1_PPT Presentation - DepEd HR Strategic Framework, Agency MSP Roadmap, and DepEd MSP.pptx

Education

1. ORIENTATION - WORKSHOP OF DIVISION SELECTION SUB- COMMITTEES ON THE RECRUITMENT AND SELECTION GUIDELINES FOR TEACHER AND MASTER TEACHER POSITIONS

2. ORIENTATION – WORKSHOP ON THE RECRUITMENT AND SELECTION GUIDELINES DepEd Merit Selection Plan Recruitment and Selection Guidelines Teacher I Teacher Promotion (Teacher 2 and 3) Master Teacher Promotion Master Teacher Reclassification Learning Camp Volunteers

3. RECRUITMENT AND SELECTION GUIDELINES Memorandum Circular (MC) No. 14, s. 2018 2017 Omnibus Rules on Appointments and Other Human Resource Actions (ORAOHRA), Revised July 2018 DepEd Order (DO) No. 19, s. 2022 The Department of Education Merit Selection Plan

4. RECRUITMENT AND SELECTION GUIDELINES Teacher Hiring, School Administration, Related Teaching and Non – Teaching Positions: DepEd Order (DO) No. 007, s. 2023 Guidelines on the Recruitment, Selection, and Appointment in the Department of Education

5. RECRUITMENT AND SELECTION GUIDELINES Master Teacher Positions: MEC No. 10, s. 1G7G , Implementing Rules and Regulations for the System of Career Progression for Public School Teachers Teacher Promotion: DO No. 66, s. 2007 , Revised Guidelines on the Appointment and Promotion of Other Teaching, Related Teaching, and Non- Teaching Positions

6. It is understood that the Equal Employment Opportunity Principle (EEOP) is strictly adhered to in the Recruitment, Selection and Placement activities. Equal Employment Opportunity Principle (EEOP)

7. The Schools Division of Negros Occidental highly encourages ALL Interested and Qualified Applicants regardless of age, gender identity, sexual orientation, civil status, disability, social status, religion, ethnicity and political affiliations or other personal circumstances to apply. Equal Employment Opportunity Principle (EEOP)

8. Equal Employment Opportunity Principle (EEOP) Applicants with disabilities or special needs are encouraged to inform the Division Selection Sub – Committee.- / HRMO upon submission of application so that provisions for their needs can be facilitated.

9. Department of Education March 31, 2023 DEPED MERIT SELECTION PLAN DepEd Order No. 19, s. 2022

10. DEPARTMENT OF EDUCATION HR in DepEd Context 217 Schools Division Offices excluding 11SDOs in BARMM 16 Regional Offices excluding BARMM 1,001,590 Plantilla Positions (as of June 2022) 12,694 Private Schools 220 SUCs/LUCs 47, 533 Public Schools Central Office

11. DEPARTMENT OF EDUCATION Strategic HR Framework Recruitment, Selection & Placement Workforce Planning Career Management Performance Management Employee Relations Learning & Development Rewards & Recognition Organisation Design Adapted from CSC HR Framework Agency’s VMV, Goals and Strategies

12. Competency- based Strategic Human Resource Management & Development Taking care of people while maximizing organizational performance and health.

13. DepEd commits to hire the right people for the right job at the right time . Through the DepEd Merit Selection Plan, competency- based Qualification Standards, and Omnibus Hiring and Promotion Guidelines, DepEd shal ensure the adherence to the principles of merit , fitness , competence , equal opportunity , transparency , and accountability in employee’s entry and promotion.

14. Current State of Recruitment, Selection, and Placement (RSP) System in DepEd

15. Policies and Criteria Fresh grads with no experience are at a disadvantage “Outstanding Achievements: the current rubrics are very teacher-centric.” “Multiple interpretation of international training: Does this mean spearheaded by an international organization? Or that it was held abroad, etc.” “Trainings based on number of than number of days, rather hours. Misalignment with latest Qualification Standards It is impossible for fresh grads with no experience to enter the Department “So me new positions such as Assistant Principal, is not taken into account in QS for higher positions.” “QS being position- based rather than based on experience in specific competency areas.” “QS for reclassification, which is higher than that of promotion through natural vacancy. It thus becomes harder to get a reclass over a promotion.” Policy Implementation There's no standard for informing applicants on the status of their application.” Various Selection Committees and Personnel Selection Board (PSB) Members have different interpretations on determining the points for Outstanding Accomplishment, Training and Experience.” Misconception on the role of LGU in the hiring processes Delays on filling- up of vacant items leading to underutilization of PS funds policies of CSC on ORA OHRA Do these seem familiar?

