OMNIBUS GUIDELINES ON THE PROCESSING OF ERF, RECLASSIFICATION

AND CONVERSION OF POSITIONS

1.0 Purpose
These guidelines are issued to provide rules and criteria on the processing of ERF, Reclassification and
Conversion of positions for the implementation of the position upgrading of eligible public school teachers.

2.0 Coverage, and Exclusion

2.1 Reclassification of positions shall apply only to filled regular positions in the national government covered
by or following the CPCS established under Republic Act (RA) No. 6758 as amended.

2.2 Reclassification of positions shall not apply in the case of casual and contractual positions in view of their
limited tenure.

3.0 Definition of Terms

a. Teachers Preparation Pay Schedule (TPPS) - is the position classification and compensation
scheme for teaching positions in elementary and secondary schools. It similarly applies to guidance
counselors/coordinators, school librarians who are similarly assigned teaching loads. It does not cover
school nurses, school physicians, school dentists and other school employees.
b. Reclassification is a form of staffing modification or position classification action which is applied only
when there is warranted substantial change in the regular duties of the incumbent of the position.
ERF- TI to TII/ TI to TIII/ TII to TIII
Reclassification - T-III to HT I / HT to Principal
Conversion - T-III to MT I
c. Equivalent Record Form (ERF) is a tool for determining the appropriate classification of a
Teacher position. It reflects the educational preparation, training, teaching experience, workshop and
seminars for professional growth undertaken by a teacher.
d. Personnel Services Itemization and Plantilla of Personnel (PSIPoP) - shows in detail the unique
item numbers of the positions, the position titles and salary grades, area codes and types, position
levels, Program/Activity/Project (P/A/P) attribution and authorized salaries of the positions, as well as
actual annual salary, salary step, name, sex, date of birth, Tax Identification Number (TIN), date of
original appointment, date of last promotion, employment status and civil service eligibility of each of
the incumbent.
The second part thereof summarizes the total salaries for the specified number of itemized filled/unfilled
regular positions, the lump-sum appropriations for other personal services components, as well as the
total agency appropriation for personal services. It also includes all Special Provision/s and General
Provisions pertaining to salary adjustments, allowances, fringe benefits and other components of
personnel compensation which may be applicable to the agency.
e. Cluster of Schools- is a group of schools contiguously located and brought together to improve
learning outcomes.
f. Integrated Schools – is a school that offers complete basic education (elementary and secondary
levels) in one school site with unified instructional programs under one (1) school head.
g. Qualification Standards – is a statement of the minimum qualifications for a position which shall
include education, experience, training and civil service eligibility.
h. Merit and Performance – refers to the instructional and administrative competencies based on the
levels of School-Based Management (SBM) practices, including physical and psycho-social fitness of
a person.
i. Outstanding Accomplishments – means exceptional and/or meritorious achievements resulting to
the improvement of service delivery and its impact in the school and community.
j. Relevant Experience – means the performance of the duties and functions required for the higher
position.

1|Page
 k. Relevant Training – refers to training on human resource development, management and leadership,
research and planning, fiscal management and curriculum and instructional supervision conducted by
NEAP and other DepEd accredited service providers.
l. Demonstration Teaching- Demonstrations are valuable teaching tool that aids in teaching a specific
task or project. Demonstrations can appeal to different learning styles and aid in a more complete
understanding for individuals. The demonstration teaching must initiate new strategies used to appeal
to multiple types of learners.

4.0 Components of the Teachers’ Preparation Pay Schedule (TPPS) – (DBM Budget Circular No. 2018-
3, 6.2 of Chapter 6)

Coverage
The TPPS applies to the following classes of positions:

Salary Grade
Class Level
11, 12, 13
Teacher I, II, III
18, 19, 20, 21
Master Teacher I, II, III, IV
14, 15, 16, 17, 18,19
Head Teacher I, II, III, IV, V, VI
14, 15, 16
Special Education Teacher I, II, III
*Special Science Teacher 13,16,19,22, 24
I, II, III, IV, V
10,11,12
Guidance Councilor I, II, III
13, 14, 15
*Guidance Coordinator I, II, III
13, 14, 15
*School Farming Coordinator I, II, III
*Vocational Instruction 16, 17, 18
I, II, III
Supervisor
* Except these positions

It also applies to certain classes of positions in the Library Services Group which have at least one teaching
load:

CLASS LEVEL SALARY GRADE

School Librarian I, II, III 10,11, 12

The TPPS does not apply to Librarian positions not assigned in schools.

4.1 Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary
Schools

Factors for Classification of Positions (DBM Budget Circular No. 2018-3, 6.2.2.1 of Chapter 6)

2|Page
 Under the TPPS, the classification of the teaching positions and others similarly covered are in
accordance with the principle of “equal pay for equal work, training and experience.” The
classification of such positions are determined based on:

4.1.1 academic or educational preparation;

4.1.2 teaching experience including those in private schools; and
4.1.3 extra-curricular activities for professional growth

4.2 Academic Preparation Prerequisites

The minimum requirements for the classification of positions to the levels established for each class
of positions are as follows:
4.2.1 Level I, e.g., Teacher I, School Librarian I - Bachelor of Science in Education degree
or equivalent;
4.2.2 Level II, e.g., Teacher II, Guidance Counselor II - Bachelor of Science in Education
degree or equivalent, plus 20 graduate units; and
4.2.3 Level III, e.g., Teacher III, School Librarian III, Guidance Counselor III - Master’s
degree or

4.3 TABLE OF EQUIVALENTS (DBM Budget Circular No. 2018-3, 6.2.2.3.2 of Chapter 6)

Professional Activities Units of Credit

1. Formal Training 1 unit per academic unit

2. Service in professional committees

a. Workshop, seminar, conference, etc 1 unit per 25 hours

b. Special assignment from the Director to perform 1 unit per assignment of not less than 30 hours
special educational activity (assignment by detail
excluded)
3. Educational travel not for study purposes (report 2 units per 6 months
to be submitted and evaluated)

4. Work experience
a. Trade (must be functionally related to school 5 units per year
assignment)
b. Camp counselor 1 unit per 2-week camping
5. In-service training on the national level
a. Boy Scouting for scout masters 1 unit per training period
b. Public administration or educational supervision 1 unit per training period
6. Teaching experience with paid service
a. Public school 1 unit per 3 years
b. Government summer school ½ unit per 3-unit course
c. Private school prior to assignment in public 1 unit per 5 years
d. Private school courses different from subjects 1 unit per 3 unit course, ½ unit per annual high school
taught in public schools subject

7. Authorship of educational material excluding 5 units

thesis and dissertations used to obtain a Master’s or
Doctor’s degree

8 Administrative and supervisory experience

a. Public school 1unit per 2 years
b. Private school 1 unit per 4 years

3|Page
Note: Region IX Implementation Rule on Table of Equivalents for Item No. 7

Professional Activities Units of Credit

Authorship and membership of educational material

excluding thesis and dissertations used to obtain a
Master’s or Doctor’s Degree

National & Regional Level

Authorship 5 units
Co-Authorship & 4 units
Membership 3 units

Division Level
Authorship 4 units
Co-Authorship & 3 units
Membership 2 units

District Level
Authorship 3 units
Co-Authorship & 2 units
Membership 1 unit

5.0 Guidelines (DBM Budget Circular No. 2018-3)

Reclassification involves a change in any or all of the position attributes, i.e., position title, salary grade or
position level. However, if the salary grade of the position is maintained, the staffing/classification action is
deemed a retitling, provided that the new position title belongs to the same occupational group.

Reclassification of positions shall be subject to approval of the DBM.

