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Highly Proficient Master Teacher II 20 Master Teacher I *Teacher VII *Teacher VI *Teacher V *Teacher IV Teacher III 22 2 1 19 Teacher II Teacher I Master Teacher III Master Teacher IV *Master Teacher V School Principal I School Principal II School Principal III School Principal IV *Additional Teaching positions Executive Order No. 174, s. 2022 EO 174 “Expanded Career Progression System for Public School Teachers” • authorizes the creation of additional teaching positions in the teaching career line • provides redefined parameters in choosing between the established career options – specialized classroom teaching and school administration • Teachers may only be allowed to choose between career paths upon reaching MT 1 • attaches teacher progression / promotion with the professional standards (PPST, PPSSH) – should be defined in the IRR or other issuances N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
Our Vision for Teachers’ Career Progression Teachers should be given career options between classroom teaching and school administration. “Wala ng public school teacher ang magre-retire na Teacher I lamang.” Teachers’ career path should allow them to remain in the classroom while advancing in stature and compensation. Teachers’ career advancement should be based on quality of teaching practice. Our Strategy to Realize our Vision Uphold teacher quality standards through competency- and merit- based promotion/reclass. Clarify and rationalize career paths for teachers. Teachers may choose alternative career paths once they reach Highly Proficient. Create new positions in the classroom teaching career line (Teacher IV, V, VI, VII and Master Teacher V) thereby providing more opportunities for promotion. Reclassification as the primary means for promotion, making promotion faster and self-paced.
Key Provisions of the DepEd Order No. 024, s. 2025 N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
Class Level Salary Grade (SG) Teacher I, II, III, IV, V, VI, VII 1 1 , 12, 13, 14, 15, 16, 1 7 Master Teacher I, II, III, IV, V 18, 19, 20, 21, 22 School Principal I, II, III, IV 19, 20, 21, 22 Guidance Counselors, Guidance Coordinators, School Farming Coordinators, Vocational Instruction Supervisors School Librarian I, II, III and other positions in the Library Service Group assigned in schools, regardless of whether they are assigned at least one (1) teaching load Teaching positions in non DepEd- managed schools and community learning centers (i.e., PHSA, NAS, PSHS, SUCs) Teaching positions in Bangsamoro Autonomous Region in Muslim Mindanao (BARMM) Other positions that are neither specified in EO No. 174 nor specifically identified by the DepEd as covered by the System. Scope : *Including all teaching positions bearing the parenthetical titles of Special Needs Education Teacher and Special Science Teacher Exclusion: N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
PPSSH Career Stage IV PPSSH Career Stage III PPSSH Career Stage II PPSSH Career Stage I (Aspiring Principals) PPST Career Stage IV (Distinguished) PPST Career Stage III (Highly Proficient) PPST Career Stage II (Proficient) PPST Career Stage I (Beginning Towards Proficient) Master Teacher II 20 Master Teacher I *Teacher VII *Teacher VI *Teacher V *Teacher IV Teacher III 22 2 1 19 Teacher II Teacher I Master Teacher III Master Teacher IV *Master Teacher V School Principal I School Principal II School Principal III School Principal IV School Administration Career Line Teaching Career Line N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
N A T I O N A L O R I E N T A T I O N Expanded Career Progression System Hiring and promotion to positions in the ECP System shall be based on merit, fitness, and competence. Promotions shall be primarily through reclassification; without precluding promotions through natural vacancy in the event of newly created items or vacated positions. Entry and Advancement in the Classroom Teaching Career Line
N A T I O N A L O R I E N T A T I O N Expanded Career Progression System Promotion shall be non-hierarchical; provided that the following conditions are met: Entry and Advancement in the Classroom Teaching Career Line Career Stage- based Advancement No teacher shall progress to higher career stages without progressing through each of the career stages. Three (3) Salary Grade Limitation Promotion, through reclassification or natural vacancy, shall not exceed three (3) salary grades than the applicant’s current position; except when the promotional appointment falls within the purview of any applicable exemptions granted by the CSC as stipulated in the ORAOHRA.
N A T I O N A L O R I E N T A T I O N Expanded Career Progression System Vacated positions shall be abolished to create new positions (i.e. conversion) if it remains vacant after it has been published and posted as natural vacancy for one (1) year reckoned from the date of vacancy. Scrap-and-Build Policy Vacated Position Converted Position School Principal II, II, IV School Principal I Teacher II, III, IV, V, VI, VI Special Science Teacher I, II Master Teacher I, II, III, IV, V Teacher I
Entry and Advancement in the Classroom Teaching Career Line CSC-Approved Qualification Standards  Education  Training  Experience  Eligibility PPST-Based Performance Requirements meet the desired proficiency level for teachers defined under the PPST as may be assessed through Performance Ratings Undergo the comparative assessment  Education, Training, Experience  PPST-based Performance  Classroom Observation to assess PPST-Classroom Observable indicators  Teacher Portfolio and Interview to showcase PPST Non-Classroom Observable indicators • Enclosure No. 2: ‘Guidelines on the Reclassification to Teaching Positions’; and • DO 20, s. 2024: ‘Guidelines on the Recruitment, Selection, and Appointment to Higher Teaching Positions’ for natural vacancy. N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
Entry and Advancement in the School Administration Career Line CSC-Approved Qualification Standards  Education  Training  Experience  Eligibility DepEd-administered School Head Assessment Entry to School Principal positions shall require the passing of a DepEd- administered qualifying examination anchored on the PPSSH Enclosure No. 3 to DO 024, s. 2025  Education, Training, Experience  Performance  Outstanding Accomplishments  Application of Education  Application of L&D  Potential Enclosure No. 3 to DO 007, s. 2023: ‘Guidelines on the Recruitment, Selection, and Appointment in the Department of Education, and its subsequent issuances, for natural vacancy. N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
N A T I O N A L O R I E N T A T I O N Expanded Career Progression System Switching of career line shall be allowed once. Applicant must meet the QS and undergo assessment for the position applied for. Subject to availability of vacant position and/or applicable staffing standards for MT and School Principal. Switching Career Lines
Modified Staffing Standards for Master Teacher and School Principal Positions N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
Legal Basis Position Parameter 1997 Organization and Staffing Standards for DECS Schools Divisions, Elementary and Secondary Schools ELEMENT ARY SCHOOLS Teacher-in-Charge 1-6 teachers Head Teacher 7-9 teachers Elementary School Principal I 10-29 teachers Elementary School Principal II 30-59 teachers Elementary School Principal III 60-99 teachers Elementary School Principal IV >100 teachers SECONDARY SCHOOLS Secondary School Principal I 10-25 teachers Secondary School Principal II 26-99 teachers Secondary School Principal III 100-174 teachers Secondary School Principal IV >175 teachers Old Parameters for School Heads and Master Teachers N A T I O N A L O R I E N T A T I O N Expanded Career Progression System Legal Basis Position Parameter 1997 Organization and Staffing Standards for DECS Schools Divisions, Elementary and Secondary Schools ELEMENT ARY SCHOOLS (10% of the total authorized teacher positions in the district) Master Teacher I 6.6% of the total number of authorized teaching positions Master Teacher II 3.4% of the number of authorized Master Teacher I positions. SECONDARY SCHOOLS Master Teacher Position (Regardless of Level) 5-7 authorized teacher positions within the school.
Modified Staffing Standards Master Teacher Kindergarten and Elementary Secondary (JHS) Secondary (SHS) One (1) MT item for every five (5) Teachers within the school, regardless of position title One (1) plantilla item for every five (5) Teachers per subject/learning area within the school, regardless of position title One (1) plantilla item for every five (5) Teachers per track within the school, regardless of position title School Principal One (1) School Principal item, regardless of position title or level, shall be authorized for every unique school (i.e., school with School ID) N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
N A T I O N A L O R I E N T A T I O N Expanded Career Progression System Modified Staffing Standards Master Teacher Regional Science High Schools Multigrade/ Hardship Posts ALS SNET One (1) MT for every three (3) Teachers per subject/learning area within the school, regardless of position title One (1) MT for every three (3) Teachers within the school, regardless of position title One (1) MT for every five (5) A LS Teachers within the Schools Division, regardless of position title One (1) MT for every five (5) SNET Teachers within the Schools Division, regardless of position title
N A T I O N A L O R I E N T A T I O N Expanded Career Progression System The Modified Staffing Standards ensures… Strengthen School Leadership and Management Through the implementation of a ‘one school, one principal’ policy Greater Opportunities for Promotion More teachers can get promoted by lowering the Master Teacher- Teacher ratio Career Advancement in Small Schools Teachers need not transfer to central schools and away from their families to get promoted.
