Good day, Mr. Admin,

I have a lot of questions about the hiring and appointing process. Here's my story and I am sharing this in the hope of getting guidance on what I should do moving forward. I've been recently appointed to Teacher I in our district in M******, Bulacan. Sadly, I waived my appointment after 1 day of teaching in my new station because I feel that I couldn't handle the pupils. I know it is a true sign of weakness and probably stupidity because I easily gave up what others have been longing to have for years, the appointment to the public school system.

You see, I consider myself a relatively new teacher. I've had my teaching license for 8 years, however I only started teaching December last year when I was hired as a contractual (LSB-funded) subject teacher. I learned about the vacancy through word of mouth. I submitted myself for an interview with the principal and when he saw my LET rating, baccalaureate grades and the way I presented myself, he told me on our first meeting that I should apply for Teacher I this year and for sure, I will get ranked.

True enough, I ranked 1st among the 5 teacher applicants in our school and 8th in the district ranking. There's only 1 public elementary school in our barangay and we were told that there will only be 1 vacancy in our school. We're always updated by our principal of our rating so that when we'd take the English Proficiency Test, us teacher applicants would know if we need to really do well on the written test because it is our last chance to get a good rating. My final rating was 74.6. This came as a surprise because in the school ranking, my rank was already 65.6. I was expecting to get a higher rating than 74.6 because I know I'd get a a decent score in the English Proficiency Test. Then my principal told me that I was deducted 2 points from my total rating because I didn't have the field study. The guidelines that were given to us before we submitted our documentary requirements was the DepEd Order No. 20, s. 2009. There was no provision in that order that if the applicant doesn't have Field Study, there will be a corresponding deduction. Also, in the DepEd Order No. 12, s. 2012, it is specified that "Where the applicant does not have a Field Study, the ELC shall be based on the Practice Teaching Rating." Which means, whoever ordered and deducted the 2 points from my final rating shouldn't have done that. I should've gotten a rating of 76.6 and it should have been rank 3 (or possibly rank 2) in the district.

The principal where I was an LSB teacher also told me that none of the 3 teacher applicants who were ranked from our school will be deployed in that school because only the top 5 appointees will be given priority to be deployed in schools near their residences. So the slot in our school, as I was told, will be filled by the appointee who ranked 3rd in the district. That applicant also happens to be the grandson of a school principal here in our district. I can't help but think that the reason why my score was deducted was to give way to the other teacher to rank 3rd (his rating was 75.00, mere .40 difference from my total rating of 74.6) so he would also be given "priority." He's not even a resident of our barangay, he resides in the next barangay. So this means that R.A. 8190 wasn't even followed, because it was I who should have been given priority since I AM a resident of the barangay and I ranked 1st in the school ranking and I was robbed of that 2 points, which would have entitled me to stay at the school in the barangay where I live. I was assigned to a school that's really far from where I live, which is inconvenient financially, given that it will take months before I get the salary. The school also has a reputation of having notorious pupils. I have this feeling that I'm like a piece of paper that, after being written on, was crumpled and thrown in a garbage can. I also have this fear of not being able to teach again because I was told that I already have a record in the division that I waived my appointment. I didn't get to speak with the district supervisor about my decision to waive. Actually, she's very strict and firm in her decisions. There are two of us newly appointed teachers assigned to that school who waived. I'm still in touch with that teacher and she told me that she spoke with her principal and she was supposed to be hired as a contractual teacher but the district supervisor didn't approve of it.

So that's my whole story. I really don't know if I should still file a complaint but in my heart, I know I should, not to get my appointment back, but to exploit what they are doing in our district. I'm really disappointed that after giving my best in the ranking process, I was treated unfairly. Please help me. I guess what I need right now is guidance. Thank you, Mr. Admin.