5.1 Reclassification may be applied in the following cases:

There are changes in the level/category of the government entity which will bear on the level of
key positions;

5.2.There are changes in the quantitative and other factors used in determining the
appropriate position and level in accordance with existing position classification standards;

5.2.1 The reclassification of a position is provided by law or Presidential authority; or

5.2.2 Other meritorious cases as may be determined by the DBM

5.3 The following are the only instances when reclassification is based on the qualification of the
incumbent:
5.3.1 Implementation of the Equivalents Record Forms (ERFs) of teachers pursuant to
Section 14 of Presidential Decree No. 985, as implemented by DBM Circular Letter No. 84-
4 dated May 30, 1984 and Budget Circular No. 2004-1 dated January 23, 2004;

5.3.2 Implementation of the Master Teachers career path provided under Executive Order
No. 500 dated March 21, 1978, as implemented by National Budget Circular (NBC) No. 303
dated April 10, 1979 and National Compensation Circular No. 24 dated May 20, 1983: and

4|Page
 5.3.3 Implementation of NBC No. 461 dated June 1, 1998 for faculty members of SUCs,
higher education institutions, and TESDA technical education institutions, and of NBC No.
308 dated May 28, 1979 in the case of faculty members of the University of the Philippines
System and the Mindanao State University System.

5.4 A position may be reclassified only within the same class category, as described under Item
3.0 of this Circular.

Accordingly, the previous policy which allows reclassification to a different class category is hereby
rescinded.

5.5 To preserve meritocracy and fitness in the civil service, a position may be reclassified only if
the present incumbent fully meets the qualification standards prescribed by the Civil Service
Commission (CSC) for the position, as reclassified.

5.6 The reclassification shall not result in a distortion in the hierarchy and mix of positions in the
staffing pattern nor in the organizational structure, not only within the unit where said position is
deployed, but also among equivalent or parallel units in the agency.

5.7 The following shall not be used as bases for the reclassification of position:

5.7.1 New duties/assignments which are temporary in nature;

5.7.2 Non-performance of the regular duties and responsibilities of a position by reason of
the incumbent's inability or incompetence; and
5.7.3 Qualifications of the incumbent except those enumerated under 4.3 of this Circular.

5.8 Reclassification shall not apply to vacant regular positions which necessitate changes in their
position titles for being under any of the instances cited in Item 4.2 of this Circular. Instead, the
conversion of positions shall be effected, i.e., the items shall be abolished and in their stead, the
appropriate positions shall be created.

5.9 Agency proposals for reclassification of positions, as endorsed by the respective agency head,
shall be submitted to the DBM Bureau or Regional Office concerned, together with the following
documents:

5.9.1 Duly accomplished Position Description Form (PDF), including the Unique Item No.
of the position to be reclassified per latest Personnel Services Itemization and Plantilla of
Personnel (PSIPoP);
5.9.2 Statement of functions of the unit where the position belongs;
5.9.3 Justification for the reclassification of positions;
5.9.4 A certification that the incumbent fully meets the qualification standards set by the
CSC for the position as reclassified;
5.9 .5 If no amount is appropriated specifically for the reclassification of positions,
identification of vacant positions to be offered for abolition which shall be used as funding
source for said purpose in accordance with the "scrap and build" policy; and
5.9.6 Other documents that DBM may require in the evaluation of proposals.

5.10 Agencies which have been granted budget flexibilities by the DBM may reclassify filled
positions provided, that, the incumbents fully meet the CSC's qualification standards requirement
for the positions, as reclassified; such are in accordance with position classification standards; and
such are within their budget management authorities. Any additional funding requirement shall be
sourced out of the abolition of vacant positions. If found in order, the DBM shall issue the
corresponding Notice of Organization, Staffing and Compensation Action to formalize the change
in the agency staffing pattern. However, if upon review the reclassification actions made by the
agencies are not in order, the DBM reserves the right to make modifications therein.

5.11 Section 14 of Presidential Decree (PD) No. 985 (re: A Decree Revising the Position
Classification and Compensation Systems in the National Government and Integrating the Same)
5|Page
 provides for the salary system for. teaching - positions. Item (a) thereof stipulates that under the
Teachers' Preparation Pay Schedule, the teacher's academic or educational preparation, teaching
experience in both private and public schools, and extra-curricular activities "for professional
growth, shall be considered in pursuance of the principle of equal pay for equal training and
experience. PD 985 directs the DepEd, in consultation with this Department' to establish
"equivalents" to the basic preparation requisites and define the "areas of equivalents" and their
corresponding units or points. This was implemented through the Equivalents Records Form
(ERF)Scheme. (DBM Budget Circular No. 2004-1 dated January 23, 2004)

However, it has been observed that there are teachers who have remained as Teacher I despite
having served in the same position for more than twenty (20) years. It is possible -that many
teachers are unaware of the opportunities offered by the ERF scheme or are daunted by the
documentary requirements.

5.11.1 The ERF contains information on position title, unique item number and authorized
salary in the current Personal Services Itemization and Plantilla of Personnel (PSIPOP).
(Manual on Position Classification and Compensation Circular Letter No. 2007-6)

5.11.2 Credits claimed as to educational preparation, years of teaching experience in public or

private schools and professional activities shall be itemized and supported either by the original
or certified true copy of the teacher’s special orders, diploma or transcript of records. The
authenticity of the documents such as educational preparation and seminars attended shall be
certified by the school registrar and the director of training, respectively.

5.11.3 The allowable credits are computed on the basis of the Table of Equivalents.(Annex A)
The educational preparation, teaching experience and credits allowed are matched with
corresponding category in the preparation and classification levels of the Teachers’ Preparation
Pay Schedule (TPPS).

The processing of the ERF involves the following steps:

(DBM Budget Circular No. 2018-3, 6.2.2.3.2 of Chapter 6)

5.11.4 Role of the DepEd

• The filling of the ERF can be initiated either by the Schools Division (SD) or the teacher
concerned.

5.11.5 SD Initiative

• The SD shall identify teachers with 20 or more years of teaching experience, evaluate the
duly certified service records, prepare the Certification as to the names of qualified teachers,
and inform the teacher concerned that such submission has been made on his/her behalf.

• In case of approval, the SD shall determine whether or not the approved ERF is within the
cut-off date. In case of disapproval, the teacher shall be informed by the SD concerned.
Teachers retiring during the year are not covered by the cutoff dates.

• If within the cut-off date, the SD shall prepare a request for ERF implementation which shall
be endorsed and submitted together with the duly certified service records and Certification
as to the names of qualified teachers by the DepEd Regional Office (RO) to the DBM RO
concerned. Upon receipt of the Notice of Organization, Staffing and Classification Action
(NOSCA), the DepEd RO shall prepare the Notices of Salary Adjustment (NOSA) and the
necessary adjustment to the salaries of the teachers concerned. Manual on Position
Classification and Compensation.

• The SD shall issue the NOSA to the teacher concerned.

6|Page
 5.11.6 Teacher’s Initiative
• A teacher who has rendered less than 20 years of service but has earned 20 masteral units
shall prepare and submit his/her ERF to the SD.

• The ERF shall be evaluated by the SD and post-audited by the DepEd RO concerned to
determine whether it meets the required points or not.
• The teacher shall be duly informed by the DepEd RO through the SD whether his/her ERF
is approved or disapproved.

• Consequently, steps 2 to 5 of the SD Initiative are taken.

5.11.7 Role of the DBM

• The DBM RO shall determine whether there are available funds for the implementation
thereof. If none, the same shall be returned to the DepEd RO with the information that the
reclassification may be considered in the next budget cycle.

• If there are available funds, the DBM RO shall prepare the corresponding NOSCA and issue
the same to the DepEd RO. The salary adjustment accruing to the teachers concerned shall
be charged against the lump-sum for ERF implementation.

6.0 The Commission through Resolution No. 07-1427 dated July 24, 2007 clarifies and
reiterates the following rules on appointments to reclassified/ upgraded positions.

6.1Appointment to a filled position which was reclassified /upgraded may be allowed if the incumbent
fully meets the qualification standards of the reclassifies/upgraded position.

6.2 Appointments to positions which were reclassified/upgraded based on the qualifications of

incumbents under the instances cited below is allowed:
6.3 Teachers on the basis of an approved Equivalent Record Forms (ERF) (Pursuant to Sec 14 of
Presidential Decree no. 985 dated August 22, 1978 as implemented by Circular Letter No.84-4
dated May 30, 1984) and those covered by Teachers Preparation Pay Schedule (Pursuant to
Executive Order No. 500 as implemented by National Budget Circular No. 303 dated April 10,
1979).