N A T I O N A L O R I E N T A T I O N Expanded Career Progression System Guidelines on the Reclassification to Teaching Positions Enclosure No. 2 to DepEd Order No. 024, s. 2025
Call for Applications: The SDS shall issue an official memorandum calling for applications for reclassification of teaching positions not later than June 30 of the current year. *Subsequent calls for applications may be done within the year subject to availability of funds. The estimated number of slots for reclassification per position shall be determined by the SDS, upon the recommendation of the HRMPSB, based on the following parameters: a. Available budget allotment for the current fiscal year; b. Priority positions based on teacher needs analysis; and c. Applicable staffing standards and ratios for Master Teacher position N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
All interested applicants for reclassification shall submit the Reclassification Form for Teaching Positions (RFTP) (Annex B-1) to the respective HRMOs, through the Records Unit, on or before the deadline indicated in the SDO Memorandum or Call for Applications.  The RFTP Form is a tool for determining the appropriate classification of a position.  The form reflects the applicant’s attainment of the minimum qualifications of the position per CSC-approved QS, performance, and comparative assessment results. Submission and Receipt of Application Documents: N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
The RFTP shall be supported by the following documents: a. Letter of intent addressed to the SDS containing the following information: • Statement of Purpose/Expression of interest • Position applied for b. Duly accomplished PDS (CS Form 212, Revised 2025) with Work Experience Sheet c. Photocopy of valid and updated PRC License/ID d. Certificate of Competency Level issued by authorized body (if applicable) e. Photocopy of scholastic/academic record (i.e., Special Orders, Transcript of Records (TOR) and Diploma, including completion of graduate and post-graduate units/degrees, if available) f. Photocopy of duly signed Service Record g. Photocopy of latest appointment h. Photocopy of certificate/s of completion of NEAP-accredited professional development programs/courses, or certificates of training issued by NEAP-accredited public and private institutions or Photocopy of certificate/s of relevant specialized trainings or professional development programs i. Photocopy of Technical Education and Skills Development Authority (TESDA) National Certificate (NC) II17, Trainers Methodology Certificate (TMC) (for SHS applicants in the Technical-Vocational-Livelihood (TVL) track only) j. Photocopy of the required Performance Ratings with at least Very Satisfactory rating (Note: The applicant shall submit at most three (3) performance ratings depending on the performance requirements. The latest performance rating shall cover one (1) year complete performance rating period in the current position); k. Checklist of Requirements and Omnibus Sworn Statement on the Certification on the Authenticity and Veracity (CAV) l. Other documents as may be required by the HRMPSB including but not limited to portfolio for the assessment of identified PPST non-classroom observable indicators.
Initial Evaluation of the Qualifications of Applicants (QS + Performance) Upon receipt of the applications, an initial evaluation of the applicants’ qualifications vis-à-vis the CSC-approved QS of the position applied for. Specifically, the HRMO shall assess whether the applicants meet the minimum qualifications in terms of: Education Experience Training Eligibility DO 019, s. 2025 – Amended Qualification Standards for Teacher I-III, Master Teacher I-IV, and School Principal I-IV Positions, and the Qualification Standards for Newly Created Teacher IV-VII and Master Teacher V Positions N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
N A T I O N A L O R I E N T A T I O N Expanded Career Progression System POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCE ELIGIBILITY Teacher I SG-1 1 Bachelor's degree in Education; or Bachelor's degree in relevant subject or learning area with at least 18 professional units in Education None required None required Elementary: RA 1080 (Teacher- Elementary/Secondary) Secondary: RA 1080 (Teacher- Secondary) Teacher II SG-1 2 Bachelor's degree in Education; or Bachelor's degree in relevant subject or learning area with at least 18professional units in Education 8 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization acquired within the last 5 years 1 year teaching experience Elementary: RA 1080 (Teacher- Elementary/Secondary) Secondary: RA 1080 (Teacher- Secondary) Teacher III SG-13 Bachelor's degree in Education; or Bachelor's degree in relevant subject or learning area with at least 18professional units in Education 16 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization acquired within the last 5 years 2 years teaching experience Elementary: RA 1080 (Teacher- Elementary/Secondary) Secondary: RA 1080 (Teacher- Secondary)
POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCE ELIGIBILITY Teacher IV SG-14 Bachelor's degree in Education; or Bachelor's degree in relevant subject or learning area with at least 18 professional units in Education 16 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization acquired within the last 5 years; or Completion of NEAP-requisite professional development program for Career Stage II (Proficient Teacher) 3 years teaching experience Elementary: RA 1080 (Teacher- Elementary/Second ary) Secondary: RA 1080 (Teacher- Secondary) Teacher V SG-15 Bachelor's degree in Education; or Bachelor's degree in relevant subject or learning area with at least 18 professional units in Education 24 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization acquired within the last 5 years; or Completion of NEAP-requisite 3 years teaching experience Elementary: RA 1080 (Teacher- Elementary/Second ary) Secondary: RA 1080 (Teacher- Secondary)
POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCE ELIGIBILITY Teacher VI SG-16 Bachelor's degree in Education; or Bachelor's degree in relevant subject or learning area with at least 18 professional units in Education 24 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization, Instructional Supervision acquired within the last 5 years or Completion of NEAP-requisite professional development program for Career Stage II (Proficient Teacher) 4 years teaching experience Elementary: RA 1080 (Teacher- Elementary/Secon dary) Secondary: RA 1080 (Teacher- Secondary) Teacher VII SG-1 7 Bachelor's degree in Education; or Bachelor's degree in relevant subject or learning area with at least 18 professional units in Education 32 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization, Instructional Supervision acquired within the last 5 years; or Completion of NEAP-requisite professional development program for Career Stage II (Proficient Teacher) 4 years teaching experience Elementary: RA 1080 (Teacher- Elementary/Secon dary) Secondary: RA 1080 (Teacher- Secondary)
POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCE ELIGIBILITY Master Teacher I SG-18 Master’s degree in Education, or Educational Leadership, or Educational Management, or relevant subject or learning area 24 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization and 8 hours of training in Instructional Supervision acquired within the last 5 years; or Completion of NEAP-requisite professional development program for Career Stage III (Highly Proficient Teacher) 5 years teaching experience Elementary: RA 1080 (Teacher- Elementary/Sec ondary) Secondary: RA 1080 (Teacher- Secondary) Master Teacher II SG-19 Master’s Degree in Education, or Educational Leadership, or Educational Management, or relevant subject or learning area 24 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization and 8 hours of training in Instructional Supervision acquired within the last 5 years; or Completion of NEAP-requisite professional development program for Career Stage III (Highly Proficient Teacher) 5 years teaching experience and 1 year relevant experience in instructional supervision and technical assistance to Elementary: RA 1080 (Teacher- Elementary/Sec ondary) Secondary: RA 1080 (Teacher- Secondary)
POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCE ELIGIBILITY Master Teacher III SG-20 Master’s degree in Education, or Educational Leadership, or Educational Management, or relevant subject or learning area 24 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization and 8 hours of training in Instructional Supervision acquired within the last 5 years; or Completion of NEAP-requisite professional development program for Career Stage IV (Distinguished Teacher) 5 years teaching experience and 2 years relevant experience in instructional supervision and technical assistance to teachers Elementary: RA 1080 (Teacher- Elementary/Sec ondary) Secondary: RA 1080 (Teacher- Secondary) Master Teacher IV SG-2 1 Master’s degree in Education, or Educational Leadership, or Educational Management, or relevant subject or learning area 24 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization and 16 hours of training in Instructional Supervision acquired within the last 5 years; or Completion of NEAP-requisite professional development program for Career Stage IV (Distinguished Teacher) 5 years teaching experience and 3 years relevant experience in instructional supervision and technical assistance to teachers Elementary: RA 1080 (Teacher- Elementary/Sec ondary) Secondary: RA 1080 (Teacher Master Teacher V SG-22 Master’s Degree in Education, or Educational Leadership, or Educational Management, or relevant 24 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization and 16 hours of training in Instructional Supervision acquired within the last 5 years; or 5 years teaching experience and 4 years relevant experience in instructional Elementary: RA 1080 (Teacher- Elementary/Sec ondary) Secondary:
Assessment Process Qualification Standards (QS) Evaluation Standards-based Requirements Evaluation Comparative Assessment Education-Training- Experience Performance Rating Classroom Observation CAReER Start Qualified ? Met? Yes No (DQ) Yes No Portfolio Assessment (Non- Classroom Observation) HRMO Assessor s (HRMPSB & subcommittees) HRMPSB
N A T I O N A L O R I E N T A T I O N Expanded Career Progression System Performance Requirements for Teaching Positions Satisfy the set performance requirements of the position applied for, based on at most three (3) rating periods reckoned from the immediately preceding performance cycle completed. Applicants must have a rating of at least Very Satisfactory in the last rating period (1) year cycle in the complete curren t covering one performance position. A teacher who is on official leave of absence, may be considered for promotion through reclassification. In such cases, the applicable performance ratings to be used for purposes of satisfying the performance requirements shall be based on at most three (3) rating periods reckoned from the last rating period prior to the leave of absence. Non-teacher applicants for reclass who are not using the existing PPST-based IPCRF of teachers, shall be evaluated using comparable performance requirements.  School Principal position who intend to switch from SA to CT Career Line,  ASP and HT position for reclassification to appropriate teaching position in the CT Career Line, and  Teachers with designation as Teacher-in- Charge (TIC) or Assistant School Head Designate
Position Applied For PPST Career Stage Classroom Observable Indicators Non-Classroom Observable Indicators Teacher II Career Stage I (Beginning towards Proficient) At least 6 Proficient COIs at Very Satisfactory At least 4 Proficient NCOIs at Very Satisfactory Teacher III At least 12 Proficient COIs at Very Satisfactory At least 8 Proficient NCOIs at Very Satisfactory Teacher IV Career Stage II (Proficient) 21 Proficient COIs at Very Satisfactory 16 Proficient NCOIs at Very Satisfactory Teacher V At least 6 Proficient COIs at Outstanding At least 4 Proficient NCOIs at Outstanding Teacher VI At least 12 Proficient COIs at Outstanding At least 4 Proficient NCOIs at Very Satisfactory; and 4 Proficient NCOls at Outstanding Teacher VII At least 18 Proficient COIs at Outstanding At least 6 Proficient NCOIs at Very Satisfactory; and 6 Proficient NCOls at Outstanding Master Teacher I Career Stage III (Highly Proficient) 21 Proficient COIs at Outstanding 8 Proficient NCOIs at Very Satisfactory; and 8 Proficient NCOls at Outstanding Master Teacher II At least 10 Highly Proficient COIs at Outstanding At least 5 Highly Proficient NCOIs at Very Satisfactory; and 5 Highly Proficient NCOls at Outstanding Master Teacher III Career Stage IV (Distinguished) 21 Highly Proficient COIs at Outstanding 8 Highly Proficient NCOIs at Very Satisfactory; and 8 Highly Proficient NCOIs at Outstanding Master Teacher IV At least 10 Distinguished COIs at Outstanding At least 5 Distinguished NCOIs at Very Satisfactory; and 5 Distinguished NCOls at Outstanding Master Teacher V 21 Distinguished COIs at Outstanding 8 Distinguished NCOls at Very Satisfactory; and 8 Distinguished NCOIs at Outstanding Performance Requirements for Teaching Positions
