The Department of Education (DepEd) recently issued DepEd Order No. 7, s. 2023, dated March 22, 2023, establishing guidelines for the recruitment, selection, and appointment of personnel in the Central Office, regional offices, schools division offices, and schools. The policy underscores the values of merit, fitness, competence, equal opportunity, transparency, and accountability, as well as the organization’s dedication to providing quality basic education. The policy sets forth specific guidelines, procedures, and criteria for various positions, encompassing both teacher roles and executive/managerial positions. This policy aims to guarantee a systematic and competency-based approach to personnel selection, ensuring the proper individuals are assigned to the appropriate positions at the optimal time.
Table of Contents
DepEd Order No. 7, s. 2023
The Department of Education (DepEd) issues the enclosed Guidelines on Recruitment, Selection, and Appointment in the Department of Education (Enclosure 1) which upholds the principles of merit, fitness, competence, equal opportunity, transparency, and accountability pursuant to the DepEd Merit Selection Plan. The issuance of the specific guidelines is necessary to ensure the placement of the right people for the right job at the right time. It is aimed at ensuring that the organization and its human resources are able to respond to challenges and opportunities of the 21st century with focus on the delivery of quality, accessible, relevant, and liberating basic education.
This policy shall guide personnel and stakeholders toward a systematic and competency-based process the recruitment, selection, and appointment of personnel to positions in the First and Second levels, including Second level executive/managerial positions, in the Central Office (CO), regional offices (ROs), schools division offices (SDOs), and schools.
In support of the basic principles, and general policies, enclosed in this Order are the specific guidelines, procedures, and criteria, as follows:
a. Criteria and Point System for Hiring to Teacher I (Kindergarten to Grade 12) Positions (Enclosure 2);
b. Criteria and Point System for Hiring and Promotion to School Administration (SA) Positions (Enclosure 3);
c. Criteria and Point System for Hiring and Promotion to Related-Teaching (RT) Positions (Enclosure 4);
d. Criteria and Point System for Hiring and Promotion to Non-Teaching (NT) Positions (Enclosure 5); and
e. Annexes A-P (as indicated in the enclosures)
All Orders, rules and regulations, and other related issuances, to include but not limited to the following, and/or provisions therein, which are inconsistent with this Order and its provisions, are repealed, rescinded, or amended accordingly:
a. DepEd Order (DO) No. 2, s. 2002, Guidelines on the Hiring of Public School Teachers;
b. DO 50, s. 2003, Adoptive Measures in Filling-Up Vacant Teaching Positions;
c. DO 85, s. 2003, Guidelines on the Selection, Promotion, and Designation of School Heads;
d. DO 16, s. 2005, Guidelines on Recruitment, Evaluation, Selection, and Appointment of Teachers in Public Schools;
e. DO 17, s. 2006, Revised Hiring Guidelines for Teacher I Positions in Public Elementary and Secondary Schools;
f. DO 4, s. 2007, Revisions to the Hiring Guidelines for Teacher I Positions;
g. DO 42, s. 2007, The Revised Guidelines on Selection, Promotion and Designation of School Heads;
h. DO 66, s. 2007, Revised Guidelines on the Appointment and Promotion of Other Teaching, Related Teaching, and Non-Teaching Positions;
i. DO 36, s. 2009, Strict Compliance with Passing the Qualifying Examination for Principalship for Appointment to Principal I Position;
j. DO 12, s. 2012, Revised Guidelines on the Hiring of Teacher I Positions Based on the Reform Actions in Basic Education Sector Reform Agenda (BESRA);
k. DO 97, s. 2011, Revised Guidelines on the Allocation and Reclassification of School Head Positions;
l. DO 25, s. 2012, Addendum to DepEd Order No. 12, s. 2012 (Revised Guidelines on the Hiring of Teacher I Positions Based on the Reform Actions in Basic Education Sector Reform Agenda);
m. DO 37, s. 2012, Addendum to DepEd Order Nos. 12 and 25, s. 2012 (Revised Guidelines on the Hiring of Teacher I Positions Based on the Reform Actions in Basic Education Sector Reform Agenda);
n. DO 81, s. 2012, Additional Policy Guidelines on Hiring and Deployment of Kindergarten Teachers;
o. DO 50, s. 2014, Guidelines on the Recruitment, Selection, and Placement of Personnel Pursuant to the DepEd Rationalization Program under Executive Order 366, s. 2004;
p. DO 7, s. 2015, Hiring Guidelines for Teacher I Positions Effective School Year (SY) 2015-2016;
q. Office Order (OO) dated April 21, 2015, Procedures/Guidelines on the Recruitment, Selection and Placement of the First and Second Levels Non-Teaching and Related Teaching Positions in the Department of Education Central Office;
r. DO 22, s. 2015, Hiring Guidelines for the Remaining Teaching Positions Effective School Year (SY) 2015-2016;