(10-08-2012 08:27 AM)jhayanne14 Wrote:  

(10-07-2012 06:06 AM)teacher1 Wrote:  

(10-03-2012 09:55 AM)jhayanne14 Wrote:  Hi All,

Plan ko po kasi mag pa rank this SY: 2013-2014..Ask lang po...what are the necessary documents should be submit when you applying as a teacher and what should be checked in medical especially in blood? CBC and blood type lang po diba? and kelan po start ng application?

thanks po

punta ka sa d.o. mga january accepting na sila ng applicant usually up to last week of march. u need nbi clearance LET rating,prc id tapos voter's id ata meron na ngayon, di ko lang sure panahon kc namin wala yan. sa medical naman yup mg cbc kasama na drug test by your urine sample and ciempre x-ray.

thanks po..:-) ang advise po kasi sakin by december start na daw po ng pag pasa ng mga papers...hopefully sana mkapasok agad...degraded po kasi ako sa work ko now...hirap din mgng bread winner...

ako nman after ng graduation na hired agd ako sa private school,kaso 4months plng nagresigned na ako dhil sa nagbuntis ako at dko nkayanan ang stress. ask ko kung pwede ba ako mag apply na sa public school khit ganon lang experience ko? 35 na kasi ako. ayoko na sana mg private. 30 ako ng mg college kya 34 ako graduate nakuha ko na license ko, pwede ba yun apply agad sa public? dito ako sa north caloocan I, hirap din dito mgpa ranking matagal. sana bgyan nyo nmn ako advise. maraming salamat.

(05-26-2011 09:02 PM)admin Wrote:  Links

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Hi Admin do you have Hiring Procedure din po sa Tacloban City and Leyte?


Thank you po.

(05-26-2011 08:16 PM)admin Wrote:  The entry-level teacher in the public schools will have a level of Teacher I. Basic salary of Teacher I in the public school is supposed to be SG 11, Step 1, which would translate to P18,549 per month. See http://eduphil.org/forum/9-000-peso-mont...ml#pid7314

The hiring procedure in public schools is mandated in DepEd Order No. 4, s. 2007, as updated in DepEd Order No. 20, s. 2009 and last updated in DepEd Order No. 12, s. 2012. (see below)

We have a list of DepEd websites; try to check if your division has a website and try to locate a localized copy of the guidelines. Look also below (next post), we try to update the links.



FURTHER REVISIONS TO THE HIRING GUIDELINES
FOR TEACHER I POSITIONS UNDER DEPED ORDER NO. 20, s. 2009

The Department of Education’s (DepED) Basic Education Sector Reform Agenda
(BESRA) is expected to create critical changes necessary to further accelerate, broaden,
deepen and sustain improvements in the country’s educational system. The desire for
improved school perfomance propels a unified system that requires highly qualified
teachers.

ln order to institutíonalize the objective of BESRA, particularly the reforms in Teacher
Education and Development Program (T EDP) and School­Based Management (SBM), these
revisions to the hiring guidelines for Teacher l positions in the public elementary and
secondary schools under DepED Order No. 20, s. 2009 (Further Revisions to the Hiring
Guidelines for Teacher I Positions) shall be implemented by Schools Divisions consistent
with the pertinent provisions of existing laws, rules and regulations effective School Year
2012-2013.

These guidelines which shall apply to the ñlling up of newly created or natural
vacancies for Teacher l positions in public elementary and secondary schools shall cover the
following areas/aspects:

Recruitment- Announcement of Vacancies and Receipt of Applications
Verification and Validation of Documents Submitted

Evaluation and Selection of Applicants

Appointment of Qualified Applicants

Monitoring of Division Office Compliance by the Regional Office

2.0 DEFINITICN OF TERMS

2.1 Applicant refers to a person who holds a valid certificate of
registration/professional license as a teacher from the Professional Regulation
Commission (PRC) seeking to be appointed to a Teacher I Position.

2.2 Bona fide resident refers to a qualified applicant who is resident of a particular
barangay, municipality, city or province for at least six (6) months as evidenced
by the Personal Data Sheet (CSC Form 212, Revised 2005) and voter’s ID.

2.3 Catchment areas refer to adjacent barangay, municipality, city or province
where there is no school but are being served by elementary or secondary
schools located in a particular barangay, municipality, city or province.