16. DepEd Merit Selection Plan (DO 019, s. 2022)

17. Current QS are based on an outdated format Current QS are not competency based Current QS are not aligned with each other Qualification Standards? Why change the for DepEd Unique Positions

18. Education Experience Training Eligibility Education Achievement Relevance Experience Years Relevance Training Hour Relevance Recency Eligibility Certification/ Licenses Old Format New Format vs All Qualification Standards are rewritten in the new format

19. Master Teacher II Experience Years One (1) year Relevance Instructional Supervision and Technical Assistance to Teachers Master Teacher II Experience 1 year Master Teacher I or 4 years Teacher III Position- based Experience was reformulated Assumes these are the only positions that can be effective at being MTIIs Looks into “what makes an effective MTII.”

20. Principal II Experience Years Five (5) years Relevance 4 years in teaching and 1 year in school management and operation Principal II Experience 1 year as Principal I QS were reviewed together and realigned What about Assistant Principals? Because it looks at “what makes an effective PII” it allows for all types of people who have the basic capacity.

21. Teacher I DO 29, s. 2002 (MSP) DO 42, s. 2007 DO 66, s. 2007 DO 50, s. 2014 DO 7, s. 2015 DO 22, s. 2015 Office Order (April 2015) DO 3, s. 2016 DO 32, s. 2016 DO 49, s. 2016 MECO 10 s. 1979 DO 2. s. 2002 DO 4 s. 2007 DO 17 s. 2006 DO 85 s. 2003 And many more! Non- Teaching Related Teaching School Administration DepEd Merit Selection Plan (DO No. 19, s. 2022)

22. 3 main documents that will serve as basis for DepEd’s RSPI System. DepEd Merit Selection Plan (DO19, s.2022)

23. Salient features of the competency- based RSPI system.

24. The new System is competency-aligned , and will enable the imple mentation of a competency-based HR system.

25. The new System ensures that key knowledge, skills, and attitudes, and key behaviors of app licants are measured and assessed as appropriate to position to be filled . Revised Hiring Guidelines

26. The new System also establishes a set rubrics , which leaves minimal room for misin terpretation and ensures uniform computation of points across regions. Revised Hiring Guidelines

27. Lastly, the new System veers away from the system of collecting certifications and credentials, and rather focuses on how these are applied in the workplace, leading to innovation, change, growth, and customer satisfaction .

28. Agency Merit Selection Plan (MSP) Department of Education

29. Mother document of all hiring and promotion guidelines in DepEd. Serves as Doctrine/Bible for HRMO in terms of recruitment HRMPSB in terms of assessment . Appointing authority in terms of placement/hiring . “ IRR ” of ORAOHRA in DepEd. The Importance of Agency MSP

30. Principal Features of DepEd Merit Selection Plan

31. PRINCIPLES Merit the necessary qualifications and competencies to perform the duties and responsibilities of the position to be filled Competence the ability to perform tasks efficiently and effectively by exhibiting behaviors that demonstrate the necessary knowledge, skills, and attitude Fitness the principle of ensuring that the competencies of an individual match with the competency requirements of a position Accountability 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 Transparency the availability to the public of relevant, reliable, and timely information on recruitment, selection, and placement Equal Opportunity 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

32. PROCEDURES Publication and Posting Submission and Receipt of Applications Initial Evaluation vis- à- vis Qualification Standards Comparative Assessment Appointment

33. Recruitment and Selection Process Flow TEACHING POSITIONS Publication and Posting of Vacancy Issuance of District and School Memoranda Orientation of Interested Applicants Submission and Receipt of Applications Initial Evaluation of the Qualification of Applicants Comparative Assessment of Applicants Submission of District CAR Comparative Assessment Results

34. All vacant positions, including vacant executive/managerial positions in the second and third level, that are authorized to be filled, shall be published in the CSC website and posted in at least three (3) conspicuous places for a period of at least 10 calendar days . Publication and Posting

35. Aside from posting in at least 3 conspicuous physical places, posting through other modes shall also be required. Posting of vacancies in any other modes shall be done on the same day of publication or re- publication in the CSC website. Publication and Posting

36. Posting through other modes may specify additional requirements of the position: Job design Other documentary requirements for comparative assessment NOTE: Announcement of vacancy shall be done through an official memorandum signed by the Head of Office. Publication and Posting

37. Valid until filled, but not to extend beyond 9 months , reckoned from the date of publication or re-publication in the CSC website. Should no appointment be issued within 9 months, the vacant position must be re-published and re- posted. Publication and Posting

38. Exemptions: Primarily confidential Policy- determining Coterminous with that of the appointing officer/authority, including other non- career positions such as contractual and casual Reappointment (change to permanent status) of provisional teachers Reappointment (change to permanent status) of temporary personnel Those to be filled by existing regular employees in the agency in case of reorganization/rationalization Publication and Posting

39. The publication of anticipated vacancies should not be earlier than 30 days prior to retirement, resignation, or transfer; except for teaching positions* which may be published earlier. Publication and Posting: Anticipated Vacancies *CSC Resolution No. 1800582 dated June 13, 2018

