PPT-Presentation-RSA-Guidelines-NTRTSA-1.pptx

PPT-Presentation-RSA-Guidelines-NTRTSA-1.pptx

1. ORIENTATION OF THE AGENCY MERIT SELECTION PLAN (MSP) AND RECRUITMENT, SELECTION, AND APPOINTMENT (RSA) GUIDELINES January 10-11, 12-13, 2023 Greenleaf Hotel, San Miguel St., General Santos City IRMA MAY G. DINASAS Administrative Officer V-Administrative Services Section

2. HIRING AND PROMOTION Non- Teaching Related- Teaching School Administration (NTRTSA)

3. Qualifications exceeding the CSC- QS 30 points Education Training Experience Accomplishments Education Learning and 70 points Evaluative Assessments Competency Assessments Performance Outstanding Application of Application of Development Potential

4. C RITERIA AND P OINT SYSTEM Hiring and Promotion to Non- Teaching, Related- Teaching, and School Administration positions Education units and/or degree relevant to the position to be filled, exceeding the minimum qualification requirements as defined in the CSC- approved QS; Training hours relevant to the position to be filled, exceeding the minimum qualification requirements as defined in the CSC- approved QS, acquired after the last promotion but within the last five (5) years; Experience relevant to the position to be filled, exceeding the minimum qualification requirements as defined in the CSC- approved QS; Performance based on submitted performance rating covering one (1) year or 12 months performance in the current or previous job or position relevant to the position to be filled; Outstanding Accomplishments acquired after the last promotion; Application of Education acquired after the last promotion; Application of Learning and Development acquired after the last promotion; and Potential measured using other evaluative assessments.

5. Education, Training, and Experience (ETE) The points for ETE, corresponding to the applicant’s qualifications exceeding the QS , shall be computed using the Increments Table and the Rubrics for Computation of Points for ETE provided in the RSA Guidelines. Only those qualifications that are relevant to the position to be filled shall be given points . Premium is given to an applicant who has successfully applied the learnings gained from said form of education. The application of education must have led to significant positive results in the applicant’s current or previous work. Proven success of the learnings gained from the human resource development (HRD) interventions done/attended by the applicant which must have led to significant positive results in their current or previous work. Application of Education Application of L&D Principal Features of the new RSA Guidelines

6. CRITERIA BREAKDOWN OF POINTS General Services SG 1- 9 (Non- General Services) SG 10- 22 and SG 27 SG 24 (Chief) a. Education 5 5 5 10 b. Training 5 5 10 5 c. Experience 20 20 15 15 d. Performance 10 20 20 20 e. Outstanding Accomplishments 5 10 10 10 f. Application of Education - 10 10 10 g. Application of Learning and Development - 10 10 10 h. Potential (Written Test, BEI, Work Sample Test) 55 20 20 20 TOTAL 100 100 100 100 Point System: Non- Teaching Positions Points assigned to each criterion shall vary from one salary range to another, giving premium to specific criteria that are more relevant to the position to be filled. As such, for General Services positions, higher premium is given to Potential (55 points) and Experience (20 points) than the other criteria. Similarly, Chief positions (SG- 24) give more focus on previous Performance (20 points), Potential (20 points), and Experience (15 points).

7. Point System: Related- Teaching positions CRITERIA BREAKDOWN OF POINTS SG 11- 15 SG 16- 23 and SG- 27 SG 24 (Chief) a. Education 10 10 10 b. Training 10 10 10 c. Experience 10 10 10 d. Performance 20 20 25 e. Outstanding Accomplishments 10 5 10 f. Application of Education 10 15 10 g. Application of Learning and Development 10 10 10 h. Potential (Written Test, BEI, Work Sample Test) 20 20 15 TOTAL 100 100 100 Same with the non-teaching positions, the points assigned to each criterion shall vary from one salary range to another, giving premium to specific criteria that are more relevant to the position to be filled.

8. Point System: School Administration positions CRITERIA BREAKDOWN OF POINTS a. Education 10 b. Training 10 c. Experience 10 d. Performance 25 e. Outstanding Accomplishments 10 f. Application of Education 10 g. Application of Learning and Development 10 h. Potential (Written Exam, BEI) 15 TOTAL 100 Points assigned to each criterion do not vary because the expected qualifications are almost the same across all School Principal positions under the School Administration job group.

9. Rubrics for Computation of Education , Training , and Experience Based on the Qualification Standards 30 points Education Training Experience The points for ETE, corresponding to the applicant’s qualifications exceeding the QS , shall be computed using the Increments Table and the Rubrics for Computation of Points for ETE . Only those qualifications that are relevant to the position to be filled shall be given points.

10. Increments Table a 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).

11. Let’s simulate! Hi! I’m DURIAN Hi! I’m CAIMITO Hi! I’m MANGOSTEEN DepEd is looking for an ADMINISTRATIVE ASSISTANT II (Bookkeeper)!

