DepEd Order No. 66, s. 2007, dated September 17, 2007, sets the Revised Guidelines on the Appointment and Promotion of Other Teaching, Related Teaching and Non-Teaching Positions. It revises the earlier rules under DepEd Order No. 54, s. 1993 (“The DECS System of Ranking Positions and Employees”) to strengthen merit and fitness, keep evaluation objective and uniform, and improve how personnel are selected. It was signed by Secretary Jesli A. Lapus.
The order is addressed to Undersecretaries, Assistant Secretaries, Bureau and Regional Directors, Schools Division Superintendents, and public elementary and secondary school heads.
On this page 9 sections
Key points
- Vacant positions must be published and posted, applicants listed and pre-evaluated, and a selection line-up prepared and posted before the Personnel Selection Board (PSB) deliberates.
- The PSB assesses candidates (including written exams, skills tests, and interviews where needed) and submits a short list of up to five top candidates.
- The appointing official picks the most qualified of the top five and issues the appointment under Civil Service rules.
- Candidates are scored out of 100 points on performance, experience, outstanding accomplishments, education, training, potential, and psycho-social attributes.
- The performance rating for the last three rating periods must be at least Very Satisfactory.
- The point system in Annex A applies uniformly to all promotions in the Central, Regional, and Division offices.
Who it covers
The guidelines apply to the appointment and promotion of:
- Teaching and Related Teaching Group: Teacher II and III; Education Supervisor I, II, and III; Chief Education Supervisor; Education Program Specialist I and II; Senior Education Program Specialist; Chief Education Program Specialist; Guidance Counselors; Guidance Coordinators; and other teaching and related teaching positions in the Magna Carta for Public School Teachers.
- All Non-Teaching Group positions, scored as Level 1 or Level 2.
School heads (principals and head teachers) are not covered. For those positions, see the Revised Guidelines on the Allocation and Reclassification of School Head Positions.
Selection procedure
The HRMO or person in charge of personnel
- Publishes the vacancy in the Civil Service Commission (CSC) Bulletin of Vacancies or other modes, as required by RA 7041.
- Posts the vacancy in at least three conspicuous places in the offices or schools concerned for at least 15 working days.
- Lists applicants from inside and outside DepEd.
- Conducts a preliminary evaluation of all applicants, and requires original candidates or appointees to take psychological tests from an accredited institution as needed.
- Prepares a selection line-up showing candidates’ qualifications.
- Posts the line-up in three conspicuous places for at least 15 calendar days, with the posting date shown.
- Notifies all applicants of the preliminary evaluation results.
- Submits the line-up to the PSB/C for deliberation en banc (as a full board).
The Personnel Selection Board
- Evaluates and deliberates on the candidates in the line-up en banc.
- Systematically assesses their qualifications and competence.
- Conducts further assessment, such as written exams, skills tests, and interviews.
- Submits to the appointing authority a short list of five ranking candidates, whenever possible, whose overall scores are comparable.
The appointing official
- Assesses the top five candidates and selects the one deemed most qualified.
- Issues the appointment under existing Civil Service rules.
The Personnel Office then posts the appointment a day after it is issued, for 15 calendar days, in at least three conspicuous places, with the posting date shown.
Composition of the Personnel Selection Board
| Level | Chairperson | Members |
|---|---|---|
| Central Office | Undersecretary (Vice-Chair: Assistant Secretary) | Head of the office with the vacancy; Chief, Personnel Division; one DepEd Employees’ Union representative (first or second level) |
| Regional Office | Assistant Regional Director | Chief of the division or unit with the vacancy; Chief, Administrative Division; Chief Administrative Officer V (HRMO III); one DepEd Employees’ Union representative |
| Schools Division | Assistant Schools Division Superintendent | Head of the school with the vacancy; Administrative Officer V; Administrative Officer II (HRMO I); President of the Division Employees’ Union, Non-Teaching Association, or Faculty Association, as the case may be |
In schools
- Central and non-central elementary schools: the principal or school head chairs, with four members from the grade level chairpersons.
- Elementary schools with no school head: the Schools Division Superintendent names a five-member committee for the whole group of such schools, clustering nearby schools.
- Secondary schools, teaching positions: the principal chairs, with the department head where the vacancy exists, another department head, the administrative officer, and the president of the teachers’ association. Where there are no department heads, the school head picks members from the faculty based on qualification and competence.
- Secondary schools, non-teaching positions: the principal chairs, with two department heads, the administrative officer, and the president of the employees’ union or non-teaching association.