40. POSTING OF VACANCY Division Division Memorandum Schools Division Superintendent Posted in Social Media, Bulletin Boards District District Memorandum PSDS/ Chairman, Division Selection Sub- Committee Received by all School Heads School School Memorandum School Head Received by ALL Interested/ Next- in-Rank personnel

41. Orientation Video can be viewed at the Official YouTube Channel of the HRMPSB: YouTube Channel: SDO Neg Occ HRMPSB Info Hub Link: https://bit.ly/SDONegOcc_Recruitment Playlists: Recruitment Teacher 1 Recruitment School Administration Recruitment Teacher Promotion Recruitment Master Teacher Promotion Recruitment Master Teacher Reclassification ORIENTATION OF INTERESTED APPLICANTS

42. ORIENTATION OF INTERESTED APPLICANTS

43. All interested applicants to vacant positions, whether internal or external to DepEd, shall submit the documentary requirements needed for evaluation/selection. Submission and Receipt of Applications

44. LETTER OF INTENT addressed to the Schools Division Superintendent, the position/s being applied for shall be indicated; DULY ACCOMPLISHED PDS (CS Form No. 212, Revised 2017) with Work Experience Sheet, if applicable; Photocopy of valid and updated PRC LICENCE/ID , if applicable; Photocopy of CERTIFICATE OF ELIGIBILITY/RATING , if applicable;

45. Photocopy of SCHOLASTIC/ACADEMIC RECORD , such as but not limited to Transcript of Records (TOR) and Diploma; Photocopy of CERTIFICATE/S OF TRAINING , if applicable; Photocopy of duly signed SERVICE RECORD or Certificate of Employment, if applicable; Photocopy of LATEST APPOINTMENT , if applicable;

46. Photocopy of the latest PERFORMANCE RATING covering one (1) year performance in the current/ latest position prior to the deadline of submission, if applicable; Checklist of Requirements and Omnibus Sworn Statement on the Certification on Authenticity and Veracity (CAV) of the documents submitted and Data Privacy Consent Form pursuant to RA No. 10173 (Data Privacy Act of 2012), using the required form, notarized by authorized official; and Other documents as may be required by the HRMPSB for evaluative assessment. These documents are indicated in the respective Criteria and Point System of the different positions.

47. These documents shall be enclosed in a white folder and must be properly labelled using side tabs. The cover of the folder shall bear the Name of the applicant , Position/s being applied for. Submission and Receipt of Applications JUAN A. DELA CRUZ Principal II

48. Side Tabbing labels shall include: Checklist Letter of Intent Personal Information Education Training Experience Outstanding Accomplishments Submission and Receipt of Applications

49. Online submission of electronic copies of the application documents may be allowed , subject to the submission of the hard copies upon request for purposes of verification of the HRMO and/or HRMPSB Submission and Receipt of Applications

50. It is the duty of the HRMO to check the completeness , authenticity , and veracity of the documents submitted by the applicants and to conduct the initial evaluation of the applicant’s actual qualifications vis- à- vis QS of the position. Initial Evaluation

51. Qualified (Q) – those who meet the minimum qualifications required by the position to be filled Disqualified (DQ) – those who do not meet the minimum qualifications of the position to be filled Initial Evaluation

52. … process or method of determination of top candidates recommended for possible appointment. Comparative Assessment KNOWLEDGE SKILLS ATTITUDES KEY BEHAVIORS = POSITION PERSON … involves the use of multiple evaluation techniques to evaluate the competencies of a qualified applicant vis- à- vis the competencies required by the position to be filled.

53. Competency Assessment Competencies refer to knowledge , skills , attitudes , and key behaviors that are necessary for the efficient and effective performance of the duties and responsibilities of a position.

54. … the assessment of how tasks, duties and responsibilities are carried out or accomplished as evidenced by performance rating document or other MOVs. Performance

55. An applicant to a position that requires prior work experience must submit most recent performance rating/s covering one ( 1 ) year performance in the current and previous job or position that is relevant to the position to be filled . Performance

56. For applicants for promotion or t r a n s f e r , a performance rating of at least Very Satisfactory (VS) in the last rating period prior to the date of assessment shall be required. Performance

57. An official or employee who is on OFFICIAL LEAVE OF ABSENCE , for reasons such as maternity leave, local or foreign scholarship, training grant, or other CSC- authorized official leaves, may be considered for promotion; provided they submit a performance rating of at least VS in the last rating period prior to the leave of absence. Performance

58. Outstanding Accomplishments … meritorious contributions of applicants, such as ideas, inventions, or discoveries duly recognized by authorized body, which have direct link to the KRA of the applicant’s current/previous position. … must have led to positive results in the workplace through increased economy in operation, increased production and/or improved working standards.