12. NO. Position Title (Parenthetical Title, if applicable) Plantilla Item No. Salary /Job/ Pay Grade Monthly Salary Qualification Standards Competency (If applicable) Place of Assignment Education Training Experience Eligibility 1 Administrative Assistant II (Bookkeeper) OSEC- DECSB- ADAS2- 456- 2018 8 P18,998.00 2 years studies in college 4 hours relevant training 1 year relevant experience Career Service (Sub- Professional/ First Level Accounting Unit Eligibility) WE’RE HIRING for an ADMINISTRATIVE ASSISTANT II (Bookkeeper) position

13. Qualifications DURIAN MANGOSTEEN CAIMITO Education Associate Degree (2 years) in Computer- Based Accounting Associate Degree (2 years) in Bookkeeping and Accounting Bachelor’s Degree in Accounting Technology Training 24 hours training on budget preparation [January 27 to 29, 2021] 24 hours training on automatic payroll deduction [September 16 to 18, 2020] 8 hours training on liquidation of cash advances [February 28, 2020] Experience Administrative Aide IV (Clerk) from January 3, 2019 to present Accounting Staff from June 1, 2018 to present Bookkeeper from March 2, 2020 to present The date of HRMPSB assessment/Open Ranking System: October 03, 2022

14. Based on the minimum QS of the position to be filled, the HRMPSB shall determine the baseline level for computing the points for ETE using the Increments Table Position Title (Parenthetical Title, if applicable) Qualification Standards Education Training Experience Eligibility Administrative Assistant II (Bookkeeper) 2 years studies in college 4 hours relevant training 1 year relevant experience Career Service (Sub- Professional/ First Level Eligibility)

15. The HRMPSB shall also determine the level of the qualifications of the applicants using the Increments Table Qualifications DURIAN Level MANGOSTEEN Level CAIMITO Level Education Associate Degree (2 years) in Computer- Based Accounting 5 Associate Degree (2 years) in Bookkeeping and Accounting 5 Bachelor’s Degree in Accounting Technology 6 Training 24 hours training on budget preparation [January 27 to 29, 2021] 24 hours = 4 24 hours training on automatic payroll deduction [September 16 to 18, 2020] 24 hours = 4 8 hours training on liquidation of cash advances [February 28, 2020] 8 hours = 2 Experience Administrative Assistant from January 3, 2019 to present 3 years & 9 months = 8 Accounting Staff from June 1, 2018 to present 4 years & 4 months = 9 Bookkeeper from March 2, 2020 to present 2 years & 7 months = 6

16. After determining the baseline level, the HRMPSB shall compute for the increments of the applicant’s actual qualifications based on the submitted documentary requirements. Increment shall refer to the difference between the applicant’s actual qualification level and the corresponding level of the minimum (baseline) QS requirement of the position to be filled. Qualifications DURIAN Increment/s MANGOSTEEN Increment/s CAIMITO Increment/s Education 5 – 5 = 5 – 5 = 6 – 5 = 1 Training 4 – 1 = 3 4 – 1 = 3 2 – 1 = 1 Experience 8 – 3 = 5 9 – 3 = 6 6 – 3 = 3 Meeting the minimum (baseline) QS requirements for Education, Training, and Experience shall be given zero (0) points.

17. After computing the number of increments from the minimum (baseline) QS requirement, the corresponding points earned by the applicant for ETE shall be determined using Rubrics for Computation of Points for Education, Training, and Experience

18. Qualifications DURIAN’S INCREMENTS POINTS MANGOSTEEN’S INCREMENTS POINTS CAIMITO’S INCREMENTS POINTS Education 1 1 Training 3 3 3 3 1 1 Experience 6 12 6 12 3 4

19. CRITERIA BREAKDOWN OF POINTS APPLICANTS’ POINTS SG 1- 9 (Non- General Services) DURIAN MANGOSTEEN CAIMITO a. Education 5 1 b. Training 5 3 3 1 c. Experience 20 12 12 4 d. Performance 20 ? ? ? e. Outstanding Accomplishments 10 ? ? ? f. Application of Education 10 ? ? ? g. Application of Learning and Development 10 ? ? ? h. Potential (Written Test, BEI, Work Sample Test) 20 ? ? ? TOTAL 100 ? ? ? We’re done with the ETE (30 points), so let’s now determine the remaining 70 points!

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

21. Performance 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 . For positions that do not require previous experience , performance may refer to academic achievements, board exam ratings, or similar measures.

22. Performance For positions with experience requirement: Points (Performance) = x/5 * WA (Performance) Where: x = Performance Rating 5 = Highest possible PR in DepEd RPMS WA = Weight Allocation for Performance (10 points for General Services; 20 points for Other Groups of Positions/Salary Grades)

23. Means of Verification Internal applicants: RPMS IPCR Rating External applicants: ─ adjectival performance rating (PR) aligned with the RPMS 5- point scale ─ numerical or adjectival ratings not aligned with RPMS 5- pt scale, transmute the PR to get the corresponding points RPMS Rating Scale Midpoint Value Outstanding (4.500- 5.000) 4.75 Very Satisfactory (3.500- 4.499) 3.995 Satisfactory (2.500- 3.499) 2.995 Unsatisfactory (1.500- 2.499) 1.995 Poor (below 1.499) 0.995

24. Important Note Applicants applying for positions with experience requirement BUT no available PR (e.g., company do not provide PR, job order, etc.) will get zero score . No proxy measure will be considered in the absence of performance rating.