N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
Initial Evaluation Results • The IER shall be posted in at least three (3) conspicuous physical places, concealing the applicants’ personal information • The only information that shall be made public are the application codes, qualifications of the applicants in terms of Education, Training, Experience, Eligibility, Competency (if applicable), and Performance, and remark on whether Qualified or Disqualified. A N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
Notice to Applicants • The HRMO to notify the applicants of the results of the initial evaluation through a written notice served through official communication channels • Official communications to applicants shall use the prescribed templates Annex E-2 and F-2 of DepEd Order No. 024, s. 2025 N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
Assessment Process Qualification Standards (QS) Evaluation Standards-based Requirements Evaluation Comparative Assessment Education-Training- Experience Performance Rating Classroom Observation CAReER Start Qualified ? Met? Yes No (DQ) Yes No Portfolio Assessment (Non- Classroom Observation) HRMO Assessor s (HRMPSB & subcommittees) HRMPSB
Assessment Criteria and Point System CRITERIA MAXIMUM POINTS POSSIBLE Education 10 Training 10 Experience 10 PBET / LET / LEPT Rating 10 PPST COIs (thru Classroom Observation / Demonstration Teaching) 35 PPST NCOIs (thru Teacher Reflection) 25 TOTAL 100 CRITERIA MAXIMUM POINTS POSSIBLE Education 10 Training 10 Experience 10 PPST-based Performance 30 PPST COIs (Actual Classroom Observation) 25 PPST NCOIs (Portfolio Annotations & Interview) 15 TOTAL 100 Teacher I Hiring Teacher Promotion and Reclass N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
Rubrics for Computation of Education, Training, and Experience Based on the Qualification Standards 30 points Education Training Experience The points for ETE, corresponding to the applicant’s qualifications exceeding the QS, shall be computed using the Increments Table and the ETE Rubrics. Only those qualifications that are relevant to the position to be N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
Increments Table a tool that is used in determining the incremental points in the education, training, and experience obtained by the applicant that exceeds the minimum requirement per CSC- approved Qualification Standards (QS).
Performanc e CRITERIA MAXIMUM POINTS POSSIBLE Education 10 Training 10 Experience 10 PPST-based Performance 30 PPST COIs (Actual Classroom Observation) 25 PPST NCOIs (Portfolio Annotations & Interview) 15 TOTAL 100 Teacher Promotion and Reclass  Multiply the final rating in the last rating period by the weight allocation Points(Performance) = x/5 * WA(Performance) Where: x = Performance Rating 5 = Highest possible PR in DepEd PMES WA = Weight Allocation for Performance (30 points) N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
N A T I O N A L O R I E N T A T I O N Expanded Career Progression System COIs & NCOIs CRITERIA MAXIMUM POINTS POSSIBLE Education 10 Training 10 Experience 10 PPST-based Performance 30 PPST COIs (Actual Classroom Observation) 25 PPST NCOIs (Portfolio Annotations & Interview) 15 TOTAL 100 Teacher Promotion and Reclass PPST Classroom Observable Indicators (COI) (measured through Classroom Observation) PPST Non-Classroom Observable Indicators (NCOI) (measured through the Assessment of Portfolio Annotations)
N A T I O N A L O R I E N T A T I O N Expanded Career Progression System Levels of Practice BEGINNING TOWARDS PROFICIENT Levels 2-6 capture the ‘teacher practice’ in the beginning towards proficient career stage
N A T I O N A L O R I E N T A T I O N Expanded Career Progression System Assessment of Classroom Observable Indicators (COIs) through Actual Classroom Observation Career Stage 1 (Beginning towards Proficient) Career Stage 2 (Proficient) Career Stage 3 (Highly Proficient) Career Stage 4 (Distinguished) T II T III T IV T V T VI T VII MT I MT II MT III MT IV MT V 1.1.2 1.1.2 1.1.2 1.1.2 1.1.2 1.1.2 1.1.3 1.1.3 1.1.4 1.1.4 1.1.4 1.5.2 1.5.2 1.5.2 1.6.2 1.3.2 2.5.2 2.5.3 1.4.3 2.1.4 1.4.4 1.5.4 2.4.2 1.7.2 2.6.2 2.3.2 2.2.2 3.1.2* 3.1.3* 2.3.3 3.1.4* 2.4.4 2.4.4 3.1.2* 3.1.2* 3.1.2* 3.1.2* 3.1.2* 4.5.2 4.1.3 3.1.3* 4.5.4 3.1.4* 3.1.4* 5.3.2 4.1.2 4.1.2 5.3.2 4.5.2 5.3.2 5.1.3 5.1.3 5.3.4 5.1.4 4.1.4 *May be replaced with COI from Strands 3.2, 3.3, 3.4, 3.5 that is appropriate to the Career Stage, whichever is applicable based on the classroom context of the teacher-applicant (Madrasah, ALS, SNET, IPEd, etc.)
N A T I O N A L O R I E N T A T I O N Expanded Career Progression System 84 PPST Non-Classroom Observable Indicators (NCOIs) 6.3.3* 6.3.4** 5.2.2* 5.2.3** *Indicator to be assessed in the Portfolio Annotation **Indicator to be assessed in the Interview
Session V: N A T I O N A L O R I E N T A T I O N Expanded Career Progression System Guidelines on the Reclassification to School Principal Positions Enclosure No. 3 to DepEd Order No. 024, s. 2025
Call for Applications: The SDS shall issue an official memorandum calling for applications for reclassification of principal positions not later than June 30 of the current year. *Subsequent calls for applications may be done within the year subject to availability of funds. The estimated number of slots for reclassification per position shall be determined by the SDS, upon the recommendation of the HRMPSB, based on the following parameters: a. Available budget allotment for the current fiscal year; and b. Applicable staffing standards for School Principal position N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
N A T I O N A L O R I E N T A T I O N Expanded Career Progression System All interested applicants for reclassification shallsubmit the Reclassification Form for School Principal Positions (RFSPP) (Annex B-2) to the respective HRMOs, through the Records Unit, on or before the deadline indicated in the SDO Memorandum or Call for Applications.  The RFSPP Form is a tool for determining the appropriate classification of a position.  The form reflects the applicant’s attainment of the minimum qualifications of the position per CSC-approved QS, performance, and comparative assessment results. Submission and Receipt of Application Documents:
The RFSPP shall be supported by the following documents: a. Letter of intent addressed to the SDS containing the following information: • Statement of Purpose/Expression of interest • Position applied for b. Duly accomplished PDS (CS Form 212, Revised 2025) with Work Experience Sheet c. Photocopy of valid and updated PRC License/ID d. Certificate of Competency Level issued by authorized body (if applicable) e. Photocopy of scholastic/academic record (i.e., Special Orders, Transcript of Records (TOR) and Diploma, including completion of graduate and post-graduate units/degrees, if available) f. Photocopy of duly signed Service Record g. Photocopy of certificate/s of completion of NEAP-accredited professional development programs/courses, or certificates of training issued by NEAP-accredited public and private institutions or Photocopy of certificate/s of relevant specialized trainings or professional development programs h. Certificate of Rating (COR) in the School Head Assessment (National Qualifying Examination for School Heads (NQESH) or Principal’s Test or other school head assessment as may be administered by DepEd) i. Photocopy of latest appointment; j. Photocopy of the Performance Rating with at least Very Satisfactory rating in the last rating period covering one (1) complete performance rating period in the current position prior to the deadline of submission; k. Checklist of Requirements and Omnibus Sworn Statement on the Certification on the Authenticity and Veracity (CAV) l. Other documents as may be required by the HRMPSB including but not limited to:  Means of Verification (MOVs) showing Outstanding Accomplishments, Application of Education, Application of Learning and Development reckoned from the date of last issuance of appointment
N A T I O N A L O R I E N T A T I O N AssessmenEtxpPanrdoedcCeasreser PfroogrreSsscionhSoysotelmPrincipal Qualification Standards (QS) Evaluation SH ASSESSMENT Comparative Assessment Education-Training- Experience Performance Rating Outstanding Accomplishments CAReER Start Qualified ? Qualified? Yes No (DQ) Yes No Application of Education HRMO Assessor s (HRMPSB & subcommittees) HRMPSB Application of L&D Potential
N A T I O N A L O R I E N T A T I O N Expanded Career Progression System Initial Evaluation of the Qualifications of Applicants (QS + Performance) Upon receipt of the applications, an initial evaluation of the applicants’ qualifications vis-à-vis the CSC-approved QS of the position applied for. Specifically, the HRMO shall assess whether the applicants meet the minimum qualifications in terms of: Education Experience Training Eligibility DO 019, s. 2025 – Amended Qualification Standards for Teacher I-III, Master Teacher I-IV, and School Principal I-IV Positions, and the Qualification Standards for Newly Created Teacher IV-VII and Master Teacher V Positions
POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCE ELIGIBILITY School Principal I SG-19 Master's degree in Education, or Educational Management, or Educational Leadership; or Master's degree in relevant learning area with at least 9 units in Management 32 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, School Management and Operations, Instructional Leadership acquired within the last 5 years 5 years teaching experience and 1 year relevant experience in any of the following: learning area coordination, subject area supervision, school management and operations, instructional supervision RA 1080 (Teacher) School Principal II SG-20 Master's degree in Education, or Educational Management, or Educational Leadership; or Master's degree in relevant learning area with at least 1 2 32 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, School Management and Operations, Instructional Leadership acquired within the last 5 years 5 years teaching experience and 2 years experience in school management and operations RA 1080 (Teacher)
POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCE ELIGIBILITY School Principal III SG-21 Master's degree in Education, or Educational Management, or Educational Leadership; or Master's degree in relevant learning area with at least 15 units in Management 40 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, School Management and Operations, Instructional Leadership acquired within the last 5 years 5 years teaching experience and 3 years experience in school management and operations RA 1080 (Teacher) School Principal IV SG- 22 Master's degree in Education, or Educational Management, or Educational Leadership; or Master's degree in relevant learning area with at least 18 units in 40 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, School Management and Operations, Instructional Leadership acquired within the last 5 years 5 years teaching experience and 4 years experience in school management and operations RA 1080 (Teacher)
N A T I O N A L O R I E N T A T I O N Expanded Career Progression System School Head Assessment Upon meeting the QS, the HRMO shall verify whether the applicants have passed the DepEd-administered school head assessment such as the NQESH, Principal’s Test, or DepEd-administered principalship or school head assessment/s. First appointments to School Principal positions, whether through natural vacancy or reclassification, shall require candidates to pass the DepEd- administered school head assessment. Appointments to School Principal positions made at the time when a DepEd-administered examination is not yet required shall remain valid. Incumbents of such appointments, shall no longer be required to pass the school head assessment when applying for reclassification to higher School Principal positions.