s. DO 3, s. 2016, Hiring Guidelines for Senior High School (SHS) Teaching Positions Effective School Year (SY) 2016-2017;
t. DO 9, s. 2016, Reinforcement of DepEd Order Nos. 7 and 22, s. 2015 as the Hiring Guidelines for Kindergarten to Grade 10 Teaching Positions;
u. DO 32, s. 2016, Addendum to DepEd Order No. 3, s. 2016 (Hiring Guidelines for Senior High School [SHS] Teaching Positions Effective School Year [SY] 2016-2017);
v. DO 49, s. 2016, Guidelines on the Hiring of Contractual (Full-Time and Part-Time) Teachers in Senior High School;
w. DO 50, s. 2017, Amendment and Additional Information to DepEd Order Nos. 58 and 59, s. 2012 (Revised Implementing Guidelines on the Provision of Teaching Aid and Transportation Allowances to ALS Mobile Teachers and District Alternative Learning System Coordinators [DALSCs], and Revised Implementing Guidelines on the Selection and Hiring of Alternative Learning System [ALS] Literacy Volunteers); and
x. DO 51, s. 2017, Amended Qualification Standards for Senior High School Teaching Positions in the Technical-Vocational-Livelihood Track and Other Clarifications on the Hiring Guidelines.
This Order and its subsequent amendments, if any, shall take effect 15 calendar days upon its approval, issuance, and publication on the DepEd website. Certified copies of this Order shall be registered with the University of the Philippines Law Center-Office of the National Administrative Register (UP LC-ONAR), UP Diliman, Quezon City.
For more information, please contact the Bureau of Human Resource and Organizational Development (BHROD), 4th Floor, Mabini Building, Department of Education Central Office, DepEd Complex, Meralco Avenue, Pasig City, through email at firstname.lastname@example.org or telephone number (02) 8470-6630.
Guidelines on Recruitment, Selection, and Appointment in the Department of Education
Section 2(2), Article IX(B) of the 1987 Constitution of the Republic of the Philippines provides that “appointments in the Civil Service shall be made only according to merit and fitness.” Moreover, Section 2, Subtitle A, Title I, Book V of Executive Order (EO) No. 292, otherwise known as the Administrative Code of 1987, provides under Recruitment and Selection of Employees that “opportunity for government employment shall be open to all qualified citizens and positive efforts shall be exerted to attract the best qualified to enter the service. Employees shall be selected on the basis of fitness to perform the duties and assume the responsibilities of the positions.”
The Civil Service Commission (CSC), as the central personnel agency of the Philippine Government, issued Memorandum Circular (MC) No. 14, s. 2018 titled, 2017 Omnibus Rules on Appointments and Other Human Resource Actions, Revised July 2018, governing the preparation, submission of, and actions to be taken on appointments and other human resource movements in the Philippine government.
The Department of Education (DepEd) recently issued the CSC-approved Merit Selection Plan of the Department of Education as DepEd Order (DO) No. 019, s. 2022 which aligns the Department’s internal system on recruitment, selection, and placement with the provisions of the 2017 Omnibus Rules on Appointment and Other Human Resource Actions (ORAOHRA), Revised July 2018 per CSC MC No. 14, s. 2018, and reinforces the Department’s commitment with the Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) per CSC MC No. 3, s. 2012. It is grounded on the policy of the Department to strictly adhere to the principles of Merit, Competence, Fitness, Accountability, Transparency, and Equal Opportunity in the process of recruitment, selection, and placement of personnel to positions in the organization.
Faithful to the merit and fitness principle of the Civil Service Doctrine of the Constitution, and the DepEd’s thrust to better serve its learners and stakeholders by continuously improving itself and maintaining organizational performance and health, the Department hereby issues the Guidelines on Recruitment, Selection, and Appointment in the Department of Education. This policy provides for a systematic process of recruitment, selection, and appointment of personnel to positions in the First and Second levels based on their relative qualifications and competence to perform the duties and responsibilities of the positions. It upholds the Department’s policy on the Promotion of Professionalism in the Implementation and Delivery of Basic Education Programs and Services as stipulated in DO 047, s. 2022, as amended, which mandates that all DepEd programs and services, including its recruitment, selection, and placement processes, shall be free from any form of partisan activities. Ultimately, this policy is aimed at ensuring that the organization and its workforce are able to respond to challenges and opportunities of the 21st century with focus on the delivery of quality, accessible, relevant, and liberating basic education.