Point system
The detailed points come from the order’s annex, “Specific Number of Points Assigned to Each Criterion.”
| Criterion | Teaching and Related Teaching | Non-Teaching Level 1 | Non-Teaching Level 2 |
|---|---|---|---|
| Performance rating | 35 | 35 | 30 |
| Experience | 5 | 5 | 10 |
| Outstanding accomplishments | 20 | 5 | 20 |
| Education | 25 | 10 | 15 |
| Training | 5 | 10 | 10 |
| Potential | 5 | 20 | 10 |
| Psycho-social attributes | 5 | 15 | 5 |
| Total | 100 | 100 | 100 |
Note: the summary table in the body of the order (Section III) gives non-teaching Level 1 15 points for Potential and 20 for Psycho-social attributes, and Level 2 5 and 10. The annex reverses these figures. Check with your HR office which figures your division applies.
How each criterion is scored
- Performance rating: the average of the numerical ratings for the last three rating periods, multiplied by the weight (35% or 30%). Ratings must be at least Very Satisfactory.
- Experience: one point per year of relevant experience, up to the maximum for the group.
- Outstanding accomplishments: five equal parts (4 points each for teaching and Level 2, 1 point each for Level 1): Outstanding Employee Award (from school awardee up to national awardee); documented and approved innovations (from conceptualized to adopted in the division); action research at school, district, or division level; publications (co-authorship of a book is divided by the number of authors); and work as a consultant or resource speaker from district to international level.
- Education:
| Education | Teaching | Level 1 | Level 2 |
|---|---|---|---|
| Complete academic requirements for master’s degree | 10 | 6 | 7 |
| Master’s degree | 15 | 7 | 10 |
| Complete academic requirements for doctoral degree | 20 | 9 | 13 |
| Doctoral degree | 25 | 10 | 15 |
- Training: specialized training (scholarships, short courses, study grants) earns one point per month of attendance, up to the cap. Trainings of at least three days not credited in the last promotion earn points by level: for teaching, district 1, division 2, regional 3, national 4, international 5; for non-teaching, double these (2, 4, 6, 8, 10). District to regional levels require three or more trainings; national and international require one. Serving as chair or co-chair of a technical or planning committee uses the same points by level.
- Potential: the capacity to take on the position and higher duties, judged on five equal components: communication skills in Filipino and English, ability to present ideas, alertness, judgment, and leadership ability.
- Psycho-social attributes: human relations, decisiveness, and stress tolerance (teaching: 2, 2, 1; Level 1: 6, 5, 4; Level 2: 2, 2, 1). The order lists five behaviors for each, such as accepting constructive criticism, considering alternatives when solving problems, and controlling negative emotions under pressure.
Repealing clause, sanctions, and effectivity
- Rules and issuances inconsistent with these guidelines are repealed or modified.
- Anyone found violating the provisions shall be dealt with accordingly.
- The order took effect immediately.
Related reading
- DepEd Promotion and Reclassification Guidelines
- Revised Guidelines on the Allocation and Reclassification of School Head Positions
- DepEd Equivalents Record Form (ERF) Requirements
Frequently asked questions
Does DepEd Order No. 66, s. 2007 cover principals and head teachers?
No. It covers other teaching and related teaching positions such as Teacher II and III, supervisors, education program specialists, and guidance counselors, plus all non-teaching positions, but it excludes school heads.
What performance rating is needed for promotion under this order?
The performance rating for the last three rating periods before screening should be at least Very Satisfactory.
How many points does a master’s degree earn for teachers?
Under the annex, a master’s degree earns 15 points for the teaching and related teaching group, complete academic requirements for a master’s earn 10, and a doctoral degree earns the full 25.
How many candidates does the selection board recommend?
The Personnel Selection Board submits a short list of five ranking candidates whenever possible, and the appointing official chooses the most qualified among them.
Which earlier order did this replace?
It revises the guidelines promulgated under DepEd Order No. 54, s. 1993, The DECS System of Ranking Positions and Employees.
Full text of the order
The text below is a transcription of the PDF above, as printed.
DepEd Order No. 66, s. 2007: Revised Guidelines on the Appointment and Promotion of Other Teaching, Related Teaching and Non-Teaching Positions
Republic of the Philippines Department of Education
[logo]
Tanggapan ng Kalihim Office of the Secretary
SEP 17 2007
DEPED O R D E R
No. 66, s. 2007
REVISED GUIDELINES ON THE APPOINTMENT AND PROMOTION OF OTHER TEACHING, RELATED TEACHING AND NON-TEACHING POSITIONS
To: Undersecretaries Assistant Secretaries Bureau/Regional Directors Schools Division Superintendents Public Elementary and Secondary School Heads
The Guidelines on the Appointment and Promotion of Other Teaching, Related Teaching and Non-Teaching Positions were promulgated under DepED Order No. 54, series of 1993 entitled “The DECS System of Ranking Positions and Employees”.
