Session Slides of National Orientation on DO 24, s. 2025 (2).pdf

Reclassification of Teachers 2025 Guidelines

1. N A T I O N A LO 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 LO R I E N T A T I O N
Expanded Career Progression System
OrientallconcernedpersonnelonthesalientprovisionsoftheDO024,
s.2025,pursuanttoExecutiveOrderNo.174,s.2022,itsImplementing
RulesandRegulations(IRR),andDBM-DepEdJointCircularNo.01,
s.2025;
Ensureuniformunderstandingoftransitoryprovisions,qualification
standards,modifiedstaffingstandards,andreclassificationprocesses
undertheExpandedCareerProgressionSystem;and
Provideaplatformfordialogueandclarificationofpolicyand
implementationconcerns.

3. N A T I O N A LO 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 andPrincipalpositions,
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 LO R I E N T A T I O N
Expanded Career Progression System

5. Executive Order No. 174, s. 2022
EO 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 LO 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 teachingand
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 LO 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
naTeacher 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
34%
17%
40%
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 LO 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 thatit takes an average of 15
years to progress from Teacher I to
Teacher III."
N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
Themostcriticalthreatstoteachermotivation
inthePhilippinesare:
1.Increased Workload and Challenges
2.Few Opportunities for Career
Development
3.Unclear and Constant Changes to
Institutional Environment
4.Few or No Learning Materials and Facilities
Teacher Motivation: Theoretical Framework, Situation Analysis,
Save the Children (2018)
“Withteachersaimingforcareermovement[…],
opportunitiesforcareerprogressionshouldbe
madeaviableoptionforteacherswhowantto
focusonclassroomteaching.”
“…provideadditionalcareerprogressionsteps
forteachersandmasterteacherstoensure
highperforming,experiencedandexpert
teachersareretainedwithinthesystemand
providedwithopportunitiesforprofessional
growthanddevelopment.”
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 thatit 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 LO 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 LO R I E N T A T I O N
Expanded Career Progression System

12. Sa sistemangito, walang
public school teacher ang
magre-retire naTeacher I
lamang.
President Ferdinand “Bongbong” R. Marcos Jr.
State of the Nation Address
BatasangPambansa, July 22, 2024
N A T I O N A LO 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 LO 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
*IncludingallteachingpositionsbearingtheparentheticaltitlesofSpecialNeedsEducationTeacherandSpecial
ScienceTeacher
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 leastone
(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 LO 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 LO 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 LO R I E N T A T I O N
Expanded Career Progression System

17. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
Table of Equivalence
andSwitching 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 LO R I E N T A T I O N
Expanded Career Progression System

19. N A T I O N A LO 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 LO 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,throughreclassificationor
naturalvacancy,shallnotexceed
three(3)salarygradesthanthe
applicant’scurrentposition;except
whenthepromotionalappointment
fallswithinthepurviewofany
applicableexemptionsgrantedbythe
CSCasstipulatedintheORAOHRA.

21. N A T I O N A LO 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 LO 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 LO R I E N T A T I O N
Expanded Career Progression System

24. N A T I O N A LO 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 LO 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:
Allteacherandschoolprincipalincumbents,holdingpermanentappointments,inall
levelsfromKindergartentoSHS,includingthosehandlingAlternativeLearningSystem
(ALS),Madrasah,andIndigenousPeoplesEducation(IPEd).
ItshallalsoapplytoSpecialScienceTeachers(SST)andSpecialNeedsEducation
Teachers(SNET)whosepositionsshallbearsuchparentheticaltitlepursuantto
Sections21and25oftheIRRofEO174.

26. N A T I O N A LO 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:
TheECPSystemdoesnotcover:GuidanceCounselors/Coordinators, Vocational
InstructionSupervisors,SchoolLibrarians,teachersinnon-DepEdschools(e.g.,PHSA,
NAS,PSHS,SUCs),BARMMteachers(unlessadopted),androlesnotspecifiedinEO174or
byDepEd.

27. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
FACT OR MYTH?
"Ang mgaguromulasaCareer Stage I (Teacher I-III)
ay pwedengdirektangtumalonsaCareer Stage III (MT I-II)
nanghindidumadaansaCareer Stage II (Teacher IV-VII)"
MYTH:
IncumbentsofanypositionunderCareerStageI-Beginningtowards
Proficient(TeacherI-III)shallberequiredtogothroughanyofthepositions
underCareerStageII–Proficient(TeacherIV-VII)beforeadvancingtoany
positionunderCareerStageIII–HighlyProficient(MTI-II)

28. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
FACT OR MYTH?
"Ang mgaguroay maaringmag-apply saCT o SA career line
kahithigitsatatlong(3) salary grades ang pagitanmula
sakanilangkasalukuyangSalary Grade o Position."
FACT:
Promotion,whetherthroughreclassificationornaturalvacancy,shallnotexceedthree
(3)salarygradeshigherthantheapplicant’spresentposition,exceptwhenthe
promotionalappointmentfallswithinthepurviewofanyapplicableexemptions
grantedbytheCSCasstipulatedintheORAOHRA.Insuchcases,appropriate
justificationshallbesubmittedtotheoversightagencies(i.e.,DBMandCSC),together
withotherrequireddocuments,forevaluationandapproval.

29. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
FACT OR MYTH?
"Ayon sabagongExpanded Career Progression System, ang isangguroay
maaringpumiling ngkanyangCareer Track, whether Teaching Career Line or
School Administration Career Line,uponreaching Master Teacher II position"
MYTH:
TeachersmaychoosebetweentheCTandSAcareerlinesupon
reachingMasterTeacherIpositionnotMasterTeacherII

30. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
FACT OR MYTH?
"Pahirapanang promotion sabagongExpanded Career Progression
System dahilsamaraming application requirements tuladng
training, further education, at portfolio."
MYTH:
•Sincethenewsystemfollowsacompetency-andmerit-basedapproach,theserequirements
serveasmeasurableindicatorsofanapplicant’scompetenciesandreadinesstotakeonhigher
teachingorschoolleadershippositions.
•Thesearenotmerelyrequirementstofulfill;rather,theyareintegraltotheteacher’sprofessional
development.Byrecognizingtheminthepromotionprocess,wegiveduemerittothecontinuous
effortsofteacherstoimprovetheirpractice.

31. Session II:
Modified Staffing Standards
for Master Teacher and
School Principal Positions
N A T I O N A LO 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 LO 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) 5-7authorized teacher positions within the
school.

33. ModifiedStaffingStandards
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) plantillaitem for
every five (5) Teachers
per subject/learning area
within the school,
regardless of position title
One (1) plantillaitem 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 LO 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 LO R I E N T A T I O N
Expanded Career Progression System
ModifiedStaffingStandards
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
Teacherswithin the
Schools Division,
regardless of position title

35. N A T I O N A LO 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
Moreteacherscangetpromoted
byloweringtheMasterTeacher-
Teacherratio
Career
Advancement in
Small Schools
Teachersneednottransferto
centralschoolsandawayfrom
theirfamiliestogetpromoted.

36. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
FACT OR MYTH?
"Sa bagongCareer Progression System,
ang Master Teacher–Teacher ratio samgasecondary schools ay 1:7"
MYTH:
ForJuniorHighSchool(JHS),one(1)MasterTeacheritem,regardlessofpositiontitleorlevel,shallbe
authorizedforeveryfive(5)teacherspersubject/learningareawithintheschool.ForSHS,one(1)Master
Teacheritem,regardlessofpositiontitleorlevel,shallbeauthorizedforeveryfive(5)teacherspertrack
withintheschool

37. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
FACT OR MYTH?
"Sa bagongCareer Progression System,
bawatschool ay magkakaroon ng isangSchool Principal"
FACT:
PursuanttoDBM-DepEdJointCircularNo,01,s.2025,one(1)SchoolPrincipalitem,regardlessofposition
titleorlevel,shallbeauthorizedforeveryuniqueschool(i.e.,schoolwithSchoolID).

38. N A T I O N A LO 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 LO 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 LO R I E N T A T I O N
Expanded Career Progression System

41. Qualifiedindividuals,whoareholdingcurrentpositionsthatdonotconform
withpositiontitlesintheECPSystem,maybepromotedorreclassifiedto
appropriatepositionsintheECPSystemthatarecommensurate totheir
qualificationsandproficiencylevel,subjecttothenecessaryassessments
andapplicablestaffingstandardsanddeploymentparameters
•SpecialSchoolPrincipalI,II
•AssistantSpecialSchoolPrincipalI
•AssistantSchoolPrincipalI,II,III
•HeadTeacherI,II,III,IV,V,VI
•SNETI,II,III,IV,V
•SSTI,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 LO 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
CURRENTPOSITION RETITLEDPOSITIONSG
Special School Principals shall not
be required to pass the NASH and
undergo HRMPSB Assessment
N A T I O N A LO 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 casewhereall
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 dec lared
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 LO R I E N T A T I O N
Expanded Career Progression System

45. SNET I-IV & SST I-II
ThepositionsofSpecialNeeds
EducationTeachers(SNET)and
SpecialScienceTeachers(SST)
shallberetitledtotheequivalent
positionintheECPSystemand
shallmaintaintheparenthetical
titlesasSNETandSST.
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
CURRENTPOSITION RETITLEDPOSITIONSG
Incumbentsofthesaidpositionsshall
performthesamefunctionsattachedto
theirpositions.
Upon issuance of this Order, SDOs shall be given 90days 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 LO R I E N T A T I O N
Expanded Career Progression System

