Revised Guidelines on the Appointment and Promotion of Other Teaching, Related Teaching, and Non-Teaching Positions

DepEd Order No. 66, s. 2007

Revised Guidelines on the Appointment and Promotion of Other Teaching, Related Teaching, and Non-Teaching Positions

To: Undersecretaries
Assistant Secretaries
Bureau/Regional Directors
Schools Division Superintendents
Public Elementary and Secondary School Heads

1. The Guidelines on the Appointment and Promotion of Other Teaching, Related Teaching, and Non-Teaching Positions were promulgated under DepED Order No. 54, series of 1993 entitled “The DECS System of Ranking Positions and Employees”.

2. To further achieve the principles of merit and fitness; objectivity and uniformity in evaluation; and strengthening of the selection process for other teaching, related teaching and non-teaching personnel in the Department, significant revisions are hereby adopted.

3. Immediate dissemination of and compliance with this Order is directed.

JESLI A. LAPUS
Secretary

GUIDELINES ON THE APPOINTMENT AND PROMOTION OF OTHER TEACHING, RELATED TEACHING, AND NON-TEACHING POSITIONS

These guidelines shall apply to the appointment and promotion of Teaching and Related Teaching Group such as: Teacher II and III; Education Supervisor I, II and III; Chief Education Supervisor, Education Program Specialist I and II, Senior Education Program Specialist, Chief Education Program Specialist, Guidance Counselors, Guidance Coordinators, and other teaching and related teaching positions indicated in the Magna Carta for Public Schools Teachers, except School Heads – Principals and Head Teachers; and all Non-Teaching Group.

I. PROCEDURE

The HRMO/In-Charge of Personnel shall:

1. Publish vacant position/s in the Civil Service Commission (CSC) Bulletin of Vacancies or through other modes of publication pursuant to RA 7041 (Requiring the Regular Publication of Existing Vacant Positions in Government Officers)

2. Announce vacant position/s to be filled and post in at least three (3) conspicuous places in the DepED offices/schools concerned for at least fifteen (15) working days.

3. List applicants for the vacant position/s, both from inside and outside of DepED offices/schools.

4. Conduct a preliminary evaluation of the qualifications of all applicants. Require original candidates/appointees to undergo Psychological tests done by an accredited institution, or as may be necessary.

5. Prepare selection line-up which shall reflect the qualifications of candidates.

6. Post in three (3) conspicuous places in DepED offices/schools for at least fifteen (15) calendar days. The date of the posting shall be indicated in the notice.

7. Notify all applicants of the outcome of the preliminary evaluation.

8. Submit the selection line up to the PSB/C for deliberation en banc.

The Personnel Selection Board (PSB) shall:

9. Evaluate and deliberate the qualifications of those listed in the selection line up. en banc.

10. Make a systematic assessment of the qualifications and competence of candidates for appointment to the vacant position.

11. Conduct further assessment such as: written examination, skills tests, interview, and others of qualified candidates.

12. Submit to the appointing authority the shortlist of five ranking candidates, whenever possible, whose over-all point scores are comparatively at par with each other based on the comparative assessment of the determinant factors cited herein in II item 5.

The Appointing Official shall:

13. Assess the list of top five candidates for appointment submitted by the PSB/C.

14. Select from among the top five candidates the one deemed most qualified for appointment to the vacant position.

15. Issue appointment in accordance with existing Civil Service rules and regulations.

The Personnel Office shall post the appointment a day after its issuance for fifteen (15) calendar days in at least three (3) conspicuous places in the DepED offices/schools concerned. The date of posting should be indicated in the notice.

II. COMPOSITION OF THE PERSONNEL SELECTION BOARD (PSB)

The PSB shall be composed of the following:

1. In the Central Office:

Chairperson: Undersecretary
Vice-Chairperson: Assistant Secretary

Members:

Head of Office where the vacancy exists
Chief, Personnel Division
One (1) representative of the DepED Employees’ Union, either for the first or second level, as the case may be

2. In the Regional Office:

Chairperson: Assistant Regional Director

Members:

Chief of the Division/Unit where the vacancy exists
Chief, Administrative Division
Chief Administrative Officer V (HRMO III)
One (1) representative of the DepED Employees’ Union, either for the first or second level, as the case may be

3. In the Schools Division:

Chairperson: Assistant Schools Division Superintendent

Members:

Head of the school where the vacancy exists
Administrative Officer V Administrative Officer II (HRMO I)
President of the Division DepED Employees’ Union/Non- Teaching Association/Faculty Association, as the case may be

4. In the School:

4.1 Central elementary schools and non-central elementary schools:

Chairperson: Principal/School Head

Members: Four (4) members from among the Grade Level Chairpersons

4.2 Elementary schools with no school head:

The SDS shall identify the committee of five (5) to take care of the entire group of schools of this type. Contiguous or proximate schools shall be clustered to complete the group of five.