N A T I O N A L O R I E N T A T I O N Expanded Career Progression System Initial Evaluation Results • The IER shall be posted in at least three (3) conspicuous physical places, concealing the applicants’ personal information • The only information that shall be made public are the application codes, qualifications of the applicants in terms of Education, Training, Experience, Eligibility, Competency (if applicable), and School Head Assessment, and remark on whether Qualified or Disqualified. Annex D-2 of DepEd Order No. 024, s. 2025
Notice to Applicants • The HRMO to notify the applicants of the results of the initial evaluation through a written notice served through official communication channels • Official communications to applicants shall use the prescribed templates Annex E-3 and F-3 of DepEd Order No. 024, s. 2025 N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
Assessment Process for School Principal Qualification Standards (QS) Evaluation SH ASSESSMENT Comparative Assessment Education-Training- Experience Performance Rating Outstanding Accomplishments CAReER Start Qualified ? Qualified? Yes No (DQ) Yes No Application of Education HRMO Assessor s (HRMPSB & subcommittees) HRMPSB Application of L&D Potential
Assessment Criteria and Point System CRITERIA MAXIMUM POINTS POSSIBLE Education 10 Training 10 Experience 10 Performance 25 Outstanding Accomplishments 10 Application of Education 10 Application of Learning and Development 10 Potential (Written Exam, BEI) 15 TOTAL 100 School Principal Promotion and Reclass N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
Rubrics for Computation of Education, Training, and Experience Based on the Qualification Standards 30 points Education Training Experience The points for ETE, corresponding to the applicant’s qualifications exceeding the QS, shall be computed using the Increments Table and the ETE Rubrics. Only those qualifications that are relevant to the position to be filled shall be given N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
Increments Table a tool that is used in determining the incremental points in the education, training, and experience obtained by the applicant that exceeds the minimum requirement per CSC- approved Qualification Standards (QS).
CRITERIA MAXIMUM POINT S POSSIBL E Education 10 Training 10 Experience 10 Performance 25 Outstanding Accomplishments 10 Application of Education 10 Application of Learning and Development 10 Potential (Written Exam, BEI) 15 TOTAL 100 Performanc e  Multiply the final rating in the last rating period by the weight allocation Points(Performance) = x/5 * WA(Performance) Where: x = Performance Rating 5 = Highest possible PR in DepEd PMES WA = Weight Allocation for Performance (25 points) N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
Outstanding Accomplishments Component Points Awards and Recognition 7 points Research and Innovation 4 points Subject Matter Expert / Membership in National Technical Working Groups (TWGs) or Committees 3 points Resource Speakership / Learning Facilitation 2 points NEAP Accredited Learning Facilitator 2 points Outstanding Accomplishments refer to meritorious contributions of an applicant, such as ideas, inventions, or discoveries which were duly recognized by an authorized body. Only those outstanding accomplishments acquired or earned after the last promotion shall be considered eligible to be given points. N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
Application of Education Application of education is the contribution made by an applicant to their workplace as a result of their learnings from their education degree/s or units earned, such as but not limited to applied concepts, processes, and skills that are relevant to the position applied for. Means of verification: a. Action Plan approved by the Head of Office b. Accomplishment Report verified by the Head of Office c. Certification of the utilization/ adoption signed by the Head of Office MOVs Submitted Points(Application of Education) Relevant Not Relevant ALL MOVs 10 points 5 points Only A & B 7 points 3 points Only A 5 points 1 point N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
N A T I O N A L O R I E N T A T I O N Expanded Career Progression System Application of Learning and Development Application of L&D is a proven success of the learnings gained from the human resource development (HRD) interventions done/attended by the applicant which must have led to significant positive results in their current or previous work. Means of verification: a. Certificate of Training or Certification on any applicable L&D intervention acquired that is aligned with the Individual Development Plan (IDP); b. Action Plan/Re-entry Action Plan (REAP)/Job Embedded Learning (JEL)/ Impact Project applying the learnings from the L&D intervention done/attended, duly approved by the Head of Office; c. Accomplishment Report together with a General Certification that the L&D intervention was used/adopted by the office at the local level; d. Accomplishment Report together with a General Certification that the L&D intervention was used/adopted by a different office at the local/higher level. MOVs Submitted Points(Application of L&D Relevant Not Relevant ALL MOVs 10 points 5 points Only A & B 7 points 3 points Only A 5 points 1 point
Potentia l For higher School Principal positions, the HRMPSB or subject matter experts as may be requested by the HRMPSB shall develop a written examination which shall be the basis for scoring the component on Written Examination (5 points). Component Points(Potential) Appointment to School Principal I position Appointment to Higher School Principal positions Written Examinations (WE) 10 points 5 points Behavioral Events Interview (BEI) 5 points 10 points Potential refers to the capacity and ability of an applicant to assume the duties and responsibilities of the position applied for . It may be measured through any or all of the following: Position: School Principal II – SG 20 x = 85 (raw score from the SDO-developed written exam) TI = 100 WA = 5 Points(WE) = 85/100 * 5 = 4.25 For School Principal I position, the applicant’s score in the NQESH, Principal’s Test, or a similar standardized examination administered by DepEd shall be the basis for scoring the component on Written Examination (10 points) Position: School Principal I – SG 19 XNQESH = 82.5 (NQESH percentage score) WA = 10 Points(WE) = 82.5 * 10 = 8.25 N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
Comparative Assessment A copy of the duly signed CAReER per position, in which candidates are listed in no particular order using application codes, shall be posted in at least three (3) conspicuous places in DepEd offices/schools concerned for a period of at least 10 calendar days, indicating the date of posting N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
Reclassification List (i.e., Ranking) • The HRMPSB shall submit to the SDS the Comparative Assessment Results for can be who on the allotme nt following for the Expanded Reclassification (CAReER). • The CAReER shall be accompanied by the Plantilla Allocation List (PAL),containing only the names of candidates accommodated based parameters:  Available budget current fiscal year;  Applicable staffing standards for School Principal positionn  The CAReER for a particular position shall be valid until exhausted.  All remaining applicants in the CAReER who were not accommodated in the current year shall be prioritized in the reclassification for the following year  They shall be considered ‘in the queue’ and shall not be required to undergo the assessment process.  The reclassification of their positions shall be processed before all other new applicants can be reclassified. N A T I O N A L O R I E N T A T I O N Expanded Career Progression System

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DepED Expanded Career Progression-SLIDE.pptx

  • 1.
    Highly Proficient Master Teacher II 20 MasterTeacher I *Teacher VII *Teacher VI *Teacher V *Teacher IV Teacher III 22 2 1 19 Teacher II Teacher I Master Teacher III Master Teacher IV *Master Teacher V School Principal I School Principal II School Principal III School Principal IV *Additional Teaching positions Executive Order No. 174, s. 2022 EO 174 “Expanded Career Progression System for Public School Teachers” • authorizes the creation of additional teaching positions in the teaching career line • provides redefined parameters in choosing between the established career options – specialized classroom teaching and school administration • Teachers may only be allowed to choose between career paths upon reaching MT 1 • attaches teacher progression / promotion with the professional standards (PPST, PPSSH) – should be defined in the IRR or other issuances N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 2.