2.4 Locality refers to a barangay, municipality, city or province.

2.5 Qualified applicant refers to a person with a valid professional teachers license
who meets the evaluation and selection criteria applied by the Schools Division
Superintendent (SDS) in accordance with these guidelines.

2.6 Registry of Qualified Applicants (RQA) refers to the official list of those who
obtained an score of fifty (50) points or above during evaluation and
selection processes.

3.0 BASIC RULES ON HIRING FOR TEACHER I POSITIONS

3.1 The guidelines on deployment contained in DepED Order 21, s. 2005 shall be

strictly observed.

3.2 Public school teachers requesting for transfer to another assignment are not
considered new applicants and should not therefore be subjected to these hiring
guidelines.

3.3 As provided in Sec 26 (b) Paragraph 2 of RA 9293, teachers who have not
practiced their profession for the past tive (5) years shall be required to take at
least twelve (12) units of education courses, consisting of at least six (6) units of
pedagogy and six (6) units of context courses.

RECRUITMENT PROCEDURE

4.1 An applicant shall submit to the head of the elementary or secondary school a

written application supported by the following documents:

~ CSC Form 212 (Revised 2005) in two copies with the latest 2” ID picture

Certified photocopy of PRC Certificate of Registration/License
Certified photocopy of ratings obtained in the Licensure Examination for
Teachers/Professional Board Examination for Teachers

~ Certified copies of transcript of records for baccalaureate course

Copies of service record, performance rating and school clearance for those

with teaching experience
Certificates of specialized training, if any
~ Certified copy of the Voters ID
o NBI Clearance
Omnibus certification of authenticity and veracity of ail documents

submitted.

lf any of these documents are not submitted, the School Selection Committee
may refuse acceptance of the application.

The committee shall issue a certification to the applicant that it has reœived the
application specifying the documents that have been submitted in support of the
application.

4.2 The School Selection Committee shall verify all documents as to completeness

and authenticity.

4.3 The applicant assumes full responsibility and accountability on the validity and
authenticity of the documents submitted. Any violation will automatically disqualify
the applicant from the selection process.

4.4 The School Selection Committees shall submit to the concemed Division Sub-

Committee the list of applicants together with the required documents.

EVALUATION AND SELECTION

5.1 The Sohools Division Superintendent (SDS) shall organize the following

Committees:

5.1.1 School Selection Committee
5.1.2 Division Sub­Committee
5.1.3 Division Selection Committee

5.2 The Committees shall have the following compositions and functions:

5.2.1 School Selection Committee

5.2.1.1

Composition

The Committee at the elementary level shall be chaired by the
School Head with four (4) Master Teachers/best perfonning
teachers as members.

In the case of primary, incomplete elementary and multigrade
(MG) schools, the Committee shall be chaired by the cluster
school head with four (4) best perfonning teachers from the cluster
schools as members.

The Committee at the secondary level shall be chaired by the
School Head with the Department Head concemed and three (3)
teachers from the different leaming areas as members.

For small secondary schools that do not have department heads,
the School Head shall be the Committee Chair with four subject
leaders from different leaming areas as members.

5.2.1.2

Functions

Receives applications.

Ven't”|es documents as to completeness, veracity, accuracy and
authenticity.

Submits the list of applicants with the corresponding documents to
the Division Sub-Committee for elementary or secondary level.

Submits to the Schools Division Superintendent (SDS)
recommendation for appointment of qualified applicants in the
Division Registry of Qualified Applicants (RQA).

5.2.2 Division Sub-Committee

5.2.2.1 Composition

The Division Sub­Committee for elementary level shall be chaired
by the Schools District Supervisor/Coordinating Principal of the
district with four (4) School Heads as members.

8.

The Division Sub-Committee for secondary level shall be chaired
by a School Head with four (4) other School Heads as members.

5.2.2.2

Functions

Receives from the School Selection Committee the list of
applicants with the corresponding documents.

b. Reviews the documents submitted by the School Selection
Committee as to completeness, accuracy, authenticity, and
veracity.

c. Evaluates applicants based on Education, Teaching Experience,
LET/PBET Rating, Experiential Leaming Course and Specialized
Training and Skills.

d. Conducts interviews.

e. Observes and rates demonstration teaching of applicants.

f. Administers the English Proficiency Test;

g. Consolidates individual ratings and submits the initial rank list of

qualified applicants to the Division Selection Committee.

