the SDS shall designate an interim
Chairperson for the said position only.
3. The board shall meet as scheduled or as the need arises.
4. All HRMPSB members shall observe confidentiality of the
deliberations during the assessment.
5. Each member shall participate actively during deliberations.
All the observations, objections, and confirmations shall be
reflected in the minutes of meetings to be signed by all who
participated in the deliberations.
6. For the purpose of transparency, the HRMPSB Secretariat
shall immediately gather and digitally show the score per
criterion in real time the initial result of assessment of
documents.
F. Interview,
Written and
Skills Test of
Applicants
1. The HRMPSB shall conduct further assessment such as
written examination, skills test, and interview of the
qualified candidates. The written examination and/or skills
test shall be prepared and evaluated by HRMPSB or if
necessary, to be assisted by an expert in the required skill
on the same day of the interview. The interview shall be
conducted by the Board en banc provided that majority of
the members and the Chairperson or designated alternate
are present.
2. Any applicant who fails to appear during the scheduled
examination, interview and skills test is deemed to have
waived his or her chance except for reasons considered valid
by the Board, provided that before the scheduled date of
interview, the applicant informs the Board in writing the
reason of his/her failure to attend the interview for
consideration by the HRMPSB.
HRMO_RSP_2022
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ACTIVITY
TASKS
3. The examination, interview and skills test shall be scheduled
within five (5) working days. The HRMPSB may also resort to
alternative means of conducting interview such as but not
limited to online or phone interview.
4. Skills test shall be conducted for positions or vacancies that
require such.
5. The HRMPSB may partner with DepEd SPED Centers, or any
External partner duly accredited for the assessment of
applicants with disabilities/ special needs.
6. The HRMPSB shall ensure the provision of an assessment
room that is easily accessible to applicants with physical
disabilities.
G. Preparation
and Approval
of CAR and
RQA
1. The HRMPSB shall sign the Comparative Assessment
Results (CAR) and Registry of Qualified Applicants (RQA) for
submission and approval of the Appointing Authority.
2. The RQA shall be posted upon approval of the Appointing
Authority in the 3 conspicuous places within the Division
Office.
1. The HRMPSB shall conduct Background Investigation, if
H. Conduct of
deemed necessary, on the shortlisted candidates from their
Background
previous employment or schools for any administrative
Investigation
charges or convictions and to validate their work behavior,
(BI) and
aptitude, and skills using standard tool as reference for
submission to
appointment.
Schools
Division
2. The candidate's identified character references and other
Superintenden
persons may be interviewed personally or through any
t
available media of communication.
3. The Chairperson of HRMPSB shall submit the results of
Background Investigation to the Schools Division
Superintendent.
All of these activities should be completed within a period of 60 calendar
days.
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
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VIII.
BASIC REQUIREMENTS
A. All
1.
2.
3.
4.
Positions
Omnibus Certification, original and notarized
Application letter stating the POSITION APPLIED FOR
CS Form 212 (Revised 2017) with passport size picture
Certificate of Eligibility (Board Rating)/ Latest PRC Certificate of
Good Standing/ Photocopy of valid PRC License or proof of request
for renewal, if expired
5. Transcript of Records
6. Copy of latest approved appointment/ updated Service Record/
Certificate of Employment/ Certification of Designations by PSDS
and five (5) conforming school heads as experience relevant to the
position applied for (with inclusive dates specified)
7. Certificate of training relevant to the position applied for
B. Additional Requirement for Principal I Position
• Certification/ document for Passing NQEP/ NQESH
C.
•
IX.
Additional Requirement for Senior High School TVL Applicant
Valid TESDA National Certificate II (NC II)
CRITERIA FOR EVALUATION
This section provides the criteria for evaluating school heads, teaching and
related teaching, and non-teaching applicants. It also sets guidelines,
illustrative examples, corresponding points, and required documentary
evidences per criterion.
Documents submitted other than the required documentary evidences are
subject to the final appreciation and discretion of the HRMPSB.
Section 1. Performance Rating
Performance rating is a basic requirement for promotion, designation,
appointment and/or transfer.
Guidelines:
a. The three (3) recent performance ratings of the candidate prior to
screening should be at least Very Satisfactory duly signed by the
authorized officials. The sum of the rating/s submitted shall be
divided by 3. The average of the numerical ratings is multiplied by
35% for teaching, other teaching-related, and non-teaching (level
HRMO_RSP_2022
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1) positions, and 30% for non-teaching (level 2). While for school
heads, the calibration as illustrated shall be adopted.
b. If the applicant submitted less than three (3) Performance Ratings,
the sum of the rating/s shall be divided by 3 following the same
computation stated above.
c. In cases where the applicants are coming from other sectors where
the system/format of Performance Rating are different from the
DepEd, the HRMPSB can do the appropriate transmutation.
Illustrative Example:
School Heads
(30 Points)
1st PR – 4.89
2nd PR – 4.91
3rd PR – 4.80
Average: 4.87
Corresponding
Points
4.70 – 5.00 = 30
4.35 – 4.69 = 25
4.00 – 4.34 = 20
3.65 – 3.99 = 15
3.30 – 3.64 = 10
0 – 3.29 = 5
Teaching &
Other
TeachingRelated
(35 Points)
Non-Teaching
Level 1
(35 Points)
Non-Teaching
Level 2
(30 Points)
1st PR – 4.89
2nd PR – 4.91
3rd PR – 4.80
1st PR – 4.89
2nd PR – 4.91
3rd PR – 4.80
1st PR – 4.89
2nd PR – 4.91
3rd PR – 4.80
Average: 4.87
Average: 4.87
4.87/5*100*35% 4.87/5*100*35%
= 34.09
= 34.09
Average: 4.87
4.87/5*100*30%
= 29.22
d. Performance Rating for a Minimum period of 3 months continuous
service may be considered.
e. In the case of applicants who come from other agencies other than
DepEd where their Performance/ Appraisal Rating Sheet signed
by HRMO/ Manager /Authorized person is adjectival, the
midpoint of the DepEd numerical equivalent rating scale shall be
used as reference.
f. For employees who are on-study leave, the Performance Rating
prior to the study leave/scholarship shall be used.
g. Performance Rating will be honored only if a Certificate of
Employment or Service Record is also submitted.
HRMO_RSP_2022
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Documentary Evidence:
• Certification of Performance Rating/s signed by authorized
official or copy of approved Performance Rating/s
Section 2. Experience
a. Experience refers to the previous jobs in either the government or
private sector, whether full-time or part-time, which, as certified
by the HRMO or authorized officials of the previous employer, are
functionally related to the duties in the Position Description Form
of the position to be filled (Sec.56-ORA-OHRA).
b. Relevant experience acquired through a Job Order or Contract of
Service covered by a contract or a Memorandum of Agreement may
be considered for meeting the experience requirement (Sec. 57ORA-OHRA).
c. Relevant experience acquired through volunteer work, on full time
basis, as certified by the HRMO or authorized officials may be
considered for meeting the experience requirement (Sec. 58ORAOHM).
d. Experience in the first level positions may be considered for
meeting the experience requirement of second level positions when
acquired in the same occupational group or functionally related
positions (Sec. 59- ORA-OHRA).
e. Relevant experience acquired through a designation covered by an
Office or Memo/Assignment Order may be considered for meeting
the experience requirement (Sec. 60-ORA-OHRA).
f. A designation with a cumulative of at least one (1) month as
Teacher-In-Charge/Officer-In-Charge shall be considered. Duties
and functions shall be clearly stipulated in the designation order
signed by the authorized officials.
g. Experience must be relevant to the duties and functions required
of the position to be filled, with every year given a point but not to
exceed five (5) or ten (10) points depending on the position level
the applicant is applying for. Every month of service in excess of
1 year shall be given corresponding point.