To further achieve the principles of merit and fitness; objectivity and uniformity in evaluation; and strengthening of the selection process for other teaching, related teaching and non-teaching personnel in the Department, significant revisions are hereby adopted.
Immediate dissemination of and compliance with this Order is directed.
[signature]
JESLI A. LAPUS Secretary
Encl.: As stated Reference: DepED Order: (No. 54, s. 1993) Allotment: 1–(D.O. 50-97) To be indicated in the Perpetual Index under the following subjects:
APPOINTMENT, EMPLOYMENT EMPLOYEES OFFICIALS POLICY PROMOTION QUALIFICATION TEACHERS
DepEd Complex, Meralco [illegible], Pasig City 1600 Telephone: 63[?]-7208; 633-7228; 632-1361; 616-4876; 637-6209 Website: www.deped.gov.ph
(Enclosure to DepEd Order No. 66 s. 2007)
GUIDELINES ON THE APPOINTMENT AND PROMOTION OF OTHER TEACHING, RELATED TEACHING AND NON-TEACHING POSITIONS
These guidelines shall apply to the appointment and promotion of Teaching and Related Teaching Group such as: Teacher II and III; Education Supervisor I, II and III; Chief Education Supervisor, Education Program Specialist I and II, Senior Education Program Specialist, Chief Education Program Specialist, Guidance Counselors, Guidance Coordinators and other teaching and related teaching positions indicated in the Magna Carta for Public Schools Teachers, except School Heads – Principals and Head Teachers; and all Non-Teaching Group.
I. PROCEDURE
The HRMO/In-Charge of Personnel shall:
Publish vacant position/s in the Civil Service Commission (CSC) Bulletin of Vacancies or through other modes of publication pursuant to RA 7041 (Requiring the Regular Publication of Existing Vacant Positions in Government Officers)
Announce vacant position/s to be filled and post in at least three (3) conspicuous places in the DepED offices/schools concerned for at least fifteen (15) working days.
List applicants for the vacant position/s, both from inside and outside of DepED offices/schools.
Conduct preliminary evaluation of the qualifications of all applicants.
Require original candidates/appointees to undergo Psychological tests done by accredited institution, or as may be necessary.
Prepare selection line-up which shall reflect the qualifications of candidates.
Post in three (3) conspicuous places in DepED offices/schools for at least fifteen (15) calendar days. The date of posting shall be indicated in the notice.
Notify all applicants of the outcome of the preliminary evaluation.
Submit the selection line up to the PSB/C for deliberation en banc.
The Personnel Selection Board (PSB) shall:
Evaluate and deliberate the qualifications of those listed in the selection line up en banc.
Make a systematic assessment of the qualifications and competence of candidates for appointment to the vacant position.
Conduct further assessment such as: written examination, skills tests, interview and others of qualified candidates.
Submit to the appointing authority the short list of five ranking candidates, whenever possible, whose over-all point scores are comparatively at par with each other based on the comparative assessment of the determinant factors cited herein in II item 5.
The Appointing Official shall:
- Assess the list of top five candidates for appointment submitted by the PSB/C.
- Select from among the top five candidates the one deemed most qualified for appointment to the vacant position.
- Issue appointment in accordance with existing Civil Service rules and regulations.
The Personnel Office shall post the appointment a day after its issuance for fifteen (15) calendar days in at least three (3) conspicuous places in the DepED offices/schools concerned. The date of posting should be indicated in the notice.
II. COMPOSITION OF THE PERSONNEL SELECTION BOARD (PSB)
The PSB shall be composed of the following:
In the Central Office:
Chairperson: Undersecretary
Vice-Chairperson: Assistant Secretary
Members:
Head of Office where the vacancy exists
Chief, Personnel Division
One (1) representative of the DepED Employees’ Union, either for the first or second level, as the case may beIn the Regional Office:
Chairperson: Assistant Regional Director
Members:
Chief of the Division/Unit where the vacancy exists
Chief, Administrative Division
Chief Administrative Officer V (HRMO III)
One (1) representative of the DepED Employees’ Union, either for the first or second level, as the case may beIn the Schools Division:
Chairperson: Assistant Schools Division Superintendent
Members:
Head of the school where the vacancy exists
Administrative Officer V
Administrative Officer II (HRMO I)
President of the Division DepED Employees’ Union/Non-Teaching Association/Faculty Association, as the case may beIn the School:
4.1 Central elementary schools and non-central elementary schools:
Chairperson: Principal/School Head
Members: Four (4) members from among the Grade Level Chairpersons4.2 Elementary schools with no school head:
The SDS shall identify the committee of five (5) to take care of the entire group of schools of this type. Contiguous or proximate schools shall be clustered to complete the group of five.