    Our Vision forTeachers’ Career Progression Teachers should be given career options between classroom teaching and school administration. “Wala ng public school teacher ang magre-retire na Teacher I lamang.” Teachers’ career path should allow them to remain in the classroom while advancing in stature and compensation. Teachers’ career advancement should be based on quality of teaching practice. Our Strategy to Realize our Vision Uphold teacher quality standards through competency- and merit- based promotion/reclass. Clarify and rationalize career paths for teachers. Teachers may choose alternative career paths once they reach Highly Proficient. Create new positions in the classroom teaching career line (Teacher IV, V, VI, VII and Master Teacher V) thereby providing more opportunities for promotion. Reclassification as the primary means for promotion, making promotion faster and self-paced.
  • 3.
    Key Provisions of theDepEd Order No. 024, s. 2025 N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 4.
    Class Level SalaryGrade (SG) Teacher I, II, III, IV, V, VI, VII 1 1 , 12, 13, 14, 15, 16, 1 7 Master Teacher I, II, III, IV, V 18, 19, 20, 21, 22 School Principal I, II, III, IV 19, 20, 21, 22 Guidance Counselors, Guidance Coordinators, School Farming Coordinators, Vocational Instruction Supervisors School Librarian I, II, III and other positions in the Library Service Group assigned in schools, regardless of whether they are assigned at least one (1) teaching load Teaching positions in non DepEd- managed schools and community learning centers (i.e., PHSA, NAS, PSHS, SUCs) Teaching positions in Bangsamoro Autonomous Region in Muslim Mindanao (BARMM) Other positions that are neither specified in EO No. 174 nor specifically identified by the DepEd as covered by the System. Scope : *Including all teaching positions bearing the parenthetical titles of Special Needs Education Teacher and Special Science Teacher Exclusion: N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 5.
    PPSSH Career StageIV PPSSH Career Stage III PPSSH Career Stage II PPSSH Career Stage I (Aspiring Principals) PPST Career Stage IV (Distinguished) PPST Career Stage III (Highly Proficient) PPST Career Stage II (Proficient) PPST Career Stage I (Beginning Towards Proficient) Master Teacher II 20 Master Teacher I *Teacher VII *Teacher VI *Teacher V *Teacher IV Teacher III 22 2 1 19 Teacher II Teacher I Master Teacher III Master Teacher IV *Master Teacher V School Principal I School Principal II School Principal III School Principal IV School Administration Career Line Teaching Career Line N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 6.
    N A TI O N A L O R I E N T A T I O N Expanded Career Progression System Hiring and promotion to positions in the ECP System shall be based on merit, fitness, and competence. Promotions shall be primarily through reclassification; without precluding promotions through natural vacancy in the event of newly created items or vacated positions. Entry and Advancement in the Classroom Teaching Career Line
  • 7.
    N A TI O N A L O R I E N T A T I O N Expanded Career Progression System Promotion shall be non-hierarchical; provided that the following conditions are met: Entry and Advancement in the Classroom Teaching Career Line Career Stage- based Advancement No teacher shall progress to higher career stages without progressing through each of the career stages. Three (3) Salary Grade Limitation Promotion, through reclassification or natural vacancy, shall not exceed three (3) salary grades than the applicant’s current position; except when the promotional appointment falls within the purview of any applicable exemptions granted by the CSC as stipulated in the ORAOHRA.
  • 8.
    N A TI O N A L O R I E N T A T I O N Expanded Career Progression System Vacated positions shall be abolished to create new positions (i.e. conversion) if it remains vacant after it has been published and posted as natural vacancy for one (1) year reckoned from the date of vacancy. Scrap-and-Build Policy Vacated Position Converted Position School Principal II, II, IV School Principal I Teacher II, III, IV, V, VI, VI Special Science Teacher I, II Master Teacher I, II, III, IV, V Teacher I
  • 9.
    Entry and Advancementin the Classroom Teaching Career Line CSC-Approved Qualification Standards  Education  Training  Experience  Eligibility PPST-Based Performance Requirements meet the desired proficiency level for teachers defined under the PPST as may be assessed through Performance Ratings Undergo the comparative assessment  Education, Training, Experience  PPST-based Performance  Classroom Observation to assess PPST-Classroom Observable indicators  Teacher Portfolio and Interview to showcase PPST Non-Classroom Observable indicators • Enclosure No. 2: ‘Guidelines on the Reclassification to Teaching Positions’; and • DO 20, s. 2024: ‘Guidelines on the Recruitment, Selection, and Appointment to Higher Teaching Positions’ for natural vacancy. N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 10.
    Entry and Advancementin the School Administration Career Line CSC-Approved Qualification Standards  Education  Training  Experience  Eligibility DepEd-administered School Head Assessment Entry to School Principal positions shall require the passing of a DepEd- administered qualifying examination anchored on the PPSSH Enclosure No. 3 to DO 024, s. 2025  Education, Training, Experience  Performance  Outstanding Accomplishments  Application of Education  Application of L&D  Potential Enclosure No. 3 to DO 007, s. 2023: ‘Guidelines on the Recruitment, Selection, and Appointment in the Department of Education, and its subsequent issuances, for natural vacancy. N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 11.
    N A TI O N A L O R I E N T A T I O N Expanded Career Progression System Switching of career line shall be allowed once. Applicant must meet the QS and undergo assessment for the position applied for. Subject to availability of vacant position and/or applicable staffing standards for MT and School Principal. Switching Career Lines
  • 12.
    Modified Staffing Standards forMaster Teacher and School Principal Positions N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 13.
    Legal Basis PositionParameter 1997 Organization and Staffing Standards for DECS Schools Divisions, Elementary and Secondary Schools ELEMENT ARY SCHOOLS Teacher-in-Charge 1-6 teachers Head Teacher 7-9 teachers Elementary School Principal I 10-29 teachers Elementary School Principal II 30-59 teachers Elementary School Principal III 60-99 teachers Elementary School Principal IV >100 teachers SECONDARY SCHOOLS Secondary School Principal I 10-25 teachers Secondary School Principal II 26-99 teachers Secondary School Principal III 100-174 teachers Secondary School Principal IV >175 teachers Old Parameters for School Heads and Master Teachers N A T I O N A L O R I E N T A T I O N Expanded Career Progression System Legal Basis Position Parameter 1997 Organization and Staffing Standards for DECS Schools Divisions, Elementary and Secondary Schools ELEMENT ARY SCHOOLS (10% of the total authorized teacher positions in the district) Master Teacher I 6.6% of the total number of authorized teaching positions Master Teacher II 3.4% of the number of authorized Master Teacher I positions. SECONDARY SCHOOLS Master Teacher Position (Regardless of Level) 5-7 authorized teacher positions within the school.
  • 14.
    Modified Staffing Standards Master Teacher Kindergartenand Elementary Secondary (JHS) Secondary (SHS) One (1) MT item for every five (5) Teachers within the school, regardless of position title One (1) plantilla item for every five (5) Teachers per subject/learning area within the school, regardless of position title One (1) plantilla item for every five (5) Teachers per track within the school, regardless of position title School Principal One (1) School Principal item, regardless of position title or level, shall be authorized for every unique school (i.e., school with School ID) N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 15.
    N A TI O N A L O R I E N T A T I O N Expanded Career Progression System Modified Staffing Standards Master Teacher Regional Science High Schools Multigrade/ Hardship Posts ALS SNET One (1) MT for every three (3) Teachers per subject/learning area within the school, regardless of position title One (1) MT for every three (3) Teachers within the school, regardless of position title One (1) MT for every five (5) A LS Teachers within the Schools Division, regardless of position title One (1) MT for every five (5) SNET Teachers within the Schools Division, regardless of position title
  • 16.
    N A TI O N A L O R I E N T A T I O N Expanded Career Progression System The Modified Staffing Standards ensures… Strengthen School Leadership and Management Through the implementation of a ‘one school, one principal’ policy Greater Opportunities for Promotion More teachers can get promoted by lowering the Master Teacher- Teacher ratio Career Advancement in Small Schools Teachers need not transfer to central schools and away from their families to get promoted.
  • 17.
    N A TI O N A L O R I E N T A T I O N Expanded Career Progression System Guidelines on the Reclassification to Teaching Positions Enclosure No. 2 to DepEd Order No. 024, s. 2025
  • 18.
    Call for Applications: The SDSshall issue an official memorandum calling for applications for reclassification of teaching positions not later than June 30 of the current year. *Subsequent calls for applications may be done within the year subject to availability of funds. The estimated number of slots for reclassification per position shall be determined by the SDS, upon the recommendation of the HRMPSB, based on the following parameters: a. Available budget allotment for the current fiscal year; b. Priority positions based on teacher needs analysis; and c. Applicable staffing standards and ratios for Master Teacher position N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 19.
    All interested applicantsfor reclassification shall submit the Reclassification Form for Teaching Positions (RFTP) (Annex B-1) to the respective HRMOs, through the Records Unit, on or before the deadline indicated in the SDO Memorandum or Call for Applications.  The RFTP Form is a tool for determining the appropriate classification of a position.  The form reflects the applicant’s attainment of the minimum qualifications of the position per CSC-approved QS, performance, and comparative assessment results. Submission and Receipt of Application Documents: N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 20.
