Hiring policy in the DepEd Philippines as the standard to be aware. This are the fewer steps to be always in mind

2. Section 1. Coverage of the Civil Service
There are two general categories of
service in the government as provided for
in Section 6, Chapter 2, Book V,
Executive Order 292. These are the career
service and the non-career service.

3. 1.1 Career Service- Entrance in the career
service is based on merit and fitness
determined as far as practicable by
competitive examinations, as based on
highly technical qualifications. Persons
appointed to positions in the career
service have opportunities for
advancement to higher career positions
and they enjoy security of tenure.

4. 1.1.1 Positions in the career service are
grouped into three major levels:
a) The First Level Positions include clerical, trades,
crafts and custodial positions, entrance to which
requires less than four (4) years of college work. The
nature of work is sub- professional, or non-
supervisory.
b) The Second Level Positions include professional,
technical and scientific positions which involve
professional, technical or scientific work in a non-
supervisory or supervisory capacity and requires at
least four (4) years of college work.

5. c) The Third Level Positions cover those in the
Career Executive Service which include:
undersecretary, assistant secretary, bureau
director (department-wide and bureau-wide),
assistant regional director (department-wide
and bureau-wide), chief of department
service, schools division superintendent,
assistant school division superintendent, and
other officials of equivalent rank.

6. 1.2 Non-Career Service – This includes
positions entrance to which is not
necessarily based on the usual tests of merit
and fitness and the tenure is limited to a
period specified by law, or which is
coterminous with that or subject to his
pleasure of the appointing authority, or
which is limited to the duration of a
particular project for which purpose
employment was made.

7. The Non-Career Service includes the
department secretaries and their personal
or confidential staff, contractual personnel,
emergency and seasonal personnel.

8. Section 2. Recruitment and Selection
2.1 Recruitment is the process of
searching for, and identifying, job
candidates in sufficient quantity and
quality to meet current and future
organizational needs.

9. 2.1.1 Positive efforts shall be exerted to attract the
most qualified applicant. Employees shall be selected
on the basis of merit and fitness to perform the duties
and assume the responsibilities of the position in
accordance with existing laws, rules and regulations.
2.1.2 If covered by R.A. 7041, the vacant positions shall
be posted in three (3) conspicuous places in the
offices for a period of ten (10) days. A copy of the list
shall be submitted to the CSC Office concerned for
publication in the Bulletin of Vacancies in the Civil
Service. Vacant positions shall not be filled-up until
ten (10) working days have lapsed from the time of
publication.

10. In case of chain promotion,
anticipated vacancies may be published
simultaneously with the existing vacant
position(s).
In case of renewal of appointments,
publication may be done prior to its
expiration.

11. DepEd Issuances on Guidelines on Selection:
* For Teacher I:
DepEd Order No. 7, s.2015 – Hiring
Guidelines for Teacher I Position for
S.Y. 2015-2016
* For Head Teacher and Principal:
DepEd Order No. 42, s.2007 – The
Revised Guidelines on Selection,
Promotion and Designation of School
Heads

12. * For Teacher II,III, PSDS, EPS & Non-Teaching
Position:
DepEd Order No. 66, s. 2007 – Revised
Guidelines on the Appointment and
Promotion of Other Teaching-related and
Non-Teaching Positions
* For Master Teacher Position:
MEC Order No. 10, s. 1979 – Guidelines on
Giving of Credits Points and Requirements
Needed for Leadership, Potential and
Accomplishments of Candidates for MT.

13. 2.1.3 when positions in the career service
become vacant, employees, whether
incumbents of next-in-rank positions or
not. Who meet the minimum position
requirements may apply and be considered
for promotion/appointment. Qualified
next-in-rank employees in the office where
the vacancy exists are automatically
included in the ranking.

14. As a general rule, when the position in
the first level of the career services becomes
vacant, selection is department-wide. When
a position at the second level of the career
service becomes vacant, selection is
government-wide.
No officer/employee who is on study
leave or secondment shall be considered
for promotion during the period of his
study leave or secondment.