46. Incumbent HTs, ASPs, SSPs, ASSPsshall
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.
Ifafterthe3-yeartransitionperiod,on-streamcandidates,who
optedtoretaintheircurrentposition,failtoadvanceintheircareer
orrequesttheretitlingoftheircurrentpositiontotheequivalent
positionintheECPSystem,thepositiontheyareholdingshallbe
taggedasCo-terminuswiththeIncumbent(CTI)
CTIpositionsshallbeconvertedtoTeacherIoncevacated
throughanyformofseparationfromservice.
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,iftheyfailtobereclassifiedtoSchool
PrincipalIpositionwithinthe3-yearperiodanda
full-fledgedSchoolPrincipalhasbeenappointed,
theyshallbedesignatedasAssistantSchool
HeadDesignateforSchoolOperationsand
Management inanyElementaryorSecondary
schoolswithenrolmentofmorethan1,000
learners.
N A T I O N A LO 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
IncaseswhereallschoolswithintheSDOhavebeenassignedwithone(1)SchoolPrincipal,
remainingincumbentsofpositionsaffectedbytheimplementationoftheTransitoryProvisions
shallbedesignatedaseitherAssistantSchoolHeadDesignateorDepartmentHeadDesignatein
ElementaryorSecondaryschools.
N A T I O N A LO 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.
•DepartmentHeadDesignatesshallcomefromtheranksofMasterTeachersinthe
particularsubject/learningarea/track
•OfficialDesignationOrder:duly-signedbytheSDS
•DurationofDesignation:shallbeon1-yearrotation
•TeachingLoad:3hours
•Dutiesandresponsibilities:detailedinAppendix3ofDO024
•Performance:theyshallusetheprescribedIPCRFtoreflecttheirperformanceasteacher
basedonthePPSTandtheircontributionsasDHDtotheSchoolperformance.Theyshall
reflecttheirperformancetargetsandaccomplishments asDepartmentHeadDesignate
undertheKRAonTeachingandLearningDelivery.
Department Head Designate
N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System

49. AnAssistant School Head Designateshall be assigned in schools with an
enrolment of more than 1,000 learners.
•AssistantSchoolHeadDesignatesshallcomefromtheranksofTeacherVI,TeacherVII,
andMasterTeacherI.
•OfficialDesignationOrder:dulysignedbytheSDS
•AssistantSchoolHeads,includingthosewhooptedtoretainandthosewhomaybe
designated,shallfocusonSchoolOperationsandLearnerSupport.
•PursuanttoDO005,s.2024,adesignatedASPshallberelievedofteachingloadtoallowfull
dischargeofschoolleadershipandmanagement duties.AnASPmaybeassigneda
teachingloadontheconditionthatallteachersintheschoolhavebeenassignedthe
maximumteachingoverloadof2hours.
•Dutiesandresponsibilities:detailedinAppendix4ofDO024
•Performance:theyshallusethegenericIPCRFtoreflecttheirperformancetargetsand
accomplishmentsasAssistantSchoolHeadDesignatealignedwiththeSchoolOPCRF.
Assistant School Head Designate
N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System

50. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
FACT OR MYTH?
"Sa bagongCareer Progression System, lahat ng HTs na
ma-re-retitle saequivalent Teaching o Master Teacher position
ay required namagturo"
MYTH:
Itcouldbeoneoftheiroptionsbutnotmandatory.HTsandASPsretitledtoequivalentteachingpositions
aregivenoptionsintermsoffunctionstobeperformed:
•AssumethefunctionsattachedtoretitledTeacher/MasterTeacherposition
•Performexistingfunctionsbyvirtueofdesignation
•PerformasaSchoolHeaddesignateinanyElementaryorSecondaryschoolwithintheSDOwithno
SchoolPrincipalitem

51. N A T I O N A LO 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)thatarealreadypublishedandposted
and/orwithongoingassessmentandselectionpriortotheissuanceofDO
024,s.2025shallcontinuetobegovernedbyoldguidelines.
"Lahat ng ongoing assessment para savacant HT at ASP
nanasimulanbagoang effectivity ng DO 024, s. 2025
ayhindinaipagpapatuloyatkailangangulitinang assessment
gamitangbagongguidelines"

52. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
FACT OR MYTH?
"Sa bagongExpanded Career Progression System, hindibinigyang-halagaat
tilapinabayaanang mgaHead Teachers at Assistant School Principals"
MYTH:
•Duringthe3-yeartransitionperiod,regardedason-streamcandidatesforthe
SchoolAdministrationCareerLine.
•Theyshallbegivenprofessionaldevelopmentinterventionstoequipthemwiththe
necessarycompetenciestobefull-fledgedprincipals
•Theyarepriorityinthepromotionwhetherthroughreclassificationornatural
vacancytoSchoolPrincipalIpositionwithoutpassingthroughMasterTeacherI

53. N A T I O N A LO 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:
Forthedurationofthe3-yeartransitionperiod,youshallbegivenpriority
inthepromotionwhetherthroughreclassificationornaturalvacancyto
SchoolPrincipalIpositionwithoutpassingthroughMasterTeacherI
position.

54. N A T I O N A LO 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.PursuanttoSection5.5ofDBMBudgetCircularNo.2019-1,incumbents
ofpositionswhichwereretitledshallcontinuetobepaidattheirpresent
salaryrate,includingstepincrement.

55. N A T I O N A LO 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:
Incumbentsaregiventheoptiontoretaintheirpositiontitleandcontinue
toperformasAssistantSchoolHeadorDepartment Headinthesame
schoolbyvirtueofdesignation.

56. N A T I O N A LO 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:
YourpositionshallberetitledtotheequivalentpositionintheECPsystem
andshallmaintaintheparentheticaltitlesofSpecialNeedsEducation
Teacher.Youshallperformthesamefunction.

57. N A T I O N A LO 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:
•YoumayretainyourpositiontitleandcontinuetoperformasAssistantSchoolHead
orDepartmentHeadinthesameschoolbyvirtualofdesignation;
•Duringthe3-yeartransitionperiod,youwillbegivenpriorityforpromotionthrough
naturalvacancies,providedyouareamongthetopfiveortop-rankingcandidates
intheselectionprocess.