    The RFTP shallbe supported by the following documents: a. Letter of intent addressed to the SDS containing the following information: • Statement of Purpose/Expression of interest • Position applied for b. Duly accomplished PDS (CS Form 212, Revised 2025) with Work Experience Sheet c. Photocopy of valid and updated PRC License/ID d. Certificate of Competency Level issued by authorized body (if applicable) e. Photocopy of scholastic/academic record (i.e., Special Orders, Transcript of Records (TOR) and Diploma, including completion of graduate and post-graduate units/degrees, if available) f. Photocopy of duly signed Service Record g. Photocopy of latest appointment h. Photocopy of certificate/s of completion of NEAP-accredited professional development programs/courses, or certificates of training issued by NEAP-accredited public and private institutions or Photocopy of certificate/s of relevant specialized trainings or professional development programs i. Photocopy of Technical Education and Skills Development Authority (TESDA) National Certificate (NC) II17, Trainers Methodology Certificate (TMC) (for SHS applicants in the Technical-Vocational-Livelihood (TVL) track only) j. Photocopy of the required Performance Ratings with at least Very Satisfactory rating (Note: The applicant shall submit at most three (3) performance ratings depending on the performance requirements. The latest performance rating shall cover one (1) year complete performance rating period in the current position); k. Checklist of Requirements and Omnibus Sworn Statement on the Certification on the Authenticity and Veracity (CAV) l. Other documents as may be required by the HRMPSB including but not limited to portfolio for the assessment of identified PPST non-classroom observable indicators.
  • 21.
    Initial Evaluation ofthe Qualifications of Applicants (QS + Performance) Upon receipt of the applications, an initial evaluation of the applicants’ qualifications vis-à-vis the CSC-approved QS of the position applied for. Specifically, the HRMO shall assess whether the applicants meet the minimum qualifications in terms of: Education Experience Training Eligibility DO 019, s. 2025 – Amended Qualification Standards for Teacher I-III, Master Teacher I-IV, and School Principal I-IV Positions, and the Qualification Standards for Newly Created Teacher IV-VII and Master Teacher V Positions N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 22.
    N A TI O N A L O R I E N T A T I O N Expanded Career Progression System POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCE ELIGIBILITY Teacher I SG-1 1 Bachelor's degree in Education; or Bachelor's degree in relevant subject or learning area with at least 18 professional units in Education None required None required Elementary: RA 1080 (Teacher- Elementary/Secondary) Secondary: RA 1080 (Teacher- Secondary) Teacher II SG-1 2 Bachelor's degree in Education; or Bachelor's degree in relevant subject or learning area with at least 18professional units in Education 8 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization acquired within the last 5 years 1 year teaching experience Elementary: RA 1080 (Teacher- Elementary/Secondary) Secondary: RA 1080 (Teacher- Secondary) Teacher III SG-13 Bachelor's degree in Education; or Bachelor's degree in relevant subject or learning area with at least 18professional units in Education 16 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization acquired within the last 5 years 2 years teaching experience Elementary: RA 1080 (Teacher- Elementary/Secondary) Secondary: RA 1080 (Teacher- Secondary)
  • 23.
    POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCEELIGIBILITY Teacher IV SG-14 Bachelor's degree in Education; or Bachelor's degree in relevant subject or learning area with at least 18 professional units in Education 16 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization acquired within the last 5 years; or Completion of NEAP-requisite professional development program for Career Stage II (Proficient Teacher) 3 years teaching experience Elementary: RA 1080 (Teacher- Elementary/Second ary) Secondary: RA 1080 (Teacher- Secondary) Teacher V SG-15 Bachelor's degree in Education; or Bachelor's degree in relevant subject or learning area with at least 18 professional units in Education 24 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization acquired within the last 5 years; or Completion of NEAP-requisite 3 years teaching experience Elementary: RA 1080 (Teacher- Elementary/Second ary) Secondary: RA 1080 (Teacher- Secondary)
  • 24.
    POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCEELIGIBILITY Teacher VI SG-16 Bachelor's degree in Education; or Bachelor's degree in relevant subject or learning area with at least 18 professional units in Education 24 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization, Instructional Supervision acquired within the last 5 years or Completion of NEAP-requisite professional development program for Career Stage II (Proficient Teacher) 4 years teaching experience Elementary: RA 1080 (Teacher- Elementary/Secon dary) Secondary: RA 1080 (Teacher- Secondary) Teacher VII SG-1 7 Bachelor's degree in Education; or Bachelor's degree in relevant subject or learning area with at least 18 professional units in Education 32 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization, Instructional Supervision acquired within the last 5 years; or Completion of NEAP-requisite professional development program for Career Stage II (Proficient Teacher) 4 years teaching experience Elementary: RA 1080 (Teacher- Elementary/Secon dary) Secondary: RA 1080 (Teacher- Secondary)
  • 25.
    POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCEELIGIBILITY Master Teacher I SG-18 Master’s degree in Education, or Educational Leadership, or Educational Management, or relevant subject or learning area 24 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization and 8 hours of training in Instructional Supervision acquired within the last 5 years; or Completion of NEAP-requisite professional development program for Career Stage III (Highly Proficient Teacher) 5 years teaching experience Elementary: RA 1080 (Teacher- Elementary/Sec ondary) Secondary: RA 1080 (Teacher- Secondary) Master Teacher II SG-19 Master’s Degree in Education, or Educational Leadership, or Educational Management, or relevant subject or learning area 24 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization and 8 hours of training in Instructional Supervision acquired within the last 5 years; or Completion of NEAP-requisite professional development program for Career Stage III (Highly Proficient Teacher) 5 years teaching experience and 1 year relevant experience in instructional supervision and technical assistance to Elementary: RA 1080 (Teacher- Elementary/Sec ondary) Secondary: RA 1080 (Teacher- Secondary)
  • 26.
    POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCEELIGIBILITY Master Teacher III SG-20 Master’s degree in Education, or Educational Leadership, or Educational Management, or relevant subject or learning area 24 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization and 8 hours of training in Instructional Supervision acquired within the last 5 years; or Completion of NEAP-requisite professional development program for Career Stage IV (Distinguished Teacher) 5 years teaching experience and 2 years relevant experience in instructional supervision and technical assistance to teachers Elementary: RA 1080 (Teacher- Elementary/Sec ondary) Secondary: RA 1080 (Teacher- Secondary) Master Teacher IV SG-2 1 Master’s degree in Education, or Educational Leadership, or Educational Management, or relevant subject or learning area 24 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization and 16 hours of training in Instructional Supervision acquired within the last 5 years; or Completion of NEAP-requisite professional development program for Career Stage IV (Distinguished Teacher) 5 years teaching experience and 3 years relevant experience in instructional supervision and technical assistance to teachers Elementary: RA 1080 (Teacher- Elementary/Sec ondary) Secondary: RA 1080 (Teacher Master Teacher V SG-22 Master’s Degree in Education, or Educational Leadership, or Educational Management, or relevant 24 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization and 16 hours of training in Instructional Supervision acquired within the last 5 years; or 5 years teaching experience and 4 years relevant experience in instructional Elementary: RA 1080 (Teacher- Elementary/Sec ondary) Secondary:
  • 27.
    Assessment Process Qualification Standards (QS) Evaluation Standards-based RequirementsEvaluation Comparative Assessment Education-Training- Experience Performance Rating Classroom Observation CAReER Start Qualified ? Met? Yes No (DQ) Yes No Portfolio Assessment (Non- Classroom Observation) HRMO Assessor s (HRMPSB & subcommittees) HRMPSB
  • 28.
    N A TI O N A L O R I E N T A T I O N Expanded Career Progression System Performance Requirements for Teaching Positions Satisfy the set performance requirements of the position applied for, based on at most three (3) rating periods reckoned from the immediately preceding performance cycle completed. Applicants must have a rating of at least Very Satisfactory in the last rating period (1) year cycle in the complete curren t covering one performance position. A teacher who is on official leave of absence, may be considered for promotion through reclassification. In such cases, the applicable performance ratings to be used for purposes of satisfying the performance requirements shall be based on at most three (3) rating periods reckoned from the last rating period prior to the leave of absence. Non-teacher applicants for reclass who are not using the existing PPST-based IPCRF of teachers, shall be evaluated using comparable performance requirements.  School Principal position who intend to switch from SA to CT Career Line,  ASP and HT position for reclassification to appropriate teaching position in the CT Career Line, and  Teachers with designation as Teacher-in- Charge (TIC) or Assistant School Head Designate
  • 29.