25. Hi! I’m Durian. My performance rating for CY 2021 is 4.356 I’m applying for ADAS II. I’m currently working as AA IV (Clerk) in SDO Davao City = (4.356/5) * 20 = 17.424 pts Points (Performance) = x/5 * WA (Performance)

26. Hi! I’m Mangosteen. My performance rating for CY 2021 is Strong. I’m applying for ADAS II. I worked as Accounting Staff in Procter and Gamble Corp. 1 Below Expectation 2 Needs Improvement 3 Good 4 Strong 5 Role Model = (3.995/5) * 20 Points (Performance) = x/5 * WA (Performance) Strong = VS in RPMS Midpoint Value for VS = 3.995 RPMS Rating Scale Midpoint Value Outstanding (4.500- 5.000) 4.75 Very Satisfactory (3.500-4.499) 3.995 Satisfactory (2.500- 3.499) 2.995 Unsatisfactory (1.500- 2.499) 1.995 Poor (below 1.499) 0.995 = 15.98 pts

27. Hi! I’m Caimito. My performance rating for CY 2021 is 82.35%. I’m applying for ADAS II. I worked as Bookkeeper in SMB. How do you give points for his Performance ? = 16.47 pts

28. For positions with no experience requirement: Performance Points (Performance) = x/100 * WA (Performance) Where: x = Board exam rating/CS exam rating/GWA transmuted to percentage scale 5 = Highest possible PR in DepEd RPMS WA = Weight Allocation for Performance (10 points for General Services; 20 points for Other Groups of Positions/Salary Grades)

29. Means of Verification For positions with no experience requirement: ─ Board exam rating ─ CS exam rating ─ General Weighted Average (GWA) in the highest grade level attained transmuted to a percentage scale (for General Services positions; for positions with no Eligibility requirement)

30. Hi! I’m Durian. I finished 2 years studies in college. The GWA of my grades in college is 88.50! = (88.50/100) * 10 = 8.85 pts Points (Performance) = x/100 * WA (Performance) Flashback…

31. For honor graduates covered by PD 907: Honors Earned Points (Performance) Summa Cum Laude 20 points Magna Cum Laude 19 points Cum Laude 18 points Performance

32. Important Note An applicant with prior experience who applies to a position that do not require experience, his performance rating shall be the basis for giving points.

33. Criteria SG 1- 9 (Non- General Services) APPLICANTS’ POINTS Durian Mango- steen Caimito Education 5 1 Training 5 3 3 1 Experience 20 12 12 4 Performance 20 17.424 15.98 16.47 Outstanding Accomplishments 10 ? ? ? Application of Education 10 ? ? ? Application of L&D 10 ? ? ? Potential (Written Test, BEI, Work Sample Test) 20 ? ? ? Total 100 ? ? ?

34. … 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. Outstanding Accomplishments

35. Components of Outstanding Accomplishments Component Points Awards and Recognition 4 points Research or Innovation 4 points Subject Matter Expert / Membership in NTWG or Committee 3 points Resource Speakership / Learning Facilitation 2 points NEAP Accredited Learning Facilitator 2 points Non- Teaching Positions

36. Important Note The points allocation in the table shown shall serve as the maximum or ceiling points that may be earned for each component. The points earned from each component are cumulative to determine the total points for Outstanding Accomplishments; but not to exceed the weight allocation for Outstanding Accomplishments as stipulated in the Point System for Evaluative Assessment for all Job Group positions.

37. Important Note Awards given by reputable award giving bodies like CSC, Metrobank, NEDA, DepED, etc., in the national level, shall be given automatic five (5) points for GS positions and 10 points for other groups of position. Eligible outstanding accomplishments should be only those earned after the last promotion .

38. 1. Awards and Recognition Citation and Commendation ─ applies to General Services positions Academic or Inter- school Awards ─ applies to applicants with no or less than 1 year experience (e.g., fresh grads) Outstanding Employee Awards ─ applies to applicants with prior experience, or those applying to positions with experience requirement

39. 1. Awards and Recognition Number of Citation Points 3 or more letters of citation 4 points 2 letters of citation 3 points 1 letter of citation 2 points a. Citation and Commendation MOV: Letter of Citation or Commendation from previous Employer Rubrics:

40. 1. Awards and Recognition Number of Citation Points At least 3 academic or inter- school awards / Board Exam Topnotcher or Top 10 / TOSP Award 4 points At least 2 academic or inter- school awards 3 points At least 1 academic or inter- school awards 2 points b. Academic or Inter- school Awards MOVs: Academic or inter- school award Certification or any document showing top- notching a Board Examination Certificate or any document showing TOSP Award Rubrics:

41. 1. Awards and Recognition c. Outstanding Employee Award MOVs: Any issuance, memorandum or document showing the Criteria for the Search Certificate of Recognition/Merit

42. 1. Awards and Recognition c. Outstanding Employee Award Rubrics: Level Points Applicants from external institution Organizational Level Search or Higher 4 points Local Office Search 2 points Applicants from national office National Level Search or Higher 4 points Central Office Search 2 points Applicants from regional office National Level Search or Higher 4 points Regional Office Search 2 points Applicants from schools division office Regional Level Search or Higher 4 points Division/Provincial/City Level Search 2 points Applicants from schools Division Level Search or Higher 4 points School/Municipality/District Level Search 2 points

43. I won an Outstanding Employee Award at the Division Level Hi! I’m Durian. I’m applying for ADAS II. I’m currently working as AA IV (Clerk) in SDO Davao City Points (Awards/Recog) = 2 pts Level Points Applicants from external institution Organizational Level Search or Higher 4 points Local Office Search 2 points Applicants from national office National Level Search or Higher 4 points Central Office Search 2 points Applicants from regional office National Level Search or Higher 4 points Regional Office Search 2 points Applicants from schools division office Regional Level Search or Higher 4 points Division/Provincial/City Level Search 2 points Applicants from schools Division Level Search or Higher 4 points School/Municipality/District Level Search 2 points

44. I won an Best Employee at the Office Level Hi! I’m Mangosteen. I’m applying for ADAS II. I worked as Accounting Staff in Procter and Gamble Corp. Points (Awards/Recog) = 2 pts Level Points Applicants from external institution Organizational Level Search or Higher 4 points Local Office Search 2 points Applicants from national office National Level Search or Higher 4 points Central Office Search 2 points Applicants from regional office National Level Search or Higher 4 points Regional Office Search 2 points Applicants from schools division office Regional Level Search or Higher 4 points Division/Provincial/City Level Search 2 points Applicants from schools Division Level Search or Higher 4 points School/Municipality/District Level Search 2 points

45. Hi! I’m Caimito. I have no awards. But my previous employer sent a Letter of Commendation I’m applying for ADAS II. I worked as Bookkeeper in SMB. How do you give points for his Outstanding Accomplishment? = pts

46. Why? Citation and Commendation ─ applies to General Services positions Academic or Inter- school Awards ─ applies to applicants with no or less than 1 year experience (e.g., fresh grads) Outstanding Employee Awards ─ applies to applicants with prior experience, or those applying to positions with experience requirement

47. Important Note Awards from the same award giving body such as searches that are progressive (nominative to a higher level), only the highest level award shall be considered.

48. Important Note Applicants to General Services position who underwent a search process for Outstanding Employee Award (1.c) and has been conferred the Award, the computation of points indicated in Outstanding Employee Awards (1.c) shall apply, whichever is higher shall prevail. Awards given by reputable award giving bodies like CSC, Metrobank, NEDA, DepED, LGU, etc., in the national level, shall be given automatic five (5) points for GS positions.

49. MOVs: A. Proposal duly approved by the Head of Office or the designated Research Committee per DO No. 16, s. 2017 B. Accomplishment Report verified by the Head of Office C. Certification of the utilization of the innovation, within the school/office duly signed by the Head of Office D. duly signed by the Head of Office. E. Proof of citation by other researchers (whose studies/research is likewise approved by of the research. 2. Research or Innovation MOVs Points A,B, & E 4 A,B,C & Certification of adoption by another school/office D 4 A,B, & C 3 A& B 2 competent authority) of the concept/s developed A 1 Rubrics:

50. MOVs: Issuance/Memorandum showing the membership Certificate of Participation or Attendance; and Output/Adoption by the organization/DepEd 3. Subject Matter Expert / NTWG or Committee Membership Rubrics: MOVs Points ALL MOVs 3 points Only A & B 2 points

51. MOVs: Issuance/Memorandum/Invitation/Training Matrix; Certificate of Recognition/Merit/Commendation; and Slide deck/s used and/or Session guide/s 4. Resource Speakership / Learning Facilitation

52. 4. Resource Speakership / Learning Facilitation Rubrics: Level Points Applicants from external institution Organizational Level Speakership or Higher 2 points Local Office Level 1 point Applicants from national office National Level Speakership or Higher 2 points Within Central Office 1 point Applicants from regional office National Level Speakership or Higher 2 points Regional Office Speakership 1 point Applicants from schools division office Regional Level Speakership or Higher 2 points Division/Provincial/City Level Speakership 1 point Applicants from schools Division Level Speakership or Higher 2 points School/Municipality/District Level Speakership 1 point

53. Important Note In order to get points for Resource Speakership / Learning Facilitation, the individual must have developed and delivered the content of the Resource Speakership or Learning Facilitation. If they merely delivered it, its not provided points.