58. N A T I O N A LO 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.AllIncumbentswhowillberetitledtoequivalentpositiontitlesintheECPsystem
arenotrequiredtoundergotheHRMPSBcomparativeassessment.However,meeting
theCSC-ApprovedQSshallberequired.

59. N A T I O N A LO 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:
TheSDSshallissueanofficialmemorandum callingfor
applicationsforreclassificationofteachingpositionsnotlaterthan
June30ofthecurrentyear.
*Subsequentcallsforapplicationsmaybedonewithintheyearsubjecttoavailability
offunds.
Theestimatednumberofslotsforreclassificationperposition
shallbedeterminedbytheSDS,upontherecommendation ofthe
HRMPSB,basedonthefollowingparameters:
a.Availablebudgetallotmentforthecurrentfiscalyear;
b.Prioritypositionsbasedonteacherneedsanalysis;and
c.ApplicablestaffingstandardsandratiosforMasterTeacherposition
N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System

61. All interested applicants for
reclassificationshallsubmit the
ReclassificationFormforTeaching
Positions(RFTP)(AnnexB-1)tothe
respectiveHRMOs,throughtheRecords
Unit,onorbeforethedeadlineindicated
intheSDOMemorandum orCallfor
Applications.
✓TheRFTPFormisatoolfordeterminingtheappropriate
classificationofaposition.
✓Theformreflectstheapplicant’sattainmentofthe
minimumqualificationsofthepositionperCSC-approved
QS,performance,andcomparativeassessmentresults.
Submission and Receipt of Application Documents :
N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System

62. The RFTP shall be supported by the following documents:
a.LetterofintentaddressedtotheSDScontainingthefollowinginformation:
•StatementofPurpose/Expressionofinterest
•Positionappliedfor
b.DulyaccomplishedPDS(CSForm212,Revised2025)withWorkExperienceSheet
c.PhotocopyofvalidandupdatedPRCLicense/ID
d.CertificateofCompetencyLevelissuedbyauthorizedbody(ifapplicable)
e.Photocopyofscholastic/academicrecord(i.e.,SpecialOrders,TranscriptofRecords(TOR)andDiploma,
includingcompletionofgraduateandpost-graduateunits/degrees,ifavailable)
f.PhotocopyofdulysignedServiceRecord
g.Photocopyoflatestappointment
h.Photocopyofcertificate/sofcompletionofNEAP-accreditedprofessionaldevelopmentprograms/courses,or
certificatesoftrainingissuedbyNEAP-accreditedpublicandprivateinstitutionsorPhotocopyofcertificate/s
ofrelevantspecializedtrainingsorprofessionaldevelopmentprograms
i.PhotocopyofTechnicalEducationandSkillsDevelopmentAuthority(TESDA)NationalCertificate(NC)II17,
TrainersMethodologyCertificate(TMC)(forSHSapplicantsintheTechnical-Vocational-Livelihood(TVL)track
only)
j.PhotocopyoftherequiredPerformanceRatingswithatleastVerySatisfactoryrating
(Note:Theapplicantshallsubmitatmostthree(3)performanceratingsdependingontheperformancerequirements.The
latestperformanceratingshallcoverone(1)yearcompleteperformanceratingperiodinthecurrentposition);
k.ChecklistofRequirementsandOmnibusSwornStatementontheCertificationontheAuthenticityand
Veracity(CAV)
l.OtherdocumentsasmayberequiredbytheHRMPSBincludingbutnotlimitedtoportfolioforthe
assessmentofidentifiedPPSTnon-classroomobservableindicators.

63. Assessment Process
Qualification Standards
(QS) Evaluation
Standards-based
Requirements Evaluation
Comparative
Assessment
Education-Training-
Experience
Performance Rating Classroom Observation
CAReER
Start
Qualified?
Met?
YesNo
(DQ)
YesNo
Portfolio Assessment
(Non-Classroom
Observation)
HRMO
Assessors
(HRMPSB &
subcommittees)
HRMPSB

64. Initial Evaluation of the Qualifications of Applicants (QS + Performance)
Uponreceiptoftheapplications,aninitial
evaluationoftheapplicants’qualifications
vis-à-vistheCSC-approvedQSofthe
positionappliedfor.
Specifically,theHRMOshallassesswhether
theapplicantsmeet theminimum
qualificationsintermsof:
Education
Experience
Training
Eligibility
DO019,s.2025–AmendedQualificationStandardsforTeacherI-III,
MasterTeacherI-IV,andSchoolPrincipalI-IVPositions,andthe
QualificationStandardsforNewlyCreatedTeacherIV-VIIandMaster
TeacherVPositions
N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System