    Position Applied For PPSTCareer Stage Classroom Observable Indicators Non-Classroom Observable Indicators Teacher II Career Stage I (Beginning towards Proficient) At least 6 Proficient COIs at Very Satisfactory At least 4 Proficient NCOIs at Very Satisfactory Teacher III At least 12 Proficient COIs at Very Satisfactory At least 8 Proficient NCOIs at Very Satisfactory Teacher IV Career Stage II (Proficient) 21 Proficient COIs at Very Satisfactory 16 Proficient NCOIs at Very Satisfactory Teacher V At least 6 Proficient COIs at Outstanding At least 4 Proficient NCOIs at Outstanding Teacher VI At least 12 Proficient COIs at Outstanding At least 4 Proficient NCOIs at Very Satisfactory; and 4 Proficient NCOls at Outstanding Teacher VII At least 18 Proficient COIs at Outstanding At least 6 Proficient NCOIs at Very Satisfactory; and 6 Proficient NCOls at Outstanding Master Teacher I Career Stage III (Highly Proficient) 21 Proficient COIs at Outstanding 8 Proficient NCOIs at Very Satisfactory; and 8 Proficient NCOls at Outstanding Master Teacher II At least 10 Highly Proficient COIs at Outstanding At least 5 Highly Proficient NCOIs at Very Satisfactory; and 5 Highly Proficient NCOls at Outstanding Master Teacher III Career Stage IV (Distinguished) 21 Highly Proficient COIs at Outstanding 8 Highly Proficient NCOIs at Very Satisfactory; and 8 Highly Proficient NCOIs at Outstanding Master Teacher IV At least 10 Distinguished COIs at Outstanding At least 5 Distinguished NCOIs at Very Satisfactory; and 5 Distinguished NCOls at Outstanding Master Teacher V 21 Distinguished COIs at Outstanding 8 Distinguished NCOls at Very Satisfactory; and 8 Distinguished NCOIs at Outstanding Performance Requirements for Teaching Positions
  • 30.
    N A TI O N A L O R I E N T A T I O N Expanded Career Progression System
  • 31.
    Initial Evaluation Results • TheIER shall be posted in at least three (3) conspicuous physical places, concealing the applicants’ personal information • The only information that shall be made public are the application codes, qualifications of the applicants in terms of Education, Training, Experience, Eligibility, Competency (if applicable), and Performance, and remark on whether Qualified or Disqualified. A N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 32.
    Notice to Applicants •The HRMO to notify the applicants of the results of the initial evaluation through a written notice served through official communication channels • Official communications to applicants shall use the prescribed templates Annex E-2 and F-2 of DepEd Order No. 024, s. 2025 N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 33.
    Assessment Process Qualification Standards (QS) Evaluation Standards-based RequirementsEvaluation Comparative Assessment Education-Training- Experience Performance Rating Classroom Observation CAReER Start Qualified ? Met? Yes No (DQ) Yes No Portfolio Assessment (Non- Classroom Observation) HRMO Assessor s (HRMPSB & subcommittees) HRMPSB
  • 34.
    Assessment Criteria andPoint System CRITERIA MAXIMUM POINTS POSSIBLE Education 10 Training 10 Experience 10 PBET / LET / LEPT Rating 10 PPST COIs (thru Classroom Observation / Demonstration Teaching) 35 PPST NCOIs (thru Teacher Reflection) 25 TOTAL 100 CRITERIA MAXIMUM POINTS POSSIBLE Education 10 Training 10 Experience 10 PPST-based Performance 30 PPST COIs (Actual Classroom Observation) 25 PPST NCOIs (Portfolio Annotations & Interview) 15 TOTAL 100 Teacher I Hiring Teacher Promotion and Reclass N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 35.
    Rubrics for Computation of Education, Training,and Experience Based on the Qualification Standards 30 points Education Training Experience The points for ETE, corresponding to the applicant’s qualifications exceeding the QS, shall be computed using the Increments Table and the ETE Rubrics. Only those qualifications that are relevant to the position to be N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 36.
    Increments Table a toolthat is used in determining the incremental points in the education, training, and experience obtained by the applicant that exceeds the minimum requirement per CSC- approved Qualification Standards (QS).
  • 37.
    Performanc e CRITERIA MAXIMUM POINTS POSSIBLE Education 10 Training10 Experience 10 PPST-based Performance 30 PPST COIs (Actual Classroom Observation) 25 PPST NCOIs (Portfolio Annotations & Interview) 15 TOTAL 100 Teacher Promotion and Reclass  Multiply the final rating in the last rating period by the weight allocation Points(Performance) = x/5 * WA(Performance) Where: x = Performance Rating 5 = Highest possible PR in DepEd PMES WA = Weight Allocation for Performance (30 points) N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 38.
    N A TI O N A L O R I E N T A T I O N Expanded Career Progression System COIs & NCOIs CRITERIA MAXIMUM POINTS POSSIBLE Education 10 Training 10 Experience 10 PPST-based Performance 30 PPST COIs (Actual Classroom Observation) 25 PPST NCOIs (Portfolio Annotations & Interview) 15 TOTAL 100 Teacher Promotion and Reclass PPST Classroom Observable Indicators (COI) (measured through Classroom Observation) PPST Non-Classroom Observable Indicators (NCOI) (measured through the Assessment of Portfolio Annotations)
  • 39.
    N A TI O N A L O R I E N T A T I O N Expanded Career Progression System Levels of Practice BEGINNING TOWARDS PROFICIENT Levels 2-6 capture the ‘teacher practice’ in the beginning towards proficient career stage
  • 40.
    N A TI O N A L O R I E N T A T I O N Expanded Career Progression System Assessment of Classroom Observable Indicators (COIs) through Actual Classroom Observation Career Stage 1 (Beginning towards Proficient) Career Stage 2 (Proficient) Career Stage 3 (Highly Proficient) Career Stage 4 (Distinguished) T II T III T IV T V T VI T VII MT I MT II MT III MT IV MT V 1.1.2 1.1.2 1.1.2 1.1.2 1.1.2 1.1.2 1.1.3 1.1.3 1.1.4 1.1.4 1.1.4 1.5.2 1.5.2 1.5.2 1.6.2 1.3.2 2.5.2 2.5.3 1.4.3 2.1.4 1.4.4 1.5.4 2.4.2 1.7.2 2.6.2 2.3.2 2.2.2 3.1.2* 3.1.3* 2.3.3 3.1.4* 2.4.4 2.4.4 3.1.2* 3.1.2* 3.1.2* 3.1.2* 3.1.2* 4.5.2 4.1.3 3.1.3* 4.5.4 3.1.4* 3.1.4* 5.3.2 4.1.2 4.1.2 5.3.2 4.5.2 5.3.2 5.1.3 5.1.3 5.3.4 5.1.4 4.1.4 *May be replaced with COI from Strands 3.2, 3.3, 3.4, 3.5 that is appropriate to the Career Stage, whichever is applicable based on the classroom context of the teacher-applicant (Madrasah, ALS, SNET, IPEd, etc.)
  • 41.
    N A TI O N A L O R I E N T A T I O N Expanded Career Progression System 84 PPST Non-Classroom Observable Indicators (NCOIs) 6.3.3* 6.3.4** 5.2.2* 5.2.3** *Indicator to be assessed in the Portfolio Annotation **Indicator to be assessed in the Interview
  • 42.
    Session V: N A TI O N A L O R I E N T A T I O N Expanded Career Progression System Guidelines on the Reclassification to School Principal Positions Enclosure No. 3 to DepEd Order No. 024, s. 2025
  • 43.
    Call for Applications: The SDSshall issue an official memorandum calling for applications for reclassification of principal positions not later than June 30 of the current year. *Subsequent calls for applications may be done within the year subject to availability of funds. The estimated number of slots for reclassification per position shall be determined by the SDS, upon the recommendation of the HRMPSB, based on the following parameters: a. Available budget allotment for the current fiscal year; and b. Applicable staffing standards for School Principal position N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 44.
    N A TI O N A L O R I E N T A T I O N Expanded Career Progression System All interested applicants for reclassification shallsubmit the Reclassification Form for School Principal Positions (RFSPP) (Annex B-2) to the respective HRMOs, through the Records Unit, on or before the deadline indicated in the SDO Memorandum or Call for Applications.  The RFSPP Form is a tool for determining the appropriate classification of a position.  The form reflects the applicant’s attainment of the minimum qualifications of the position per CSC-approved QS, performance, and comparative assessment results. Submission and Receipt of Application Documents:
  • 45.
    The RFSPP shallbe supported by the following documents: a. Letter of intent addressed to the SDS containing the following information: • Statement of Purpose/Expression of interest • Position applied for b. Duly accomplished PDS (CS Form 212, Revised 2025) with Work Experience Sheet c. Photocopy of valid and updated PRC License/ID d. Certificate of Competency Level issued by authorized body (if applicable) e. Photocopy of scholastic/academic record (i.e., Special Orders, Transcript of Records (TOR) and Diploma, including completion of graduate and post-graduate units/degrees, if available) f. Photocopy of duly signed Service Record g. Photocopy of certificate/s of completion of NEAP-accredited professional development programs/courses, or certificates of training issued by NEAP-accredited public and private institutions or Photocopy of certificate/s of relevant specialized trainings or professional development programs h. Certificate of Rating (COR) in the School Head Assessment (National Qualifying Examination for School Heads (NQESH) or Principal’s Test or other school head assessment as may be administered by DepEd) i. Photocopy of latest appointment; j. Photocopy of the Performance Rating with at least Very Satisfactory rating in the last rating period covering one (1) complete performance rating period in the current position prior to the deadline of submission; k. Checklist of Requirements and Omnibus Sworn Statement on the Certification on the Authenticity and Veracity (CAV) l. Other documents as may be required by the HRMPSB including but not limited to:  Means of Verification (MOVs) showing Outstanding Accomplishments, Application of Education, Application of Learning and Development reckoned from the date of last issuance of appointment
  • 46.
    N A TI O N A L O R I E N T A T I O N AssessmenEtxpPanrdoedcCeasreser PfroogrreSsscionhSoysotelmPrincipal Qualification Standards (QS) Evaluation SH ASSESSMENT Comparative Assessment Education-Training- Experience Performance Rating Outstanding Accomplishments CAReER Start Qualified ? Qualified? Yes No (DQ) Yes No Application of Education HRMO Assessor s (HRMPSB & subcommittees) HRMPSB Application of L&D Potential
  • 47.