5.2.3 Division Selection Committee

5.2.3.1 Composition

For Elementagy Schools

Chain Assistant Schools Division Superintendent (ASDS)
Members.'

Two (2) Education Program Supervisors
Division Chapter President of the Philippine Elementary

Schools Principals Association (PESPA)

Division Level President of the Teachers’ Association

(PTA)

For Secondagy Schools

Chain Assistant Schools Division Superintendent (ASDS)
Members:

Two (2) Education Program Supervisors
Division Chapter President of the National Association

of Secondary School Heads Incorporated (NAPSSHI)

Division Level President of the Teachers’ Association

(PTA)

a. ln schools divisions where there is no ASDS, the Superintendent
shall designate another Education Program Supervisor as the
Chair of the Division Selection Committee.

b. The official in­charge of personnel actions shall provide secretariat

services and maintain records of proceedings or deliberations.

5.2.3.2 Functions

a. Receives from the Division Sub-Committee the initial rank lists of

qualified applicants with corresponding documents.

b. Reviews and consolidates the results of the individual ratings of
applicants, one for elementary level and another for secondary

level, by subject area, showing the scores they obtained in the
criteria for evaluation.

c. Prepares separate Registry of Qualified Applicants (RQA) for

elementary and secondary levels as follows:

Registry A - 70 points and above
Registry B 60 to 69 points
Registry C - 55 to 59 points
Registry D 50 to54 points

d. Submits the complete resuits of the evaluation of applicants (items
b and c), including pertinent records of deliberations, to the SDS

for approval.

Applicants shall be evaluated using the following criteria:

CRITERIA POINTS
a. Education 25
b. Teaching Experience 10
c. LET/ PBET Rating 10
d. Experiential Leaming Course 5
e. Specialized Training Skills 5
f. Interview 10
g. Demonstration Teaching 20
h. Communication Skills 15

TOTAL 100

5.3.1 EDUCATION 25 points

Rating on education shall be based on the following equivalents:

General Equivalent General Equivalent
Weighted Points Weighted Points
Average Average

(G WA) (G WA)

1.0 25.00 2.0 17.50
1.1 24.25 2.1 16.75
1.2 23.50 2.2 16.00
1.3 22.75 2.3 15.25
1.4 22.00 2.4 14.50
1.5 21.25 2.5 13.75
1.6 20.50 2.6 12.25
1.7 19.75 2.7 11.50
1.8 19.00 2.8 10.75
1.9 18.25 2.9-3.0 10.00

When the percentage rating is used, the following table of equivalents
shall be used:

Percentage GWA Percentage GWA

Rating Rating
99.00 - 100 1.0 86.50 - 87.50 2.0
97.75 98.75 1.1 85.25 86.25 2.1

96.50 97.50 1.2
95.25 - 96.25 1.3
94.00 - 95.00 1.4
92.75 - 93.75 1.5
91.50 - 92.50 1.6
90.25 - 91.25 1.7

89.00 - 90.00 1.8
87.75 88.75 1.9

with non­education degrees shall be rated using their
GWAs in their baccalaureate degrees and the 18 professional units in
education.

Where the school issues a certitication of GWA with corresponding
Percentage Rating that does not conform to the above table, the committee

shall refer to the grading system of the school.

For schools with “unique” grading systems, a corresponding
transmutation table must be constmcted.

5.3.2 TEACHING EXPERIENCE 10 pnints

Teaching experience in pre-school, SPED, elementary and secondary
in public and private schools shail be given one (1) point for every school year

but not to exceed 10 points.

Applicants

For every month of servioe, 0.1 point shall be given.

Example: 8 months 0.8 point

11 months 1.1 points

Only teaching experience in private schools that are DepEd-

recognized or have DepEd permit to operate shall be considered.