65. N A T I O N A LO 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;
orBachelor's degree in
relevant subject or learning
area with at least 18
professional units in Education
8 hoursof training in any of or a
cumulative of the following:
Curriculum, Pedagogy, Subject
Specialization acquired within the
last 5 years
1 yearteaching
experience
Elementary: RA 1080
(Teacher-
Elementary/Secondary)
Secondary:
RA 1080 (Teacher-
Secondary)
Teacher IIISG-13
Bachelor's degree in Education;
orBachelor's degree in
relevant subject or learning
area with at least 18
professional units in Education
16 hoursof 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 hoursof 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 yearsteaching
experience
Elementary: RA 1080
(Teacher-
Elementary/Second
ary)
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 hoursof 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/Second
ary)
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 yearsteaching
experience
Elementary: RA
1080 (Teacher-
Elementary/Secon
dary)
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 hoursof 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/Secon
dary)
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 hoursof 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 yearsteaching
experience
Elementary: RA
1080 (Teacher-
Elementary/Sec
ondary)
Secondary:
RA 1080
(Teacher-
Secondary)
Master
Teacher II
SG-19
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 and 1
year relevant
experience in
instructional
supervision and
technical
assistance to
teachers
Elementary: RA
1080 (Teacher-
Elementary/Sec
ondary)
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 hoursof 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/Sec
ondary)
Secondary:
RA 1080
(Teacher-
Secondary)
Master
Teacher IV
SG-21
Master’s degreein
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 hoursof 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/Sec
ondary)
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/Sec
ondary)
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?
YesNo
(DQ)
YesNo
Portfolio Assessment
(Non-Classroom
Observation)
HRMO
Assessors
(HRMPSB &
subcommittees)
HRMPSB

71. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
Performance Requirements for Teaching Positions
Satisfythesetperformancerequirements
ofthepositionappliedfor,basedonat
mostthree(3)ratingperiodsreckoned
from the immediately preceding
performancecyclecompleted.
Applicantsmusthavearatingofatleast
VerySatisfactoryinthelastratingperiod
coveringone(1)yearcomplete
performance cycleinthecurrent
position.
Ateacherwhoisonofficialleaveofabsence,
maybeconsideredforpromotionthrough
reclassification.
Insuchcases,theapplicableperformance
ratingstobeusedforpurposesofsatisfyingthe
performancerequirementsshallbebasedonat
mostthree(3)ratingperiodsreckonedfromthe
lastratingperiodpriortotheleaveofabsence.
Non-teacherapplicantsforreclasswhoare
notusingtheexistingPPST-basedIPCRFof
teachers,shallbeevaluatedusingcomparable
performancerequirements.
✓SchoolPrincipalpositionwhointendto
switchfromSAtoCTCareerLine,
✓ASPandHTpositionforreclassificationto
appropriateteachingpositionintheCT
CareerLine,and
✓TeacherswithdesignationasTeacher-in-
Charge(TIC)orAssistantSchoolHead
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 NCOlsat Outstanding
Teacher VII
At least 18 Proficient COIs
at Outstanding
At least 6 Proficient NCOIs
at Very Satisfactory; and
6 Proficient NCOlsat Outstanding
Master Teacher I
Career Stage III
(Highly Proficient)
21 Proficient COIs
at Outstanding
8 Proficient NCOIs
at Very Satisfactory; and
8 Proficient NCOlsat 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 NCOlsat
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 LO R I E N T A T I O N
Expanded Career Progression System

74. Initial EvaluationResults
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 LO 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 LO 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?
YesNo
(DQ)
YesNo
Portfolio Assessment
(Non-Classroom
Observation)
HRMO
Assessors
(HRMPSB &
subcommittees)
HRMPSB

77. Assessment Criteria and Point System
CRITERIA
MAXIMUMPOINTS
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
MAXIMUMPOINTS
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 LO 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 Tableand 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 LO R I E N T A T I O N
Expanded Career Progression System

79. IncrementsTable
atoolthatisusedindeterminingtheincrementalpointsintheeducation,training,and
experienceobtainedbytheapplicantthatexceedstheminimum requirementperCSC-
approvedQualificationStandards(QS).

80. Performance
CRITERIA
MAXIMUMPOINTS
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 LO R I E N T A T I O N
Expanded Career Progression System

81. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
COIs& NCOIs
CRITERIA
MAXIMUMPOINTS
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 LO 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 LO 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 basedon the classroom
context of the teacher-applicant (Madrasah, ALS, SNET, IPEd, etc.)

84. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
84
PPST Non-ClassroomObservable 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
AcopyofthedulysignedCAReERperposition,inwhichcandidatesarelistedinnoparticularorderusingapplicationcodes,
shallbepostedinatleastthree(3)conspicuousplacesinDepEdoffices/schoolsconcernedforaperiodofatleast10
calendardays,indicatingthedateofposting

86. Reclassification List (i.e., Ranking)
▪TheCAReERforaparticularpositionshallbevalid
untilexhausted.
•TheHRMPSB shallsubmittotheSDS
theComparative Assessment Resultsfor
ExpandedReclassification(CAReER).
•TheCAReERshallbeaccompanied bythe
PlantillaAllocationList(PAL),containingonlythe
names ofcandidates who can be
accommodated basedonthecut-offscore(50
points)forreclassificationperpositionas
determined based on thefollowing
parameters:
✓Availablebudgetallotmentforthe
currentfiscalyear;
✓Prioritypositionsbasedonteacherneeds
analysis;and
✓Applicablestaffingstandardsandratios
forMasterTeacherposition
▪AllremainingcandidatesintheCAReERwhomeet
the50-pointcut-offscorebutmaynotbe
accommodatedforreclassificationforcurrentfiscal
yearduetolimitedfundingshallbeprioritizedfor
reclassificationinthenextfiscalyear
▪Theyshallbeconsidered‘inthequeue’andshall
notberequiredtoundergotheassessment
process.
▪Thereclassificationoftheirpositionsshallbe
processedbeforeallothernewapplicantscanbe
reclassified.
N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System