54. 5. NEAP Accredited Learning Facilitator MOVs: Certificate of Recognition as Learning Facilitator issued by NEAP in the Region Certificate of Accreditation as Learning Facilitator issued by NEAP Central Office Rubrics: Level Points Accredited as National Trainer 2 Accredited as Regional Trainer 1

55. Hi! I’m Durian. I facilitated a workshop on Online Encoding of Transactions in the Province. I submitted my Certificate of Recognition, Invitation Letter, Slide Decks and Session Guides No MOVs submitted for Innovation and Research and SME/NTWG Membership Points: Innovation and Research = pts SME/NTWG Membership = pts Speakership/Facilitation = 1 pt

56. Hi! I’m Mangosteen. I delivered a session on Basic Bookkeeping in the office and submitted complete documents. Developed an Online Balancing Tool, and adopted by his office with complete documents up to Certification as to Utilization Points: Innovation and Research (Presence of A, B, C) = 3 pts SME/NTWG Membership = pts Speakership/Facilitation = 1 pt

57. Hi! I’m Caimito. No MOVs submitted How do you give points for his Outstanding Accomplishment? = pts

58. Criteria SG 1- 9 (Non- General Services) APPLICANTS’ POINTS Durian Mango- steen Caimito Awards and Recognition 4 2 2 Innovation or Research 4 3 SME/Membership in NTWG or Committee 3 Resource Speakership/Learning Facilitation 2 1 1 Total Outstanding Accomplishments Max 10 3 6 Important Note Points given for OA are cumulative across components, but not to exceed the maximum points or weight allocation for OA.

59. Criteria SG 1- 9 (Non- General Services) APPLICANTS’ POINTS Durian Mango- steen Caimito Education 5 1 Training 5 3 3 1 Experience 20 12 12 4 Performance 20 17.424 15.98 16.47 Outstanding Accomplishments 10 3 6 Application of Education 10 ? ? ? Application of L&D 10 ? ? ? Potential (Written Test, BEI, Work Sample Test) 20 ? ? ? Total 100 ? ? ?

60. Application of Education (AoE) … 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.

61. Application of Education (AoE) a. For positions with no experience requirement ─ GWA in the highest grade level earned MOVs: Transcript of Records Diploma Special Order from CHED/Certification Points (AoE) = x/100 * WA (AoE) Where: x = GWA transmuted to percentage scale WA = Weight Allocation for AoE (10 points for Other Groups of Positions/Salary Grades) Rubrics:

62. Application of Education (AoE) b. For positions with experience requirement MOVs: Action Plan approved by the head of agency (office) Accomplishment Report verified by the head of agency (office) Certification of the utilization/adoption signed by the authority concerned Rubrics: MOVs Points Relevant Not Relevant ALL MOVs 10 points 5 points Only A & B 7 points 3 points Only A 5 points 1 point

63. Relevant: The intervention applied is directly applicable to the functional unit where the position applied for is lodged. Functional unit is determined by the direct supervisor of the position applied for. If Unit Head, then unit; if Section Head, then section; if Division Chief, then functional division. If the direct supervisor is a third level official, then the functional unit is the administrative office of said third level official (e.g. Office of the\Director, Office of the Undersecretary etc.). In the school level, relevance refers only to the position applied for. Applicable: The intervention can be used in the operations of the functional division based on its office mandates in the DepEd official Office Functions or Office Orders for the creation of the functional unit. If the intervention does not meet the criteria for Relevant, then it is Not- Relevant for the purposes of determining points.

64. Hi! I’m Durian. Action Plan titled “Process Flowchart for SDO Financial Reporting and Transparency” which was approved by the SDS last Dec. 1, 2018 How do you give points for his Application of Education? = 5 pts MOVs Points Relevant Not Relevant ALL MOVs 10 points 5 points Only A & B 7 points 3 points Only A 5 points 1 point

65. Hi! I’m Mangosteen. Approved Action Plan and Accomplishment Report on the “Excel- based Plantilla Management Tool” How do you give points for her Application of Education? = 3 pts MOVs Points Relevant Not Relevant ALL MOVs 10 points 5 points Only A & B 7 points 3 points Only A 5 points 1 point

66. Action Plan and Accomplishment Report on the “Creative Ways on Advertising” How do you give points for his Application of Education? = 5 pts ... which was utilized by the office with Certification from head of office Hi! I’m Caimito. MOVs Points Relevant Not Relevant ALL MOVs 10 points 5 points Only A & B 7 points 3 points Only A 5 points 1 point

67. Criteria SG 1- 9 (Non- General Services) APPLICANTS’ POINTS Durian Mango- steen Caimito Education 5 1 Training 5 3 3 1 Experience 20 12 12 4 Performance 20 17.424 15.98 16.47 Outstanding Accomplishments 10 3 6 Application of Education 10 5 3 5 Application of L&D 10 ? ? ? Potential (Written Test, BEI, Work Sample Test) 20 ? ? ? Total 100 ? ? ?