This policy provides guidance to Human Resource Management Officers (HRMOs), Human Resource Merit Promotion and Selection Board (HRMPSB), Appointing Authorities/Officers, applicants, and other stakeholders at the Central Office (CO), Regional Offices (ROs), Schools Division Offices (SDOs), and schools and community learning centers (CLCs) in the hiring and promotion of personnel to positions in the First and Second levels, including Second level executive/managerial positions. It stipulates the basic principles, general policies, and specific guidelines, procedures, and criteria in the recruitment, selection, and appointment of personnel to the following positions in the Department:
a. Teacher I positions in the Kindergarten, Elementary, Junior High School (JHS), and Senior High School (SHS) levels;
b. School Administration (SA) positions;
c. Related-Teaching (RT) positions; and
d. Non-Teaching (NT) positions.
The complete list of positions covered by these guidelines is listed in Annex A. All new position titles in the First and Second level that may be created after the issuance of this Order shall be governed by these guidelines, unless otherwise specified in a subsequent issuance.
This policy shall exclude the process and criteria for selection and promotion to the following positions:
a. higher teaching positions in the Kindergarten, Elementary, JHS, and SHS; and
b. Career Executive Service (CES) positions.
The existing guidelines for the said positions shall still apply, unless otherwise modified or amended by subsequent issuances.
The selection criteria and point system stipulated in this Order may be used in the assessment of applicants to non-career service positions in the Department such as those to be appointed under coterminous, contractual, and temporary status, subject to applicable CSC rules and regulations.
Definition of Terms and Acronyms
For purposes of the Hiring and Promotion Guidelines, the following terms are defined and understood as follows:
refers to the obligation of DepEd officials and employees to accept responsibility for the selection of employees in adherence to the basic principles stated herein, to explain, clarify, and justify human resource (HR) actions; disclose the results in a transparent manner; and be responsible for one’s actions.
refers to the contribution/ s made by an applicant that has/have led to positive outcome in their current or previous workplace as a result of their learnings from higher education earned.
refers to the contribution/s made by an applicant that has/have led to positive outcome in their current or previous workplace as a result of their learnings gained from the human resource development interventions done / attended.
refers to the verification of an applicant’s credentials, behaviour, and previous performance, if any, by validating the information and records declared by the applicant in their Personal Data Sheet (PDS) such as contacting their identified reference person/s in their current or previous workplace or through other means/ methods.
refers to the conduct of direct inquiry with the applicants, focusing on their display of desired behaviour/s when subjected to specific situations or conditions in their previous and/or current workplace. It seeks to determine how past behaviour predicts future performance. It shall be used to validate if key behaviours linked to the required competencies have been exhibited by the applicants.
refers to an applicant who is a resident for at least six (6) months of a barangay, municipality, city, or province, in that order, where the vacancy exists, as evidenced by the applicant’s PDS and Voter’s ID or any proof of residency.
refers to the procedure or method of determining the top candidates for possible appointment. It involves the use of multiple evaluation techniques to evaluate the competencies of a qualified applicant vis-a-vis the competencies required by the position to be filled.
refers to the report prepared by the Human Resource Merit Promotion and Selection Board (HRMPSB) that shall guide the appointing authority/officer, in the exercise of sound discretion, in selecting, insofar as practicable, the candidate deemed most qualified for appointment. It shall contain the complete list of all candidates for appointment, highlighting the top five (5) ranking candidates based on the total scores obtained from the evaluative assessments.
refers to the CAR for teaching positions, containing only the candidates who have met the cut-off score.
refers to the ability to perform tasks efficiently and effectively by exhibiting behaviours that demonstrate the necessary knowledge, skills, and attitude.
refer to knowledge, skills, attitudes, and key behaviours that are necessary for the efficient and effective performance of the duties and responsibilities of a position.
refers to the formal or non-formal academic, technical, or vocational studies that enable an applicant to successfully perform the duties and responsibilities of a position.
refers to the result of passing a merit and fitness test which may be determined as far as practicable by competitive examination, or based on highly technical qualifications or other tests of merit and fitness conducted by the Civil Service Commission, or other examinations jointly designed and coordinated by the departments or agencies with the assistance of or in coordination with the CSC, and other examinations such as the Professional Regulation Commission-conducted board examinations, the Supreme Court-conducted bar examinations or the Career Executive Service Board-conducted examinations.
