PPT-Session-Slides-of-National-Orientation-on-DO-24-s.-2025.pptx

educational

1. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System NATIONAL ORIENTATION ON THE IMPLEMENTATION OF THE EXPANDED CAREER PROGRESSION SYSTEM FOR TEACHERS AND SCHOOL HEADS DepEd Order No. 024, s. 2025

2. ORIENTATION OBJECTIVES: N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System Orient all concerned personnel on the salient provisions of the DO 024, s. 2025 , pursuant to Executive Order No. 174, s. 2022, its Implementing Rules and Regulations (IRR), and DBM-DepEd Joint Circular No. 01, s.  2025; Ensure uniform understanding of transitory provisions, qualification standards, modified staffing standards, and reclassification processes under the Expanded Career Progression System; and Provide a platform for dialogue and clarification of policy and implementation concerns.

3. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System ECP JOURNEY Executive Order No. 174, s. 2022 Implementing Rules and Regulations of EO No. 174, s. 2022: “Establishing the Expanded Career Progression (ECP) System for Public School Teachers” DBM-DepEd Joint Circular No. 1, s. 2025 Modified Position Classification and Compensation Scheme and System of Career Progression of Teachers and School Heads in the Public Basic Education System DO 19, s. 2025 Revised Qualification Standards for Teaching and  Principal positions, including the new positions created under EO 174 (Teacher IV-VII, Master Teacher V) DO 024, s. 2025 DepEd Order on the Implementation of Expanded Career Progression System for Teachers and School Heads in the Department of Education. Establishing the Expanded Career Progression (ECP) System for Public School Teachers IRR of EO No. 174, s. 2022

4. Session I:  Overview of the Expanded Career Progression for Teachers and School Heads   N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

5. Executive Order No. 174, s. 2022 E O 174 “Expanded Career Progression System for Public School Teachers” …promote professional development and career progression of teachers and define the career lines within the public school system that applies to all teachers in the Elementary and Secondary levels, including SHS . N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

6. Highly Proficient Master Teacher II 20 Master Teacher I *Teacher VII *Teacher VI *Teacher V *Teacher IV Teacher III 22 21 19 Teacher II Teacher I Master Teacher III Master Teacher IV *Master Teacher V School Principal I School Principal II School Principal III School Principal IV *Additional Teaching positions Executive Order No. 174, s. 2022 EO 174 “Expanded Career Progression System for Public School Teachers” authorizes the creation of additional teaching positions in the teaching career line provides redefined parameters in choosing between the established career options – specialized classroom teaching and school administration Teachers may only be allowed to choose between career paths upon reaching MT 1 attaches teacher progression / promotion with the professional standards (PPST, PPSSH) – should be defined in the IRR or other issuances N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

7. Our Vision for Teachers’ Career Progression Teachers should be given career options between classroom teaching and school administration. “Wala ng public school teacher ang magre -retire na Teacher I lamang . ” Teachers’ career path should allow them to remain in the classroom while advancing in stature and compensation. Teachers’ career advancement should be based on quality of teaching practice. Our Strategy to Realize our Vision Uphold teacher quality standards through competency- and merit-based promotion/reclass. Clarify and rationalize career paths for teachers. Teachers may choose alternative career paths once they reach Highly Proficient. Create new positions in the classroom teaching career line (Teacher IV, V, VI, VII and Master Teacher V) thereby providing more opportunities for promotion. Reclassification as the primary means for promotion , making promotion faster and self-paced.

8. Total Number of filled Teaching positions 884,790 GMIS data as of 24 April 2025 91% of filled teaching positions are occupied by Teachers I-III Teacher I Teacher II Teacher III of teacher population are Teacher I 1/3 (301,133) Teachers in Numbers N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

9. DepEd Workforce Study (2018) “In the Philippines, teacher promotion occur at an alarming slow rate, with data indicating that it takes an average of 15 years to progress from Teacher I to Teacher III. " N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System The most critical threats to teacher motivation in the Philippines are: Increased Workload and Challenges Few Opportunities for Career Development Unclear and Constant Changes to Institutional Environment Few or No Learning Materials and Facilities Teacher Motivation: Theoretical Framework, Situation Analysis , Save the Children (2018) “ With teachers aiming for career movement […], opportunities for career progression should be made a viable option for teachers who want to focus on classroom teaching.” “…provide additional career progression steps for teachers and master teachers to ensure high performing, experienced and expert teachers are retained within the system and provided with opportunities for professional growth and development.” Exploring Teachers’ Whys: Understanding Motivation Among Teachers in the Philippines, SEAMEO- Innotech (2021)

10. EDCOM II Year 2 Report Career Progression " Limited opportunities for career advancement force teachers to move into administrative roles to secure higher pay rather than progressing through classroom-based positions." “In the Philippines, teacher promotion occur at an alarming slow rate, with data indicating that it takes an average of 15 years to progress from Teacher I to Teacher III. " EDCOM's Key Recommendations: Institutionalize career progression for public school teachers. Harmonize qualification standards and assessments. Promote merit-based and flexible career progression. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

11. Boost teacher morale, drive motivation, and incentivize high performance through career advancement rather than across-the-board salary increase. Uphold teacher quality through competency- and merit-based promotion. Reclassification based on PPST/teacher quality standards rather than pure credentials. Create more opportunities for promotion for qualified teachers. Teachers may be promoted up to Teacher VII; while completing Master’s degree. Career Progression: Government Response to Teachers N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

12. Sa sistemang ito , wala ng public school teacher ang magre -retire na Teacher I lamang .  President Ferdinand “Bongbong” R. Marcos Jr. State of the Nation Address Batasang Pambansa, July 22, 2024 N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

13. Key Provisions of the DepEd Order No. 024, s. 2025 N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

14. Class Level Salary Grade (SG) Teacher I, II, III, IV, V, VI, VII 11, 12, 13, 14, 15, 16, 17 Master Teacher I, II, III, IV, V 18, 19, 20, 21, 22 School Principal I, II, III, IV 19, 20, 21, 22 * Including all teaching positions bearing the parenthetical titles of Special Needs Education Teacher and Special Science Teacher Guidance Counselors, Guidance Coordinators, School Farming Coordinators, Vocational Instruction Supervisors School Librarian I, II, III and other positions in the Library Service Group assigned in schools, regardless of whether they are assigned at least   one (1) teaching load Teaching positions in non DepEd-managed schools and community learning centers (i.e., PHSA, NAS, PSHS, SUCs) Teaching positions in Bangsamoro Autonomous Region in Muslim Mindanao (BARMM) Other positions that are neither specified in EO No. 174 nor specifically identified by the DepEd as covered by the System. Scope : Exclusion: N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

15. Embedding the Professional Standards into the Career Life of Teachers & School Leaders N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

16. The Teacher Development Framework N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

17. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System Table of Equivalence and Switching Career Tracks

18. PPSSH Career Stage IV PPSSH Career Stage III PPSSH Career Stage II PPSSH Career Stage I (Aspiring Principals) PPST Career Stage IV  (Distinguished) PPST Career Stage III  (Highly Proficient) PPST Career Stage II (Proficient) PPST Career Stage I (Beginning Towards Proficient) Master Teacher II 20 Master Teacher I *Teacher VII *Teacher VI *Teacher V *Teacher IV Teacher III 22 21 19 Teacher II Teacher I Master Teacher III Master Teacher IV *Master Teacher V School Principal I School Principal II School Principal III School Principal IV School Administration Career Line Teaching Career Line N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

19. Enclosure No. 2: ‘Guidelines on the Reclassification to Teaching Positions’; and DO 20, s. 2024: ‘Guidelines on the Recruitment, Selection, and Appointment to Higher Teaching Positions’ for natural vacancy . N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System Hiring and promotion to positions in the ECP System shall be based on merit , fitness , and competence . Promotions shall be primarily through reclassification ; without precluding promotions through natural vacancy in the event of newly created items or vacated positions. Entry and Advancement in the Classroom Teaching Career Line

20. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System Promotion shall be non-hierarchical ; provided that the following conditions are met: Entry and Advancement in the Classroom Teaching Career Line Career Stage-based Advancement No teacher shall progress to higher career stages without progressing through each of the career stages. Three (3) Salary Grade Limitation Promotion, through reclassification or natural vacancy, shall not exceed three (3) salary grades than the applicant’s current position; except when the promotional appointment falls within the purview of any applicable exemptions granted by the CSC as stipulated in the ORAOHRA.

21. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System Vacated positions shall be abolished to create new positions (i.e. conversion) if it remains vacant after it has been published and posted as natural vacancy for one (1) year reckoned from the date of vacancy. Scrap-and-Build Policy Vacated Position Converted Position School Principal II, II, IV School Principal I Teacher II, III, IV, V, VI, VI Special Science Teacher I, II Master Teacher I, II, III, IV, V Teacher I

22. Entry and Advancement in the Classroom Teaching Career Line CSC-Approved Qualification Standards Education  Training Experience Eligibility PPST-Based Performance Requirements meet the desired proficiency level for teachers defined under the PPST as may be assessed through Performance Ratings Undergo the comparative assessment Education, Training, Experience PPST-based Performance Classroom Observation to assess PPST-Classroom Observable indicators Teacher Portfolio and Interview to showcase PPST Non-Classroom Observable indicators Enclosure No. 2: ‘Guidelines on the Reclassification to Teaching Positions’; and DO 20, s. 2024: ‘Guidelines on the Recruitment, Selection, and Appointment to Higher Teaching Positions’ for natural vacancy . N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

23. Entry and Advancement in the School Administration Career Line CSC-Approved Qualification Standards Education  Training Experience Eligibility DepEd-administered School Head Assessment Entry to School Principal positions shall require the passing of a DepEd-administered qualifying examination anchored on the PPSSH Enclosure No. 3 to DO 024, s. 2025 Education, Training, Experience Performance Outstanding Accomplishments Application of Education Application of L&D Potential Enclosure No. 3 to DO 007, s. 2023: ‘Guidelines on the Recruitment, Selection, and Appointment in the Department of Education, and its subsequent issuances, for natural vacancy. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

24. Enclosure No. 2: ‘Guidelines on the Reclassification to Teaching Positions’; and DO 20, s. 2024: ‘Guidelines on the Recruitment, Selection, and Appointment to Higher Teaching Positions’ for natural vacancy . N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System Switching of career line shall be allowed once . Applicant must meet the QS and undergo assessment for the position applied for. Subject to availability of vacant position and/or applicable staffing standards for MT and School Principal. Switching Career Lines

25. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System UNDERSTANDING CHECKPOINT! Question: Who is covered by the ECP System? Answer: All teacher and school principal incumbents, holding permanent appointments, in all levels from Kindergarten to SHS, including those handling Alternative Learning System (ALS), Madrasah, and Indigenous Peoples Education ( IPEd ). It shall also apply to Special Science Teachers (SST) and Special Needs Education Teachers (SNET) whose positions shall bear such parenthetical title pursuant to Sections 21 and 25 of the IRR of EO 174.

26. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System UNDERSTANDING CHECKPOINT! Question: Who is not covered by the ECP System? Answer: The ECP System does not cover: Guidance Counselors/Coordinators, Vocational Instruction Supervisors, School Librarians, teachers in non-DepEd schools (e.g., PHSA, NAS, PSHS, SUCs), BARMM teachers (unless adopted), and roles not specified in EO 174 or by DepEd.

27. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System FACT OR MYTH? " Ang mga guro   mula sa Career Stage I (Teacher I-III) ay pwedeng direktang tumalon sa Career Stage III (MT I-II) nang hindi dumadaan sa  Career Stage II (Teacher IV-VII) " MYTH :   Incumbents of any position under Career Stage I - Beginning towards Proficient (Teacher I-III) shall be required to go through any of the positions under Career Stage II – Proficient (Teacher IV-VII) before advancing to any position under Career Stage III – Highly Proficient (MT I-II) 

28. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System FACT OR MYTH? "Ang mga guro ay maaring   mag-apply sa CT o SA career line kahit higit sa tatlong (3) salary grades ang pagitan mula sa   kanilang   kasalukuyang Salary Grade o Position." FACT:   Promotion, whether through reclassification or natural vacancy, shall not exceed three (3) salary grades higher than the applicant’s present position, except when the promotional appointment falls within the purview of any applicable exemptions granted by the CSC as stipulated in the ORAOHRA. In such cases, appropriate justification shall be submitted to the oversight agencies (i.e., DBM and CSC), together with other required documents, for evaluation and approval.

29. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System FACT OR MYTH? "Ayon sa bagong Expanded Career Progression System, ang isang guro ay maaring pumili ng ng kanyang Career Track, whether Teaching Career Line or School Administration Career Line,  upon  reaching Master Teacher II position  " MYTH:   Teachers may choose between the CT and SA career lines upon reaching Master Teacher I position not Master Teacher II

30. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System FACT OR MYTH? " Pahirapan ang promotion sa bagong Expanded Career Progression System dahil sa maraming application requirements tulad ng training, further education, at portfolio . " MYTH:   Since the new system follows a competency- and merit-based approach, these requirements serve as measurable indicators of an applicant’s competencies and readiness to take on higher teaching or school leadership positions. These are not merely requirements to fulfill; rather, they are integral to the teacher’s professional development. By recognizing them in the promotion process, we give due merit to the continuous efforts of teachers to improve their practice.

31. Session II:   Modified Staffing Standards for Master Teacher and School Principal Positions N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

32. Legal Basis Position Parameter 1997 Organization and Staffing Standards for DECS Schools Divisions, Elementary and Secondary Schools ELEMENTARY SCHOOLS Teacher-in-Charge 1-6 teachers Head Teacher 7-9 teachers Elementary School Principal I 10-29 teachers Elementary School Principal II 30-59 teachers Elementary School Principal III 60-99 teachers Elementary School Principal IV >100 teachers SECONDARY SCHOOLS Secondary School Principal I 10-25 teachers Secondary School Principal II 26-99 teachers Secondary School Principal III 100-174 teachers Secondary School Principal IV >175 teachers Old Parameters for School Heads and Master Teachers N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System Legal Basis Position Parameter 1997 Organization and Staffing Standards for DECS Schools Divisions, Elementary and Secondary Schools ELEMENTARY SCHOOLS ( 10% of the total authorized teacher positions in the district) Master Teacher I 6.6% of the total number of authorized teaching positions Master Teacher II 3.4% of the number of authorized Master Teacher I positions. SECONDARY SCHOOLS Master Teacher Position (Regardless of Level) 5-7 authorized teacher positions within the school.

33. Modified Staffing Standards Master Teacher Kindergarten and Elementary Secondary (JHS) Secondary (SHS) One (1) MT item for  every five (5) Teachers  within the school, regardless of position title One (1) plantilla item for  every five (5) Teachers  per subject/learning area within the school, regardless of position title One (1) plantilla item for  every five (5) Teachers per track within the school, regardless of position title School Principal One (1) School Principal item, regardless of position title or level, shall be authorized for every unique school (i.e., school with School ID) N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

34. Regional Science High Schools One (1) MT for every three (3) Teachers per subject/learning area within the school, regardless of position title N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System Modified Staffing Standards Master Teacher Multigrade/ Hardship Posts One (1) MT for  every three (3) Teachers  within the school , regardless of position title  ALS One (1) MT for  every five (5) ALS Teachers  within the Schools Division, regardless of position title SNET One (1) MT for  every five (5) SNET Teachers  within the Schools Division , regardless of position title

35. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System The Modified Staffing Standards ensures… Strengthen School Leadership and Management Through the implementation of a ‘one school, one principal’ policy Greater Opportunities for Promotion More teachers can get promoted by lowering the Master Teacher-Teacher ratio Career Advancement in Small Schools Teachers need not transfer to central schools and away from their families to get promoted.

36. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System FACT OR MYTH? " Sa bagong Career Progression System, ang Master Teacher–Teacher ratio sa mga secondary schools ay 1:7" MYTH:   For Junior High School (JHS), one (1) Master Teacher item , regardless of position title or level, shall be authorized for every five (5) teachers per subject/learning area within the school. For SHS , one (1) Master Teacher item, regardless of position title or level, shall be authorized for every five (5) teachers per track within the school

37. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System FACT OR MYTH? " Sa bagong Career Progression System, bawat school ay magkakaroon ng isang School Principal " FACT:   Pursuant to DBM-DepEd Joint Circular No, 01, s. 2025, one (1) School Principal item , regardless of position title or level, shall be authorized for every unique school (i.e., school with School ID).

38. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System Session III:   Transitory Provisions

39. The transition period shall be three (3) years reckoned from the date of issuance of the IRR. Publication Date: February 25, 2025 End of Transition Period: February 24, 2028 TRANSITION PERIOD N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

40. Conversion of Existing Vacant Positions “Scrap-and-build” – convert existing vacant positions to Teacher I Position can be found on the ECP System Teacher II-III Master Teacher I-IV, School Principal II -IV Vacant Teaching Positions : Convert to Teacher I item, one (1) year after the issuance of IRR (February 25, 2025) Vacant School Principal II-IV : Convert to School Principal I item, one (1) year after the issuance of IRR (February 25, 2025) Note: SDOs to employ all necessary means to fill-up the position in accordance with the DepEd MSP and applicable RSA Guidelines Positions that is no longer in the ECP System Head Teacher I-VI Assistant School Principal I-III Special School Principal Assistant Special School Principal HTs, ASPs : Convert to Teacher I item 90 days after issuance of DO 024 SSP: Convert to School Principal I item, one (1) year after the issuance of DO 024 DepEd to submit request for conversion to DBM Positions (i.e., HTs, ASPs, SST, SNET) that are already published and posted and/or with ongoing assessment and selection prior to the issuance of DO 024, s. 2025 shall continue to be governed by old guidelines. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

41. Qualified individuals , who are holding current positions that do not conform with position titles in the ECP System, may be promoted or reclassified to appropriate positions in the ECP System that are commensurate to their qualifications and proficiency level, subject to the necessary assessments and applicable staffing standards and deployment parameters Special School Principal I, II Assistant Special School Principal I Assistant School Principal I, II, III Head Teacher I, II, III, IV, V, VI SNET I, II, III, IV, V SST I, II Promotion or Reclassification of Incumbents For the duration of the three (3)-year transition period, they shall be given priority in the promotion through reclassification and natural vacancy N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

42. Retitling of Existing Filled Positions Existing filled positions that are no longer included in the ECP System shall be retitled to the positions of equivalent SG. Special School Principal I Assistant School Principal II Head Teacher VI Assistant School Principal I Assistant Special School Principal I Head Teacher V Head Teacher IV Head Teacher III Head Teacher II Head Teacher I Special School Principal II Assistant School Principal III 20 School Principal I (Qualified*) Master Teacher II (DQ) Master Teacher I Teacher VII Teacher VI Teacher V Teacher IV School Principal II (Qualified*) Master Teacher III (DQ) 19 18 17 16 15 14 CURRENT POSITION RETITLED POSITION SG Special School Principals shall not be required to pass the NASH and undergo HRMPSB Assessment N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

43. Promotion Opportunities Decision Option Designations & Functions Qualifications & Eligibility Options for HT VI, ASP II, & ASP III QUALIFICATION STANDARDS & SCHOOL HEAD ASSESSMENT Qualified for Principal (QS and SH Assessment) Not Qualified for Principal (QS and SH Assessment) Retitle to Equivalent Master Teacher Position (subject to staffing standards) Perform School Head function in any Elementary or Secondary School with no SP item Assume function of a Master Teacher Perform their existing function in the same school by virtue of designation ( * ASHD, ** DHD) Perform function of a School Head designate in any Elementary or Secondary school with no SP item Priority in the Promotion through Reclassification or Natural Vacancy Retitle to Equivalent School Principal Position (subject to staffing standards) * Assistant School Head Designate ** Department Head Designate Retain position title and perform existing function in the same school, until an SP item becomes vacant Applicable in the case where all schools have been assigned with one SP Priority in the Promotion through Reclassification or Natural Vacancy Switching of Career Line Incumbents who may not qualify for either SP or MT position and those who may not be retitled to Master Teacher as may be declared as excess per established staffing standards, shall retain their position title and continue to perform as ASHD or DHD in the same school .

44. Decision Options Designations & Functions Options for HT I-V & ASP I RETAIN in the current position Perform the same function *May opt to be retitled within the 3-year transition period *CTI after the 3 years RETITLE to Equivalent Master Teacher or Teacher Position Assume function of a Teacher or Master Teacher Perform their existing function in the same school by virtue of designation Perform function of a School Head designate in schools with needs Promotion Opportunities Priority in the Promotion to School Principal I through Natural Vacancy Priority in the Promotion through Reclassification or Natural Vacancy Switching of Career Line N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

45. SNET I-IV & SST I-II The positions of Special Needs Education Teachers (SNET) and Special Science Teachers (SST) shall be retitled to the equivalent position in the ECP System and shall maintain the parenthetical titles as SNET and SST. Special Needs Education Teachers V Special Needs Education Teachers IV Special Needs Education Teachers III Special Science Teacher II Special Needs Education Teachers II Special Needs Education Teachers I Special Science Teacher I Master Teacher I ( Special Needs Education Master Teacher I) Teacher VII (Special Needs Education Teacher IV) Teacher VI (Special Needs Education Teacher III) Teacher VI (Special Science Teacher)  Teacher V (Special Needs Education Teacher II) Teacher IV (Special Needs Education Teacher I) Teacher III (Special Science Teacher) 18 17 16 15 14 13 CURRENT POSITION RETITLED POSITION SG Incumbents of the said positions shall perform the same functions attached to their positions. Upon issuance of this Order, SDOs shall be given 90 days to facilitate the retitling of SNET and SST positions to the appropriate positions as stated above. Consistent with scrap-and-build policy, all vacant SNET and SST positions shall be filled within one (1) year from the date of vacancy. If they remain unfilled after one year, the items shall be converted to Teacher I. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

46. Incumbent HTs, ASPs, SSPs, ASSPs shall be considered as on-stream candidates during the 3-year transition period They shall be given PD interventions to equip them to become full-fledged principals They are priority on promotion/reclass to appropriate School Principal position without passing through MT I position. If after the 3-year transition period, on-stream candidates, who opted to retain their current position, fail to advance in their career or request the retitling of their current position to the equivalent position in the ECP System, the position they are holding shall be tagged as Co-terminus with the Incumbent (CTI) CTI positions shall be converted to Teacher I once vacated through any form of separation from service. ON-STREAM CANDIDATES On-stream candidates , either retained or retitled, who are currently managing schools (as in the case of Elementary) and who opted to continue performing their existing function as School Head shall maintain their School Head designation in the same school within the 3-year transition period. However, if they fail to be reclassified to School Principal I position within the 3-year period and a full-fledged School Principal has been appointed, they shall be designated as Assistant School Head Designate for School Operations and Management in any Elementary or Secondary schools with enrolment of more than 1,000 learners. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

47. Designation and Redeployment of Excess Items and/or Incumbents Appropriate designation orders shall be issued to incumbents who opt to take on the functions of a School Head designate , Assistant School Head designate , or Department Head designate . Staffing complement resulting from the retitling of positions shall be subject to redeployment of positions and/or personnel to schools with identified need In cases where all schools within the SDO have been assigned with one (1) School Principal, remaining incumbents of positions affected by the implementation of the Transitory Provisions shall be designated as either Assistant School Head Designate or Department Head Designate in Elementary or Secondary schools. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

48. A Department Head Designate shall be assigned in Grades 4-6, JHS, and SHS. In Kindergarten to Grade 3, Department Head Designates shall serve as a Grade Level Head. Department Head Designates shall come from the ranks of Master Teachers in the particular subject/learning area/track Official Designation Order: duly-signed by the SDS Duration of Designation: shall be on 1-year rotation Teaching Load: 3 hours Duties and responsibilities: detailed in Appendix 3 of DO 024 Performance: they shall use the prescribed IPCRF to reflect their performance as teacher based on the PPST and their contributions as DHD to the School performance. They shall reflect their performance targets and accomplishments as Department Head Designate under the KRA on Teaching and Learning Delivery. Department Head Designate N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