87. New Reclassification Process
Applicant submits
RFTP/RFSPPand other
application documents to
DepEd SDO
START
DepEd SDO evaluates
applications and prepares
CAReERand 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
approvedPALand 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)
toDepEd RO
END
Year-round July-September
Not later than March 30 of the succeeding year
Not later than October31
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 with in the prescribed period
N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System

88. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
FACT OR MYTH?
"Ang mganon-teacher applicants (i.e., HTs, ASPs, TICs) for reclassification ay
maaringmagpa-reclassify to Teaching or Master Teacher Position kahithindi
silagumagamitng PPST-Based IPCRF of teachers"
FACT:
•Non-teacherapplicantsforreclasswhoarenotusingtheexistingPPST-basedIPCRF
ofteachers,shallbeevaluatedusingcomparableperformancerequirements.

89. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
FACT OR MYTH?
"Ang mgaapplicants nahindimakakapag-submit ng Means of Verification
(MOVs) para sakahitanongNCOI ay ma-e-exclude sapool of candidates"
MYTH:
ApplicantswhofailtosubmitMOV/sforanyNCOIswillonlygetaratingofzero(0)for
thePortfolioAssessmentcomponentfortheparticularNCOIwithnoMOV/s,without
precludingtheapplicanttoundergotheBehavioralEventsInterview(BEI).

90. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
FACT OR MYTH?
"Lahat ng remaining candidates saCAReERnaumabotsa50-point cut-off score
perohindima-accommodate for reclassification ngayongfiscal year dahilsa
limited funding ay required nasumailalimmulisaassessment next year."
MYTH:
•Theremainingcandidatesshallbeprioritizedforreclassificationinthenextfiscal
year
•Theyshallbeconsidered‘inthequeue’andshallnotberequiredtoundergothe
assessmentprocess.
•Thereclassificationoftheirpositionsshallbeprocessedbeforeallothernew
applicantscanbereclassified.

91. N A T I O N A LO 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:
Itdependsonthepositionbeingappliedfor.Thethree(3)performanceratingperiods
shallonlyberequiredfortheentrypositionsofthecareerstage(i.e.,TIV,MTI,andMT
III),whichrequiresmeetingall37indicators.However,Iftheteacherintendstoapply
topositionswithinthesamecareerstage,onetothreeratingperiodsmaybe
accepted,providedtheteachermeetsthespecificindicatorsrequiredfortheposition
(seeSection14ofEnclosureNo.2toDO24,s.2025).

92. N A T I O N A LO 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.Aratinghigherthanrequiredperformancelevelisconsideredtohavemetthe
requirementandthereforeshallbecountedtowardsfulfillingtheprescribednumber
ofindicatorsasstipulatedinSection14ofEnclosureNo.2toDO24,s.2025.

93. N A T I O N A LO 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 LO R I E N T A T I O N
Expanded Career Progression System
Enclosure No. 3to DepEd Order No. 024, s. 2025

95. Call for Applications:
TheSDSshallissueanofficialmemorandum callingfor
applicationsforreclassificationofprincipalpositionsnotlaterthan
June30ofthecurrentyear.
*Subsequentcallsforapplicationsmaybedonewithintheyearsubjecttoavailability
offunds.
Theestimatednumberofslotsforreclassificationperposition
shallbedeterminedbytheSDS,upontherecommendation ofthe
HRMPSB,basedonthefollowingparameters:
a.Availablebudgetallotmentforthecurrentfiscalyear;and
b.ApplicablestaffingstandardsforSchoolPrincipalposition
N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System

96. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
All interested applicants for
reclassificationshallsubmit the
ReclassificationForm forSchool
PrincipalPositions(RFSPP)(AnnexB-2)
totherespectiveHRMOs,throughthe
RecordsUnit,onorbeforethedeadline
indicatedintheSDOMemorandum or
CallforApplications.
✓TheRFSPPFormisatoolfordeterminingtheappropriate
classificationofaposition.
✓Theformreflectstheapplicant’sattainmentofthe
minimumqualificationsofthepositionperCSC-approved
QS,performance,andcomparativeassessmentresults.
Submission and Receipt of Application Documents :