68. … 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

69. Application of L&D a. For General Services positions ─ based on the number of trainings MOV: Certificates of Training Rubrics: Number of Trainings Points 5 or more certificates 10 points 4 certificates 8 points 3 certificates 6 points 2 certificates 4 points 1 certificate 2 points

70. Application of L&D (ALD) b. For other groups of positions/salary grades MOVs: Certificate of Training or Certification on any applicable L&D intervention acquired that must be aligned to Individual Professional Development Plan (IPPD); for external applicants, a certification from HR stating that the L&D intervention is aligned to the core tasks of the incumbent or previous position shall be required; Action Plan/Re- entry Action Plan (REAP)/Job Embedded Learning (JEL)/ Impact Project aligned to the L&D intervention attended, duly approved by the Head of Office; Accomplishment Report together with a General Certification that the L&D intervention was used/adopted by the office; Accomplishment Report together with a General Certification that the L&D intervention was used/adopted by a different office/s at the local/higher level.

71. Application of L&D MOVs Points Relevant Not Relevant ALL MOVs 10 points 5 points Only A, B, and C 7 points 3 points Only A and B 5 points 1 points b. For other groups of positions/salary grades Rubrics:

72. Relevant: The intervention applied is directly applicable to the functional unit where the position applied for is lodged. Functional unit is determined by the direct supervisor of the position applied for. If Unit Head, then unit; if Section Head, then section; if Division Chief, then functional division. If the direct supervisor is a third level official, then the functional unit is the administrative office of said third level official (e.g. Office of the\Director, Office of the Undersecretary etc.). In the school level, relevance refers only to the position applied for. Applicable: The intervention can be used in the operations of the functional division based on its office mandates in the DepEd official Office Functions or Office Orders for the creation of the functional unit. If the intervention does not meet the criteria for Relevant, then it is Not- Relevant for the purposes of determining points.

73. Hi! I’m Durian. How do you give points for his Application of L&D? = 10 pts Application of L&D Project on “Simplified Budget Forms” MOVs presented: ✔ Certificate of Training ✔ REAP approved SDS ✔ Accomplishment Report approved by SDS in April 2018 ✔ Certification of utilization since Feb 2019 by the different functional divisions and sections of SDO as signed by SDS

74. Hi! I’m Mangoste en. How do you give points for her Application of L&D? = 3 pts MOVs presented: ✔ Certificate of Training ✔ REAP approved head of office ✔ Accomplishment Report approved by head of office Accomplishment Report on “Basic Life Support”

75. Action Plan on the “CSC Training on Leave Administration Course for Effectiveness” How do you give points for his Application of L&D? = 3 pts Hi! I’m Caimito. MOVs presented: ✔ Certificate of Training ✔ REAP approved head of office

76. Criteria SG 1- 9 (Non- General Services) APPLICANTS’ POINTS Durian Mango- steen Caimito Education 5 1 Training 5 3 3 1 Experience 20 12 12 4 Performance 20 17.424 15.98 16.47 Outstanding Accomplishments 10 3 6 Application of Education 10 5 3 5 Application of L&D 10 10 3 3 Potential (Written Test, BEI, Work Sample Test) 20 ? ? ? Total 100 ? ? ?

77. … 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

78. Potential Component Points Written Examinations (WE) 5 points Skills or Work Sample Tests (S/WST) 10 points Behavioral Events Interview (BEI) 5 points

79. Potential Written Examination – standardized examination which measures the knowledge, language proficiency, ability to present ideas, judgment and leadership ability. Formula: WE = X * 5 Ex. Rating for WE is 85 WE = 85% * 5 WE = 4.25

80. Potential Skills or Work Sample Test – application of skills relevant to the requirement of the position to be filled. Formula: WST = X * 10 Ex. Rating for WST is 85 WST = 85% * 10 WST = 8.5

81. Important Note The test and evaluation rubrics must be designed by subject matter experts as requested by the HRMPSB depending on the type of skills test required by the position to be filled.

82. Behavioral Events Interview (BEI) – used to collect detail, complete information about the candidate, relative to a specific position to predict how the candidate will perform. Potential

83. The BEI may be used to assess the following areas: Aptitude. The BEI shall be used to assess the applicant’s potential or their capacity and ability to assume the duties of the position to be filled and those higher positions that are more technical in nature. Characteristics or traits. It shall be used to gauge other relevant aspects such as the applicant’s psychological and social well- being. Fitness. It shall serve as an avenue to evaluate an applicant’s Job Fit, Location Fit, and Organizational Fit. Other areas that may be identified by the HRMPSB.

84. The points allocated for BEI component shall be the maximum or ceiling points that may be earned by an applicant. The points earned from each area are cumulative to determine the total points for BEI component. The HRMPSB shall determine the appropriate areas relevant to the position to be filled and assign points to each area not exceeding the maximum or ceiling points for BEI.

85. Important Note The HRMPSB may design an evaluative assessment strategy specific for applicants to General Services positions in order to measure their potential (55 points).