refers to the non-discrimination principle that allows any applicant within or outside DepEd to apply for a position, irrespective of age, sex, sexual orientation and gender identity, civil status, disability, religion, ethnicity, or political beliefs.
refers to the multiple evaluation techniques in the determination of competencies of an applicant vis-a-vis the required competencies of the position to be filled.
refers to a second level position whose functions involve exercising management over people, resource, and/or policy, as well as planning, organizing, directing, coordinating, controlling, and overseeing the activities of an organization, unit thereof or of a group; and requires some degree of professional, technical, or scientific knowledge and experience.
refers to the previous jobs in either the government or private sector, whether full-time or part-time, which, as certified by the Human Resource Management Officer (HRMO) or authorized officials of the previous employer, are functionally related to the duties in the PDF of the position to be filled.
refers to a position involved in structured work in support of office operations or engaged in clerical, trades, crafts, or custodial service which involve sub-professional work in a non-supervisory or supervisory capacity.
refers to the principle of ensuring that the competencies of an individual match with the competency requirements of a position.
refers to the highest authority within each governance level.
refers to a position with highly specialized and unique duties requiring specialized education, training, or skills which may not be acquired through formal education, training programs, or experience gained from service-wide positions.
refers to the 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).
refer to the report prepared by the Human Resource Management Officer (HRMO) which contains the list of qualified and disqualified applicants vis-a-vis the minimum qualifications required by the position to be filled as indicated in the CSC-approved QS.
refers to the process of translating an idea, concept or invention into an output, practice, policy, or system that creates value to the organization and its clientele; and results in workplace improvement through efficiency in operation, increased production, improved working standards, and/or savings in government spending.
refers to a broad category of general outputs or outcomes. It is the mandate or function of the office and/or individual employee. The KRA is the reason why a position or job exists. It is an area where the individual employee is expected to focus on.
refers to formal or non-formal training courses and human resource development (HRD) interventions, such as but not limited to coaching, mentoring, job rotation, seminars, or workshops, that are part of the applicant’s individual/career development plan aligned with existing competency standards or their current tasks and functions.
refers to the leadership, functional guidance, control, and oversight of an organizational unit’s people, resource, and/or policy, and the exercise of planning, organizing, directing, and coordinating functions.
refers to the documents that serve as proof or evidence to verify the attainment of specific qualifications, criteria, or component of evaluative assessment.
refers to the necessary qualifications and competencies to perform the duties and responsibilities of the position to be filled.
refers to a position which, by reason of the hierarchical arrangement of positions in the agency, is determined to be in the nearest degree of relationship to a higher position as contained in the agency’s System of Ranking Positions.
refers to a position whose primary duties and responsibilities contribute to the delivery of basic education services and achievement of agency outcomes, but do not involve nor directly support the actual conduct of teaching or delivery of instruction.
refers to the transparent, participative conduct of comparative assessment and evaluation, where applicants are made aware of the processes and corresponding results.
refer to meritorious contributions of an applicant, such as ideas, invention, or discovery, duly recognized by an authorized body; that have a direct link to the Key Result Areas (KRA) of the applicant’s current or previous position; and have led to positive results in their workplace through efficiency in operation, increased production, improved working standards, and/or savings in government spending.
refers to the position title based on the actual duties and responsibilities in the Position Description Form and shall be the basis for the qualification standards (CSC Memorandum Circular No. 14, s. 2018 CSC ORAOHRA).
refers to the assessment of how tasks, duties, and responsibilities are carried out or accomplished as evidenced by performance rating document or other means of verification.
refers to the process of assigning a successful candidate to specific unit, location, or workplace.
refers to an appointment issued to an appointee who meets all the requirements of the position except the Eligibility, but only in the absence of a qualified eligible actually available who is willing to accept the appointment, as certified by the Schools Division Superintendent (SDS). It shall not be effective beyond the school year during which it was issued. The appointment may be subject to reappointment (or renewal).
refers to a position which vests in the incumbent the power to formulate policies for the government or any of its agencies, subdivisions, or instrumentalities, like that of the member of the cabinet, as may be determined by the CSC.
refers the capacity and ability of an applicant to assume the duties and responsibilities of the position to be filled, and those higher positions that are more technical in nature; measured through Behavioural Events Interview (BEI), Written Examinations (WE), Skills or Work Sample Tests (S/WST), or other measures deemed necessaiy by the HRMPSB.