5.3.3 LETIPBET RATING 10 paints

Rating of app|icant’s performance in the LET/PBET shall be as follows:

5.3.4 EXPERIENTIAL LEARNING COURSES - 5 points

RUBRICS FOR EXPERIENTIAL LEARNING COURSES (ELC)

5.3.4.1 Field Stud

Scale % Point Adjectival Indicators

System Equivalent
5 95- 1.00 Excellent Presents clear description of
100 experiences that are

4 90-94 1.25­1.50 Protîcient Presents some examples of
experiences, some
explanations of strengths and
weaknesses and includes
some achievements.

3 85-89 1.75­2.00 Satisfactory Contains some examples of

Ieaming experiences with few
explanations of personal
strengths and weaknesses and
statement of what has been
achieved.
2 80-84 2.25­2.50 Developing There is little evidence of

reñections and insights
leamed; very few details of
experiences. Judgment of
personal performances is very
limited, with little or no
attention paid to strengths and
weaknesses of work.
1 75.79 2.75-3.00 Needs There is no of evidence of

Where the applicant does not have a Field Study, the ELC shall be based on
the Practice Teaching Rating.

5.3.4.2 Practice Teaching

Scale % Point Adjectival Indicators

System Equivalent
5 95-100 1.00 Outstanding o Presents a variety of work
done individually or in
group.
Uses many resources.
Shows good organization
and a clear focus.
Displays evidences of
assessment such as
revisions, a letter on why
one chose a certain entry,
etc.
4 90-94 1.25-1.50 Very o Presents a variety of work
Satisfactory done individually or in

3 85-89 1.75-2.00 Satisfactory » Presents fewer work and

o Reflects some enthusiasm,
creativity, self-assessment,
extensive investigations
and analysis of information.
2 80-84 2.25-2.50 Fair ~ Contains problems in

creativity and analysis of
information.
1 75.79 2.75­3.00 Needs » Consists mainly of ditto
Improvement sheets or pages copied

5.3.5 SPECIALIZED TRAINING AND SKILLS 5 paints

Any of the specialized training for skills development such as joumalism,
sports, music, theatre arts, information and Communication Technology (ICT) and
other similar or allied skills shall be given a maximum of 5 points.

ln the assignment of points, the following should be met:

o at least five (5) days’ training;
~ duly supported with documents;
o the skill shall be validated thm demonstration

Points may also be given to skills acquired from experience to be validated
thru demonstration.

5.3.6 INTERVIEW 10 pòints

The Division Sub-Committee shall interview the applicants based on
the following attributes:

Personality (5 pts), each indicator to be given one ( 1) point

Appearance
Voice and Speech
Poise
Alertness
Se|f­confidence

Potential (5 pts), each indicator to be given one ( 1) point

Ability to present ideas
Judgment
Emotional Stability

Decisiveness
Stress toleranœ

5.3.7 DEMONSTRATION TEACHING 20 points

Applicants shall be given points on aspects such as: lesson plan,
presentation of the lesson, classroom management and evaluation of
pupil/student perfonnance strictly following the applicable National
Competency- Based Teacher Standards (NCBTS) strands and indicators.

5.3.8 COMMUNICATION SKILLS 15 points

An English Proficiency Test with a maximum score of 100% shall be
administered to applicants. The competencies and contents of the test are
indicated below. However, as to the procedure and the test items to be
administered to the applicant, these are left to the discretion of the Division
Selection Committee.

a. Listening (25%)
b. Speaking (25%)
c. Reading (25%)
d. Writing (25%)

The percentage score obtained by an applicant shall be multiplied by the
weight of 15 points, as follows:

Percentage Score = 98% or 0.98
Weighted Points = 15
Rating = 0.98 x15 = 14.7 points

Constituting and Utilizing the Registry of Qualified Applicants (RQA)

The cut-off score for inclusion in the RQA is frfty (50) points.

The RQA is the list of qualified applicants for appointment which shall include
their names, permanent addresses and final evaluation ratings. It shall be used in
new items and natural vacancies for Teacher I positions.

The RQA for the elementary level shall be prepared by schools district while the
RQA for the secondary level shall be prepared by school and by subject area.