86. Hi! I’m Durian. Total number of points for Potential = 16.25 pts WE = 4.25 S/WST = 8.5 BEI = 3.5

87. Hi! I’m Mangosteen. Total number of points for Potential = 14.25 pts WE = 3.5 S/WST = 7.75 BEI = 3

88. Hi! I’m Caimito. Total number of points for Potential = 13 pts WE = 3.25 S/WST = 7.5 BEI = 2.25

89. Criteria SG 1- 9 (Non- General Services) APPLICANTS’ POINTS Durian Mango- steen Caimito Education 5 1 Training 5 3 3 1 Experience 20 12 12 4 Performance 20 17.424 15.98 16.47 Outstanding Accomplishments 10 3 6 Application of Education 10 5 3 5 Application of L&D 10 10 3 3 Potential (Written Test, BEI, Work Sample Test) 20 16.25 14.25 13 Total 100 66 .674 57.23 43.47

90. Ethics- Oriented and Personality Development Test (modelled with CSC MC No. 6, s. 2017) maybe employed in which results will be used by the Appointing Authority in hiring decisions. Background Investigation maybe required by the Appointing Authority, when deemed necessary. Other Evaluative Assessments

91. CRITERIA BREAKDOWN OF POINTS APPLICANTS’ POINTS SG 1- 9 (Non- General Services) DURIAN MANGOSTEEN CAIMITO a. Education 5 1 b. Training 5 3 3 1 c. Experience 20 12 12 4 d. Performance 20 17.424 15.98 16.47 e. Outstanding Accomplishments 10 3 6 f. Application of Education 10 5 3 5 g. Application of Learning and Development 10 10 3 3 h. Potential (Written Test, BEI, Work Sample Test) 20 16.25 14.25 13 TOTAL 100 66 .674 57.23 43.47 We’re done with the computation of ETE (30 points) and other components (70 points) !

92. Now that we have discussed the criteria and point system for Non- Teaching positions, let’s see how it differs for the Related- Teaching and School Administration positions.

93. RELATED- TEACHING POSITIONS

94. Important Note The MOVs and general rules for computation of points are generally the same EXCEPT… there are no General Services positions under Related- Teaching the weight allocation is different; hence the need to adjust the rubrics for Outstanding Accomplishments, Application of Education, Application of L&D, and Potential

95. Criteria SG 11- 15 SG 16- 23 & SG27 SG 24 (Chief) Education 10 10 10 Training 10 10 10 Experience 10 10 10 Performance 20 20 25 Outstanding Accomplishments 10 5 10 Application of Education 10 15 10 Application of L&D 10 10 10 Potential (Written Test, BEI, Work Sample Test) 20 20 15 Total 100 100 100 WEIGHT ALLOCATION (Related- Teaching Positions)

96. Outstanding Accomplishments Component Points (RT) Points (NT) Awards and Recognition 2 points 4 points Innovation or Research 5 points 4 points Subject Matter Expert / Membership in NTWG or Committee 3 points 3 points Resource Speakership / Learning Facilitation 2 points 2 points NEAP Accredited Learning Facilitator 2 points 2 points

97. 1. Awards and Recognition a. Academic or Inter- school Awards ─ applies to applicants with no or less than one (1) year experience (e.g., fresh grads) MOVs Points At least 3 academic or inter- school awards/ Board Exam Topnotcher or Top 10/ TOSP Award 2 points At least 2 academic or inter- school awards 1 point

98. 1. Awards and Recognition b. Outstanding Employee Award ─ applies to applicants with prior experience , or those applying to positions with experience requirement MOVs: Any issuance, memorandum or document showing the Criteria for the Search Certificate of Recognition/Merit

99. 1. Awards and Recognition b. Outstanding Employee Award Rubrics: Level Points Applicants from external institution Organizational Level Search or Higher 2 points Local Office Search 1 point Applicants from national office National Level Search or Higher 2 points Central Office Search 1 point Applicants from regional office National Level Search or Higher 2 points Regional Office Search 1 point Applicants from schools division office Regional Level Search or Higher 2 points Division/Provincial/City Level Search 1 point Applicants from schools Division Level Search or Higher 2 points School/Municipality/District Level Search 1 point

100. Important Note Awards from the same award giving body such as searches that are progressive (nominative to a higher level), only the highest level award shall be considered.

101. MOVs: A. Proposal duly approved by the Head of Office Accomplishment Report verified by the Head of Office Certification of the utilization of the innovation, within the school/office duly signed by the Head of Office Certification of adoption by another school/office duly signed by the Head of Office. Proof of citation by other researchers (whose studies/research is likewise approved by competent authority) of the concept/s developed of the research. 2. Innovation or Research MOVs Points A,B, & E 5 A,B,C & D 5 A,B, & C 4 A& B 3 A 2 Rubrics:

102. Application of Education (AoE) a. For positions with no experience requirement (entry positions) ─ GWA in the highest grade level earned MOVs: Transcript of Records Diploma Special Order from CHED/Certification Rubrics: Points (AoE) = x/100 * WA (AoE) Where: x = GWA transmuted to percentage scale WA = Weight Allocation for Application of Education (10 points for Other Groups of Positions/Salary Grades)

103. Application of Education (AoE) b. For positions with experience requirement MOVs: Action Plan approved by the head of agency (office) Accomplishment Report verified by the head of agency (office) Certification of the utilization/adoption signed by the authority concerned