15. 2.2 Selection Procedures. Based on the existing
merit promotion plan and other relevant rules
and regulations, the most qualified and the
most competent from among the
applicants/candidates shall be selected for the
vacant position. For this purpose,
applicants/candidates shall be screened by the
Selection Board (SB). The SB shall be
responsible for the adoption of a formal
screening procedure and formulation of criteria
for the evaluation of applicants/candidates for
promotion/appointment.

16. Section 3. Appointments
3.1 Appointments may either be through
promotion, transfer, reinstatement,
reemployment or original on the basis of
certification of appropriate civil service
eligibility.

17. 3.2 Common requirements for regular
appointments
3.2.1 Form- The appointment in triplicate
copies, shall be in the prescribed CS Form 33
(Revised 1998) for regular employees or the
Plantilla Form No. 001 for casuals. Original copies
shall not be filled out using photocopied forms.
3.2.2 Signature of the appointment authority-
The original copy of the appointment must be
signed and at least the succeeding two (2) copies
initialed by the appointing authority.

18. 3.2.3 Position Title- The position title shall
conform to the approved Position
Allocation List. The salary grade shall be
indicated after the position title.
3.2.4 Employment Status – The
employment status shall be indicated on
the space provided therefor.

19. 3.2.5 Date of Signing- The date of signing,
which is the date of the issuance of
the appointment, shall be indicated
below the signature or the initial of
the appointing authority.
3.2.6 Personal Data Sheet- The appointee’s
Personal Data Sheet (CS Form 212,
Revised 1998) should be properly and
completely accomplished by the
apointtee.

20. 3.2.5 Date of Signing- The date of signing,
which is the date of the issuance of
the appointment, shall be indicated
below the signature or the initial of
the appointing authority.
3.2.6 Personal Data Sheet- The appointee’s
Personal Data Sheet (CS Form 212,
Revised 1998) should be properly and
completely accomplished by the
apointtee.

21. 3.3 Employment Status in General –
employment status may be permanent,
temporary, substitute, coterminous,
casual or contractual.
3.3.1 A permanent appointment is issued
to a person who meets all the minimum
qualification requirements of the position
to which he is being appointed including
the appropriate including the appropriate
eligibility. This includes all levels of
positions.

22. 3.3.2 A temporary appointment is issued
to a person who, expect for the
appropriate eligibility, meets all other
requirements the education, experience
and training requirements for the
position to which he is being appointed.
Only in the absence of a qualified eligible
as certified by the Civil Service Regional
Office can a temporary appointment be
issued.

23. The appointment shall be for a period not
to exceed twelve (12) months reckoned
from the date it was issued. The appointee
may, however, be replaced sooner if a
qualified eligible becomes actually
available.

24. 3.3.3 A substitute appointment is issued
when the regular incumbent of a position
is temporarily unable to perform the
duties of his position, as when he is on
approved leave of
absence/suspension/scholarship/grant/se
condment. A substitute appointment is
issued only if the leave of absence of the
incumbent is at least three (3) months,
except in the case of teachers.

25. 3.3.4 A coterminous appointment is issued
to a person whose entrance and
continuity in the service is based on the
trust and confidence of the appointing
authority or head of unit or co-existential
with the incumbent; or limited by the
duration of the projects; or co-existent
with the period for which an agency or
office was created.

26. Appointments of personnel under
foreign-assisted projects shall be
coterminous with the project. The
name and completion date shall be
indicated in the appointment.

27. 3.3.5 A contractual appointment is issued
to a person who shall undertake a specific
work or job for a limited period not to
exceed one year. The inclusive period shall
be indicated on the appointment for
purposes of crediting services.
3.3.6 Casual appointment are issued only
for essential and necessary services where
there are not enough regular staff to meet
the demands of the service.

28. 3.4 Employment Status of Teachers
3.4.1 Regular permanent – issued to a
teacher who meets all the requirements of
the position.
3.4.2 Provisional – issued to a teacher who
meets all the requirements of the position
except the eligibility.
3.4.3 Substitute – issued to a teacher when
the regular incumbent of the position is
temporarily unable to perform the duties
of the position.