In the event that an applicant is not appointed to any teaching position during the
school year, he/she shall be automatically included in the succeeding years
updating of the RQA. He/she may opt to submit new documents to be included in
the evaluation with new applicants; otherwise he/she shall retain his/her previous
points.

Subject area specialization and not the residence of the qualified applicants shall
be the primary consideration in the filling up of vacancy in Gr. for elementary
as well as the secondary school level.

APPOINTMENT OF QUALIFIED APPLICANTS

Functions of the Schools Division Superintendent (SDS)

Thanks Admin. DO they apply this Hiring Procedure in all parts of the Philippines and for the year 2013 wala po bang nabago or na revised?

helo.. Is there an age limit?what is the maximum age requirement, please, if there's any..thank you.. God bless

My first course was Electronics Communication Technology and after 1yr., Nag shift ako ng education.
Now, ang nag aapear sa Transcript of Record (TOR) ko, kasama yung mga grades ko sa electronics.

And my question is...
Isasama ko po ba sa pag compute ko ng General Weighted Average (GWA) yung mga grades ko nung Electronics Communication Technology palang ako?
or ang icocompute ko lang ay yung mga grades simula nung Education na yung course ko?

how true po na pasahan na ng application ngayon sa public? diba po usually ay january ang start ng application? im from batangas po..also i would like to ask since new passer po ako and one of the requirements is the certification of rating from the prc. paano po yun? pano po makukuha iyon? ilang days na ding down ang net ng prc siguro sa kadamihan ng nagbbrowse...i hope someone could explain on this. thank you in advance. god bless.

(12-04-2012 09:18 AM)magpantaylala Wrote:  how true po na pasahan na ng application ngayon sa public? diba po usually ay january ang start ng application? im from batangas po..also i would like to ask since new passer po ako and one of the requirements is the certification of rating from the prc. paano po yun? pano po makukuha iyon? ilang days na ding down ang net ng prc siguro sa kadamihan ng nagbbrowse...i hope someone could explain on this. thank you in advance. god bless.

kumuha ka lang ng certificate of rating sa prc. may bayad un. mag-apply ka na rin para sa prc id at certificate of board rating. bibigyan ka ng prc ng claim stub. pwede un muna ang ipakita mo pag nag-apply ka. they will honor that since bayad ka na naman sa prc. matagal kc yan, mga 1 month din bago mo makuha ung id, pero ung certificate of rating, 3 working days lang pero kung talagang nagmamadali ka may express sila for 1 day makukuha mo agad un nga lang mas mahal. ito ay aking personal na karanasan lamang noong ako'y pumasa last sept. 26, 2010. dec ako nagfile ng id last week na ng january ko nakuha un.

(12-04-2012 05:58 PM)teacher1 Wrote:  

(12-04-2012 09:18 AM)magpantaylala Wrote:  how true po na pasahan na ng application ngayon sa public? diba po usually ay january ang start ng application? im from batangas po..also i would like to ask since new passer po ako and one of the requirements is the certification of rating from the prc. paano po yun? pano po makukuha iyon? ilang days na ding down ang net ng prc siguro sa kadamihan ng nagbbrowse...i hope someone could explain on this. thank you in advance. god bless.

kumuha ka lang ng certificate of rating sa prc. may bayad un. mag-apply ka na rin para sa prc id at certificate of board rating. bibigyan ka ng prc ng claim stub. pwede un muna ang ipakita mo pag nag-apply ka. they will honor that since bayad ka na naman sa prc. matagal kc yan, mga 1 month din bago mo makuha ung id, pero ung certificate of rating, 3 working days lang pero kung talagang nagmamadali ka may express sila for 1 day makukuha mo agad un nga lang mas mahal. ito ay aking personal na karanasan lamang noong ako'y pumasa last sept. 26, 2010. dec ako nagfile ng id last week na ng january ko nakuha un.

Thank you po for the response.

guys apply kayo sa divisions of city schools manila all qualified teachers applicant last january got their permanent items. still in need of 900 teachers this school year
anu pa hinhintay mo apply na