Illustrative Example:
HRMO_RSP_2022
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School Heads
(10 Points)
1 yr. & 5 months
1 5/12 = 1.4
point
4 yrs. & 9 mos.
4 9/12=4.8
points
Teaching &
Other
TeachingRelated
(5 Points)
1 yr. & 6 mos.
1 6/12 = 1.5
point
5 yrs. & 10
mos.
5 10/12 -5.8
points
Non-Teaching
Level 1
(5 Points)
Non-Teaching
Level 2
(10 Points)
2 yrs. & 7 mos.
2 7/12 = 2.6
points
4 yrs. & 11 mos.
4 11/12 = 4.9
points
3 yrs. & 8 mos.
3 8/12 =3.7points
9 yrs. & 11 mos.
9 11/12 = 9.9 points
h. Related experience rendered in the private and other public
institutions shall be considered if supported by official
designation/appointment or is indicated in the service records duly
signed/certified by the personnel officer or the head of the agency.
i. For candidates applying for Principal I positions, a Head Teacher;
or
any
Teacher
designated
by
the
Schools
Division
Superintendent/School
Director/President/School
Campus
Executive Officer as Teacher-In-Charge/Officer-In-Charge of a school,
relevant experience shall be credited.
j. The experience of an Assistant School Principal position and Master
Teacher is considered a relevant experience for Principal position.
Documentary Evidences:
a. Copy of latest approved appointment
b. Updated Service Record/ Certificate of Employment
c. Designation signed by SDS/ Assignment Order issued by the
HRMO with Certificate of First Day and Duration of Service issued
by the immediate head
d. Certification of Designations signed by the PSDS and five (5)
conforming school heads as experience relevant to the position
applied for (with inclusive dates specified)
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Section 3: Outstanding Accomplishments
a. Outstanding Employee Award
i. The award should be a product of an institutionalized search and
conducted by the School, District, Division or Regional PRAISE
committee or any local, national or international awards given by
reputable institutions/award giving bodies like CSC, Metrobank
Foundation, and other legitimate award-giving bodies. The employee
award is granted to an individual or individuals who excelled among
peers in a functional group, position or profession. For internal
award- giving body, i.e., DepEd, it should be conducted annually.
(Source: DepEd Order No. 9, s. 2002).
Awardee in the school
1.0
Teaching
& Other
TeachingRelated
(4 Points)
0.5
Nomination in the division /
awardee in the district
Nomination in the region /
awardee in the division
Nomination
in
the
Department
or national/
awardee in the region
National/International
awardee
2.0
1.0
0.25
1.0
3.0
2.0
0.5
2.0
4.0
3.0
0.75
3.0
5.0
4.0
1.0
4.0
Category/Level
School
Heads
(5
Points)
NonNon.
Teaching
Teaching
Level 2
Level 1
(4
(1 Point)
Points)
0.15
0.5
ii. Only the 1st place in the highest category/level will be awarded points
except for CSC Group Awards and Brigada Eskwela
iii. Awards that are related to Scouting (e.g., Scout awards) are
considered:
Award
Service Award for Unit Leaders
(Maximum of 1.5 points)
Merit Award for Unit Leaders
(Maximum of 1.75 points)
USA Award (Maximum of 2.00 points)
Tamaraw Award (Maximum of 2.00
points)
Bronze
Points
Silver
Gold
0.25
0.50
0.75
0.25
0.50
1.00
0.25
0.75
1.00
0.50
0.75
1.00
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iv. Special awards such as Plaques/Certificates of Recognition given by
the BSP Awards Committee to particular individuals at the council,
regional and national levels shall be credited as follows:
Council
- 0.50 points
Regional
- 0.75 points
National
- 1.25 points
(Source: DECS Order No. 99, ss. 1999)
v. Qualification, Achievement and Awards given by the GSP
Qualification, Achievement and Awards given by the GSP
(DECS Order No. 10, s. 1990)
Points
I. Achievements
A. Camp Management Scheme or Training Scheme
Asia Pacific Training Pool Member
GSP National Training Pool Member
Camper's License or Trainer's Diploma
Camper's Permit or Trainer's Credentials
Star Holiday Permit Quartermaster or Specialist Trainer's
Certificate
Campcraft Certificate
B. Outstanding Accomplishment
Outstanding Troop leader
Asia Pacific Leader's Qualification Certificate
1.50
1.25
1.00
0.75
0.50
0.25
1.50
1.00
Il. National Awards
A. Troop Leader's /Committee Member's/Other Adults
Gold/Gold Service Award
1.25
Silver/Silver Service Award
0.75
Bronze/Bronze Service Award
0.50
Jade, Coral, Rub and other Gems Award
0.25
Ill. Special Awards such as Plaques of Recognition given by the
Council/Regional/National awards Committee shall be credited a
maximum of the (2) points as follows:
National
1.25
Regional
0.75
Council
0.50
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vi. In the event that an applicant will present awards from both sources
(DepEd Order No. 9, s. 2002 and DECS Order 99, s. 1999/DECS Order
No. 10, s. 1990) consider only the higher points.
vii. CSC awards given to an applicant shall be applicable in any position
being applied for.
viii. For Group awards, same award points shall be credited to each
member. (CSC Group category awards and Best Brigada Eskwela
Implementer per DepEd Memorandum No. 36, s. 2019)
Documentary Evidences:
a. Issuance/a document showing that a search was conducted;
b. Memorandum where the name of the applicant is indicated as awardee;
or
c. Plaque or Certificate of Award issued by DepEd or agency that
partnered with DepEd
b.
Innovation
i. Innovation is a demonstration of creativity, initiative and
innovativeness through the development of new or superior work
procedures, methods, inventions and devices (Source: DepEd Order
No. 54, s. 1993).
ii. Innovation based on Division Memorandum No. 166, s. 2020 should
be properly documented, approved by immediate chief and attested
by authorized division official.
iii. For teaching and teaching-related positions, innovation shall focus on
the improvement of learning outcomes and other curriculum related
programs, activities and projects.
iv. For non-teaching personnel, innovation shall focus on organizational
efficiency, work procedures, leadership, educational support,
partnership and community involvement.
Documentary Evidences for Innovation should meet any of the following:
i. If conceptualized:
1) Project proposal duly approved by the ASDS/ SDS
ii. If started the implementation:
1) Project proposal duly approved by the ASDS/ SDS
2) Certification signed by the immediate superior that the
applicant has started the implementation
iii. If fully implemented in the school:
1) Project proposal duly approved by the ASDS/ SDS
2) Project technical report signed by the ASDS/ SDS
HRMO_RSP_2022
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3) Certification signed by school head that innovation was fully
implemented in the school
iv. If adopted in the district/ division:
1) Project proposal duly approved by the ASDS/ SDS
2) Project technical report signed the ASDS/ SDS
3) Approved letter request for adoption of the innovation signed
by district supervisors for district level/ ASDS for division
level
4) For district level, certification signed by at least majority of
the school heads that their schools adopted the innovation
in addition to the school of the proponent
For division level, certification signed by ASDS/SDS that the
innovation was adopted at the division level
Category/Level
Conceptualized
Started the implementation
Fully implemented in the
school
Adopted in the district
Adopted in the division
1.0
2.0
3.0
Teaching &
Other
TeachingRelated
(4 Points)
1
2
3
4.0
5.0
3.5
4.0
School
Heads
(5
Points)
Non.
Teaching
Level 1
(1 Point)
NonTeaching
Level 2
(4 Points)
0.15
0.25
0.50
1
2
3
0.75
1.0
3.5
4.0
c. Research and Development Projects
i. An action or basic research must be approved by the Assistant Schools
Division Superintendent thru channels for DepEd applicants.
ii. For non-DepEd applicants, research/es conducted must follow basic
research standard and duly approved by the head of office. (Source:
DepEd Order No. 16, s. 2017)
iii. The points for research done by a team shall be divided equally among
the team members even if the other members are not vying for
promotion.
iv. Points shall be given for any development projects which include but
not limited to establishment of new schools, conversion, and
separation of annex from the mother school.