4.3 Secondary schools with existing department heads:
4.3.1 Teaching Positions
Chairperson: Principal/School Head
Members: Department Head where vacancy exists
Department Head
Administrative Officer
President of Teachers’ AssociationFor secondary schools with no existing department heads, the school head shall designate the members of the committee from among the faculty on the basis of qualification and demonstrated creditable competence.
4.3.2 Non-Teaching Positions
Chairperson: Principal/School Head
Members: Two (2) Department Heads
Administrative Officer
President of Employees’ Union/President of Non-Teaching Association
III. COMPUTATION OF POINTS
The Personnel Selection Board / Committee (PSB/C) shall evaluate the candidates for promotion using the table as indicated for specific positions and assign points for the sub-items under a particular criterion. Such point assignments indicated in “Annex A” shall be uniformly applied and implemented for all promotions in the Central, Region and Division offices.
TEACHING AND RELATED TEACHING GROUP
| CRITERIA | POINTS |
|---|---|
| Performance | 35 |
| Experience | 5 |
| Outstanding Accomplishments (Meritorious Accomplishments) | 20 |
| Education | 25 |
| Training | 5 |
| Psycho-social attributes | 5 |
| Potential | 5 |
| TOTAL | 100 |
NON-TEACHING GROUP
| CRITERIA | Level 1 | Level 2 |
|---|---|---|
| Performance | 35 | 30 |
| Experience | 5 | 10 |
| Outstanding Accomplishments (Meritorious Accomplishments) | 5 | 20 |
| Education | 10 | 15 |
| Training | 10 | 10 |
| Potential | 15 | 5 |
| Psycho-social attributes | 20 | 10 |
| TOTAL | 100 | 100 |
A. Performance Rating
The performance rating of the candidate for the last three (3) rating periods prior to screening should be at least Very Satisfactory.
B. Experience
Experience must be relevant to the duties and functions of the position to be filled.
C. Outstanding Accomplishments
a. Outstanding Employee Award
- Awardee in the school
- Nomination in the division/awardee in the district
- Nomination in the region/awardee in the division
- Nomination in the Department/awardee in the region
- National awardee
b. Innovations
Innovative work plan properly documented, approved by immediate chief and attested by authorized regional/division official:
- Conceptualized
- Started the implementation
- Fully implemented in the school
- Adopted in the district
- Adopted in the division
c. Research and Development Projects
- Action research conducted in the school level
- Action research conducted in the district level
- Action research conducted in the division level
d. Publication/Authorship
- Articles published in a journal/newspaper/magazine of wide circulation
- Co-authorship of a book (shall be divided by the number of authors)
- Sole authorship of a book
e. Consultant/Resource Speaker in Trainings/Seminars/Workshops/Symposia
- District level
- Division level
- Regional level
- National level
- International level
D. Education and Training
a. Education
- Complete Academic Requirements for Master’s Degree
- Master’s Degree
- Complete Academic Requirements for Doctoral Degree
- Doctoral Degree
b. Training
Participant in a specialized training e.g. Scholarship Programs, Short Courses, Study Grants
Participant in three (3) or more training activities in each level conducted for at least three (3) days not credited during the last promotions:
- District Level
- Division Level
- Regional Level
Participant in one (1) training conducted for at least three (3) days not credited during the last promotions:
- National Level
- International Level
Chair/Co-chair in a technical/planning committee
- District Level
- Division Level
- Regional Level
- National Level
- International Level
E. Potential
This refers to the capacity and ability of a candidate to assume the duties of the position to be filled up and those of higher level.
The Personnel Selection Board/Committee (PSB/C) shall determine the potentials of the candidate based on each of the following components:
Communication Skills
Speaks and writes effectively in Filipino and English.Ability to Present Ideas
Presents well-organized and precise ideas with marked command of the language used.Alertness
Manifests presence of mind and awareness of the environment.Judgment
Demonstrates sound judgment.Leadership Ability
Influences others to do the tasks for him.