4.3 Secondary schools with existing department heads:

4.3.1 Teaching Positions

Chairperson: Principal/School Head

Members:

Department Head where the vacancy exists
Department Head
Administrative Officer
President of Teachers’ Association

For secondary schools with no existing department heads, the school head shall designate the members of the committee from among the faculty on the basis of qualification and demonstrated creditable competence.

4.3.2 Non-Teaching Positions

Chairperson: Principal/School Head

Members:

Two (2) Department Heads
Administrative Officer
President of Employees’ Union/President of Non-Teaching Association

III. COMPUTATION OF POINTS

The Personnel Selection Board / Committee (PSB/C) shall evaluate the candidates for promotion using the table as indicated for specific positions and assign points for the sub-items under a particular criterion. Such point assignments indicated in “Annex A” shall be uniformly applied and implemented for all promotions in the Central, Region and Division offices.

TEACHING AND RELATED TEACHING GROUP

NON-TEACHING GROUP

A. Performance Rating

The performance rating of the candidate for the last three (3) rating periods prior to screening should be at least Very Satisfactory.

B. Experience

Experience must be relevant to the duties and functions of the position to be filled.

C. Outstanding Accomplishments

a. Outstanding Employee Award

Awardee in the school
Nomination in the division/awardee in the district
Nomination in the region/awardee in the division
Nomination in the Department/awardee in the region
National awardee

b. Innovations

Innovative work plan properly documented, approved by the immediate chief and attested by authorized regional/division official:

Conceptualized
Started the implementation
Fully implemented in the school
Adopted in the district
Adopted in the division

c. Research and Development Projects

Action research conducted in the school level
Action research conducted in the district level
Action research conducted in the division level

d. Publication/Authorship

Articles published in a journal/newspaper/magazine of wide circulation
Co-authorship of a book (shall be divided by the number of authors)
Sole authorship of a book

e. Consultant/Resource Speaker in Trainings/Seminars/Workshops/Symposia

District level
Division level
Regional level
National level
International level

D. Education and Training

a. Education

Complete Academic Requirements for Master’s Degree
Master’s Degree
Complete Academic Requirements for Doctoral Degree
Doctoral Degree

b. Training

Participant in a specialized training e.g. Scholarship Programs, Short Courses, Study Grants

Participant in three (3) or more training activities in each level conducted for at least three (3) days not credited during the last promotions:

District Level
Division Level
Regional Level

Participant in one (1) training conducted for at least three (3) days not credited during the last promotions:

National Level
International Level

Chair/Co-chair in a technical/planning committee

District Level
Division Level
Regional Level
National Level
International Level

E. Potential

This refers to the capacity and ability of a candidate to assume the duties of the position to be filled up and those of higher level.

The Personnel Selection Board/Committee (PSB/C) shall determine the potentials of the candidate based on each of the following components:

1. Communication Skills
Speaks and writes effectively in Filipino and English.

2. Ability to Present Ideas
Presents well-organized and precise ideas with marked command of the language used.

3. Alertness
Manifests presence of mind and awareness of the environment.

4. Judgment
Demonstrates sound judgment.

5. Leadership Ability
Influences others to do the tasks for him.

F. Psychosocial Attributes and Personality Traits

This factor includes human relations, stress tolerance and decisiveness, which would indicate the capability of the candidate to be assets to the entire service system and utilize his/her talents and expertise to the maximum.

a. Human Relations

1. Adjusts to the variety of personalities, ranks and informal groups present in the organization
2. Internalizes work changes with ease and vigor
3. Accepts constructive criticisms objectively whether from his subordinates, peers or superiors
4. Observes proper decorum in relating with superiors and peers
5. Takes the initiative to organize workgroups, adopt procedures and standards in his own level

b. Decisiveness

1. Thinks logically and acts accordingly
2. Considers alternatives and recommends solutions when faced with problem situations
3. Gives convincing recommendations and suggestions
4. Acts quickly and makes the best decision possible
5. Exercises flexibility

c. Stress Tolerance

1. Exercises a high degree of tolerance for tension resulting from the increasing volume of work, organizational change, environmental conflicts, etc.
2. Uses coping mechanisms to handle creatively tensions resulting from one’s work.
3. Controls negative manifestations of emotions.
4. Performs satisfactorily his duties and functions in a tension-laden situation.
5. Channels negative emotions to positive and constructive endeavors.

IV. REPEALING CLAUSE

All rules, regulations and issuances, which are inconsistent with these guidelines are hereby repealed or modified accordingly.

V. SANCTIONS

Anyone found guilty of violating the provisions of this MSP and the enclosed guidelines or parts thereof shall be dealt with accordingly.

VI. EFFECTIVITY

The provisions of this Order shall take effect immediately.

JESLI A. LAPUS
Secretary