HRMO_RSP_2022
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Documentary Evidences:
i. Research
1) Research Proposal duly approved by the ASDS/ Head of Office
2) Completion Report verified by the ASDS/ Head of Office
Category/Level
for Research
Action research
conducted in the school
level
Action research
conducted in the district
level
Action research
conducted in the
division level
School
Heads
(10
Points)
Teaching
& Other
TeachingRelated
(4 Points)
Non.
Teaching
Level 1
(1 Point)
NonTeaching
Level 2
(4 Points)
4.00
2.00
0.25
2.00
7.00
3.00
0.50
3.00
10.00
4.00
1.00
4.00
ii. Development Projects
1) Feasibility Study duly approved by the ASDS/ Head of Office
2) Certificate of approval from the Regional Office
3) Certification from the head of agency or his/her representative that
the applicant initiated and worked for the establishment of new
schools, conversion, and separation of annex from mother school.
Development Projects
Development
completed
project/s
School
Heads
(10
Points)
10.00
Teaching &
Other
TeachingRelated
(4 Points)
4.00
Non.
Teaching
Level 1
(1 Point)
NonTeaching
Level 2
(4 Points)
1.00
4.00
d. Publication/Authorship
i. Book
• Sole authorship and co-authorship of a book, workbook, textbook
and module.
Documentary Evidences:
1) Books must have been published with ISBN/ISSN by a recognized
publishing company.
2) Copy of published book/s
HRMO_RSP_2022
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ii. DepEd Materials
• Authorship of DepEd developed and produced materials shall
included when supporting documents are provided
• Central/Region/Division initiated curriculum materials such
LAS/SLM/SLP
• 2.0 points shall be given for original writer, and 1.5 points
editor/ validator/ writer of contextualized instructional
curriculum material/ layout artist/ illustrator
be
as
for
or
Documentary Evidences:
1) Memorandum where name of candidate is included as original
writer/ editor/ validator/ writer of contextualized instructional or
curriculum material/ layout artist/ illustrator
2) Certificate as original writer/ editor/ validator/ writer of
contextualized instructional or curriculum material/ layout artist/
illustrator signed by the head of the agency or his/her authorized
representative
3) Final copy of the material/s as published
iii. Articles
• Should have been published in newspapers/ magazines/journals of
wide circulation at least within a province/city or official websites.
Articles must have a minimum of 1000 words and must be
educational in nature for teaching and teaching-related positions.
Articles for non-teaching positions must have at least 500 words
and must be related to current position or position being applied to.
Online publication of articles shall be in an official website of DepEd
division/region/central office for DepEd applicants, and reputable
educational website for non-DepEd applicants.
Documentary Evidences:
1) Copy of the journal/ newspaper/ magazine of wide circulation
where the article was published.
2) For online publication, provide the screenshot of the published
article and the Uniform Resource Locator (URL) in the website for
validation.
HRMO_RSP_2022
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Category/Level
Articles
published
in
a
journal/newspaper/magazine
of wide circulation
Co-authorship of a book
(authors shall be given equal
points)
Sole authorship of a book
NonTeaching
Level 1
(1 Point)
Non-Teaching
Level 2
(4 Points)
2.0
(2 points per
article but not
to exceed 4
points)
Teaching &
Other
TeachingRelated
(4 Points)
1.0
(1 point per
article but not
to exceed 4
points)
0.25
(0.25 points
per article but
not to exceed
1 point)
1.0
(1 point per
article but not
to exceed 4
points)
4.0
4.0
1.0
4.0
5.0
4.0
1.0
4.0
School Heads
(5 Points)
e. Consultant/Resource Speaker in Trainings/ Seminars/ Workshops/
Symposia
i. Certificate/ certification as resource speaker/ consultant signed by the
following:
1) For DepEd initiated trainings/ workshops/ symposia:
• District level - PSDS
• Division level - SDS or his/her Authorized Representative
• Regional level - RD or his/her Authorized Representative
• National level - DepEd Central office authorized official.
2) For non-DepEd initiated trainings/ workshops/ symposia, the
signatories are the proponents, sponsoring agency, director of
training or any authorized official.
School
Heads
(5 Points)
Teaching &
Other TeachingRelated
(4 Points)
Non.
Teaching
Level 1
(1 Point)
District level
Division level
1.0
2.0
0.5
1.0
0.15
0.25
NonTeaching
Level 2
(4
Points)
0.5
1.0
Regional level
National level
International level
3.0
4.0
5.0
2.0
3.0
4.0
0.50
0.75
1.0
2.0
3.
4.0
Category/Level
HRMO_RSP_2022
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Section 4: Education and Training
a. Education
i. Education refers to the formal or non-formal academic, technical, or
vocational studies that will enable the candidate to successfully
perform the duties and responsibilities indicated in the Position
Description Form (PDF) (DBM-CSC Form No. 1, Revised 2017) of the
position to be filled (Sec. 42- ORAOHRA).
ii. Certificates of completion of non-formal education issued by the
Department of Education shall be considered valid documents for
appointment to positions requiring completion of elementary or high
school education, provided, that other requirements of the positions
are met (Sec. 43- ORAOHRA).
iii. For one to meet the two years studies in college requirement in the
Qualification Standards Manual, one must have earned from a
CHED-recognized institution at least 72 academic units leading to a
degree or has completed a relevant two-year collegial/technical
course (Sec. 44- ORAOHRA).
iv. Certificates issued by the schools deputized by the CHED on having
completed a bachelor's degree under the Expanded Tertiary
Education Equivalency and Accreditation Program shall be
considered valid documents for meeting the education requirement
for positions requiring completion of a bachelor's degree (Sec. 45ORAOHRA).
v. Certifications issued by the schools deputized by CHED showing
completion of at least 72 academic units leading to a degree under
the Expanded Tertiary Education Equivalency and Accreditation
Program shall be considered valid documents for meeting the
education requirement for positions requiring completion of two years
studies in college (Sec 46- ORAOHRA).
vi. Certification issued by CHED that a one-year diploma post-graduate
course required from foreign or local institutions is equivalent to a
master's degree shall be considered appropriate for meeting the
education requirement for appointment to division chief and
executive/managerial position (Sec. 47- ORAOHRA).
vii. Certification issued by CHED that a degree obtained from foreign
schools is equivalent to a bachelor's or master's degree shall be
considered valid document for meeting the education requirement for
positions requiring completion of a bachelor's degree (Sec. 48ORAOHRA).
viii. To meet the relevant bachelor's degree requirement in the
Qualification Standards, the appointee must have completed from a
CHED-recognized college or university a bachelor's degree whose
curriculum either includes, or is supplemented by, 12 academic units
of the subject or course, which will enable the candidate to
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
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ix.
x.
xi.
xii.
xiii.
xiv.
xv.
successfully perform the duties and responsibilities of the position to
be filled in the Position Description Form (Sec. 49- ORAOHRA).
A graduate of the Master's degree or Certificate in Leadership and
Management (C-Pro) from the CSC shall be considered to have met
the master's degree requirement for purposes of meeting the
education requirement for division and executive/managerial
positions (Sec. 50- ORAOHRA).
Completion of the degrees of Bachelor of Laws and Doctor of Medicine
from a CHED-recognized institution shall be considered appropriate
education for appointment to division chief and executive/managerial
positions or other positions requiring a master's degree, the duties of
which do not involve practice of profession covered by bar/board laws
(Sec. 51- ORAOHRA and CSC MC 14, s. 2018)).
RA No. 1080 eligible shall be exempted from the master's degree
requirement for division chief and executive/managerial positions the
duties and responsibilities of which involve the practice of profession
or belong to the same occupational group of functionally related
positions as that of the profession regulated by Bar or Board laws.