104. Application of Education (AoE) MOVs Points Relevant Not Relevant ALL MOVs 10 points 5 points Only A & B 7 points 3 points Only A 5 points 1 point b. For positions with experience requirement Rubrics (SG 11- 15 & SG 24): Rubrics (SG 16- 23 & SG 27): MOVs Points Relevant Not Relevant ALL MOVs 15 points 9 points Only A & B 12 points 6 points Only A 9 points 3 points

105. Application of L&D MOVs: Certificate of Training or Certification on any applicable L&D intervention acquired that must be aligned to Individual Professional Development Plan (IPPD); for external applicants, a certification from HR stating that the L&D intervention is aligned to the core tasks of the incumbent or previous position shall be required; Action Plan/Re- entry Action Plan (REAP)/Job Embedded Learning (JEL)/ Impact Project aligned to the L&D intervention attended, duly approved by the Head of Office; Accomplishment Report together with a General Certification that the L&D intervention was used/adopted by the office at the local level; Accomplishment Report together with a General Certification that the L&D intervention was used/adopted by a different office/s at the local/higher level.

106. Application of L&D Rubrics: MOVs Points Relevant Not Relevant ALL MOVs 10 points 5 points Only A, B, C 7 points 3 points Only A & B 5 points 1 point

107. Potential Component Points SG 11- 15 SG 16- 23 SG 27 SG 24 Written Examinations (WE) 5 points 5 points Skills or Work Sample Tests (S/WST) 10 points 5 points Behavioral Events Interview (BEI) 5 points 5 points

108. SCHOOL ADMINISTRATION POSITIONS

109. Important Note The MOVs and general rules for computation of points are generally the same EXCEPT… Awards as Trainer/Coach was added as criterion. the weight allocation is different; hence the need to adjust the rubrics for Outstanding Accomplishments, Application of Education, Application of L&D, and Potential

110. Criteria Weight Education 10 Training 10 Experience 10 Performance 25 Outstanding Accomplishments 10 Application of Education 10 Application of L&D 10 Potential (Written Test, BEI, Work Sample Test) 15 Total 100 WEIGHT ALLOCATION (School Administration Positions)

111. Outstanding Accomplishments Component Points (SA) Points (RT) Points (NT) Awards and Recognition 7 points 2 points 4 points Outstanding Employee Award (4 points) (2 points) (4 points) Awards as Trainer/Coach (3 points) - - Innovation or Research 4 points 5 points 4 points Subject Matter Expert / Membership in NTWG or Committee 3 points 3 points 3 points Resource Speakership / Learning Facilitation 2 points 2 points 2 points NEAP Accredited Learning Facilitator 2 points 2 points 2 points

112. 1. Awards and Recognition a. Outstanding Employee Level Points Applicants from external institution Organizational Level Search or Higher 4 points Local Office Search 2 points Applicants from national office National Level Search or Higher 4 points Central Office Search 2 points Applicants from regional office National Level Search or Higher 4 points Regional Office Search 2 points Applicants from schools division office Regional Level Search or Higher 4 points Division/Provincial/City Level Search 2 points Applicants from schools Division Level Search or Higher 4 points School/Municipality/District Level Search 2 points Award MOVs: Any issuance, memorandum or document showing the Criteria for the Search Certificate of Recognition/Merit Rubrics

113. b. Award as Trainer or Coach MOVs: Any issuance or memorandum designating the applicant as trainer/coach Certificate of Recognition/Appreciation as Trainer/Coach of a Winning Contestant/Event/Activity Rubrics: Level Points Champion or Higher Placer in the National Level 3 points Champion or Higher Placer in the Regional Level 2 points Champion or Higher Placer in the Division/Provincial Level 1 points 1. Awards and Recognition

114. Important Note Awards from the same award giving body such as searches that are progressive (nominative to a higher level), only the highest level award shall be considered.

115. MOVs: Proposal duly approved by the Head of Office Accomplishment Report verified by the Head of Office C. Certification of the utilization of the innovation, within the school/office duly signed by the Head of Office D. Certification of adoption by another school/office duly signed by the Head of Office. E. Proof of citation by other researchers (whose studies/research is likewise approved by competent authority) of the concept/s developed of the research. 2. Innovation or Research MOVs Points A,B, & E 4 A,B,C & D 4 A,B, & C 3 A& B 2 A 1 Rubrics:

116. Potential Rubrics: Component Points (Potential) Appointment to Entry Level School Principal positions Promotion to Higher School Principal positions Written Examinations (WE) 10 points 5 points Behavioural Events Interview (BEI) 5 points 10 points

117. Important Note For the purpose of hiring and appointment to entry- level school principal positions , the applicant’s score in the Principal’s Test or a similar standardized examination nationally administered by DepEd shall be the basis for scoring the component on Written Examination (10 points).

118. Important Note For promotion and appointment to higher school principal positions, the HRMPSB or subject matter experts as may be requested by the HRMPSB shall develop a written examination which shall be the basis for scoring the component on Written Examination (5 points).

119. Thank you!