6.4 Qualification Standard for Teacher II, III (DECS Manual on Organization and Staffing Standards)

1. Teacher I or Teacher II with at least 3 years experience as permanent in the current position may
apply for Teacher III/SPED provided they are holder of approved ERF
2. Teacher III with atleast 3 years experience in current position and with an approved ERF as Head
Teacher I-III may apply for reclassification to Head Teacher I (Ladderized)
3. Teacher III with atleast 3 years experience in current position and with an approved ranking for
Master Teacher may apply for reclassification for Master Teacher I

For Teacher II (Regional Memorandum No. 46, s. 2014)

• Bachelor’s Degree for Teachers

• 3 years teaching experience plus 20 units in M.A.
• 9 years teaching experience plus 18 units in M.A.
• 20 years teaching experience without M.A. units

For Teacher III (Regional Memorandum No. 46, s. 2014)

• Bachelor’s Degree for Teachers

7|Page
 • 3 or more years teaching experience plus Completed Academic Requirements (CAR) in Master of
Arts or M.A. graduate.
• 20 years teaching experience plus 20 or more units in M.A.

6.5 Requirements for Teacher II and III

1. Endorsement from the SDS justifying that the incumbent of the position to be reclassified is qualified
to occupy the new position (2 copies)
2. Duly Accomplished ERF (5copies), properly signed by the applicant and authorized signatories.
3. Transcript of Records (TOR) reflecting Bachelor’s Degree, MA degree, units earned or completion of
academic requirements (CAR) with special order number for private schools duly authenticated by the
issuing school/School Registrar. In the absence of this, a machine copy shall be duly authenticated by
the Record Officer or Administrative Officer V of the Division Office. (1 copy)
4. Latest Service Records issued and signed by Administrative Officer (2 original copies)
5. Certification of Performance Rating for the last 3 school years (Numerical and Adjectival Rating)
duly approved by the School Head DepEd Order No. 2, s. 2015 and to be authenticated by Administrative
Officer V. (2 original copies)
6. Omnibus Sworn Statement that all documents submitted are true and correct with documentary stamp
duly signed by the applicant, duly sworn to by a lawyer (2 original copies)
7. Existing/Actual Duties and Responsibilities- Position Description Form (2 copies), duly signed by the
applicant and approved by the immediate superior/school head.
8. Proper Tabbing of the Documents as listed in the requirements shall be followed and long, off white
folder shall be used.

6.6 Qualification Standard for Special Education Teacher I, II, III (DECS Order No. 5, s. 1997)

A. SPED Teacher

An elementary grade teacher who underwent formal training in Special Education at the national,
regional, division level and who is presently teaching children with special needs shall be considered as a
SPED Teacher. As a SPED Teacher, he/she provides educational services to any of the children with
special needs, namely; the Gifted or fast learners, the mentally retarded, the visually impaired, the hearing
impaired, the learning disabled, the orthopedically handicapped, the chronically ill, the autistic children and
those with behavior problems assigned in special schools, Special Education (SPED) Centers and in
regular schools with SPED programs.

B. Qualification Standards

B.1 SPED Teacher I (Grade 14)

EDUCATION

The teacher must be a Bachelor’s degree in education with specialization in special

education or has a minimum of 18 units of SPED at the graduate level. The one month summer training in
SPED conducted at the Philippine Normal University, the University of the Philippines, the YMCA Open
College, Manila and other recognized institutions through the DECS or other NGO funding agencies shall
be given a credit of 9 units.

ELIGIBILITY

The teacher must possess the appropriate civil service eligibility.

EXPERIENCE

The teacher must have at least 3 years experience in providing educational services to
children with special needs.

8|Page
 PERFORMANCE RATING

The teacher must have a very satisfactory performance in the last three years.

B.2 SPED Teacher II (Grade 15)

To qualify for SPED Teacher II, he must have 38 units in Special Education at the masteral
level.

B.3 SPED Teacher III (Grade 16)

To qualify for SPED Teacher III, he must be a MA in SPED or its equivalent.

B.4 SPECIAL SCHOOL PRINCIPAL

A principal of a special education (SPED) center/ school which offers educational services to the
gifted or fast learners, the mentally retarded, the visually impaired, the hearing impaired, the learning disabled,
the orthopedically handicapped, the chronically ill, the autistic children and those with behavior problems shall be
reclassified as Special School Principal.

B.4.1 Qualification Standards

B.4.1.1 SPECIAL SCHOOL PRINCIPAL I (Grade 18)

EDUCATION AND EXPERIENCE

He must have professional training in the organization, and supervision in special education
and teaching experience in the education of children with special needs.

NUMBER OF TEACHERS

He/She must have a minimum number of 10-25 SPED Teachers under his/her supervision.

B.4.1.2 SPECIAL SCHOOL PRINCIPAL II (Grade 19)

For Special School Principal I to qualify as Special School Principal II, he/she must have at
least 50 SPED Teachers under his/her supervision.

6.7 Requirements for ERF Application for Special Education Teacher II and Special Education
Teacher III

1. Endorsement from the SDS to RO justified by SH and stating that the incumbent of the position to be
reclassified is qualified to occupy the new position (2 copies)
2. Duly Accomplished ERF (5copies), properly signed by the applicant and authorized signatories
3. Transcript of Records (TOR) reflecting Bachelor’s Degree, MA degree, units earned or completion of
academic requirements (CAR) with special order number for private schools duly authenticated by the
issuing school/School Registrar. In the absence of this, a machine copy shall be duly authenticated by
the Record Officer or Administrative Officer V of the Division Office. (1copy)
4. Latest Service Records issued and signed by Administrative Officer (2 original copies)

9|Page
5. Certification of Performance Rating for the last 3 school years (Numerical and Adjectival Rating) duly
approved by the School Head DepEd Order No. 2, s. 2015 (2 original copies)
6. Omnibus Sworn Statement that all documents submitted are true and correct with documentary stamp
duly signed by the applicant, duly sworn to by a lawyer (2 original copies)
7. Existing/Actual Duties and Responsibilities- Position Description Form (2 copies), duly signed by the
applicant and approved by the immediate superior/ school head.
8. Certification that the school is a SPED Center (1 copy)
9. List of Pupils enrolled in SPED Class Program prepared by applicant, certified correct by the principal
and noted by District Supervisor. (1copy)
10. Proper Tabbing of the Documents as listed in the requirements shall be followed and long, off white
folder shall be used.

6.8 Requirements for Teacher II-III and SPET II-III for Implementation

1. Basic letter-request from the Schools Division Superintendent addressed to DBM Regional Director thru
the DepEd RO-IX Regional Director for issuance of NOSCA (1 copy)
2. Approved PAL- soft copy and 1 hard copy only
3. Approved ERF original copy, If machine copy, marked “A certified True copy from the original, signed by
authorized official” (1copy)
4. Existing Actual Duties and Responsibilities – Position Description Form (2 copies), duly signed by the
applicant and immediate superior/ school head.
5. Proper Tabbing of the Documents as listed in the requirements shall be followed and long, off white
folder shall be used.

6.9 Career Lines (DBM Budget Circular No. 2018-3, 6.3.1 of Chapter 6)

6.9.1 For purposes of advancement, teachers are given the option of choosing alternative career lines in
school administration or classroom teaching.

6.9.2 At the base of the career system is the Teacher position. Thereafter, a teacher may be promoted
either as Elementary/Secondary School Principal, following the school administration career line, or as
Master Teacher, which falls under the teaching career line.

6.10 Classroom Teaching Career Line (CTCL) (DBM Budget Circular No. 2018-3, 6.3.2 of Chapter 6)

6.10.1 Executive Order No. 500 established a system of career progression and promotion for public
school teachers. Four (4) levels of Master Teacher classes under the CTCL, were created as follows:

6.10.2 Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary
Schools

6.10.3 There are established qualitative and quantitative criteria for each level of Master Teacher. An
applicant must possess all the prescribed qualifications to be considered for a particular level which is
measured in terms of educational preparation, performance rating, and teaching experience.