However, a master's degree shall be required if the
executive/managerial or division chief position does not involve
practice of profession or does not belong to the same occupational group
or functionally related positions as that of the professions regulated by
Bar/Board laws; provided that, this does not apply to lawyers and
doctors (Sec. 52- ORAOHRA).
Career Executive Service (CES) or Career Service Executive (CSE)
eligible shall likewise be considered to have met the master's degree
requirement for purposes of meeting the education requirement for
division chief and executive/managerial positions (Sec. 53ORAOHRA).
Those who have been allowed to register and are issued certificate of
registration or valid professional license of a specific board law shall
be considered as having met the educational requirements for
appointments to positions covered by the corresponding board law or
other functionally related positions that do not involve the practice of
other professions covered by bar/board of laws (Sec. 54- ORA-OHRA).
Those who were allowed to take the Career Service Professional and
Sub professional examinations on or before November 29, 1992 shall
be considered as having met the education requirement for
appointment to corresponding level of position not covered by
bar/board laws (Sec. 55-ORAOHRA).
Academic requirements earned are perpetual and shall not lapse and
should be given the corresponding points.
HRMO_RSP_2022
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Documentary Requirements:
i. For Master’s/ Doctoral Degree with Completed Academic Requirements:
1) Transcript of Records (TOR)
2) Certification of Completion of Academic Requirements/ TOR
indicating that the applicant has completed academic requirements
ii. For Master’s/ Doctoral Degree graduate:
1) Transcript of Records (TOR)
2) Special Order (SO) if applicable
3) Diploma
Category/Level
Complete Academic Req.
for Master’s Degree
Master’s Degree
Complete Academic Req.
for Doctoral Degree
Doctoral Degree
School
Heads
(10
Points)
Teaching &
Other
TeachingRelated
(25 Points)
Non.
Teaching
Level 1
(10
Point)
NonTeaching
Level 2
(15
Points)
6.0
10
6.0
7.0
7.0
15
7.0
10.0
9.0
20
9.0
13.0
10.0
25
10.0
15.0
b. Training
i. Training refers to formal or non-formal training courses and HRD
interventions such as coaching, mentoring, job rotation, seminars,
workshops, and others that are part of the employee's Individual
Development
Plan/Career
Development
Plan.
These
trainings/learning and development interventions are intended to
enable the candidate to successfully perform the duties and
responsibilities as indicated in the Position Description Form (PDF)
or Job Description (JD) of the position to be filled. These are evidences
by the Learning and Development Plan/Coaching and Mentoring
Program approved by the agency head and Certificates issued by the
HRMO or authorized official from the government or private (Sec. 61ORAOHRA).
ii. Training may be acquired from any of the following institutions (Sec.
63- ORAOHRA):
1) Any CSC accredited learning and development institutions;
2) Government training institutions;
HRMO_RSP_2022
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3) Non-accredited private training institution offering training of highly
technical/specialized nature;
4) Local training institution that is internationally acclaimed for
meeting the global standards of excellence in training;
5) Institution recognized by Commission of Higher Education (CHED)
as Center for Excellence (COE) of Development (COD);
6) Foreign institution that offers training for scholarship purposes or
for personal advancement of participants; or
7) Other institutions that partner with the Civil Service Commission in
building capabilities of civil servants.
iii. Training acquired from any of the afore-mentioned institutions must be
relevant to the position to be filled and aligned with the strategy map
or development goal of the institution or organization (Sec. 64ORAOHRA).
iv. Attendance
to
annual
agency
planning
sessions/workshops/conferences as a requirement for operations
and/or services rendered as facilitator/resource person in
seminar/workshops/trainings shall NOT be considered for meeting
the training requirements. In house agency-initiated or in-service
training/learning and development intervention shall be considered for
purposes of meeting the training requirement of positions (Sec. 65ORAOHRA).
v. International training - it is considered an international training when
trainers are internationally recognized/accredited, i.e., Asian
Institute of Management (AIM), Southeast Asian Ministers of
Education Organization (SEAMEO), Development Academy of the
Philippines (DAP), and the activity/training is attended in by
participants coming from across the globe. Likewise with national
training, trainers are nationally recognized and the activity/training
is attended to by participants coming from across the country.
vi. Participant in a specialized training, e.g., Scholarship Programs, Short
courses and Study grants shall be given the following points:
Category/
Level
School Heads
(10 Points)
Scholarship
Programs,
Short
courses and
Study grants
1 point
for every month
of attendance
but not to
exceed 10
points
Teaching &
Other
TeachingRelated
(5 Points)
1 point for
every month
of
attendance
but not to
exceed 5
points
Non.
Teaching
Level 1
(10 Point)
NonTeaching
Level 2
(10 Points)
1 point for
every month
of
attendance
but not to
exceed 10
points
1 point for
every month
of
attendance
but not to
exceed 10
points
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
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vii. Participant in three (3) or more training activities in each level
conducted for at least three (3) days not credited during the last
promotion
Documentary Evidences:
1) Certificate of Participation
viii.
Participants may bring the following additional documents during the
deliberation for further verification of the HRMPSB if necessary:
1) Issuance/ Memorandum
2) Authority to Travel except for District initiated trainings
3) Additional document for virtual participation:
• Letter request to attend the international training/ seminars
duly approved by ASDS/ SDS
Category/Level
District level
Division level
Regional level
School
Heads
(10
Points)
Teaching &
Other TeachingRelated
(5 Points)
2.0
4.0
6.0
1.0
2.0
3.0
Non.
Teaching
Level 1
(10
Point)
2.0
4.0
6.0
NonTeaching
Level 2
(10
Points)
2.0
4.0
6.0
a. Participant in one (1) training conducted for at least three (3) days not
credited during the last promotion:
Category/Level
National level
International level
School
Heads
(10
Points)
Teaching &
Other TeachingRelated
(5 Points)
8.0
10.0
4.0
5.0
Non.
Teaching
Level 1
(10
Point)
8.0
10.0
NonTeaching
Level 2
(10
Points)
8.0
10.0
b. Chairperson /Co-chairperson in a technical/planning committee for
trainings.
Documentary Evidences:
1) Issuance/Memorandum showing the designation as chairperson or
co-chairperson of the technical/planning committee
2) Certificate/ certification as chairperson or co-chairperson
3) Accomplishment Report signed by the PSDS for district level/
ASDS for division level/ regional director for regional level
HRMO_RSP_2022
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Category/Level
District level
Division level
Regional level
National level
International level
1.0
Non.
Teaching
Level 1
(10
Point)
2.0
NonTeaching
Level 2
(10
Points)
2.0
2.0
3.0
4.0
5.0
4.0
6.0
8.0
10.0
4.0
6.0
8.0
10.0
School
Heads
(10
Points)
Teaching &
Other TeachingRelated
(5 Points)
2.0
4.0
6.0
8.0
10.0
Section 5. Potential
a. This refers to the capacity and ability of a candidate to assume the duties
of the position to be filled and those of higher level.
b. The points assigned shall be in consonance with DepEd Order No. 66, s.