49. An Assistant School Head Designate shall be assigned in schools with an enrolment of more than 1,000 learners. Assistant School Head Designates shall come from the ranks of Teacher VI, Teacher VII, and Master Teacher I .  Official Designation Order: duly signed by the SDS Assistant School Heads, including those who opted to retain and those who may be designated, shall focus on School Operations and Learner Support.   Pursuant to DO 005, s. 2024, a designated ASP shall be relieved of teaching load to allow full discharge of school leadership and management duties. An ASP may be assigned a teaching load on the condition that all teachers in the school have been assigned the maximum teaching overload of 2 hours. D uties and responsibilities: detailed in Appendix 4 of DO 024 Performance: they shall use the generic IPCRF to reflect their performance targets and accomplishments as Assistant School Head Designate aligned with the School OPCRF. Assistant School Head Designate N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

50. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System FACT OR MYTH? " Sa bagong Career Progression System, lahat ng HTs na ma-re-retitle sa equivalent Teaching o Master Teacher position ay required na magturo " MYTH:   It could be one of their options but not mandatory. HTs and ASPs retitled to equivalent teaching positions are given options in terms of functions to be performed: Assume the functions attached to retitled Teacher/Master Teacher position Perform existing functions by virtue of designation Perform as a School Head designate in any Elementary or Secondary school within the SDO with no School Principal item

51. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System FACT OR MYTH? MYTH:   Positions (i.e., HTs, ASPs, SST, SNET) that are already published and posted and/or with ongoing assessment and selection prior to the issuance of DO 024, s. 2025 shall continue to be governed by old guidelines. " Lahat ng ongoing assessment para sa vacant HT at ASP na   nasimulan   bago  ang effectivity ng DO 024, s. 2025 ay  hindi   na   ipagpapatuloy  at  kailangang   ulitin  ang assessment gamit  ang  bagong  guidelines"

52. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System FACT OR MYTH? " Sa bagong Expanded Career Progression System, hindi binigyang-halaga at tila pinabayaan ang mga Head Teachers at Assistant School Principals " MYTH:   During the 3-year transition period, regarded as on-stream candidates for the School Administration Career Line. They shall be given professional development interventions to equip them with the necessary competencies to be full-fledged principals They are priority in the promotion whether through reclassification or natural vacancy to School Principal I position without passing through Master Teacher I

53. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System UNDERSTANDING CHECKPOINT! Question: I am holding an ECP-affected position, do I need to pass through Master Teacher I before being reclassified to Principal I? Answer: For the duration of the 3-year transition period, you shall be given priority in the promotion whether through reclassification or natural vacancy to School Principal I position without passing through Master Teacher I position.

54. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System UNDERSTANDING CHECKPOINT! Question: If I’m already at Step 2 or higher and reclassified to an equivalent position, will my step increment reset to Step 1? Answer: No. Pursuant to Section 5.5 of DBM Budget Circular No. 2019-1, incumbents of positions which were retitled shall continue to be paid at their present salary rate, including step increment. 

55. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System UNDERSTANDING CHECKPOINT! Question: I am an ECP-affected HT who does not qualify for either School Principal or Master Teacher position, what options do I have? Answer: Incumbents are given the option to retain their position title and continue to perform as Assistant School Head or Department Head in the same school by virtue of designation.

56. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System UNDERSTANDING CHECKPOINT! Question: I am a Special Needs Education Teacher, how does the ECP System affect my career? Answer: Your position shall be retitled to the equivalent position in the ECP system and shall maintain the parenthetical titles of Special Needs Education Teacher. You shall perform the same function.

57. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System UNDERSTANDING CHECKPOINT! Question: I am a qualified incumbent of an ECP-affected position but all schools in our SDOs have already been assigned with 1 School Principal, what options do I have? Answer: You may retain your position title and continue to perform as Assistant School Head or Department Head in the same school by virtual of designation; During the 3-year transition period, you will be given priority for promotion through natural vacancies, provided you are among the top five or top-ranking candidates in the selection process.

58. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System UNDERSTANDING CHECKPOINT! Question: Does retitling to an ECP-equivalent position require undergoing HRMPSB assessment? Answer: No. All Incumbents who will be retitled to equivalent position titles in the ECP system are not required to undergo the HRMPSB comparative assessment. However, meeting the CSC-Approved QS shall be required.

59. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System Session IV :   Guidelines on the Reclassification to Teaching Positions Enclosure No. 2 to DepEd Order No. 024, s. 2025

60. Call for Applications: The SDS shall issue an official memorandum calling for applications for reclassification of teaching positions not later than June 30 of the current year. * Subsequent calls for applications may be done within the year subject to availability of funds. The estimated number of slots for reclassification per position shall be determined by the SDS, upon the recommendation of the HRMPSB, based on the following parameters: Available budget allotment for the current fiscal year; Priority positions based on teacher needs analysis; and Applicable staffing standards and ratios for Master Teacher position N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

61. All interested applicants for reclassification shall submit the Reclassification Form for Teaching Positions (RFTP) (Annex B-1) to the respective HRMOs, through the Records Unit, on or before the deadline indicated in the SDO Memorandum or Call for Applications. The RFTP Form is a tool for determining the appropriate classification of a position. The form reflects the applicant’s attainment of the minimum qualifications of the position per CSC-approved QS, performance, and comparative assessment results . Submission and Receipt of Application Documents : N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

62. The RFTP shall be supported by the following documents: Letter of intent addressed to the SDS containing the following information:   Statement of Purpose/Expression of interest Position applied for Duly accomplished PDS (CS Form 212, Revised 2025) with Work Experience Sheet   Photocopy of valid and updated PRC License/ID   Certificate of Competency Level issued by authorized body (if applicable)   Photocopy of scholastic/academic record (i.e., Special Orders, Transcript of Records (TOR) and Diploma, including completion of graduate and post-graduate units/degrees, if available)   Photocopy of duly signed Service Record   Photocopy of latest appointment   Photocopy of certificate/s of completion of NEAP-accredited professional development programs/courses, or certificates of training issued by NEAP-accredited public and private institutions or Photocopy of certificate/s of relevant specialized trainings or professional development programs Photocopy of Technical Education and Skills Development Authority (TESDA) National Certificate   (NC) II17, Trainers Methodology Certificate (TMC) (for SHS applicants in the Technical-Vocational-Livelihood (TVL) track only)  Photocopy of the required Performance Ratings with at least Very Satisfactory rating (Note: The applicant shall submit at most three (3) performance ratings depending on the performance requirements . The latest performance rating shall cover one (1) year complete performance rating period in the current position);  Checklist of Requirements and Omnibus Sworn Statement on the Certification on the Authenticity and Veracity (CAV)   Other documents as may be required by the HRMPSB including but not limited to portfolio for the assessment of identified PPST non-classroom observable indicators.