6.10.4 There is, likewise, a quota system on the allowable number of Master Teacher positions in
elementary and secondary schools. The quota system as determined by the DepEd, in consultation with
DBM, is as follows:

6.10.4.1 For elementary schools: Total Master Teacher positions shall not exceed 10% of the
total authorized teacher positions in the district, to wit:

6.10.4.2 Master Teacher I positions shall not exceed 6.6% of the total number of authorized
teaching positions.

6.10.4.3 Master Teacher II positions shall not exceed 3.4% of the number of authorized Master Teacher I
positions.
10 | P a g e
 6.10.4.4 For secondary schools: One (1) Master Teacher position regardless of level may be allowed per
subject area with at least 5-7 authorized teacher positions within the school.

6.11 Attributes and Functions (DBM Budget Circular No. 2018-3, 6.3.2.4 of Chapter 6)

The following attributes and functions have been identified for Master Teacher levels:

1. Only those who are actually teaching shall be considered for Master teacher position. This includes
teachers who besides assuming special assignments have regular teaching loads.
2. Positions for Master Teacher (MT) shall be allotted proportionally on the basis of number of
teachers. The number for the division shall likewise be distributed proportionally among all districts.
3. An allotment of one (1) MT position per subject area for at least 5-7 teachers should be the basis
in the secondary level (DECS Order No. 70, s. 1998)
4. If there are not enough qualified teachers in the district to fill the number of MT position allotted to
it, the positions may be filled by a qualified teacher from other districts; provided, however, that
such teacher shall serve in the district where the MT position have been allotted.

6.12 Qualification Standards for Master Teachers

Pursuant to Executive Order No. 500 dated March 21, 1978, qualified Master Teacher I/II may now be
recommended for reclassification to Master Teacher III/IV on basis of the criteria given in MEC Order No. 10,
s. 1979 (copy enclosed)

The number of Master III positions in each district shall not exceed 25% of the total number of MT I positions.
Likewise the number of MT IV shall not exceed 25% of the present number of MT II positions. The total number
of Master Teachers I-IV shall not exceed 10% of the total number of teachers in each district.

To illustrate:

District A has 120 Teachers

Present number of: MT I - 8 - 2

MT II - 4 - 1
_________
Total: 12

Under this DECS Order:

MT I - 6
MT II - 3
MT III - 2
MT IV - 1
__________
Total: 12

CRITERIA FOR MASTER TEACHER (DECS Order No. 57. S. 1997)

6.12.1 Master Teacher I

• Permanent teacher;
• Bachelor’s degree for teachers or equivalent as provided in the Magna Carta for Public School
Teachers;
• Very satisfactory performance rating for the last two years (at least 33 points)
11 | P a g e
 • At least 3 years teaching experience; and
• At least 25 points in leadership and potential, or has been a demonstration teacher in the district level
plus 15 points in leadership and potential.

6.12.2 Master Teacher II

• Master Teacher I for at least one year;

• Very satisfactory rating (at least 33 points) as Master Teacher I
• Bachelor’s degree for teachers or equivalent as provided in the Magna Carta for Teachers, plus
completion of academic requirements for Master of Arts; and
• At least 30 points in leadership, potential and achievement; or has been a demonstration teacher in
the division level plus 20 points in leadership and potential, provided the activities or accomplishments
listed for this purpose had not been credited or used for similar promotions.

6.12.3 Master Teacher III

• Master Teacher II
• M.A. in education or equivalent;

The following are considered MA equivalent;

a. Bachelor’s degree for teacher or equivalent plus 20 years experience and at least 20 units for MA;
b. Bachelor’s degree for teacher or equivalent plus at least 20 graduate units and at least 18 credit
allowances. (See table of credit allowances)
• Very satisfactory performance rating (at least 35 points) as Master Teacher II; and
• At least 45 points in leadership, potential and achievement, provided the activities or accomplishments
cited for this purpose had not been credited for an earlier promotion.

6.12.4 MasterTeacher IV

• Master Teacher III;

• At least a full fledged M.A. in Education, MAT or M.Ed;
• Outstanding performance rating as Master Teacher III
• At least 60 points in leadership, potential, and achievements provided the accomplishments and
achievements cited for this purpose had not been credited for an earlier promotion.

6.12.5 Requests for reclassification of teaching positions to Master Teacher I and from Master Teacher I
to Master Teacher II shall be supported by the plantilla and the pertinent evaluation documents. It shall
then be reviewed and verified by the DBM RO concerned, subject to the budget rules and regulations on
release of funds prescribed under National Budget Circular No. 303 and National Compensation Circular
No. 24 respectively.

6.13 Requirements for Master Teacher I, II, III and IV (Elementary)

1. Basic Letter Request from the SDS- Address to DBM Regional Director thru the DepEd RO IX Regional
Director for the issuance of NOSCA (3copies)
2. Approved PAL signed by SDS – Soft Copy and Hard (1copy) sent to RO
3. TOR reflecting Bachelor’s Degree, MA Degree, units earned or completion of academic requirements (CAR)
with special order number for private schools duly authenticated by the issuing school. In the absence of
this, a machine copy shall be duly authenticated by the Record Officer or Administrative Officer V of the
Division Office. (1copy)
4. Updated Service Record issued by authorized official ( 2 original copies)
5. Certification of Performance Rating for the last 3 school years (Numerical and Adjectival Rating) duly
approved by the Administrative Officer as indicated in DepEd Order No. 2, s. 2015 (2copies)
6. Division/District Rank List must be signed by the Ranking Committee (Elem) (1 copy)
7. District Data Bulletin (Elementary) prepared by PSDS and approved by the Administrative Officer (1copy)
12 | P a g e
 8. Division Data Bulletin (Elementary) prepared by HRMO and approved by the Administrative Officer/SDS
9. Existing/Actual Duties and Responsibilities – Position Description Form (2copies), properly signed by
the applicant and immediate superior/school head.
10. Omnibus Sworn Statement that all documents submitted are true and correct with documentary stamp
duly signed by the applicant, duly sworn to by a lawyer (2 original copies)
11. Evaluation Sheet (Original 3 copies) duly signed by authorized signatories.
12. Proper Tabbing of the Documents as listed in the requirements shall be followed and long, off white
folder shall be used.

Note: Requirements for Demonstration Teaching

MT-I - District Level Demo Teaching
MT-II - Division Level Demo Teaching
MT -III - Regional Level Demo Teaching
MT -IV - National Level Demo Teaching
Demonstration teaching must initiate new strategies used to appeal to multiple types of learners and adopted
by the district or division. Demonstrations that are simulation shall not be considered in the requirements to qualify
for MT positions.

6.14 Requirements for Master Teacher I, II, III and IV (Secondary)

1. Basic Letter Request from the SDS -Address to the DBM Regional Director
thru the DepEd RO IX Regional Director for the issuance of NOSCA (3 copies)
2. Approved PAL signed by SDS – Soft copy and Hard -1 Copy sent to RO
3. TOR reflecting Bachelor’s Degree, MA degree, units earned or completion of academic requirements
(CAR) with special order Number for private schools duly authenticated by the issuing school. In the
absence of this, a machine copy shall be duly authenticated by the Record Officer or Administrative Officer
V of the Division Office.. (1 copy)
4. Updated Service Records issued by the authorized official ( 2 Original copies)
5. Certification of Performance Rating for the Last 3 school years (Numerical and Adjectival
rating) duly approved by the authorized official per DepEd Order No. 2, s. 2015(2 copies)
6. List of teachers in 8 subject areas with corresponding item nos. (within the school PSIPOP) in
secondary Level (prepared by HT per department and approved by the principal (2 copies)
7.School Rank List ( by subject area) must be signed by the Ranking Committee and
Principal noted by the SDS (1 copy)
9. Master Class Program signed by the Principal attested by Division Planning Officer for secondary Level.
(1copy)
10. Evaluation Sheet (Original 3 copies) duly signed by authorized signatories.
11. Existing/Actual Duties and Responsibilities – Position Description Form (2 copies), properly signed by
the applicant and immediate superior/ school head.
12. Omnibus Sworn Statement that all documents submitted are true and correct with documentary stamp
duly signed by the applicant, duly sworn to by a lawyer (2 original copies)
13.Proper Tabbing of the Documents as listed in the requirements shall be followed and long, off white
folder shall be used.