2007 and DepEd Order No. 42, s. 2007.
c. Each member of the HRMPSB shall finalize his/her own computations
on the applicant's potential, psychological attributes and personality
traits and sign the accomplished form before submitting it to the
HRMPSB secretariat for consolidation.
d. The HRMPSB shall determine the potentials of a candidate based on each
of the following components:
Teaching &
NonNonTeaching Teaching
Other
Level 1
Level 2
Teaching(10
(20
Related
Points)
Points)
(5 Points)
Component
School
Heads
(5
Points)
1. Communication - Skills
Speaks and writes effectively
in English and Filipino
1.0
1.0
4.0
2.0
2. Ability to present ideas. Presents well organized and
precise ideas with marked
command of the Language
1.0
1.0
4.0
2.0
3. Alertness
–
Manifests
presence of mind and
awareness of environment
1.0
1.0
4.0
2.0
4. Judgment - Demonstrates
sound judgement
1.0
1.0
4.0
2.0
HRMO_RSP_2022
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Component
School
Heads
(5
Points)
5. Leadership
Ability
Influences others to do the
tasks of him
1.0
Teaching &
NonNonTeaching Teaching
Other
Level 1
Level 2
Teaching(10
(20
Related
Points)
Points)
(5 Points)
1.0
4.0
2.0
Section 6. Psycho- Social Attributes and Personality Traits
This factor includes human relations, stress tolerance and decisiveness,
which would indicate the capability of the candidate to be assets to the
entire service system and utilize his/her talents and expertise to the
maximum.
i. Human Relations
Component
School
Heads
(5
Points)
Teaching &
NonNonTeaching Teaching
Other
Level 1
Level 2
Teaching(10
(20
Related
Points)
Points)
(5 Points)
1. Adjusts to the variety of
personalities, ranks and
informal groups present
in the organization
0.4
0.4
1.2
0.4
2. Internalizes work changes
with ease and vigor
0.4
0.4
1.2
0.4
3. Accepts
constructive
criticisms
objectively
whether
from
his
subordinates,
peers
or
superiors
0.4
0.4
1.2
0.4
4. Observes proper decorum
in relating with superiors
and peers
0.4
0.4
1.2
0.4
5. Takes the initiative to
organize
work
groups,
adopt
procedures
and
standards in his own level
0.4
0.4
1.2
0.4
HRMO_RSP_2022
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ii. Decisiveness
Component
School
Heads
(2
Points)
1. Thinks logically and
acts accordingly
2. Considers
alternatives
and
recommends
solutions when faced
with
problem
situations
3. Gives
convincing
recommendations
and suggestions
4. Acts
quickly
and
makes
the
best
decision possible
5. Exercises flexibility
Teaching
& Other
TeachingRelated
(2 Points)
NonTeaching
Level 1
(5 Points)
NonTeaching
Level 2
(2 Points)
0.4
0.4
1.0
0.4
0.4
0.4
1.0
0.4
0.4
0.4
1.0
0.4
0.4
0.4
1.0
0.4
0.4
0.4
1.0
0.4
iii. Stress Tolerance
Component
School
Heads
(1 Point)
1. Exercises high degree of
tolerance
for
tension
resulting from increasing
volume
of
work,
organizational
change,
environmental
conflicts,
etc.
2. Uses coping mechanisms
to
handle
creatively
tensions resulting from
one’s work.
3. Controls
negative
manifestations
of
emotions.
Teaching
& Other
TeachingRelated
(1 Point)
NonTeaching
Level 1
(4 Points)
NonTeaching
Level 2
(1 Point)
0.2
0.2
0.8
0.2
0.2
0.2
0.8
0.2
0.2
0.2
0.8
0.2
HRMO_RSP_2022
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Component
School
Heads
(1 Point)
4. Performs satisfactorily his
duties and functions in a
tension-laden situation.
5. Channels
negative
emotions to positive and
constructive endeavors.
X.
Teaching
& Other
TeachingRelated
(1 Point)
NonTeaching
Level 1
(4 Points)
NonTeaching
Level 2
(1 Point)
0.2
0.2
0.8
0.2
0.2
0.2
0.8
0.2
ASSESSMENT FOR MASTER TEACHER POSITIONS
This section provides the criteria for evaluating master teacher applicants.
It also sets guidelines, qualifying points, illustrative examples,
corresponding points, and required documentary evidences per criterion.
Documents submitted other than the required documentary evidences are
subject to the final appreciation and discretion of the HRMPSB.
A. General Guidelines
1. Only those who are actually teaching shall be considered for Master
Teacher position. This includes teachers who besides assuming special
assignments have regular teaching loads of at least four loads as per
DECS Order No. 39, s. 1990. Further, a candidate must possess all
the qualifications indicated to be considered for the Master Teacher
Position.
2. An allotment of one (1) MT position per subject area for at least 5-7
teachers should be the basis in the secondary level (Source: DECS
Order No. 70, s. 1998).
3. If there are not enough qualified teachers in the district to fill the
number of MT position allotted to it, the positions may be filled by a
qualified teacher from other districts; provided, however, that such
teacher shall serve in the district where the MT position have been
allotted. For elementary, MT items may be transferred to other
school/s within the district if the existing number of MTs in the school
where the vacancy exist exceeds already with the required number
based on the number of teachers in the school.
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B. Qualifying Points
1. For Master Teacher l, an applicant has to obtain 25 points in
leadership, potential and accomplishment or has been a
demonstration teacher at least in the district level plus 15 points in
leadership, potential and accomplishment;
For Master Teacher II, an applicant has to obtain 30 points in
leadership, potential and accomplishment or has been a
demonstration teacher at least in the division level plus 20 points in
leadership, potential and accomplishment;
For Master Teacher III, an applicant has to obtain 45 points in
leadership, potential and accomplishment;
For Master Teacher IV, an applicant has to obtain 60 points in
leadership, potential and accomplishment. (Source: DECS Order 57,
S. 1997 and MEC Order 10, s. 1979).
2. The points (25, 30, 45 and 60 for MT l, MT Il, MT Ill and MT IV,
respectively) can be gained from any of the items outlined in the table
for credit points for leadership and potential of the said DECS Order.
3. It does not require for one or more demonstration teaching for as long
as the applicant has fulfilled the points from the list of items for the
credit points in the leadership, potential and accomplishments.
4. For a criterion to be given point, all required documentary evidences
should be present.
C. Basic Qualifications
1. Master Teacher I:
a. Permanent teacher (with Teacher Eligibility);
b. For Elementary School - Bachelor of Elementary Education (BEEd)
or Bachelor's degree with 18 units professional units in Education;
and 18 units MA in Education or its equivalent;
c. For Secondary School - Bachelor of Secondary Education (BSEd) or
Bachelor's degree with 18 units professional units in Education with
appropriate major; and 18 units MA in Education or its equivalent
(1995 DepEd QS for Unique Positions);
d. Three (3) years relevant experience (1995 DepEd QS for unique
Positions);
e. At least Very Satisfactory performance rating for the last three years;
f. At least 25 points in leadership, potential and accomplishment or
has been a demonstration teacher for three (3) times at least in the
HRMO_RSP_2022
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school level plus 15 points in leadership, potential and
accomplishment, provided the accomplishments and achievements
cited for this purpose had not been credited for recent promotion
particularly in upgrading of position through ERF for Teacher II and
Teacher III.
2. Master Teacher II:
a. One (1) year as Master Teacher I or Elementary School Principal I;
b. For Elementary School - Bachelor of Elementary Education (BEEd)
or Bachelor's Degree with 18 units professional units in Education;
and 24 units MA in Education or its equivalent;
For Secondary School - Bachelor of Secondary Education (BSEd) or
Bachelor's degree with 18 units professional units in Education with
appropriate major; and 24 units MA in Education or its equivalent
(1995 DepEd QS for Unique Positions);
c. Four (4) hours of relevant training (1995 DepEd QS for Unique
Positions);
d. At least Very Satisfactory performance rating for the last three
years;
e. At least 30 points in leadership, potential and accomplishment or
has been a demonstration teacher for three (3) times at least in the
district level plus 20 points in leadership, potential and
accomplishment, provided the accomplishments and achievements
cited for this purpose had not been credited for recent promotion.
3. Master Teacher III:
a. One (1) year as Master Teacher II;
b. Master's Degree in Education or its equivalent (1995 DepEd QS for
Unique Positions);
c. Eight (8) hours of relevant training (1995 DepEd QS for Unique
Positions);
d. Very Satisfactory performance rating for the last three years;
e. At least 45 points in leadership, potential and accomplishment,
provided the accomplishments and achievements cited for this
purpose had not been credited for recent promotion.