63. Assessment Process     Qualification Standards (QS) Evaluation Standards-based Requirements Evaluation Comparative Assessment Education-Training-Experience Performance Rating Classroom Observation CAReER Start Qualified? Met? Yes No (DQ) Yes No Portfolio Assessment (Non-Classroom Observation) HRMO Assessors (HRMPSB & subcommittees) HRMPSB

64. Initial Evaluation of the Qualifications of Applicants (QS + Performance) Upon receipt of the applications, an initial evaluation of the applicants’ qualifications vis-à-vis the CSC-approved QS of the position applied for. Specifically, the HRMO shall assess whether the applicants meet the minimum qualifications in terms of: Education Experience Training Eligibility DO 019, s. 2025 – Amended Qualification Standards for Teacher I-III, Master Teacher I-IV, and School Principal I-IV Positions, and the Qualification Standards for Newly Created Teacher IV-VII and Master Teacher V Positions N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

65. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System 65 POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCE ELIGIBILITY Teacher I SG-11 Bachelor's degree in Education; or Bachelor's degree in relevant subject or learning area with at least 18 professional units in Education None required None required Elementary: RA 1080 (Teacher-Elementary/Secondary) Secondary: RA 1080 (Teacher-Secondary) Teacher II SG-12 Bachelor's degree in Education; or  Bachelor's degree in relevant subject or learning area with at least 18 professional units in Education  8 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization acquired within the last 5 years 1 year teaching experience Elementary: RA 1080 (Teacher-Elementary/Secondary) Secondary: RA 1080 (Teacher-Secondary) Teacher III SG-13 Bachelor's degree in Education; or  Bachelor's degree in relevant subject or learning area with at least 18 professional units in Education 16 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization acquired within the last 5 years   2 years teaching experience Elementary: RA 1080 (Teacher-Elementary/Secondary) Secondary: RA 1080 (Teacher-Secondary)

66. 66 POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCE ELIGIBILITY Teacher IV SG-14 Bachelor's degree in Education; or  Bachelor's degree in relevant subject or learning area with at least 18 professional units in Education 16 hours of training in any of or a cumulative of the following:  Curriculum, Pedagogy, Subject Specialization acquired within the last 5 years;  or    Completion of NEAP-requisite professional development program for Career Stage II (Proficient Teacher) 3 years teaching experience Elementary: RA 1080 (Teacher-Elementary/Secondary) Secondary: RA 1080 (Teacher-Secondary) Teacher V SG-15 Bachelor's degree in Education; or  Bachelor's degree in relevant subject or learning area with at least 18 professional units in Education 24 hours of training in any of or a cumulative of the following:  Curriculum, Pedagogy, Subject Specialization acquired within the last 5 years;  or  Completion of NEAP-requisite professional development program for Career Stage II (Proficient Teacher) 3 years teaching experience Elementary: RA 1080 (Teacher-Elementary/Secondary) Secondary: RA 1080 (Teacher-Secondary)

67. 67 POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCE ELIGIBILITY Teacher VI SG-16 Bachelor's degree in Education; or  Bachelor's degree in relevant subject or learning area with at least 18 professional units in Education 24 hours of training in any of or a cumulative of the following:  Curriculum, Pedagogy, Subject Specialization, Instructional Supervision acquired within the last 5 years or  Completion of NEAP-requisite professional development program for Career Stage II (Proficient Teacher) 4 years teaching experience Elementary: RA 1080 (Teacher-Elementary/Secondary) Secondary: RA 1080 (Teacher-Secondary) Teacher VII SG-17 Bachelor's degree in Education; or  Bachelor's degree in relevant subject or learning area with at least 18 professional units in Education 32 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization, Instructional Supervision acquired within the last 5 years;  or  Completion of NEAP-requisite professional development program for Career Stage II (Proficient Teacher) 4 years teaching experience Elementary: RA 1080 (Teacher-Elementary/Secondary) Secondary: RA 1080 (Teacher-Secondary)

68. POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCE ELIGIBILITY Master Teacher I SG-18 Master’s degree in Education, or Educational Leadership, or Educational Management, or relevant subject or learning area 24 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization and 8 hours of training in Instructional Supervision acquired within the last 5 years; or  Completion of NEAP-requisite professional development program for Career Stage III (Highly Proficient Teacher) 5 years teaching experience Elementary: RA 1080 (Teacher-Elementary/Secondary) Secondary: RA 1080 (Teacher-Secondary) Master Teacher II SG-19 Master’s Degree in Education, or Educational Leadership, or Educational Management, or relevant subjec t or learning area 24 hours o f training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization and 8 hours of training in Instructional Supervision acquired within the last 5 years; or  Completion of NEAP-requisite professional development program for Career Stage III (Highly Proficient Teacher) 5 years teaching experience and 1 year relevant experience in instructional supervision and technical assistance to teachers Elementary: RA 1080 (Teacher-Elementary/Secondary) Secondary: RA 1080 (Teacher-Secondary)

69. 69 POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCE ELIGIBILITY Master Teacher III SG-20 Master’s degree in Education, or Educational Leadership, or Educational Management, or relevant subject or learning area 24 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization and 8 hours of training in Instructional Supervision acquired within the last 5 years;   or  Completion of NEAP-requisite professional development program for Career Stage IV (Distinguished Teacher) 5 years teaching experience and 2 years relevant experience in instructional supervision and technical assistance to teachers Elementary: RA 1080 (Teacher-Elementary/Secondary) Secondary: RA 1080 (Teacher-Secondary) Master Teacher IV SG-21   Master’s degree in Education, or Educational Leadership, or Educational Management, or relevant subject or learning area 24 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization and 16 hours of training in Instructional Supervision acquired within the last 5 years; or  Completion of NEAP-requisite professional development program for Career Stage IV (Distinguished Teacher)   5 years teaching experience and 3 years relevant experience in instructional supervision and technical assistance to teachers Elementary: RA 1080 (Teacher-Elementary/Secondary) Secondary: RA 1080 (Teacher Master Teacher V SG-22 Master’s Degree in Education, or Educational Leadership, or Educational Management, or relevant subject or learning area 24 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, Subject Specialization and 16 hours of training in Instructional Supervision acquired within the last 5 years; or  Completion of NEAP-requisite professional development program for Career Stage IV (Distinguished Teacher)  5 years teaching experience and 4 years relevant experience in instructional supervision and technical assistance to teachers Elementary: RA 1080 (Teacher-Elementary/Secondary) Secondary: RA 1080 (Teacher

70. Assessment Process     Qualification Standards (QS) Evaluation Standards-based Requirements Evaluation Comparative Assessment Education-Training-Experience Performance Rating Classroom Observation CAReER Start Qualified? Met? Yes No (DQ) Yes No Portfolio Assessment (Non-Classroom Observation) HRMO Assessors (HRMPSB & subcommittees) HRMPSB

71. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System Performance Requirements for Teaching Positions Satisfy the set performance requirements of the position applied for, based on at most three (3) rating periods reckoned from the immediately preceding performance cycle completed. Applicants must have a rating of at least Very Satisfactory in the last rating period covering one (1) year complete performance cycle in the current position . A teacher who is on official leave of absence , may be considered for promotion through reclassification. In such cases, the applicable performance ratings to be used for purposes of satisfying the performance requirements shall be based on at most three (3) rating periods reckoned from the last rating period prior to the leave of absence. Non-teacher applicants for reclass who are not using the existing PPST-based IPCRF of teachers, shall be evaluated using comparable performance requirements.  School Principal position who intend to switch from SA to CT Career Line, ASP and HT position for reclassification to appropriate teaching position in the CT Career Line, and Teachers with designation as Teacher-in-Charge (TIC) or Assistant School Head Designate

72. Position Applied For  PPST Career Stage  Classroom Observable Indicators  Non-Classroom Observable Indicators  Teacher II  Career Stage I   (Beginning towards Proficient)  At least 6 Proficient COIs  at Very Satisfactory  At least 4 Proficient NCOIs   at Very Satisfactory  Teacher III  At least 12 Proficient COIs  at Very Satisfactory  At least 8 Proficient NCOIs   at Very Satisfactory  Teacher IV  Career Stage II   (Proficient)  21 Proficient COIs  at Very Satisfactory  16 Proficient NCOIs   at Very Satisfactory  Teacher V  At least 6 Proficient COIs  at Outstanding  At least 4 Proficient NCOIs   at Outstanding  Teacher VI  At least 12 Proficient COIs  at Outstanding  At least 4 Proficient NCOIs   at Very Satisfactory; and   4 Proficient NCOls at Outstanding  Teacher VII  At least 18 Proficient COIs  at Outstanding  At least 6 Proficient NCOIs   at Very Satisfactory; and   6 Proficient NCOls at Outstanding  Master Teacher I  Career Stage III   (Highly Proficient)  21 Proficient COIs  at Outstanding  8 Proficient NCOIs   at Very Satisfactory; and   8 Proficient NCOls at Outstanding  Master Teacher II  At least 10 Highly Proficient COIs  at Outstanding  At least 5 Highly Proficient NCOIs   at Very Satisfactory; and 5 Highly Proficient NCOls at Outstanding  Master Teacher III  Career Stage IV  (Distinguished)  21 Highly Proficient COIs  at Outstanding  8 Highly Proficient NCOIs   at Very Satisfactory; and   8 Highly Proficient NCOIs   at Outstanding  Master Teacher IV  At least 10 Distinguished COIs  at Outstanding  At least 5 Distinguished NCOIs   at Very Satisfactory; and   5 Distinguished NCOls    at Outstanding  Master Teacher V  21 Distinguished COIs  at Outstanding  8 Distinguished NCOls    at Very Satisfactory; and   8 Distinguished NCOIs at Outstanding  Performance Requirements for Teaching Positions

73. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

74. Initial Evaluation Results Annex D-1 of DepEd Order No. 024, s. 2025 The IER shall be posted in at least three (3) conspicuous physical places , concealing the applicants ’ personal information The only information that shall be made public are the application codes, qualifications of the applicants in terms of Education, Training, Experience, Eligibility, Competency (if applicable), and Performance, and remark on whether Qualified or Disqualified . N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

75. Notice to Applicants The HRMO to notify the applicants of the results of the initial evaluation through a written notice served through official communication channels Official communications to applicants shall use the prescribed templates Annex E-2 and F-2 of DepEd Order No. 024, s. 2025 N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

76. Assessment Process     Qualification Standards (QS) Evaluation Standards-based Requirements Evaluation Comparative Assessment Education-Training-Experience Performance Rating Classroom Observation CAReER Start Qualified? Met? Yes No (DQ) Yes No Portfolio Assessment (Non-Classroom Observation) HRMO Assessors (HRMPSB & subcommittees) HRMPSB

77. Assessment Criteria and Point System   CRITERIA ​ MAXIMUM POINTS POSSIBLE ​ Education ​ 10​ Training ​ 10​ Experience ​ 10​ PBET / LET / LEPT Rating ​ 10​ PPST COIs ​ (thru Classroom Observation / Demonstration Teaching)​ 35​ PPST NCOIs  (thru Teacher Reflection)​ 25​ TOTAL ​ 100 ​ CRITERIA ​ MAXIMUM POINTS POSSIBLE ​ Education ​ 10​ Training ​ 10​ Experience ​ 10​ PPST-based Performance ​ 30​ PPST COIs ​ (Actual Classroom Observation)​ 25​ PPST NCOIs ​ (Portfolio Annotations & Interview)​ 15​ TOTAL ​ 100 ​ Teacher I Hiring Teacher Promotion and Reclass N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

78. 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 ETE Rubrics . Only those qualifications that are relevant to the position to be filled shall be given points. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

79. 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).

80. Performance     CRITERIA ​ MAXIMUM POINTS POSSIBLE ​ Education ​ 10​ Training ​ 10​ Experience ​ 10​ PPST-based Performance ​ 30​ PPST COIs ​ (Actual Classroom Observation)​ 25​ PPST NCOIs ​ (Portfolio Annotations & Interview)​ 15​ TOTAL ​ 100 ​ Teacher Promotion and Reclass Multiply the final rating in the last rating period by the weight allocation Points (Performance) = x/5 * WA (Performance) Where: x = Performance Rating 5 = Highest possible PR in DepEd PMES WA = Weight Allocation for Performance (30 points) N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

81. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System COIs & NCOIs     CRITERIA ​ MAXIMUM POINTS POSSIBLE ​ Education ​ 10​ Training ​ 10​ Experience ​ 10​ PPST-based Performance ​ 30​ PPST COIs ​ (Actual Classroom Observation)​ 25​ PPST NCOIs ​ (Portfolio Annotations & Interview)​ 15​ TOTAL ​ 100 ​ Teacher Promotion and Reclass PPST Classroom Observable Indicators (COI) (measured through Classroom Observation) PPST Non-Classroom Observable Indicators (NCOI) (measured through the Assessment of Portfolio Annotations)

82. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System Levels of Practice     BEGINNING TOWARDS PROFICIENT Levels 2-6 capture the ‘teacher practice’ in the beginning towards proficient career stage

83. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System Assessment of Classroom Observable Indicators (COIs) through Actual Classroom Observation Career Stage 1   (Beginning towards Proficient)  Career Stage 2   (Proficient)  Career Stage 3   (Highly Proficient)  Career Stage 4   (Distinguished)  T II   T III   T IV   T V   T VI   T VII   MT I   MT II   MT III   MT IV   MT V   1.1.2  1.1.2  1.1.2  1.1.2  1.1.2  1.1.2  1.1.3  1.1.3  1.1.4  1.1.4  1.1.4  1.5.2  1.5.2  1.5.2  1.6.2  1.3.2  2.5.2  2.5.3  1.4.3  2.1.4  1.4.4  1.5.4  2.4.2  1.7.2  2.6.2  2.3.2  2.2.2  3.1.2*  3.1.3*  2.3.3  3.1.4*  2.4.4  2.4.4  3.1.2*  3.1.2*  3.1.2*  3.1.2*  3.1.2*  4.5.2  4.1.3  3.1.3*  4.5.4  3.1.4*  3.1.4*  5.3.2  4.1.2  4.1.2  5.3.2  4.5.2  5.3.2  5.1.3  5.1.3  5.3.4  5.1.4  4.1.4  *May be replaced with COI from Strands 3.2, 3.3, 3.4, 3.5 that is appropriate to the Career Stage, whichever is applicable based on the classroom context of the teacher-applicant (Madrasah, ALS, SNET , IPEd , etc .)

84. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System 84 PPST Non-Classroom Observable Indicators (NCOIs) 6.3.3* 6.3.4** 5.2.2* 5.2.3** *Indicator to be assessed in the Portfolio Annotation **Indicator to be assessed in the Interview

85. Comparative Assessment A copy of the duly signed CAReER per position, in which candidates are listed in no particular order using application codes, shall be posted in at least three (3) conspicuous places in DepEd offices/schools concerned for a period of at least 10 calendar days, indicating the date of posting

86. Reclassification List (i.e., Ranking) The CAReER for a particular position shall be valid until exhausted. The HRMPSB shall submit to the SDS the  Comparative Assessment Results for Expanded Reclassification ( CAReER ). ​ The  CAReER  shall be accompanied by the Plantilla Allocation List (PAL),containing only the names of candidates who can be accommodated basedon the  cut-off score (50 points)  for reclassification per position as determined based on the following parameters:​ Available budget allotment for the current fiscal year; ​ Priority positions based on teacher needs analysis; and ​ Applicable staffing standards and ratios for Master Teacher position All remaining candidates in the CAReER who meet the 50-point cut-off score but may not be accommodated for reclassification for current fiscal year due to limited funding shall be prioritized for reclassification in the next fiscal year They shall be considered ‘in the queue’ and shall not be required to undergo the assessment process. The reclassification of their positions shall be processed before all other new applicants can be reclassified. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

87. New Reclassification Process Applicant submits RFTP/RFSPP and other application documents to DepEd SDO START DepEd SDO evaluates applications and prepares CAReER and PAL DepEd RO validates and approves all the documents DBM-RO processes and prepares NOSCA ; and issue the same through Action Document Releasing System (ADRS) DepEd RO transmits the approved PAL and other required documents to DBM-RO DepEd SDO prepares and processes the appointment papers and the necessary adjustment to the salaries DepEd SDO submits all RFTP/RFSPP and other documents (incl. CAReER & PAL) to DepEd RO END Year-round July-September Not later than March 30 of the succeeding year Not later than October 31 November December-February Not later than November 30 Note: Subsequent rounds of reclass process may be done to fully utilize the annual budget; provided that submissions are within the prescribed period N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

88. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System FACT OR MYTH? " Ang mga non-teacher applicants (i.e., HTs, ASPs, TICs) for reclassification ay maaring magpa -reclassify to Teaching or Master Teacher Position kahit hindi sila gumagamit ng PPST-Based IPCRF of teachers  " FACT:   Non-teacher applicants for reclass who are not using the existing PPST-based IPCRF of teachers, shall be evaluated using comparable performance requirements. 

89. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System FACT OR MYTH? " Ang mga applicants na hindi makakapag -submit ng Means of Verification (MOVs) para sa kahit anong NCOI ay ma-e-exclude sa pool of candidates  " MYTH:   Applicants who fail to submit MOV/s for any NCOIs will only get a rating of zero (0) for the Portfolio Assessment component for the particular NCOI with no MOV/s, without precluding the applicant to undergo the Behavioral Events Interview (BEI).

90. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System FACT OR MYTH? " Lahat ng remaining candidates sa CAReER na umabot sa 50-point cut-off score pero hindi ma-accommodate for reclassification ngayong fiscal year dahil sa limited funding ay required na sumailalim muli sa assessment next year. " MYTH:   The remaining candidates shall be prioritized for reclassification in the next fiscal year They shall be considered ‘in the queue’ and shall not be required to undergo the assessment process. The reclassification of their positions shall be processed before all other new applicants can be reclassified.

91. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System UNDERSTANDING CHECKPOINT! Question: Is completion of three (3) performance rating periods required before applying for a higher teaching position? Answer: It depends on the position being applied for. The three (3) performance rating periods shall only be required for the entry positions of the career stage (i.e., T IV, MT I, and MT III), which requires meeting all 37 indicators. However, If the teacher intends to apply to positions within the same career stage, one to three rating periods may be accepted, provided the teacher meets the specific indicators required for the position (see Section 14 of Enclosure No. 2 to DO 24, s. 2025).

92. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System UNDERSTANDING CHECKPOINT! Question: Can a COI/NCOI rating that is higher than the required performance level for the position applied for, stated in Section 14 of DO 24, s. 2025, be considered as meeting the“ minimum” rating requirement? Answer: Yes. A rating higher than required performance level is considered to have met the requirement and therefore shall be counted towards fulfilling the prescribed number of indicators as stipulated in Section 14 of Enclosure No. 2 to DO 24, s. 2025.

93. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System UNDERSTANDING CHECKPOINT! Question: Are teachers on official leave (e.g., maternity leave, scholarship, training grant, or other CSC-authorized leaves)allowed to apply for promotion? How can they meet the performance requirements? Answer: Yes. In such cases, the applicable performance ratings to be used for purposes of satisfying the performance requirements shall be based on at most three (3) rating periods reckoned from the last rating period prior to the leave of absence.

94. Session V:  Guidelines on the Reclassification to School Principal Positions N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System Enclosure No. 3 to DepEd Order No. 024, s. 2025

95. Call for Applications: The SDS shall issue an official memorandum calling for applications for reclassification of principal positions not later than June 30 of the current year. * Subsequent calls for applications may be done within the year subject to availability of funds. The estimated number of slots for reclassification per position shall be determined by the SDS, upon the recommendation of the HRMPSB, based on the following parameters: Available budget allotment for the current fiscal year; and Applicable staffing standards for School Principal position N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

96. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System All interested applicants for reclassification shall submit the Reclassification Form for School Principal Positions (RFSPP) (Annex B-2) to the respective HRMOs, through the Records Unit, on or before the deadline indicated in the SDO Memorandum or Call for Applications. The RFSPP Form is a tool for determining the appropriate classification of a position. The form reflects the applicant’s attainment of the minimum qualifications of the position per CSC-approved QS, performance, and comparative assessment results . Submission and Receipt of Application Documents :

97. The RFSPP shall be supported by the following documents: Letter of intent addressed to the SDS containing the following information:   Statement of Purpose/Expression of interest Position applied for Duly accomplished PDS (CS Form 212, Revised 2025) with Work Experience Sheet   Photocopy of valid and updated PRC License/ID   Certificate of Competency Level issued by authorized body (if applicable)   Photocopy of scholastic/academic record (i.e., Special Orders, Transcript of Records (TOR) and Diploma, including completion of graduate and post-graduate units/degrees, if available)   Photocopy of duly signed Service Record   Photocopy of certificate/s of completion of NEAP-accredited professional development programs/courses, or certificates of training issued by NEAP-accredited public and private institutions or Photocopy of certificate/s of relevant specialized trainings or professional development programs Certificate of Rating (COR) in the School Head Assessment (National Qualifying Examination for School Heads (NQESH) or Principal’s Test or other school head assessment as may be administered by DepEd) Photocopy of latest appointment; Photocopy of the Performance Rating with at least Very Satisfactory rating in the last rating period covering one (1) complete performance rating period in the current position prior to the deadline of submission;  Checklist of Requirements and Omnibus Sworn Statement on the Certification on the Authenticity and Veracity (CAV)   Other documents as may be required by the HRMPSB including but not limited to: Means of Verification (MOVs) showing Outstanding Accomplishments, Application of Education, Application of Learning and Development reckoned from the date of last issuance of appointment

98. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System Assessment Process for School Principal     Qualification Standards (QS) Evaluation SH ASSESSMENT Comparative Assessment Education-Training-Experience Performance Rating Outstanding Accomplishments CAReER Start Qualified? Qualified? Yes No (DQ) Yes No Application of Education HRMO Assessors (HRMPSB & subcommittees) HRMPSB Application of L&D Potential

99. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System Initial Evaluation of the Qualifications of Applicants (QS + Performance) Upon receipt of the applications, an initial evaluation of the applicants’ qualifications vis-à-vis the CSC-approved QS of the position applied for. Specifically, the HRMO shall assess whether the applicants meet the minimum qualifications in terms of: Education Experience Training Eligibility DO 019, s. 2025 – Amended Qualification Standards for Teacher I-III, Master Teacher I-IV, and School Principal I-IV Positions, and the Qualification Standards for Newly Created Teacher IV-VII and Master Teacher V Positions

100. 100 POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCE ELIGIBILITY School Principal I SG-19 Master's degree in Education, or Educational Management, or Educational Leadership; or Master's degree in relevant learning area with at least 9 units in Management 32 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, School Management and Operations, Instructional Leadership acquired within the last 5 years 5 years teaching experience and 1 year relevant experience in any of the following: learning area coordination, subject area supervision, school management and operations, instructional supervision RA 1080 (Teacher) School Principal II SG-20 Master's degree in Education, or Educational Management , or Educational Leadership; or Master's degree in relevant learning area with at least 12 units in Management 32 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, School Management and Operations, Instructional Leadership acquired within the last 5 years 5 years teaching experience and  2 years experience in school management and operations RA 1080 (Teacher)

101. 101 POSITION SALARY GRADE EDUCATION TRAINING EXPERIENCE ELIGIBILITY School Principal III SG-21 Master's degree in Education, or Educational Management, or Educational Leadership; or Master's degree in relevant learning area with at least 15 units in Management 40 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, School Management and Operations, Instructional Leadership acquired within the last 5 years 5 years teaching experience and 3 years experience in school management and operations RA 1080 (Teacher) School Principal IV SG-22 Master's degree in Education, or Educational Management , or Educational Leadership; or Master's degree in relevant learning area with at least 18 units in Management 40 hours of training in any of or a cumulative of the following: Curriculum, Pedagogy, School Management and Operations, Instructional Leadership acquired within the last 5 years 5 years teaching experience and 4 years experience in school management and operations RA 1080 (Teacher)

102. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System School Head Assessment Upon meeting the QS, the HRMO shall verify whether the applicants have passed the DepEd-administered school head assessment such as the NQESH, Principal’s Test, or DepEd-administered principalship or school head assessment/s. First appointments to School Principal positions, whether through natural vacancy or reclassification, shall require candidates to pass the DepEd-administered school head assessment. Appointments to School Principal positions made at the time when a DepEd-administered examination is not yet required shall remain valid. Incumbents of such appointments, shall no longer be required to pass the school head assessment when applying for reclassification to higher School Principal positions.

103. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System Initial Evaluation Results The IER shall be posted in at least three (3) conspicuous physical places , concealing the applicants ’ personal information The only information that shall be made public are the application codes, qualifications of the applicants in terms of Education, Training, Experience, Eligibility, Competency (if applicable), and School Head Assessment, and remark on whether Qualified or Disqualified . Annex D-2 of DepEd Order No. 024, s. 2025

104. Notice to Applicants The HRMO to notify the applicants of the results of the initial evaluation through a written notice served through official communication channels Official communications to applicants shall use the prescribed templates Annex E-3 and F-3 of DepEd Order No. 024, s. 2025 N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

105. Assessment Process for School Principal     Qualification Standards (QS) Evaluation SH ASSESSMENT Comparative Assessment Education-Training-Experience Performance Rating Outstanding Accomplishments CAReER Start Qualified? Qualified? Yes No (DQ) Yes No Application of Education HRMO Assessors (HRMPSB & subcommittees) HRMPSB Application of L&D Potential

106. Assessment Criteria and Point System   CRITERIA ​ MAXIMUM POINTS POSSIBLE ​ Education ​ 10​ Training ​ 10​ Experience ​ 10​ Performance ​ 25 Outstanding Accomplishments 10 Application of Education ​ 10 Application of Learning and Development 10 Potential (Written Exam, BEI) 15 TOTAL ​ 100 ​ School Principal Promotion and Reclass N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

107. 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 ETE Rubrics . Only those qualifications that are relevant to the position to be filled shall be given points. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

108. 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).

109. CRITERIA ​ MAXIMUM POINTS POSSIBLE ​ Education ​ 10​ Training ​ 10​ Experience ​ 10​ Performance ​ 25 Outstanding Accomplishments 10 Application of Education ​ 10 Application of Learning and Development 10 Potential (Written Exam, BEI) 15 TOTAL ​ 100 ​ Performance     Multiply the final rating in the last rating period by the weight allocation Points (Performance) = x/5 * WA (Performance) Where: x = Performance Rating 5 = Highest possible PR in DepEd PMES WA = Weight Allocation for Performance ( 25 points) N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

110. Outstanding Accomplishments Component  Points Awards and Recognition  7 points  Research and Innovation  4 points  Subject Matter Expert / Membership in National Technical Working Groups (TWGs) or Committees  3 points  Resource Speakership / Learning Facilitation  2 points  NEAP Accredited Learning Facilitator  2 points  Outstanding Accomplishments refer to meritorious contributions of an applicant, such as ideas, inventions, or discoveries which were duly recognized by an authorized body. Only those outstanding accomplishments acquired or earned after the last promotion shall be considered eligible to be given points. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

111. Application of Education Application of education is the contribution made by an applicant to their workplace as a result of their learnings from their education degree/s or units earned, such as but not limited to applied concepts, processes, and skills that are relevant to the position applied for. Means of verification: Action Plan approved by the Head of Office Accomplishment Report verified by the Head of Office Certification of the utilization/adoption signed by the Head of Office MOVs Submitted  Points (Application of Education)   Relevant  Not Relevant  ALL MOVs  10 points  5 points  Only A & B  7 points  3 points  Only A   5 points  1 point  N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

112. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System Application of Learning and Development Application of L&D is a 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. Means of verification: Certificate of Training or Certification on any applicable L&D intervention acquired that is aligned with the Individual Development Plan (IDP); Action Plan/Re-entry Action Plan (REAP)/Job Embedded Learning (JEL)/ Impact Project applying the learnings from the L&D intervention done/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 at the local/higher level. MOVs Submitted  Points (Application of L&D   Relevant  Not Relevant  ALL MOVs  10 points  5 points  Only A & B  7 points  3 points  Only A   5 points  1 point 

113. Potential For 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). Component  Points (Potential)   Appointment to School Principal I position  Appointment to Higher School Principal positions  Written Examinations (WE)  10 points  5 points  Behavioral Events Interview (BEI)  5 points  10 points  Potential refers to the capacity and ability of an applicant to assume the duties and responsibilities of the position applied for. It may be measured through any or all of the following: Position:    School Principal II – SG 20   x = 85 (raw score from the SDO-developed written exam)   TI = 100   WA = 5   Points (WE) = 85/100 * 5 = 4.25   For School Principal I position , the applicant’s score in the NQESH, Principal’s Test, or a similar standardized examination administered by DepEd shall be the basis for scoring the component on Written Examination (10 points) Position:  School Principal I – SG 19 XNQESH = 82.5 (NQESH percentage score) WA = 10 Points(WE) = 82.5 * 10 = 8.25 N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

114. Comparative Assessment A copy of the duly signed CAReER per position, in which candidates are listed in no particular order using application codes, shall be posted in at least three (3) conspicuous places in DepEd offices/schools concerned for a period of at least 10 calendar days, indicating the date of posting N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

115. Reclassification List (i.e., Ranking) The CAReER for a particular position shall be valid until exhausted. The HRMPSB shall submit to the SDS the  Comparative Assessment Results for Expanded Reclassification ( CAReER ). ​ The  CAReER  shall be accompanied by the Plantilla Allocation List (PAL),containing only the names of candidates who can be accommodated based  on the following parameters:​ Available budget allotment for the current fiscal year; Applicable staffing standards for School Principal positionn All remaining applicants in the CAReER who were not accommodated in the current year shall be prioritized in the reclassification for the following year They shall be considered ‘in the queue’ and shall not be required to undergo the assessment process. The reclassification of their positions shall be processed before all other new applicants can be reclassified. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

116. New Reclassification Process Applicant submits RFTP/RFSPP and other application documents to DepEd SDO START DepEd SDO evaluates applications and prepares CAReER and PAL DepEd RO validates and approves all the documents DBM-RO processes and prepares NOSCA ; and issue the same through Action Document Releasing System (ADRS) DepEd RO transmits the approved PAL and other required documents to DBM-RO DepEd SDO prepares and processes the appointment papers and the necessary adjustment to the salaries DepEd SDO submits all RFTP/RFSPP and other documents (incl. CAReER & PAL) to DepEd RO END Year-round July-September Not later than March 30 of the succeeding year Not later than October 31 November December-February Not later than November 30 Note: Subsequent rounds of reclass process may be done to fully utilize the annual budget; provided that submissions are within the prescribed period N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System

117. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System FACT OR MYTH? " Ang mga incumbent School Principal na hindi NQESH/NASH passer at na -appoint nang wala pang School Head Assessment ay required na mag-take ng NASH bago ma-promote sa mas mataas na School Principal items " MYTH:   Appointments to School Principal positions made at the time when a DepEd-administered examination is not yet required shall remain valid. Incumbents of such appointments, shall no longer be required to pass the school head assessment when applying for reclassification to higher School Principal positions.

118. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System FACT OR MYTH? " Sa bagong CSC-approved QS para sa School Principal positions, which stipulates a generic Eligibility requirement (i.e., RA 1080 – Teacher), ang mga incumbents sa Elementary ay puwede nang mag-apply bilang School Principal sa Secondary , at vice versa " FACT:   Consistent with the new CSC-approved QS for School Principal positions, which stipulates a generic Eligibility requirement (i.e., RA 1080 – Teacher) that no longer specifies the curriculum offering, whether Elementary or Secondary, School Principals may now be assigned to any Elementary or Secondary school within the SDO, subject to applicable guidelines on reassignment and designation.

119. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System UNDERSTANDING CHECKPOINT! Question: Are FY 2021 NQESH Category B qualifiers eligible to apply for reclassification to a School Principal position? Answer: Yes. Category B qualifiers (Closely Approximating and Approximating) from FY 2021 may apply for reclassification to School Principal I, provided they: (a) meet the qualification standards, (b) have completed the shadowing and immersion program as required by DM 059, s. 2024, and © comply with applicable promotion guidelines.

120. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System UNDERSTANDING CHECKPOINT! Question: Will there be a cut-off score for the reclassification of school principal positions? Answer: For school principal positions, no cut-off score will be applied

121. N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System WAYS FORWARD

122. WAYS FORWARD: N A T I O N A L  O R I E N T A T I O N  Expanded Career Progression System Dissemination of Communcations and Advocacy Materials (FAQs and Social Media Cards) Wait for Schools Division Memorandum on the Call for Application –on  Reclassification Review Qualification Standards, Performance Requirements and Other Requirements as may be prescribed by the SDO HRMPSB