F. Psychosocial Attributes and Personality Traits
This factor includes human relations, stress tolerance and decisiveness, which would indicate the capability of the candidate to be assets to the entire service system and utilize his/her talents and expertise to the maximum.
a. Human Relations
- Adjusts to the variety of personalities, ranks and informal groups present in the organization
- Internalizes work changes with ease and vigor
- Accepts constructive criticisms objectively whether from his subordinates, peers or superiors
- Observes proper decorum in relating with superiors and peers
- Takes the initiative to organize work groups, adopt procedures and standards in his own level
b. Decisiveness
- Thinks logically and acts accordingly
- Considers alternatives and recommends solutions when faced with problem situations
- Gives convincing recommendations and suggestions
- Acts quickly and makes the best decision possible
- Exercises flexibility
c. Stress Tolerance
- Exercises high degree of tolerance for tension resulting from increasing volume of work, organizational change, environmental conflicts, etc.
- Uses coping mechanisms to handle creatively tensions resulting from one’s work.
- Controls negative manifestations of emotions.
- Performs satisfactorily his duties and functions in a tension-laden situation.
- Channels negative emotions to positive and constructive endeavors.
IV. REPEALING CLAUSE
All rules, regulations and issuances, which are inconsistent with these guidelines are hereby repealed or modified accordingly.
V. SANCTIONS
Anyone found guilty of violating the provisions of this MSP and the enclosed guidelines or parts thereof shall be dealt with accordingly.
VI. EFFECTIVITY
The provisions of this Order shall take effect immediately.
[signature]
JESLI A. LAPUS Secretary
[handwritten: billy]
SPECIFIC NUMBER OF POINT/S ASSIGNED TO EACH CRITERION
| CRITERIA | TEACHING AND RELATED TEACHING | NON-TEACHING GROUP: Level 1 | NON-TEACHING GROUP: Level 2 |
|---|---|---|---|
| A. Performance Rating Performance rating for the last 3 rating periods should be at least Very Satisfactory | 35 Average of the numerical ratings multiplied by 35% | 35 Average of the numerical ratings multiplied by 35% | 30 Average of the numerical ratings multiplied by 30% |
| B. Experience Experience must be relevant to the duties and functions of the position to be filled. | 5 Every year given a point but not to exceed five (5) points | 5 Every year given a point but not to exceed five (5) points | 10 Every year given a point but not to exceed ten (10) points |
| C. Outstanding Accomplishments (Meritorious Accomplishments) | 20 | 5 | 20 |
| a. Outstanding Employee Award | 4 | 1 | 4 |
| b. Innovations | 4 | 1 | 4 |
| c. Research & Development Projects | 4 | 1 | 4 |
| d. Publication/Authorship | 4 | 1 | 4 |
| e. Consultant/Resource Speaker in Trainings/Seminars | 4 | 1 | 4 |
| D. Education | 25 | 10 | 15 |
| Complete Academic Requirements for Master’s Degree | 10 | 6 | 7 |
| Master’s Degree | 15 | 7 | 10 |
| Complete Academic Requirements for Doctoral Degree | 20 | 9 | 13 |
| Doctoral Degree | 25 | 10 | 15 |
| Training | 5 | 10 | 10 |
| Participant in a specialized training, e.g. Scholarship Programs, Short courses, Study Grants | One point for every month of attendance but not to exceed five (5) points | One point for every month of attendance but not to exceed ten (10) points | One point for every month of attendance but not to exceed ten (10) points |
| Participant in three (3) or more training activities in each level conducted for at least three (3) days not credited during the last promotions: | |||
| District Level | 1 | 2 | 2 |
| Division Level | 2 | 4 | 4 |
| Regional Level | 3 | 6 | 6 |
| Participant in one (1) training conducted for at least three (3) days not credited during the last promotions: | |||
| National Level | 4 | 8 | 8 |
| International Level | 5 | 10 | 10 |
[transcriber’s note: table continued from the previous page]
| CRITERIA | TEACHING AND RELATED TEACHING | NON-TEACHING GROUP: Level 1 | NON-TEACHING GROUP: Level 2 |
|---|---|---|---|
| Chair/Co-chair in a technical/planning committee | |||
| District Level | 1 | 2 | 2 |
| Division Level | 2 | 4 | 4 |
| Regional Level | 3 | 6 | 6 |
| National Level | 4 | 8 | 8 |
| International Level | 5 | 10 | 10 |
| E. Potential | 5 | 20 | 10 |
| 1. Communication Skills | 1 | 4 | 2 |
| 2. Ability to Present Ideas | 1 | 4 | 2 |
| 3. Alertness | 1 | 4 | 2 |
| 4. Judgment | 1 | 4 | 2 |
| 5. Leadership Ability | 1 | 4 | 2 |
| F. Psycho-social attributes | 5 | 15 | 5 |
| a. Human Relations | 2 | 6 | 2 |
| b. Decisiveness | 2 | 5 | 2 |
| c. Stress Tolerance | 1 | 4 | 1 |
| TOTAL | 100 | 100 | 100 |
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