4. Master Teacher IV:
a. One (1) year as Master Teacher III;
b. Master's Degree in Education or its equivalent (1995 DepEd QS for
Unique Positions);
c. Sixteen (16) hours of training (1995 DepEd QS for Unique
Positions);
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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d. Outstanding performance rating for the last three years as Master
Teacher III;
e. At least 60 points in leadership, potential and accomplishment,
provided the accomplishments and achievements cited for this
purpose had not been credited for recent promotion.
D. Basic Requirements
1. Omnibus Certification, original and notarized
2. Application Letter stating the POSITION APPLIED FOR
3. CS Form 212 (Personal Data Sheet – Revised 2017 Format) with
passport size picture
4. Certification by the School Head and noted by PSDS that the applicant
has no pending staffing modification such as promotion,
reclassification, resignation, etc.
5. Certificate of Eligibility (Board Rating)/ Latest PRC Certificate of Good
Standing/ Photocopy of valid PRC License or proof of request for
renewal if expired
6. Transcript of Records for Bachelor and Master’s Degree
7. Copy of latest approved appointment and updated Service Record
8. Certificate of trainings relevant to the position applied for from the last
promotion
9. Performance Ratings for the last three (3) rating periods (at least Very
Satisfactory)
10. Class Program/ Teaching Loads for the last school year with full
teaching load or equivalent to 300 minutes inclusive of being a Class
Adviser/ Subject and Ancillary Coordinator/s
11. Certification from School Head that applicant has full teaching load
E. Credit Points for Leadership, Potential and Accomplishments
1. Claim for Curriculum or Instructional Materials/ Effective Teaching
Techniques or Strategies/ Simplification of work as in reporting
system, record keeping, etc., or procedures that resulted in cost
reduction/ A worthwhile income generating project (IGP) for
pupils/students given recognition by higher officials in the division.
a. All claims for this criterion shall be supported with
proofs/evidences for validation where applicable to attest the
utilization, usefulness or effectiveness.
b. The project proposal shall be supported by evidence of data, data
analysis in indicators and the terminal report/accomplishment
report shall contain statistical result.
c. The project should have been acknowledged/noted/endorsed by
the proper authorities and duly recommended and approved by
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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d.
e.
f.
g.
the Assistant Schools Division Superintendent and Schools
Division Superintendent, respectively.
Each claim shall be supported by an approved project proposal
and a terminal report/accomplishment report after the project
completion.
A certification should be given by proper authorities on the project
utilization, usefulness, or effectiveness and should be
corroborated by at least five (5) teachers involved in the activity to
attest the veracity of the claim and duly notarized.
For group claims, the points shall be divided equally among each
team member (maximum of 3 members).
Any of the following outstanding accomplishments shall be given
twenty (20) points.
Criterion A - Introduced any of the following which has been adopted or used by
the school/district/division. (20 points in any of the following)
1. Claim for Curriculum or Instructional Materials
a. Approved proposal and write up, with date/school year, signed by
the SDS;
b. Copy of the curriculum materials;
c. Results of validation and copy of the validation instrument used;
d. Certification of school heads/teachers who adopted the materials,
duly notarized, and with date;
e. Narrative Report of Accomplishments with date congruent to the
dates of the proposal, certification, designation and validation.
2. Claim for Effective Teaching Techniques and Strategies
a. Approved action research/proposal and write up with date, signed
by the SDS
b. Copy of the lesson plans with date
c. Result of validation and copy of the validation instruments used
d. Certification of school head duly notarized who adopted the materials
3. Income Generating Project
(Note: to be credited, the IGP shall have generated at least Php 10,000.00)
a. Approved proposal and write up with dates, signed by the SDS
b. Certification or other documents showing its utilization for improving
learning outcomes of pupils/students, with financial statement signed
by the Principal
c. Certification for being the proponent of an income IGP for 2
consecutive years corroborated by 5 teachers and duly notarized
4. Simplification of Work for Record Keeping
a. Approved proposal and write up with date, signed by the SDS
b. Work Plan, with the date/school year
c. School Memorandum
d. Narrative Report of Accomplishments with date indicating cost
reduction that is congruent to the date of the proposal, action
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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plan, certification, and/or designation signed by immediate
superior
e. Certification corroborated by 5 teachers and duly notarized
Criterion B – Served as Subject Coordinator or Grade Chairman for at least 1 year
(12 points in any of the following)
1. Claim as Subject Coordinator or Grade Chairman for at least 1 year
a. Certification, with date for serving as subject coordinator and
satisfactorily discharged such assignment for 1 year provided such
assignments or service is in addition to and not considered part of the
regular load, corroborated by at least 5 teachers and duly notarized
b. Designation, with date signed by the PSDS for District Coordinator and
School Heads for School Coordinator
c. Class/Intermediate program with date and teaching loads on the SY
being claimed
d. Action Plan for the specific year being claimed
e. Accomplishment Report with date signed by the PSDS for district
coordinator and signed by School Heads for School Coordinator
corroborated by 5 teachers. It must be consistent with the activity cited
in the action plan.
f. Observe congruency with the dates of the action plan, certification,
designation and narrative accomplishment report.
2. Adviser of Interest Club for at least 2 years
a. Certification (with date) for serving as adviser of interest club and
satisfactorily discharged such assignment for 2 years, provided such
assignment or services are in addition to and not considered part of
the regular load, corroborated by at least 5 teachers and duly notarized
b. Designation with date, signed by the School Head or PSDS
c. Teachers’ and Class/Intermediate Program with teaching loads on the
SY being claimed
d. Action Plan with date congruent to the other criteria cited and
approved by the School Head/PSDS
e. Accomplishment Report - date should be the same with the date of the
action plan, and narrative must be in accordance with the activity
undertaken and mentioned in the action plan
3. Adviser of School Publication for 2 years
a. Certification for serving as adviser of School Publication and
satisfactorily discharged such assignment for 2 years, provided such
assignments or services are in addition to and not considered part of
the regular load, corroborated by at least 5 teachers and duly notarized,
date of certification should be congruent to the dates of other criteria
cited
b. Designation should have the date and signed by the School Head/PSDS
c. Teachers’ and Class/Intermediate Program with teaching loads on the
SY being claimed
(with the date/school year)
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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d. Action Plan with date and approved by the SH/PSDS
e. Copies of publication for each year being claimed
f. Dates of the Action Plan must be congruent to the dates of the proposal
and accomplishment report. Likewise, the report of accomplishment
report must be consistent with the activity cited in the action plan.
Note: Only lead adviser shall receive 12 points; Assistant advisers shall
receive 6 points.
Criterion C - Served as chairman of a special committee for 1 year (12 points in
any of the following)
1. Claim for Chairmanship of a Special Committee
*Credited for Curriculum/instructional materials are: Modules, guide,
manuals, lesson plans, worksheets, exercises, workbooks
*Credited for school programs are: testing, reading, math remedial
and enrichments program
Documents required:
a. Memorandum on the designation of the special committees signed by
the SH/PSDS
b. Certification for serving as Chairman of a special committee
corroborated by 5 teachers and duly notarized
c. Project Proposal signed by the SH/PSDS and SDS
d. Action Plan signed by the SH/PSDS
e. Copy of the outputs-curriculum/instructional materials or prepared
program/s
f. Write up of accomplishments signed by the SH/PSDS, duly certified,
authenticated and corroborated by 5 teachers, in harmony with the
action plan and signed by the SDS
Criterion D – Initiated/headed or participated in an educational research for 1
year (12 points)
Participation as member only (6 points)
1. Letter-request to the SDS to conduct an Action Research
2. Approved Research Proposal with date and signed by the SDS
3. Research completion report dated and signed by the SDS
4. Brief write up on the implication of the research on the improvement of
instruction or for community development or teachers’ welfare.
