Names: Lynlie B.

Catapan
Mary Mae P. Delatanid
Rezel G. Quiles
Issue that needs to be resolved: THORNS AMONG DEP- ED TEACHER APPLICANTS
Executive Summary
The purpose of this position paper to provide insight into the obstacles that
aspiring teachers applying to the Department of Education (DepEd) must
overcome. Last March 22, 2023, the Department of Education (DepEd) recently
issued DepEd Order No. 7, s. 2023, establishing guidelines for the recruitment,
selection, and appointment of personnel in the Central Office, regional offices,
schools’ division offices, and schools. The policy underscores the values of merit,
fitness, competence, equal opportunity, transparency, and accountability, as well
as the organization’s dedication to providing quality basic education. The policy
sets forth specific guidelines, procedures, and criteria for various positions,
encompassing both teacher roles and executive/managerial positions. This policy
aims to guarantee a systematic and competency-based approach to personnel
selection, ensuring the proper individuals are assigned to the appropriate
positions at the optimal time.
However, many teacher applicants face challenges because of the new guidelines
specifically to the renewal of Registry of Qualified Applicants every year and the
master’s degree for additional points to the teacher applicants. Some of the
requirements may not align with the preferences and circumstances of every
applicant. This can result in limited options for prospective teachers. As someone
who have personally encountered these challenges, we think it is essential to
solve these problems in order to guarantee a just and efficient hiring procedure
for future educators.

Effects of thorns among dep- ed teacher applicants

The difficulties faced by teacher applicants in the Department of Education
(DepEd) can have significant effects on both the applicants themselves and the
overall education system. One of the results is decreased motivation and morale
towards their dreams. The extremely competitive character of the selection
process, combined with lengthy and complicated application processes, might
result in a decline in motivation and morale among teacher applicants. Aspiring
educators may become less enthusiastic due to the ongoing pressure to stand out
and the uncertainty of the results. Due to this, gifted individuals may decide to
forego the application procedure or even pursue alternate career paths, thus
resulting in the loss of skilled teachers. Difficulties in the application process, can
contribute to teacher shortages in certain areas. If applicants are unable to be
hired where vacancies exist, it can create imbalances in teacher distribution. This
can lead to unwillingness to apply again and decide to apply abroad for they don’t
have a choice anymore. Financial constraints can also hinder the ability of
deserving candidates from economically disadvantaged backgrounds to pursue a
teaching career due to the renewal of Registry of Qualified Applicants. In addition,
deserving applicants from economically disadvantaged families may find it difficult
to pursue a teaching career due to financial restrictions
If teacher applicants face obstacles in securing teaching positions, their
professional growth and development may be hindered. Without opportunities to
enter the teaching profession, educators may struggle to gain the necessary
experience and exposure needed to enhance their pedagogical skills. This can
impact the overall quality of teaching and limit the potential for innovation and
improvement within the education system.

Approaches
a. Retaining of Registry of Qualified Applicants
b. Teacher applicants should only renew the process they think they have low
scores for example in interview process the total point is 10 but the
applicant only get 5 which is not satisfactory then the applicant have the
choice to renew the process in the next hiring schedule.
c. Master’s Degree should only be required when the teacher is already hired
for promotion purposes.
d. Master’s degree should only be a plus points in applying for Teacher I.
Analysis
If the approaches above should be implemented, cost of money and time in
the application process maybe lessened and the decreased of motivation and
morale of the aspiring teachers towards their dreams maybe avoided