Note: Requirements for Demonstration Teaching

MT-I - District Level Demo Teaching
MT-II - Division Level Demo Teaching
MT -III - Regional Level Demo Teaching
MT -IV - National Level Demo Teaching

13 | P a g e
 Demonstration teaching must initiate new strategies used to appeal to multiple types of learners and adopted
by the district or division. Demonstrations that are simulation shall not be considered in the requirements to qualify
for MT positions.

7. School Administration Career Line (DBM Budget Circular No. 2018-3, 6.3.3 of Chapter 6)

The second career line is school administration which covers Head Teachers and School Principals.

7.1 Item E (12), Section 7, Chapter I of Republic Act (RA) 9155. provides that the selection, promotion and
designation of school heads shall be anchored on the principles of merit, competence, fitness and equality,
rather than on the number of teachers/learning facilitators and learners in the school.

(DO 97, s. 2011)

• Allocation of school head positions for schools division/school district/cluster of schools in the
elementary, secondary, integrated, special education, special science and technical-vocational
education.
• Promotion of a school head through reclassification of the incumbent’s plantilla item, who in a
current position has mastered all job elements to the point where he/she meets the requirements
of a higher level position, but no vacancy exists in the Personal Services ltemization and Plantilla
of Personnel of the division/ school.
• The school head positions shall refer to the following plantilla items:

▪ Head Teacher I to VI (SG 14 to 19)

▪ Principal I to IV (SG 19 to 22)

• Reclassification of Head Teacher position for secondary schools serving as Academic Department
Head is excluded from these guidelines. The said position may only be considered for
reclassification if the incumbent shall first assume the responsibilities of a School Head and meets
the requirements of the position under these guidelines.

7.2 Basic Policies (DO 97, s. 2011)

A. On Allocation/Creation of School Head Positions

1. Existing school or cluster of schools without school head position shall be

provided with Head Teacher or Principal positions.

2. The allocation of positions of school head per school or cluster of schoolsare as

follows:

2.1 Head Teacher (HT)

2.1.1 One (1) HT I position per school with at least 6 teachers;

2.1.2 One (1) HT I position in a cluster of at least 3 schools with an

aggregate of at least six (6) teachers; and

2.1.3 In case of far-flung areas, a cluster of schools shall be entitled to

one (1) HT position as determined by the Schools Division
Superintendent.

2.2 Principal (P)

2.2.1 One (1) P I position for every complete elementary or

secondary school with at least nine (9) teachers; and
14 | P a g e
 2.2.2 One (1) P I position for every cluster of at least 3 schoolswith
an aggregate of at least nine (9) teachers.

2.3 Schools with at least sixty (60) teachers shall be provided with a Head
Teacher to assist the School Head. Integrated schools with atleast thirty
(30) teachers shall be allowed to have a Head Teacher position.

3. Clustering of at least three (3) neighboring schools within the school district which
includes primary and multi-grade schools may be allowed, provided there are no
other available school heads to handle the schools to be clustered.

4. Creation of HT I and P I positions may also be allowed for a certain region/division

if it has been determined to have a shortage of school headpositions using the
criteria stipulated in Items 2 and 3 Paragraph A under Basic Policies.

5. Filling-up or creation of additional positions in schools/divisions with excess items

of HT and P shall be deferred.

6. The Regional Offices shall regulate the utilization of excess items of HT and P
among the schools and schools divisions within the Region, through conversion to
teaching positions or transfer to other divisions.

B. On Reclassification of School Head Positions (DO 97, s. 2011)

1. Except for HT I and P I, further reclassification of school head positions shall no

longer be anchored on the number of teachers but based on merit and
performance as indicated in the requirements for the position.

2. Reclassification may only be resorted to if there is no available vacant

School Head position.

3. Further reclassification may only be allowed after three (3) consecutive years of
at least Very Satisfactory or two (2) consecutive years of Outstanding
performance from the effectivity of the latest appointment.

4. The basic requirements for reclassification to the desired school head positions shall be
as follows:

Performance
Position Title SG Education Experience Training Rating
Head Teacher 1 14 At least 12 MA units 3 years 24 hours of relevant At least Very
in the fields of teaching training initiated, Satisfactory for
administration, experience sanctioned, the last 3
supervision, and TIC or approved/recognized consecutive
leadership or OIC for at by DepEd not used years; or
management least 1 year in the immediate Outstanding for
previous promotion the last 2
consecutive
years
Head Teacher 15 At least 24 MA units HT I for 1 24 hours of relevant At least Very
II in the fields of year training initiated, Satisfactory for
administration, sanctioned, the last 3
supervision, approved/recognized consecutive
leadership or by DepEd not used years; or
management in the immediate Outstanding for
previous promotion the last 2
15 | P a g e
 consecutive
years
Head 16 At least 36 MA units HT II for 2 32 hours of relevant At least Very
Teacher III in the fields of years training initiated, Satisfactory for
administration, sanctioned, the last 3
supervision, approved/recognized consecutive
leadership or by DepEd not used years; or
management in the immediate Outstanding for
previous promotion the last 2
consecutive
years
Head 17 Completed Academic HT III for 2 32 hours of relevant At least Very
Teacher IV Requirements in the years training initiated, Satisfactory for
fields of sanctioned, the last 3
administration, approved/recognized consecutive
supervision, by DepEd not used years; or
leadership or in the immediate Outstanding for
management previous promotion the last 2
consecutive
years
Head 18 Completed Academic HT IV for 2 40 hours of relevant At least Very
Teacher V Requirements in the years training initiated, Satisfactory for
fields of sanctioned, the last 3 years;
administration, approved/recognized or Outstanding
supervision, by DepEd not used for the last 2
leadership or in the immediate consecutive
management previous promotion years

Head 19 Master’s degree in HT V for 2 40 hours of relevant At least Very

Teacher VI the fields of years training initiated, Satisfactory for
administration, sanctioned, the last 3
supervision, approved/recognized consecutive
leadership or by DepEd not used years; or
management in Outstanding for
the immediate the last 2
previous promotion consecutive
years
Principal I 19 Master’s degree in Two (2) 48 hours of relevant At least Very
the fields of years as HT III for training initiated, Satisfactory for
administration, elementary; sanctioned, the last 3
supervision, approved/recognized consecutive
leadership or Two (2) years as by DepEd not used years; or
management HT VI for in the immediate Outstanding for
secondary previous promotion the last 2
consecutive years
Principal II 20 Master’s degree in One (1) year 48 hours of relevant At least Very
the fields of as Principal I training initiated, Satisfactory for
administration, sanctioned, the last 3
supervision, approved/recognized consecutive
leadership or by DepEd not used years; or
management plus 6 in the immediate Outstanding for
doctoral units previous promotion the last 2
consecutive
years
Principal III 21 Master's degree in Two (2) years 56 hours of relevant At least Very
the fields of as Principal II training initiated, Satisfactory for
administration, sanctioned, the last 3
supervision, approved/recognized consecutive
leadership or by DepEd not used years; or
16 | P a g e
 management plus 12 in the immediate Outstanding for
doctoral units previous promotion the last 2
consecutive
years
Principal IV 22 Master's degree in Two (2) years 56 hours of relevant At least Very
the fields of as Principal III training initiated, Satisfactory for
administration, sanctioned, the last 3
supervision, approved/recognized consecutive
leadership or by DepEd not used years; or
management plus 24 in the immediate Outstanding for
doctoral units previous promotion the last 2
consecutive
years

5. The required experience of the applicant must be relevant to the position such as
designated as Teacher-In-Charge who had served at least one (1) year in public
schools.
6. An incumbent Head Teacher III in the elementary level supervising at least 9 teachers
for at least three (3) years may request reclassification
of his/her position to Principal I, provided all the requirements stipulated in these
guidelines, except the experience, are satisfied.
7. Citations/awards granted to the Head Teacher or Principal for outstanding
accomplishments such as moving the school to a higher level of SBM
practices/accreditation like Brigada Eskwela Awardee and APPES and/or
Sterling, etc. shall be given consideration.