Reminder:Researches conducted and submitted to fulfill requirements for masteral
and doctoral program are not given credits as they have been credited for the
degree (MEC Order No,. 29, s. 1979 — clarification on MEC Order No,. 10 s. 1979)
Criterion E – Coordinator of community or activity or of a program of another
agency or coordinator of rural service improvement activity (feeding, nutrition,
agro-industrial fair for at least 2 years) (12 points)
1. Designation with date signed by the School Head/head of other agencies
2. Certification as coordinator of the project for at least 2 years signed by the
barangay chairman/official
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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3. Action Plan dated and approved by the SH or head of other agencies
4. District/School Memo/Programs where candidate is named as coordinator
5. Report of accomplishment attested by SH/PSDS. The date should be
congruent to the date of the action plan and accomplishment must be
consistent with the activities cited thereto, a Sample evidence of
accomplishments as indicated in the action plan and report of
accomplishment for the SY upon which the candidate is claiming attested
by the SH/Head of other Agencies
6. Awards of recognition/appreciation signed by sponsoring agency
Criterion F – Organized or managed an in-service training activity or other similar
activity at least in the school level (12 points)
Note: Coordinators who organized or managed INSET shall not be given points
under this criterion. It is an inherent function as a coordinator
a. Memo where the candidate is designated as Overall
Chairman/organizer/manager of INSET
b. Certification for organizing/managing the INSET, corroborated by 5
teachers and duly notarized
c. INSET proposal with Training Design approved by the SDS. The
claimant’s name is cited as proponent of the in-service training.
d. INSET report of accomplishment with date congruent with the dates
of the other items and signed by the SH/PSDS and SDS
e. Certificate of Merit/Commendation, date must be congruent with the
dates of other documents relative to the activity
Criterion G - Credited with the meritorious achievements such as:
(Note: to be given a point, an applicant must present a certificate of commendation
as coach or coordinator signed by authorized official)
1. Trainer of or coach to contestants who received prizes, commendations or
any form of recognition:
National Winner
10 points
Regional Winner
5 points
Division Winner
3 points
2. Athletic coach of athletes or teams who won prizes as follows:
National Level
10 points
Regional Level
5 points
Division Level
3 points
District Level
1 point
3. Coordinator of Boy Scout or Girl Scout activities:
National Level
10 points
Regional Level
5 points
Division Level
3 points
District Level
1 point
Criterion H – Authorship
(10 points for a book and 1 point for each article provided they are on
education)
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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Sole Authorship
Co-authorship
Article
10 points
5 points
1 point/article
Criterion I – Demonstration Teaching
a. Levels of Demonstration Teaching:
For MT I applicants District Level
For MT II applicants Division Level
b. Distribution of Points (per Regional Letter No. 117, s. 1990 signed by RD
Jovencio T. Revil)
Three or more demonstration lessons conducted10 points
Two demonstration lessons conducted 7 points
One demonstration lessons conducted 4 points
c. Requirements to be given a point
✓ Approved lesson plan signed by the PSDS/EPS
✓ Certification and Lesson Plans should have dates
✓ Memo/TIP/Program of activities where the candidate is cited as
demonstration teacher
'
✓ Certification stating the exact date when the candidate served
as demonstration teacher and corroborated by at least 5
teachers and duly notarized
✓ Attendance of participants during the training where
demonstration teaching was conducted should be attached
✓ Certificate of commendation
SUMMARY OF POINTS
DETERMINANTS
A. Introduced any of the following which has been adopted
or used by the school or district:
A.1. Curriculum or Instructional Materials.
A.2. Effective Teaching Techniques or Strategies.
A.3. Simplification of work as in reporting system, record
keeping, etc., or procedures that resulted in cost
reduction.
A.4. A worthwhile income generating project (IGP) for
pupils/ students given recognition by higher officials
in the division.
B. Served as a subject coordinator or grade chairman for at
least one year; or as adviser of school publication or any
special school organization like dramatic club, glee club,
science club, etc. and discharged such assignments
satisfactorily for at least two years provided such
assignments or services are in addition to, and not
considered part of the regular teaching load.
POINTS
20 points
for any of the
items
12 points
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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C. Served as chairman of a special committee, such as
curriculum study committee; committee to prepare
instructional materials; committee to prepare school
program, and discharged the work efficiently.
D. Initiated or headed an educational research activity duly
approved by educational authorities, either for
improvement of instruction, for community development,
or teacher welfare.
E. Coordinator of community project or activity or of a
program of another agency or coordinator of a rural
service improvement activity in a community such as
feeding, nutrition, agro- industrial fairs, etc., for at least
two years.
F. Organized/managed an in- service activity or other
similar activities at least on the school level.
G. Credited with meritorious achievements
H. Authorship
TOTAL
XI.
12 points
12 points for
Initiator/ head;
7 points for
participation as
Member
12 points
for Coordinator;
7 points
for participation
as Member
12 points
10 points
10 points
100 points
BACKGROUND INVESTIGATION
A. The background investigation shall only be conducted, if deemed
necessary, by a member of the HRMPSB of DepEd Naga City assigned by
the Schools Division Superintendent.
B. The conduct of background investigation shall be structured and shall
consist of questions that are uniform for all applicants for the same
position. The questions shall focus on the competencies as may be
relevant to the position applied for and character of the applicant but only
insofar as such character has bearing on the values of DepEd and the
integrity and work attitude of the applicant.
C. No investigator shall be assigned to background check the background of
an applicant if the HRMPSB believes or has reason to believe that the
investigator has biases for or against the applicant.
D. In planning the background investigation (BI), the investigator shall select
the interviewees, as far as is known to him/her, who is not strongly in
favor of or against the well-being, fortune, promotion, or good of the
applicant. If in the course of his/her investigation he/she finds that the
interviewee is strongly and clearly for or against the applicant within the
bounds of rationality, the investigator shall add another interviewee and,
if he/she sees it fit, disregard information gathered from the former
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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interviewee. The investigator shall interview a number of persons (not
lower than three or any number as may be set by the HRMPSB) as he/she
deems necessary to satisfy the purpose of the investigation and may
increase the number if, in his/her judgement, the original number of
respondents as interviewed thus far, is not sufficient to achieve the
purpose of the investigation.
E. In the conduct of the investigation, the investigator shall only ask the
questions as set and shall only make follow-up for clarification of the
responses. He/she shall not entertain any biases, prejudices or personal
differences between the interviewee and the applicant. He/she shall also
refrain from digging up such other information as the responses of the
interviewee may lead unless such pertains or is relevant to the competency
or character of the applicant and bears on his/her capacity to maintain
the values of DepEd or on his/her work attitude.
F. In the preparation of the BI report, the investigator shall not include
anything not gathered the during the investigation nor exclude any
information gathered to the disadvantage of the applicant subject of
his/her investigation. He/she shall not prepare the report in such a
manner that is intended to influence or will tend to influence the HRMPSB
or the appointing authority and shall at all times stay true to the results
of the conduct of his/her investigation. For this purpose, the PSB shall
require the investigators to hand in their notes or other form of records for
first-hand information gathered from interviewee.
G. The background investigation – the assignment of investigator to applicant,
the dates of the conduct, the results and the report made – shall strictly
be confidential in nature. Any person who by nature of his/her function
or by any means acquired any information regarding the details of the
investigation, and divulged or shared the same to another shall be dealt
with accordingly.
H. An Office Memorandum calling for feedback to the shortlisted applicants
shall be issued and posted within ten (10) working days.
I. Feedback may be in a Narrative format or standardized Questionnaire to
be submitted to the Office of the Schools Division Superintendent or
HRMO.
XII.
