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

September 17, 2007

DepEd Order No. 66, s. 2007

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


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.


(Enclosure to DepED Order No. 66 s. 2007)


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.


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 preliminary evaluation of the qualifications of all applicants. Require original candidates/appointees to undergo Psychological tests done by 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 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, inten/iew and others of qualified candidates.

12. Submit to the appointing authority the short list 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.


The PSB shall be composed of the following:

1. In the Central Office:

Chairperson: Undersecretary

Vice-Chairperson: Assistant Secretary


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


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


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


Department Head where 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


Two (2) Department Heads

Administrative Officer

President of Employees’ Union/President of Non-Teaching Association


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.


Outstanding Accomplishments (Meritorious Accomplishments) 20
Psycho-social attributes5


Outstanding Accomplishments (Meritorious Accomplishments) 520
Psycho-social attributes2010

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 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/


  • 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 work groups, 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 high degree of tolerance for tension resulting from increasing volume of work, organizational change, environmental conflicts, etc.

2. Uses coping mechanisms to handle creatively tensions resulting from one’s work.

3. Controls negative manifestations of emotions.

4. Performs satisfactorily his duties and functions in a tension-laden situation.

5. Channels negative emotions to positive and constructive endeavors.


All rules, regulations and issuances, which are inconsistent with these guidelines are hereby repealed or modified accordingly.


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


The provisions of this Order shall take effect immediately.


DepEd Order No. 66, s. 2007

Mark Anthony Llego

Mark Anthony Llego, hailing from the Philippines, has made a profound impact on the teaching profession by enabling thousands of teachers nationwide to access crucial information and engage in meaningful exchanges of ideas. His contributions have significantly enhanced their instructional and supervisory capabilities, elevating the quality of education in the Philippines. Beyond his domestic influence, Mark's insightful articles on teaching have garnered international recognition, being featured on highly respected educational websites in the United States. As an agent of change, he continues to empower teachers, both locally and internationally, to excel in their roles and make a lasting difference in the lives of their students, serving as a shining example of the transformative power of knowledge-sharing and collaboration within the teaching community.

8 thoughts on “Revised Guidelines on the Appointment and Promotion of Other Teaching, Related Teaching and Non-Teaching Positions”

  1. Im appying for non-teaching personnel since i hd experience d fr almost 18yrs as an assistant Librarian in one respectful private school. Im BS Computer Science..
    If thers an available/slot please permitt me.to serve in your profitable Business company.

    Thank a lot

  2. Hello po. Gentle inquiry po. May vacant item po for Utility/Janitor po. Ang isa po ay may International seminar on Leadership po. Marapat po bang lagyan sya ng points doon kahit na po ang position applied for a utility/janitor? Wala po kasing malinaw na description sa memo kung ano pong seminars/trainings ang dapat puntusan sa Non Teaching. Maraming salamat po ng pauna sa inyong paglilinaw.

  3. Good pm . Just want to clarify what does 3 rating period really means for the non teaching position item . Kasi sa teaching position ang rating period refers to first semester and second semester ; Teaching position from june to october then november to march . Ano po ang para sa non-teaching postion ?

  4. Good pm . Sir gusto ko lang ma klaro kung ano ba talaga yung ni rerefer ng 3 rating period for the teaching position and for the non teaching position . At tama ba na ang sa non teaching position ay consider 2 rating period ang isang taon na sa pagkakaalam ko ay sa teaching lang yun applicable pero sa non teaching it should be one year .

  5. Sir Good pm po ask ko lng po pag may Isang Satisfactory po sa Performance Rating this means oo ba disqualified ang candidate for evaluation for promotion to T3?


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