8. The applicants for Principal I positions shall have:

a. Passed the National Qualifying Examination for Principals (NQEP) and

completed the Basic Training Course for School Heads as certified by the
National Educators Academy of the Philippines (NEAP);

b. Obtained at least fifty per cent (50%) of the indicators for internal and
external stakeholders as assessed and certified by the Division SBM Task
Force (using the SBM assessment tools); and

c. Obtained at least ten (10) points of the Psychosocial Attributes and

Personality Traits as assessed and certified by the Division Selection and
Promotions Board.

9. The applicants for reclassification to HT I-VI and P II-IV positions shall be

certified by the NEAP to have attended the required trainings for the desired
position. Trainings attended shall be attested as true and correctby the SDS
and shall be submitted to the NEAP through the Regional Office.

10. Incumbent Principals I, II or III, and passers of the Qualifying Examination for
Principals (QEP) are exempted from taking the NQEP. However, the applicant
shall attach his/her QEP rating administered by the Region.

11. The pertinent documents for submission by the applicant are as follows:
a) Justification for the reclassification of position;
b) Duly Accomplished Form 212 (Personal Data Sheet);
17 | P a g e
c) Certified, Authenticated and Verified (CAV) Transcript of Records;
d) Service Records;
e) Performance Rating Sheet for the last three (3) consecutive years;
f) Certificates/Proofs of Outstanding Accomplishment;
g) Equivalent Records Form for HT positions; Position Description Form for Principal
positions
h) NEAP Certification as to the result of NQEP taken and Basic Training
Course for School Heads attended;
i) SBM Task Force’s Certification as to the rating obtained in the internal and
external stakeholders’ assessment;
j) Division Selection and Promotions Board’s Certification on the points obtained in
the Psychological Attributes and Personality Traits assessment; and
Enrolment Data (Form 3) in the present school assignment, including the
cluster schools handled, if any.
12. The Division Office shall also submit the following documents, duly signed by the
Schools Division Superintendent to support the reclassification:
a. Copy of the latest post-audited Personal Services ltemization and Plantilla
of Personnel (PSIPOP) where the item is reflected
b. List of teachers under supervision, with the identification of their
respective plantilla item number per latest post-audited PSIPOP
c. Copy of the latest post-audited PSIPOP wherein the names of the
teacher under supervision are reflected
d. Certification of non-availability of item.
13. The school assignment of the candidate school head for reclassification is non-
station specific (DepED Order 42 s. 2007) but within the same schools division.
14. Exception to Items 8 and 9 above may also be allowed provided the applicant has
superior qualifications such as:
14.1 Supervising a school that belongs to top 10 Performing Schools in the
region/division/ secondary or elementary level for the last 2 school years based on
any three (3) of the following:
a) National Achievement Test;
b) Completion Rate;
c) Cohort Survival Rate;
d) Drop Out Rate; or
e) those who have achieved the maturity level of School-based Management
practice and Level III accreditation.
14.2 Introduced, adopted and/or implemented innovations in curriculum and instruction

18 | P a g e
 (i.e. documented Outstanding Accomplishments) certified by the Schools Division
Superintendent.
15. All requests for reclassification of positions that meet all the requirements must be
forwarded and recommended by the Schools Division Superintendent (SDS) to the
Regional Office. Processing of requests shall be in the Regional Office for onward
recommendation to the DBM Regional Office.

C. PROCEDURE
a. On Allocation of School Head Positions (DO 97, s. 2011)
1. Every start of Budget Preparation Phase of the year, the Division Human Resource Management
Officer (HRMO) shall prepare and submit to the Regional Office, through the SDS, the School Head
Positions Requirement Analysis, for purposes of determining the required number of Head Teacher I
and Principal I positions for creation in the division [i.e. Number of schools including cluster of schools
requiring school head positions less the division’s existing number of school head positions based on
PSIPOP for the Fiscal Year and number of Teacher positions with DBM-approved reclassification to
Head Teacher I/II/III and Principal I positions for the year]. It is encouraged that analysis be done
before the beginning of the school year.
2. The Regional HRMO shall validate and consolidate the School Head Positions Requirement
Analysis per division, for inclusion in the Budget Proposal of the region for the year.

b. On Reclassification of School Head Positions (DO 97, s. 2011)

1. The applicant shall file his/her request for reclassification, providing therein all relevant
information of his/her position to the Personnel Section of the Schools Division Office (duly
recommended and endorsed by the District Office for elementary level). The applicant shall submit
the original or certified true copies of the documents required under Item V.11. The applicant shall be
accountable on the authenticity of the documents submitted.
2. The Division HRMO shall perform the initial evaluation as to the completeness and veracity of
the submitted documents and qualifications of the applicants, and shall prepare the matrix indicating
the qualifications of each applicant.
2.1 Only applications with complete documents under these guidelines may be considered
for reclassification.
2.2 Failure of the applicant to provide the complete documents as required within a period
set by the SDS may result in the denial of his/her request. The SDS may disqualify an
applicant based upon false information in his/her application for reclassification, without
prejudice to the filing of an appropriate action against him/her, administrative and/or
criminal, as evidence may warrant.
2.3 The SDS may reject the application of any applicant who does not possess the minimum
qualifications required for the desired position.
2.4 A letter of notification shall be served by the SDS to the applicants of the action taken
on their requests.
3.The Division HRMO shall forward the initial evaluation report duly signed by the Division
Administrative Officer together with the application for reclassification and the attachments to the
SDS.
4. The Division Personnel Selection Board shall assist the SDS in the following:

19 | P a g e
 4.1 Conduct thorough interviews of applicants based upon the position description of
the job to be reclassifie ; and
4.2 Prepare a duly signed statement summarizing the result of the process done,
attesting to the fact that the applicant/s is/are qualified for reclassification.
5.After a thorough review of the qualified applications, the SDS shall then submit his/her
recommendation to the DepEd Regional Office for re-evaluation/validation.
6.After validation of submitted documents and determination of funding requirements, the Regional
Office shall recommend approval of the reclassification to the Regional DBM.
7.The Regional Director shall also inform the recommendees through the SDS of the action taken
by the DBM Regional Office on their requests/applications.

(Manual on Position, Classification and Compensation)

7.3 The selection, promotion and designation of school heads shall be anchored on the principles of merit,
competence, fitness and equality.

7.4. Applicants for Head Teacher and Principal positions must possess executive and managerial
competence, in addition to the following criteria:

• Performance
• Experience and Outstanding Accomplishments
• Education and Training
• Potential
• Psycho-social Attributes and Personality Traits Annex 1 presents the details on these criteria.

7.5. Policies Pertaining to Principals

• 7.5.1 Aspirants for Principalship must pass a test to be considered for selection
• 7.5.2 To qualify for the test, the aspirant must be any of the following:

o Master Teacher I for at least two (2) years

o Master Teacher II for at least one (1) year
o Head Teacher for at least one (1) year
o Teacher-in-Charge for at least two (2) years

7.5.3 The test shall serve as a mechanism for evaluating the aspirants in terms of the 3-dimensional
leadership qualifications. It may consist of paper & pencil, simulation, etc.

7.5.4. The Department Central Office will set the standards for testing.

7.5.5. Test development and quality assurance will be provided by the Regional Office. The test
administration will be division-based.

7.5.6 Those who pass the test shall form the pool of qualifiers from which shall be drawn those who
will undergo the training for Principalship.