refers to a position, determined by law or declared by the CSC, duties and responsibilities of which imply not only confidence in the aptitude of the appointees but primarily close intimacy which ensures freedom of discussion, delegation and reporting without embarassment or freedom from misgivings or betrayals of personal trust.
refers to the period of actual service following the issuance of a permanent appointment wherein the appointee undergoes a thorough character investigation and assessment of capability to perform the duties of the position enumerated in the Position Description Form (PDF).
refers to the advancement of a career employee from one position to another with an increase in duties and responsibilities as authorized by law, and usually accompanied by an increase in salary.
refer to the minimum requirements for positions in the government service in terms of qualifications in Education, Training, Experience, Eligibility, and Competency.
refers to the period covering one (1) year or 12 months performance.
refers to the procedure of searching for, attracting, and obtaining applications for employment. The result is a pool of applicants from which possible appointees are selected.
refers to a position whose primaiy duties and responsibilities contribute to the delivery of basic education services and achievement of agency outcomes, through the provision of direct support to teaching and the delivery of instruction, such as standard setting, policy and program formulation, research, and sector monitoring and evaluation
is an organized, systematic and logical process of inquiry, using empirical information or data, to answer questions, solve problems, and guide actions, in aid of workplace improvement through efficiency in operation, increased production, improved working standards, and/or savings in government spending.
refer to the scoring guide used to assess the qualifications of applicants based on set evaluative criteria. It usually includes the quality definitions of each criterion at particular levels of attainment and a scoring system.
refers to a position that is directly engaged in supervisory, managerial and/or administrative functions in all schools and community learning centers.
include professional, technical, and scientific positions which involve professional, technical, and scientific work in a non-supervisory or supervisory capacity up to Division Chief level or its equivalent.
refers to the procedure by which applicants are screened, assessed, and evaluated vis-a-vis the requirements of the position to be filled. The objective is to produce comparative assessment results of candidates best suited for appointment.
refers to the oversight of people, programs, projects, activities, and/or output of an organizational unit, which involves planning, programming, delegation of tasks, monitoring of work output, and evaluation of performance, maintaining morale and discipline among employees, and developing cooperation and ensuring a well-coordinated workforce.
refers to the hierarchical arrangement of positions from highest to lowest, which shall be a guide the determination of which position is next-in-rank, taking into consideration the following: a) organizational structure; b) salary grade allocation; c) classification and functional relationship of positions; and d) geographic location.
refers to a position that is directly engaged in teaching or in the delivery of instruction in the elementary and secondary levels (junior high school and senior high school), whether on full-time or part-time basis, in schools and CLCs.
refers to the availability to the public of relevant, reliable, and timely information on recruitment, selection, and placement.
The following acronyms shall be used throughout this Order to mean:
|BEI||Behavioral Events Interview|
|BHROD||Bureau of Human Resource and Organizational Development|
|CAR||Comparative Assessment Result|
|CAR-RQA||CAR-Registry of Qualified Applicants|
|CLCs||Community Learning Centers|
|CSC||Civil Service Commission|
|CSC FO||Civil Service Commission Field Office|
|HRD||Human Resource Development|
|HRMO||Human Resource Management Officer|
|HRMPSB||Human Resource Merit Promotion and Selection Board|
|IER||Initial Evaluation Results|
|IES||Individual Evaluation Sheet|
|KRA||Key Result Areas|
|L&D||Learning and Development|
|MOV||Means of Verification|
|MSP||Merit Selection Plan|
|ORS||Open Ranking System|
|ORAOHRA||Omnibus Rules on Appointments and Other Human Resource Actions|
|PDS||Personal Data Sheet|
|Position Description Form|
|SDO||Schools Division Office|
It is the policy of the Department to uphold the principles of Merit, Competence, Fitness, Accountability, Transparency, and Equal Opportunity in the recruitment, selection, and appointment of personnel in the Department. Faithful to the DepEd’s thrust to continuously improve itself and better serve its learners and stakeholders, this policy shall provide for a systematic process of hiring and promotion that shall ensure the placement of the right people for the right job at the right time. Consistent with the relevant CSC policies as adopted by DepEd in its Agency Merit Selection Plan, these guidelines shall govern the recruitment, selection, and appointment of personnel to Teacher I positions in all levels (including SHS), and school administration, related-teaching, and non-teaching positions in all governance levels. It is aimed at ensuring that the organization and its human resources are able to respond to challenges and opportunities of the 21st century with focus on the delivery of quality, accessible, relevant, and liberating basic education.DO_s2023_007-teacherph.com_