RSP PROCESS FLOW
The process flow covers all activities pertaining to recruitment and selection
processes involved starting from the publication of vacant positions to
selection of appointee by the Appointing Authority.
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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A. School Head, Master Teacher, Related-Teaching and Non-Teaching
PROCESS FLOW
RESPONSIBLE
PERSON
The HRMO shall identify the vacant
position/s to be posted/ published
for filling up.
START
The HRMO shall identify the
vacant positions
The HRMO prepares the CS
Form 9 and submits it to the
CSC Field Office for
publication and post the
publication in 3 conspicuous
places
DETAILS
HRMO
HRMO
The HRMO shall then prepare the
CS Form 9, Revised 2018 (Request
for Publication) in electronic and
hard copy and submit it to the Civil
Service Commission (CSC) Field
Office for publication in the CSC
Bulletin
of
Vacant
Positions
pursuant to RA 7041.
Consequently,
the
same
announcement of vacancy/ies shall
also be posted in the bulletin board
located at (1) Office of the Personnel
Section, (2) SDO Waiting Area (3)
and DepEd website for at least 10
working days.
The HRMO shall then issue a
memorandum on the announcement
of vacancies and ranking for
identified positions providing the
following details:
a. Where and when (deadline)
to submit application letter
b. Qualification Standard for
the vacant positions
c. Job Description, Duties,
Functions and
Responsibilities.
A
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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A
Submission of application
credentials
Initial screening as to the
completeness of documentary
requirements
Conduct preliminary screening
of applicant’s credentials
APPLICANTS
RECORDS
SECTION
(Receiving)
HRMO
Prepare applicant’s profile
HRMO
B
d. List of credentials and
documents that must be
submitted
e. Schedule of subsequent
activities pertaining to the
selection process:
i. Deadline of submission of
documents
ii. Pre-evaluation of
documents
iii. Deliberation/Interview
and further assessment
by the HRMPSB
iv. Feedbacking/Background
investigation of shortlisted qualified applicants
The application credentials shall be
submitted directly to the Records
Section (Receiving) on or before the
deadline
as
stated
in
the
memorandum.
A day after the deadline for
submission, the Records Section
(Receiving) shall submit to the
HRMO
the
complete
list
of
applicants for the position together
with the documents.
The HRMO shall conduct the
preliminary
screening
of
applicants’ papers based on the
Qualification Standard (QS) as to
education, experience, training
and
eligibility.
Likewise,
check/validate the completeness
of documents from his/her
checklist
of
requirements
pertaining to his/her application.
Prepare applicant’s profile to be
presented to the HRMPSB before
deliberation
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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B
HRMO
Are the documents
complete?
Inform applicants with lacking
basic documents that has no
bearing in the scoring to submit
the required document.
YES
NO
Compliance of
lacking basic
requirements
The List of qualified applicants
shall be posted at the SDO
Bulletin Boards, Website and
other
online
social
media
platforms for information.
HRMO
Applicants who were not able to
meet the QS of the position they
are applying for shall be notified
thru text /email or through a letter
Applicant/s
qualified?
YES
NO
Inform applicants
through a
text/email/letter
HRMO
Prepares and submits the list of
applicants to the HRMPSB, for
deliberation
HRMPSB
Evaluates and deliberates on the
competence and qualification of
candidates for appointment
Administers the following tests:
1. Panel Interview
2. Written Examination
3. Background Investigation
The HRMPSB shall sit en banc and
evaluate
the
documents/credentials, conduct
panel interview and administer
written examination of applicants
and may also administer other
means of evaluation for teacher
applicants like skills test, English
Proficiency
Test
and
demonstration teaching based on
the criteria stipulated in DO No.
66, s. 2007, DO No. 39, s. 2007,
DO No. 42, s. 2007, MEC No. 10,
s. 1979 and other issuances.
The
short-listed
qualified
applicants will be subjected to
background
investigation
as
reference
of
the
appointing
authority.
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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REHIYON V
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C
HRMO/
HRMPSB
Secretariat
The HRMPSB Secretariat shall
prepare the CAR/ RQA for a
particular position together with
the results of the background
investigation.
The
HRMPSB
submits
the
same
to
the
appointing authority.
Prepares CAR/ RQA
HRMPSB
Submits to the appointing authority
the CAR/RQA highlighting the top
five (5) ranking candidates, from
which the appointee will be
selected
Selects the appointee and orders
the HRMO to prepare the
appointment
Appointing
Authority
The CAR/ RQA shall be posted
upon approval of the Appointing
Authority in the bulletin board
located at (1) Office of the
Personnel
Section,
(2)
SDO
Waiting Area (3) and DepEd
website.
The appointing authority assess
the list of top five candidates for
appointment. He/she shall select
the one deemed most qualified for
appointment
to
the
vacant
position.
The appointing authority shall
issue a memorandum/note to the
HRMO to prepare appointment.
END
XIII.
MONITORING AND EVALUATION
Monitoring and Evaluation of the hiring process shall be done by the
Human Resource and Development Section (HRDS), School Governance
and Operations Division (SGOD) at the SDO, utilizing a tool developed by
the division.
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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XIV.
GRIEVANCE MECHANISM
B. Selection
i.
Within three (3) days from the issuance of CAR/CAR-RQA, any qualified
applicant who feels aggrieved on the result of the selection process, may
file his/her protest through written complaints addressed to the
Schools Division Superintendent/ Appointing Authority due to the
following conditions:
a. Non-compliance with the recruitment, selection and placement
process;
b. Discrimination on account of sex and gender, civil status,
physical characteristics and attributes, religion, belief, creed,
race, family background, political affiliation, socio-economic
standing, and other attributes;
c. Other violations of these provisions.
ii.
The HRMPSB shall be given three (3 days) to respond to the complaint.
No complaints shall be entertained after the allowed period of time since
it is expected that all questions have been raised to and duly answered
by the HRMPSB.
C. Appointment
Only a qualified next-in-rank official or employee included in the list of
candidates in the CAR/CAR-RQA may file a protest against an appointment
made in favor of another candidate who does not possess the minimum
qualification requirements, within 15 calendar days from the announcement
and/or posting of appointments, subject to the provisions provided in Rule 18
(Protest and Revocation of Appointments) of CSC Resolution No. l7OlO77 dated
July 3, 2Ol7 (Rules on Administrative Cases in the Civil Service [2017 RACCS])
Grievance Machinery (DepEd Order No. 35 s. 2004).
XV.
APPLICABILITY
These guidelines shall be used by all Human Resource Merit Promotion
Selection Board (HRMPSB) in the Department of Education SDO Naga City
for purposes of uniformity of interpretation and implementation of various
issuances. All previous division issuances on recruitment, selection and
placement that are inconsistent with this policy are hereby repealed,
rescinded or modified accordingly.
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
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Republika ng Pilipinas
Kagawaran ng Edukasyon
REHIYON V
SANGAY NG MGA PAARALAN NG LUNGSOD NAGA
XVI.
SEPARABILITY CLAUSE
Any provision/s of these guidelines which is/are later found to be inconsistent
with DepEd order 66. s. 2007 and DepEd 42, s. 2007 and other applicable
DepEd rules shall not invalidate the other provisions of these guidelines.
XVII.
EFFECTIVITY
This policy shall take effect immediately upon approval.
XVIII.
COMMITMENT
I hereby commit and abide by the provision of this Guidelines on Recruitment,
Selection and Placement for SDO Naga City which shall be the basis for
recruitment, selection and placement for the teaching and non-teaching
personnel of SDO Naga City.
MARIANO B. DE GUZMAN CESO VI
Schools Division Superintendent
HRMO_RSP_2022
Address: Roxas Avenue, Triangulo, Naga City
Telephone No.: 054-871-3455
Email Address: naga.city@deped.gov.ph
Website: www.depednaga.ph
Page
of 55