59. … formal or non- formal academic, technical, or vocational studies that enable an applicant to successfully perform the duties and responsibilities. Education

60. … the contribution made by an applicant to their workplace as a result of their learnings from their education. Points shall be given to an applicant who has successfully applied the learnings gained from any form of higher education gained. … must have led to significant positive results in the current or previous work. Application of Education

61. … formal or non-formal training courses and human resource development (HRD) interventions, such as but not limited to coaching, mentoring, job rotation, seminars, or workshop, that are part of the applicant’s individual development plan/career development plan , or are aligned to his/her current tasks and functions . Learning and Development (L&D)

62. …a proven success of the learnings gained from the HRD interventions done/attended which must have led to significant positive results in the applicant’s current or previous work. Application of L&D

63. … 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. Potential

64. Evaluative Assessment: Techniques /Strategies Document review Behavioral Events Interview (BEI) Written Exam Skills / Work Sample Test Ethics- oriented and Personality Development Test

65. … direct inquiry with the applicant, focusing on their display of desired behavior/s when subjected to specific situations or conditions in their previous and/or current workplace. … may be used to assess potential , characteristics or traits , and fitness Behavioral Events Interview

66. The HRMPSB shall prepare and submit to the appointing officer/authority a CAR of all candidates using a template provided. … must be ranked from highest to lowest based on total scores obtained by the candidates for appointment. Comparative Assessment Results (CAR)

67. For multiple vacancies of the same position title , the HRMPSB shall determine and highlight the total number of top-ranking candidates in the CAR/CAR- RQA, computed by multiplying the number of vacant plantilla items by a factor of five (5) as follows: Comparative Assessment Results (CAR) Total number of top- ranking candidates =number of vacant items x 5

68. CAR of all candidates CAR- RQA for teacher applicants, which contains only those who have met the cut- off score of 50 points ; valid only for one school y e a r . 2 Types of CAR

69. CAR-RQA prepared for a specific SY is valid for the entire S Y . It shall be utilized in filling up of positions that are created or vacated within the school year; provided, that the HRMPSB shall reconvene to deliberate. In the event that all the applicants in the CAR-RQA are already appointed and there are still vacant positions, another CAR- RQA must be established. CAR- RQA

70. A copy of the CAR/CAR- RQA, in alphabetical order , shall be posted in at least 3 conspicuous places for a period of at least 10 calendar days , indicating the date of posting. Comparative Assessment Results (CAR)

71. All qualified applicants shall be subject to the comparative assessment by the HRMPSB, EXCEPT: Substitute appointment Reappointment (change to permanent status) of provisional or temporary personnel Appointments of casual, contractual, coterminous, and other non- career positions identified under Sec. 9, Subtitle A. Title I, Book V of EO 292. Important Note

72. The deliberation of the HRMPSB shall not be made earlier than 10 calendar days from the date of publication and posting. Open Ranking System all applicants scheduled for evaluation of documents are present to witness the actual evaluation applicants’ scores are publicly disclosed applicants confirm their individual results Important Note

73. Governance Level Appointing Officer/Authority Central Office Secretary Regional Office Regional Director Schools Division Office Schools Division Superintendent School Schools Division Superintendent Appointment

74. The appointing officer/authority shall be guided by the CAR/CAR- RQA, and in the exercise of sound discretion , select, insofar as practicable, the candidate deemed most qualified for appointment from among the top 5 or less per vacant position. Appointment

75. Duly approved appointments shall be announced through the posting of a Notice of Appointments Issued ( N A I ) i n the bulletin boards and through other modes for at least 1 5 c a l e n d a r days after the issuance . Appointment

76. The appointing officer/authority may appoint a candidate who is ranked higher in the CAR/CAR-RQA than the candidate who is next- in- rank to the vacant position. Only a qualified next- in- rank official or employee included in the CAR/CAR-RQA may file a protest against an appointment made in favor of another candidate who does not meet the minimum qualification. Important Note

77. Vacancies resulting from promotion shall not be filled up until the promotional appointments have been approved/validated by the CSC except: Those conferred with the PRIME- HRM Bronze/Silver/Gold award Teaching positions pursuant to CSC Resolution No. 1800582 dated 1 3 J un e 2018 Q u a n t u m l e a p - A n y p r o m o ti o n a l a p p o i n t m e n t t o a p o s i t i o n e xc e e di n g t h r ee ( 3 ) S G s h i gh e r i s p r o h i b i t e d ; e x c e p t w h e n t h e p r o m o ti o n a l a pp o i n t m e n t f a ll s w it h i n t h e p u r v i e w o f t h e e x c e pti o n s s t a t e d i n t h e O R A O HR A . Important Note

78. Promotion within six (6) months prior to compulsory retirement shall not be allowed unless otherwise provided by law. The pendency of an administrative case against any employee shall not be a bar to promotion. Important Note