97. The RFSPP shall be supported by the following documents:
a.LetterofintentaddressedtotheSDScontainingthefollowinginformation:
•StatementofPurpose/Expressionofinterest
•Positionappliedfor
b.DulyaccomplishedPDS(CSForm212,Revised2025)withWorkExperienceSheet
c.PhotocopyofvalidandupdatedPRCLicense/ID
d.CertificateofCompetencyLevelissuedbyauthorizedbody(ifapplicable)
e.Photocopyofscholastic/academicrecord(i.e.,SpecialOrders,TranscriptofRecords(TOR)andDiploma,
includingcompletionofgraduateandpost-graduateunits/degrees,ifavailable)
f.PhotocopyofdulysignedServiceRecord
g.Photocopyofcertificate/sofcompletionofNEAP-accreditedprofessionaldevelopmentprograms/courses,or
certificatesoftrainingissuedbyNEAP-accreditedpublicandprivateinstitutionsorPhotocopyofcertificate/s
ofrelevantspecializedtrainingsorprofessionaldevelopmentprograms
h.CertificateofRating(COR)intheSchoolHeadAssessment(NationalQualifyingExaminationforSchoolHeads
(NQESH)orPrincipal’sTestorotherschoolheadassessmentasmaybeadministeredbyDepEd)
i.Photocopyoflatestappointment;
j.PhotocopyofthePerformanceRatingwithatleastVerySatisfactoryratinginthelastratingperiod
coveringone(1)completeperformanceratingperiodinthecurrentpositionpriortothedeadlineof
submission;
k.ChecklistofRequirementsandOmnibusSwornStatementontheCertificationontheAuthenticityand
Veracity(CAV)
l.OtherdocumentsasmayberequiredbytheHRMPSBincludingbutnotlimitedto:
▪MeansofVerification(MOVs)showingOutstandingAccomplishments,ApplicationofEducation,Application
ofLearningandDevelopmentreckonedfromthedateoflastissuanceofappointment

98. N A T I O N A LO 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?
YesNo
(DQ)
YesNo
Application of
Education
HRMO
Assessors
(HRMPSB &
subcommittees)
HRMPSB
Application of
L&D
Potential

99. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
Initial Evaluation of the Qualifications of Applicants (QS + Performance)
Uponreceiptoftheapplications,aninitial
evaluationoftheapplicants’qualifications
vis-à-vistheCSC-approvedQSofthe
positionappliedfor.
Specifically,theHRMOshallassesswhether
theapplicantsmeet theminimum
qualificationsintermsof:
Education
Experience
Training
Eligibility
DO019,s.2025–AmendedQualificationStandardsforTeacherI-III,
MasterTeacherI-IV,andSchoolPrincipalI-IVPositions,andthe
QualificationStandardsforNewlyCreatedTeacherIV-VIIandMaster
TeacherVPositions

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 degreein
Education, or
Educational
Management, or
Educational
Leadership; or
Master's degree in
relevant learning
areawith 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 and2
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 15units 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 and3 years
experience in school
management and
operations
RA 1080
(Teacher)
School
Principal
IV
SG-
22
Master's degreein
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 and4
years experience in
school management
and operations
RA 1080
(Teacher)

102. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
School Head Assessment
UponmeetingtheQS,theHRMOshall
verifywhethertheapplicantshave
passedtheDepEd-administeredschool
headassessmentsuchastheNQESH,
Principal’sTest,orDepEd-administered
principalship or school head
assessment/s.
FirstappointmentstoSchoolPrincipal
positions,whether through natural
vacancyorreclassification,shallrequire
candidates topass theDepEd-
administeredschoolheadassessment.
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
assessmentwhen applying for
reclassification to higher School
Principal positions.

103. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
Initial EvaluationResults
•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 LO 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?
YesNo
(DQ)
YesNo
Application of
Education
HRMO
Assessors
(HRMPSB &
subcommittees)
HRMPSB
Application of
L&D
Potential

106. Assessment Criteria and Point System
CRITERIA
MAXIMUMPOINTS
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 PrincipalPromotion and Reclass
N A T I O N A LO 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 Tableand 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 LO R I E N T A T I O N
Expanded Career Progression System

108. IncrementsTable
atoolthatisusedindeterminingtheincrementalpointsintheeducation,training,and
experienceobtainedbytheapplicantthatexceedstheminimum requirementperCSC-
approvedQualificationStandards(QS).

109. CRITERIA
MAXIMUMPOINT
S
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
(25points)
N A T I O N A LO 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
OutstandingAccomplishments referto
meritorious contributions ofan
applicant,suchasideas,inventions,or
discoverieswhichweredulyrecognized
byanauthorizedbody.
Only those outstanding
accomplishments acquiredorearned
afterthelastpromotionshallbe
consideredeligibletobegivenpoints.
N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System

111. Application of Education
Applicationofeducationisthecontributionmadebyanapplicanttotheirworkplaceasa
resultoftheirlearningsfromtheireducationdegree/sorunitsearned,suchasbutnot
limitedtoappliedconcepts,processes,andskillsthatarerelevanttothepositionapplied
for.
Meansofverification:
a.ActionPlanapprovedbytheHeadof
Office
b.Accomplishment Reportverifiedbythe
HeadofOffice
c.Certificationoftheutilization/adoption
signedbytheHeadofOffice
MOVs Submitted
Points
(Application of Education)
Relevant Not Relevant
ALLMOVs 10 points 5 points
OnlyA&B 7 points 3 points
OnlyA 5 points 1 point
N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System

112. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
Application of Learning and Development
ApplicationofL&Disaprovensuccessofthelearningsgainedfromthehumanresource
development(HRD)interventionsdone/attendedbytheapplicantwhichmusthaveledto
significantpositiveresultsintheircurrentorpreviouswork.
Meansofverification:
a.CertificateofTrainingorCertificationonany
applicableL&Dinterventionacquiredthatisaligned
withtheIndividualDevelopmentPlan(IDP);
b.ActionPlan/Re-entryActionPlan(REAP)/Job
Embedded Learning(JEL)/ImpactProjectapplying
thelearningsfrom theL&D intervention
done/attended,dulyapprovedbytheHeadofOffice;
c.Accomplishment ReporttogetherwithaGeneral
CertificationthattheL&Dinterventionwas
used/adoptedbytheofficeatthelocallevel;
d.Accomplishment ReporttogetherwithaGeneral
CertificationthattheL&Dinterventionwas
used/adoptedbyadifferentofficeatthelocal/higher
level.
MOVs Submitted
Points
(Application of L&D
Relevant Not Relevant
ALLMOVs 10 points 5 points
OnlyA&B 7 points 3 points
OnlyA 5 points 1 point

113. Potential
ForhigherSchoolPrincipalpositions,theHRMPSBorsubject
matterexpertsasmayberequestedbytheHRMPSBshall
developawrittenexaminationwhichshallbethebasisfor
scoringthecomponentonWrittenExamination(5points).
Component Points
(Potential)
Appointment to School Principal I
position
Appointment to Higher School
Principal positions
WrittenExaminations(WE) 10 points 5 points
BehavioralEventsInterview(BEI) 5 points 10 points
Potentialreferstothecapacityandabilityofanapplicanttoassumethedutiesandresponsibilitiesofthe
positionappliedfor.Itmaybemeasuredthroughanyorallofthefollowing:
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
ForSchoolPrincipalIposition,theapplicant’sscoreinthe
NQESH,Principal’sTest,orasimilarstandardized
examinationadministeredbyDepEdshallbethebasisfor
scoringthecomponentonWrittenExamination(10points)
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 LO R I E N T A T I O N
Expanded Career Progression System

114. Comparative Assessment
AcopyofthedulysignedCAReERperposition,inwhichcandidatesarelistedinnoparticularorderusingapplication
codes,shallbepostedinatleastthree(3)conspicuousplacesinDepEdoffices/schoolsconcernedforaperiodofatleast
10calendardays,indicatingthedateofposting
N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System

115. Reclassification List (i.e., Ranking)
▪TheCAReERforaparticularpositionshallbevalid
untilexhausted.
•TheHRMPSB shallsubmittotheSDS
theComparative Assessment Resultsfor
ExpandedReclassification(CAReER).
•TheCAReERshallbeaccompanied bythe
PlantillaAllocationList(PAL),containingonlythe
names ofcandidates who can be
accommodated based onthefollowing
parameters:
✓Availablebudgetallotmentforthe
currentfiscalyear;
✓ApplicablestaffingstandardsforSchool
Principalpositionn
▪AllremainingapplicantsintheCAReERwhowere
notaccommodatedinthecurrentyearshallbe
prioritizedinthereclassificationforthefollowing
year
▪Theyshallbeconsidered‘inthequeue’andshall
notberequiredtoundergotheassessment
process.
▪Thereclassificationoftheirpositionsshallbe
processedbeforeallothernewapplicantscanbe
reclassified.
N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System

116. New Reclassification Process
Applicant submits
RFTP/RFSPPand other
application documents to
DepEd SDO
START
DepEd SDO evaluates
applications and prepares
CAReERand 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
approvedPALand 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)
toDepEd RO
END
Year-round July-September
Not later than March 30 of the succeeding year
Not later than October31
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 with in the prescribed period
N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System

117. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
FACT OR MYTH?
"Ang mgaincumbent School Principal nahindiNQESH/NASH passer at na-
appoint nangwalapang School Head Assessment ay required namag-take ng
NASH bagoma-promote samas mataasnaSchool Principal items"
MYTH:
•AppointmentstoSchoolPrincipalpositionsmadeatthetimewhenaDepEd-administeredexamination
isnotyetrequiredshallremainvalid.
•Incumbentsofsuchappointments,shallnolongerberequiredtopasstheschoolhead
assessmentwhenapplyingforreclassificationtohigherSchoolPrincipalpositions.

118. N A T I O N A LO R I E N T A T I O N
Expanded Career Progression System
FACT OR MYTH?
"Sa bagongCSC-approved QS para saSchool Principal positions, which
stipulates a generic Eligibility requirement (i.e., RA 1080 –Teacher), ang mga
incumbents saElementary ay puwedenangmag-apply bilangSchool Principal
saSecondary , at vice versa"
FACT:
•ConsistentwiththenewCSC-approvedQSforSchoolPrincipalpositions,whichstipulatesageneric
Eligibilityrequirement(i.e.,RA1080–Teacher)thatnolongerspecifiesthecurriculumoffering,whether
ElementaryorSecondary,SchoolPrincipalsmaynowbeassignedtoanyElementaryorSecondary
schoolwithintheSDO,subjecttoapplicableguidelinesonreassignmentanddesignation.

119. N A T I O N A LO 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 LO 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 ofschool principal positions?
Answer:
For school principal positions, no cut-off score will be applied

121. N A T I O N A LO 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 LO R I E N T A T I O N
Expanded Career Progression System
DisseminationofCommuncations andAdvocacyMaterials(FAQs
andSocialMediaCards)
WaitforSchoolsDivisionMemorandum ontheCallforApplication–
onReclassification
ReviewQualificationStandards,PerformanceRequirementsandOther
RequirementsasmaybeprescribedbytheSDOHRMPSB