7.5.7 Pending the development of the test, those who have successfully completed the Basic School
Management Course (BSMC) and the Strategic Management and Instructional Leadership Course for
School Administrators (SMILE-CSA) being conducted by the National Educators Academy of the
Philippines (NEAP) will be exempted from the test requirement for a one year period reckoned from
the date of the issuance of this Order.

20 | P a g e
 7.5.8 The ranking of candidates for Principal position shall be open to all qualified
applicants/candidates.

7.5.9 The appointment of a school principal shall be non-station specific.

7.6 . Policies Pertaining to Head Teachers

7.6.1 Promotion to higher Head Teacher positions shall likewise be on an open ranking basis.

7.6.2 The ranking of candidates to a Head Teacher position shall be open to all qualified
applicant/candidates.

7.7 Computation of Points (DO 97, s. 2011)

1. A candidate must obtain at least sixty (60) points to deserve the reclassification. It is advised that
an applicant should have earned the minimum point for each criteria set, i.e. criteria on outstanding
accomplishment shall have minimum points of 10 points.

2. Specific points assigned for each criterion in the rating for Head Teacher/Principal positions, which
must be in relation to School-Based Management scale of practice, among others, are as follows:

Criteria Maximum No. of Points

Performance Rating 20
Experience 10
Outstanding Accomplishments 30
Education and Training 15
Potential 10
Psychosocial Attributes and Personality Traits 15
Total 100

a. PERFORMANCE RATING (20 points)

The average performance rating of the applicant prior to screening should be at least Very Satisfactory for
the last 3 consecutive years or Outstanding for the last 2 years. The average of the numerical ratings shall
be given points as follows:

Numerical Rating Points

9.4 - 10 20
8.7 - 9.3 16
8.0 - 8.6 12
7.3 - 7.9 8
6.6 – 7.2 4

21 | P a g e
b. EXPERIENCE (10 points)
Experience must be relevant to the duties and functions, including the mentoring and coaching
experiences, of the position to be reclassified, with every year given a point but not to exceed ten (10)
points. Every month of service in excess of one year shall be given a corresponding point.
Example.’ 1 yr. & 5 mos. 1 5/12 = 1.4 points
5 yrs. & 11 mos. 5 11/12 = 5.9 points

C. OUTSTANDING SBM RELATED ACCOMPLISHMENTS (30 points)

c.1. Outstanding Employee Award (5 points)
Awardee in the school - 1 pt.
Nomination in the division/awardee in the district - 2 pts.
Nomination in the region/awardee in the division - 3 pts.
Nomination in the Department/awardee in the region - 4 pts.
National awardee - 5 pts.
c.2 Innovations (5 points)
Innovations in work plans properly documented, approved by immediate chief and attested by authorized
regional/division official, and focused on instructional leadership, educational management and curriculum
innovations:
Conceptualized 1 pt.
Started the implementation 2 pts.
Fully implemented in the school 3 pts.
Adopted in the district 4 pts.
Adopted in the division 5 pts.
c.3 Research and Development Projects (10 points)
Action research conducted in the school level - 5 pts.
Full-blown research conducted in the district level - 7 pts.
Full- blown research conducted in the division level - 10 pts.
c.4 Publication/Authorship related to Education or School Improvement (5 points)

Articles published in a journal/newspaper/ - 2 pts.

magazine of nationwide circulation
(per article but not to exceed 4 pts)
Co-authorship of book - 4pts.
(shall be divided by the number of authors)
Sole authorship of an educational or School-
22 | P a g e
 Improvement-related book - 5 pts.
c.5 Consultant/Resource Speaker in Trainings/Seminars/ Workshops/Symposia (5 points)
District level - 1 pt.
Division level - 2 pts.
Regional level - 3 pts.
National level - 4 pts.
International level - 5 pts.
d. EDUCATION AND TRAINING RELATED TO SBM/LEADERSHIP AND MANAGEMENT - (15
points)
d.1 Education (10 points)
Complete Academic Requirements for Master’s Degree - 6 pts
Master’s Degree - 7 pts
Complete Academic Requirements for Doctoral Degree - 9 pts
Doctoral Degree - 10 pts
d.2 Training (5 points)
Participant in a specialized training
e.g. Scholarship Programs, Shot Courses, Study Grants - 5 pts.
shall be given one (1) 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 pt.
Division Level - 2 pts.
Regional Level - 3 pts.
Participant in one (1) training conducted for at least three (3) days not credited during the last
promotions:
National Level - 4 pts.
International Level - 5 pts.
Chair/Co-chair in a technical/planning committee
District Level - 1 pt
Division Level - 2 pts.
Regional Level - 3 pts.
National Level - 4 pts.
International Level - 5 pts.
e. POTENTIAL (10 points)

23 | P a g e
 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 positions.
The Personnel Selection Board/Committee (PSB/C) shall determine the potentials of the
candidate based on each of the following components:
e.1 Communication Skills - 2 pts.
- Speaks and writes effectively in Filipino and English.
- Capacity to use Information and Communication Technology
e.2 Ability to Present Ideas - 2 pts.
Presents well-organized and precise ideas with marked command of the language used.
e.3 Alertness - 2pts.
Manifests presence of mind and awareness of the environment.
e.4 Judgment - 2 pts.
Demonstrates sound judgment
e.5 Transformational Leadership Ability Influences - 2 pts.
others to do the tasks for him

f. PSYCHOSOCIAL ATTRIBUTES AND PERSONALITY TRAITS (15 points)

This factor includes human relations, stress tolerance and decisiveness, which would indicate the
capability of the candidate to be an asset to the entire system and utilize his/her talents and
expertise to the maximum.
f.1 Human Relations (5 pts.)
i. Adjusts to the variety of personalities, ranks and informal - 1 pt.
groups present in the organization (including external groups)
ii. Internalizes work changes with ease and vigor - 1 pt.
iii. Accepts constructive criticisms objectively - 1 pt.
whether from his subordinates, peers, superiors
or external stakeholders
iv. Observes proper decorum in relating with superiors, - 1 pt.
peers and external stakeholders
v.Takes the initiative to organize work groups, adopt - 1 pt.
procedures and standards in his own level
f.2 Decisiveness (5 pts.)
i. Thinks logically and acts accordingly - 1 pt.
ii. Considers alternatives and recommends - 1 pt.
solutions when faced with problem situations
iii. Gives convincing recommendations and suggestions - 1 pt.

24 | P a g e
 iv. Acts quickly and makes the best decision possible - 1 pt.
v. Exercises flexibility - 1 pt.
f.3 Stress Tolerance/Management (5 pts.)
i. Exercises high degree of tolerance for tension resulting -1pt. from increasing
volume of work, organizational change,
environmental conflicts, etc.
ii. Uses coping mechanisms to handle creatively tensions - 1 pt.
resulting from one’s work
iii. Controls negative manifestations of emotions - 1 pt.
iv. Performs satisfactorily his/her duties and functions in a - 1 pt.
tension-laden situation
v. Channels negative emotions to positive and - 1 pt.
constructive endeavors

*Regional implementing policy to supplement the requirements for reclassification to the desired school
head position for Secondary Head Teacher I.