    N A TI O N A L O R I E N T A T I O N Expanded Career Progression System Initial Evaluation of the Qualifications of Applicants (QS + Performance) Upon receipt of the applications, an initial evaluation of the applicants’ qualifications vis-à-vis the CSC-approved QS of the position applied for. Specifically, the HRMO shall assess whether the applicants meet the minimum qualifications in terms of: Education Experience Training Eligibility DO 019, s. 2025 – Amended Qualification Standards for Teacher I-III, Master Teacher I-IV, and School Principal I-IV Positions, and the Qualification Standards for Newly Created Teacher IV-VII and Master Teacher V Positions
  • 48.
    POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCEELIGIBILITY School Principal I SG-19 Master's degree in Education, or Educational Management, or Educational Leadership; or Master's degree in relevant learning area with at least 9 units in Management 32 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, School Management and Operations, Instructional Leadership acquired within the last 5 years 5 years teaching experience and 1 year relevant experience in any of the following: learning area coordination, subject area supervision, school management and operations, instructional supervision RA 1080 (Teacher) School Principal II SG-20 Master's degree in Education, or Educational Management, or Educational Leadership; or Master's degree in relevant learning area with at least 1 2 32 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, School Management and Operations, Instructional Leadership acquired within the last 5 years 5 years teaching experience and 2 years experience in school management and operations RA 1080 (Teacher)
  • 49.
    POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCEELIGIBILITY School Principal III SG-21 Master's degree in Education, or Educational Management, or Educational Leadership; or Master's degree in relevant learning area with at least 15 units in Management 40 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, School Management and Operations, Instructional Leadership acquired within the last 5 years 5 years teaching experience and 3 years experience in school management and operations RA 1080 (Teacher) School Principal IV SG- 22 Master's degree in Education, or Educational Management, or Educational Leadership; or Master's degree in relevant learning area with at least 18 units in 40 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, School Management and Operations, Instructional Leadership acquired within the last 5 years 5 years teaching experience and 4 years experience in school management and operations RA 1080 (Teacher)
  • 50.
    N A TI O N A L O R I E N T A T I O N Expanded Career Progression System School Head Assessment Upon meeting the QS, the HRMO shall verify whether the applicants have passed the DepEd-administered school head assessment such as the NQESH, Principal’s Test, or DepEd-administered principalship or school head assessment/s. First appointments to School Principal positions, whether through natural vacancy or reclassification, shall require candidates to pass the DepEd- administered school head assessment. Appointments to School Principal positions made at the time when a DepEd-administered examination is not yet required shall remain valid. Incumbents of such appointments, shall no longer be required to pass the school head assessment when applying for reclassification to higher School Principal positions.
  • 51.
    N A TI O N A L O R I E N T A T I O N Expanded Career Progression System Initial Evaluation Results • The IER shall be posted in at least three (3) conspicuous physical places, concealing the applicants’ personal information • The only information that shall be made public are the application codes, qualifications of the applicants in terms of Education, Training, Experience, Eligibility, Competency (if applicable), and School Head Assessment, and remark on whether Qualified or Disqualified. Annex D-2 of DepEd Order No. 024, s. 2025
  • 52.
    Notice to Applicants • TheHRMO to notify the applicants of the results of the initial evaluation through a written notice served through official communication channels • Official communications to applicants shall use the prescribed templates Annex E-3 and F-3 of DepEd Order No. 024, s. 2025 N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 53.
    Assessment Process forSchool Principal Qualification Standards (QS) Evaluation SH ASSESSMENT Comparative Assessment Education-Training- Experience Performance Rating Outstanding Accomplishments CAReER Start Qualified ? Qualified? Yes No (DQ) Yes No Application of Education HRMO Assessor s (HRMPSB & subcommittees) HRMPSB Application of L&D Potential
  • 54.
    Assessment Criteria andPoint System CRITERIA MAXIMUM POINTS POSSIBLE Education 10 Training 10 Experience 10 Performance 25 Outstanding Accomplishments 10 Application of Education 10 Application of Learning and Development 10 Potential (Written Exam, BEI) 15 TOTAL 100 School Principal Promotion and Reclass N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 55.
    Rubrics for Computation of Education, Training,and Experience Based on the Qualification Standards 30 points Education Training Experience The points for ETE, corresponding to the applicant’s qualifications exceeding the QS, shall be computed using the Increments Table and the ETE Rubrics. Only those qualifications that are relevant to the position to be filled shall be given N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 56.
    Increments Table a toolthat is used in determining the incremental points in the education, training, and experience obtained by the applicant that exceeds the minimum requirement per CSC- approved Qualification Standards (QS).
  • 57.
    CRITERIA MAXIMUM POINT S POSSIBL E Education 10 Training10 Experience 10 Performance 25 Outstanding Accomplishments 10 Application of Education 10 Application of Learning and Development 10 Potential (Written Exam, BEI) 15 TOTAL 100 Performanc e  Multiply the final rating in the last rating period by the weight allocation Points(Performance) = x/5 * WA(Performance) Where: x = Performance Rating 5 = Highest possible PR in DepEd PMES WA = Weight Allocation for Performance (25 points) N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 58.
    Outstanding Accomplishments Component Points Awardsand Recognition 7 points Research and Innovation 4 points Subject Matter Expert / Membership in National Technical Working Groups (TWGs) or Committees 3 points Resource Speakership / Learning Facilitation 2 points NEAP Accredited Learning Facilitator 2 points Outstanding Accomplishments refer to meritorious contributions of an applicant, such as ideas, inventions, or discoveries which were duly recognized by an authorized body. Only those outstanding accomplishments acquired or earned after the last promotion shall be considered eligible to be given points. N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 59.
    Application of Education Applicationof education is the contribution made by an applicant to their workplace as a result of their learnings from their education degree/s or units earned, such as but not limited to applied concepts, processes, and skills that are relevant to the position applied for. Means of verification: a. Action Plan approved by the Head of Office b. Accomplishment Report verified by the Head of Office c. Certification of the utilization/ adoption signed by the Head of Office MOVs Submitted Points(Application of Education) Relevant Not Relevant ALL MOVs 10 points 5 points Only A & B 7 points 3 points Only A 5 points 1 point N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 60.
    N A TI O N A L O R I E N T A T I O N Expanded Career Progression System Application of Learning and Development Application of L&D is a proven success of the learnings gained from the human resource development (HRD) interventions done/attended by the applicant which must have led to significant positive results in their current or previous work. Means of verification: a. Certificate of Training or Certification on any applicable L&D intervention acquired that is aligned with the Individual Development Plan (IDP); b. Action Plan/Re-entry Action Plan (REAP)/Job Embedded Learning (JEL)/ Impact Project applying the learnings from the L&D intervention done/attended, duly approved by the Head of Office; c. Accomplishment Report together with a General Certification that the L&D intervention was used/adopted by the office at the local level; d. Accomplishment Report together with a General Certification that the L&D intervention was used/adopted by a different office at the local/higher level. MOVs Submitted Points(Application of L&D Relevant Not Relevant ALL MOVs 10 points 5 points Only A & B 7 points 3 points Only A 5 points 1 point
  • 61.
    Potentia l For higher SchoolPrincipal positions, the HRMPSB or subject matter experts as may be requested by the HRMPSB shall develop a written examination which shall be the basis for scoring the component on Written Examination (5 points). Component Points(Potential) Appointment to School Principal I position Appointment to Higher School Principal positions Written Examinations (WE) 10 points 5 points Behavioral Events Interview (BEI) 5 points 10 points Potential refers to the capacity and ability of an applicant to assume the duties and responsibilities of the position applied for . It may be measured through any or all of the following: Position: School Principal II – SG 20 x = 85 (raw score from the SDO-developed written exam) TI = 100 WA = 5 Points(WE) = 85/100 * 5 = 4.25 For School Principal I position, the applicant’s score in the NQESH, Principal’s Test, or a similar standardized examination administered by DepEd shall be the basis for scoring the component on Written Examination (10 points) Position: School Principal I – SG 19 XNQESH = 82.5 (NQESH percentage score) WA = 10 Points(WE) = 82.5 * 10 = 8.25 N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 62.
    Comparative Assessment A copyof the duly signed CAReER per position, in which candidates are listed in no particular order using application codes, shall be posted in at least three (3) conspicuous places in DepEd offices/schools concerned for a period of at least 10 calendar days, indicating the date of posting N A T I O N A L O R I E N T A T I O N Expanded Career Progression System
  • 63.
    Reclassification List (i.e.,Ranking) • The HRMPSB shall submit to the SDS the Comparative Assessment Results for can be who on the allotme nt following for the Expanded Reclassification (CAReER). • The CAReER shall be accompanied by the Plantilla Allocation List (PAL),containing only the names of candidates accommodated based parameters:  Available budget current fiscal year;  Applicable staffing standards for School Principal positionn  The CAReER for a particular position shall be valid until exhausted.  All remaining applicants in the CAReER who were not accommodated in the current year shall be prioritized in the reclassification for the following year  They shall be considered ‘in the queue’ and shall not be required to undergo the assessment process.  The reclassification of their positions shall be processed before all other new applicants can be reclassified. N A T I O N A L O R I E N T A T I O N Expanded Career Progression System