29. 3.5 Nature of Appointment
3.5.1 Original – refers to the initial entry
into the career and non-career service.
However, for those in the career service,
the first six 960 months of service
following an original appointment shall
be probationary in nature and the
appointee shall undergo a through
character investigation.

30. A probationer may be dropped from the
service for unsatisfactory conduct or want
of capacity any time before the expiration
of the probationary period. Such action is
appealable to the CSC.

31. 3.5.2 Promotion – is the advancement of
an employee from one position to another
with an increase in duties and
responsibilities and usually accompanied
by an increase in salary. Promotion may
be from one department or agency to
another or from one organizational unit
to another within the same department or
agency.

32. 3.5.3 Transfer – is the movement of
employee from one position to another
which is of equivalent rank, level of salary
without break in the service.

33. 3.5.4 Reemployment – is the
reappointment of a person who has been
previously appointed to a position in the
career or non-career service and was
separated there from as a result of
reduction in force reorganization,
retirement, voluntary resignation, non-
disciplinary actions such as dropping
from the rolls and other models of
separation. Reemployment presupposes a
gap in the service.

34. No prior authority shall be required for
the reemployment of a person who has
been previously retired and who has not
reached the compulsory retirement age of
65.
3.5.5 Reappointment – is the re-issuance
of an appointment during reorganization,
devolution, salary standardization, re-
nationalization or similar events.
Reappointment presupposes no gap in the
service.

35. 3.5.6 Reappointment – is the issuance of
an appointment to a person who has been
previously appointed to a position in the
career service and who has, through no
delinquency or misconduct, been
separated therefrom or to one who has
been exonerated of the administrative
charges unless the decision exonerating
specifies restoration to his previous
position.

36. An employee who has been exonerated or
who has been illegally terminated is
deemed not to have left the service.
3.5.7 Renewal – refers to the subsequent
appointment issued upon the expiration of
the appointment of the contractual/casual
personnel, or temporary appointment, if a
qualified eligible is not actually available, as
certified by the Civil Service Regional
Director of Field Officer. Renewal
presupposes no gap in the service.

37. 3.6 Change of Status
3.6.1 Temporary to permanent – A
permanent appointment is issued to a
temporary employee when he acquires the
appropriate eligibility or becomes fully
qualified for the position to which he is
appointed.
3.6.2 Provisional to regular (permanent) –
This appointment is issued when a
provisional teacher qualifies and is
registered as a professional teacher.

38. 3.7 Demotion – is the movement of an
employee from one position to another
with reduction in salary and is not
disciplinary in nature. In case a demotion
involves reduction in salary and is non-
disciplinary, a written consent shall be
secured from the demoted employee.
Appointment as a result of voluntary
demotion shall be at the hiring rate for
the class of the position.

39. 3.8 Upgrading/Reclassification – refers to
the change in position title with the
corresponding increase in salary grade.
This requires issuance of an appointment.
3.8.1 The incumbent of a position in a
permanent capacity which has been
upgraded/reclassified shall be appointed
to the upgraded/reclassified position

40. without change in employment status,
irrespective of whether or not he meets
the qualification requirements therefore.
However, he shall no longer be promoted
to the next higher position unless he
meets the qualification requirements of
the position involved.

41. 3.9 Other Personnel Movements
The following personnel movements
which will not require issuance of an
appointment shall nevertheless require an
office order issued by a duly authorized
official.

42. 3.9.1 Reassignment – movement of an
employee from one organizational unit to
another in the same department or
agency which does not involve a reduction
in rank, status or salary.
3.9.2 Detail – temporary movement of an
employee from one department or agency
to another office or agency and does not
involve a reduction in rank, status or
salary.

43. The detailed employee receives his salary
from his mother unit/agency.
Detail shall be allowed only for a
maximum period of one (1) year in the
case of employees occupying professional,
technical or scientific positions. Detail
beyond one (1) year may be allowed
provided it is with the consent of the
detailed employee.

44. 3.9.3 Secondment – movement of an
employee from one department or agency
to another which is temporary in nature
and which may or may not require the
issuance of an appointment which may
either involve increase in compensation
and benefits. Acceptance thereof is
voluntary on the part of the employee.