Performance
Position Title SG Education Experience Training Rating
Head Teacher 1 14 At least 12 MA units 3 years
in the fields of teaching 24 hours of relevant At least Very
administration, experience training initiated, Satisfactory for
supervision, and TIC or sanctioned, the last 3
leadership or OIC of subject approved/recognized consecutive
management area department by DepEd not used years; or
for at least 1 year in the immediate Outstanding for
previous promotion the last 2
consecutive
years

8. Requirements for Principal II, III, and IV

1. Basic Letter Request from the SDS -Address to the DBM Regional Director
thru the DepEd RO IX Regional Director for the issuance of NOSCA (3copies)
2. Approved PAL signed by SDS – Soft copy and Hard -1 copy sent to RO
3. Evaluation Sheet for Elementary and Secondary Level – 3 original copies
with original signatures of authorized signatories.
4. Passed the NQEP and completed the Basic Training Course for School Heads
(please refer to # 8,9,10 of DepEd Order no. 97, , s. 2011) for Principal I
5. Transcript of Records reflecting Ed.D degree, units earned or completion of academic requirements (CAR)
with Special Order No. of private schools duly authenticated by the issuing school. In the absence of this, a
machine copy shall be duly authenticated by the Record Officer or Administrative Officer V of the Division Office.
(1 copy)
6. Updated Service Record issued by the authorized officials (2 copies)

25 | P a g e
7. Certification of Performance Rating for the last 3 School Years (Numerical and
Adjectival Rating) duly approved by the authorized official per Dep Ed Order
No. 2. S. 2015 (2 copies)
8. Existing/Actual duties and responsibilities – Position Description Form (2 copies), duly signed by the
applicant and immediate superior/school head.
9. SHDP Certificate of Completion
10. Omnibus Sworn Statement that all documents submitted are true and correct with documentary stamp duly
signed by the applicant, duly sworn to by a lawyer (2 original copies)

11. Proper Tabbing of the Documents as listed in the requirements shall be followed and long, off white folder
shall be used.

8.1 Requirements for Head Teacher I-VI (for PAL)

1.Basic Letter-Request from the SDS addressed to the DBM Regional Director thru the
DEpEd RO IX Regional Director for issuance of NOSCA (3 copies)
2. Approved PAL signed by SDS – Soft and Hard Copy 1 copy sent to RO
3.Evaluation Sheet (Elementary/Secondary) Original 3 copies
4. Evaluation Sheet of Head Teacher I (Secondary) 3 original copies with original signatures and list of
Teachers to be supervised should be reflected as well as the Plantilla Item Numbers
5. Evaluation Sheet of HT-II and up (Secondary) – No need to indicate the list of teachers.
6. Approved ERF (if machine copy, marked “A” certified true copy from the original, signed by authorized
official”) 1 copy
7.Existing/Actual Duties and Responsibilities – Position Description Form (2 copies), duly signed by the
applicant and immediate superior/school head.
8. Proper Tabbing of the Documents as listed in the requirements shall be followed and long, off white
folder shall be used.

8.2 Requirements for Head Teacher I-VI (Elementary) for Application

1. Endorsement from the SDS stating/justifying that the incumbent of the position to be reclassified is qualified
to occupy the new position (3 copies)
3. Duly Accomplished ERF (5 copies), properly signed by the applicant and authorized
Signatories
4. Updated Service Records issued by the authorized official (2 Original copies)
5. Certification of Performance Rating for the Last 3 school years (Numerical and Adjectival rating) duly
approved by the authorized Dep Ed Officials DepEd Order No. 2, s. 2015 (2 copies)
6. TOR reflecting Bachelor’s Degree, MA degree, units earned or completion of Academic Requirements (CAR)
with Special Order Number for private schools duly authenticated by the issuing school. In the absence of this,
a machine copy shall be duly authenticated by the Record Officer or Administrative Officer V of the Division
Office. (1 copy)

7. Enrollment Data (SF 4) in the present school assignment, including the cluster school handled, prepared by
the Principal (elementary) duly initialed by the Planning Officer and approved by the SDS (2 copies)

8. Designation Order as OIC/TIC/ cluster head for straight 1 year up in a particular school or department
issued by the Schools Division Superintendent (for HT-1 Position) in Elementary (1 copy)

9. List of Teachers supervised with item number for Elementary prepared by the applicant, noted by the District
Supervisor (2 copies)

26 | P a g e
10. Existing/Actual Duties and Responsibilities – Position Description Form (2 copies), duly
signed by the applicant and immediate superior/school head.
11. Omnibus Sworn Statement that all documents submitted are true and correct with documentary stamp duly
signed by the applicant, duly sworn to by a lawyer (2 original copies)

12. Proper Tabbing of the Documents as listed in the requirements shall be followed and long, off white folder
shall be used.

8.3 Requirements for Head Teacher I-VI (Secondary) for Application

1. Endorsement from the SDS stating/justifying that the incumbent of the position to be
reclassified is qualified to occupy the new position (2 copies)
2. Duly Accomplished ERF (5 copies), properly signed by the applicant and authorized signatories
3. Updated Service Records issued by the authorize d official (2 Original copies)
4. Certification of Performance Rating for the Last 3 school years (Numerical and Adjectival rating) duly
approved by the authorized Dep Ed Officials DepEd Order No. 2, s. 2015 (2 copies)
5. TOR reflecting Bachelor’s Degree, MA degree, units earned or completion of academic
requirements (CAR) with special order Number for private schools duly authenticated by the issuing school. In
the absence of this, a machine copy shall be duly authenticated by the Record Officer or Administrative Officer V
of the Division Office. (1 copy)
6. Designation Order as OIC/TIC/ cluster head for 1 year up in a particular school or department issued by the
schools Division Superintendent (for HT-1 Position) Secondary Level (1 copy) Noted or Attested by SDS
7. Master Class Program (Secondary) prepared by the Principal duly initialed by the Planning Officer and
approved by the SDS (1 copy)
8. List of Teachers supervised with item number for Secondary Levels prepared by the applicant, noted by the
school principal (2 copies)
9.Existing/Actual Duties and Responsibilities – Position Description Form (2copies), duly signed by the
applicant and immediate superior/ school head.

10. Omnibus Sworn Statement that all documents submitted are true and correct with documentary stamp duly
signed by the applicant, duly sworn to by a lawyer (2 original copies)

11. Proper Tabbing of the Documents as listed in the requirements shall be followed and long, off white
folder shall be used.

9.School Librarian Qualification Standard

The school library media center shall be appropriately staffed by full time licensed librarians and trained
clerical support, the number of which is proportionate to student population. (DO 56, s. 2011)

9.1 .Size

For an enrollment of 500 or less
For an enrollment of 1000
For an enrollment of 2000
- 1 full time professional librarian + 1 support staff
-1 full time professional head librarian/media specialist, 2 full time
librarian/ media specialist, + 2 support staff
- 1 full time professional head librarian/media specialist, 2 full time
librarian/ media specialist + 4 support staff

27 | P a g e
 Note: There shall be an additional librarian and two additional support staff for every additional one
thousand enrollment.

9.2. Qualifications

Professional Librarian – BLS/BLIS graduate or BSE/BSEED major or minor in Library Science, or –

certified by Board for Librarians (or licensed)

Note: The head librarian/media specialist must have graduate units in Library and Information Science (LIS)
or related field (e.g.) MA, major in educational technology) and 5-year experience in the library.

The professional licensed librarian shall be given a faculty status, with corresponding privileges and other
benefits comparable to those of the teaching faculty.

28 | P a g e
References:

DO 97, s. 2011 - Revised Guidelines on the Allocation and

Reclassification of School Head Position

DO 56, s. 2011 - Standards for Philippine Libraries

DO 29, s. 2002 - Merit Selection Plan of DepEd

DECS Order No. 5, s. 1998 - Reclassification of Regular Teacher and Principal Items to Special
Education (SPED) Teacher and Special School Principal Items

DO 2, s. 2015 Guidelines on the Establishment & Implementation of the Results-

Based Performance Management System (RPMS) in the
Department of Education

DECS Manual on Organization and Staffing Standards

DECS Order No.57, s. 1997 - Further Implementation of the Career Progression System for
Master Teachers

DBM Budget Circular No. 2018-3 - Guidelines on the Reclassification of Positions

DBM Budget Circular No. 2018-4 - Index of Occupational Services, Occupational Groups, Classes and
Salary Grades , CY 2018 Edition

DBM Budget Circular Letter No. 2007-6 - Manual and Position Classification and
Compensation

DBM Budget Circular No. 2004-1 - Guidelines on Automatic Upgrading of Eligible Public School
Teachers Through the Equivalents Record Form Scheme

Presidential Decree No. 985 - A Decree Revising the Position Classification and Compensation
Systems in the National Government and Integrating the Same

29 | P a g e