MA. CAROL C.

FABRAO
ETH 603
DR. LANIE PACADALJEN

RECRUITMENT AND SELECTION PROCESS IN DEPED

Who may avail of the Service?

 Applicants who hold a valid certificate of registration/professional license as a teacher from the Professional Regulation commission (PRC)
seeking to be appointed to a Teacher I position
 Qualified applicant who is with a valid professional license issued by Philippine Regulation Commission and who meets the requirements of
the evaluation selection applied by the a Schools Division
 Bonafide resident of a particular barangay, municipality, city or province for at least six months who declared himself/herself as a resident
of a particular barangay, municipality, city or province in the Personal Data Sheet
 List of candidates who obtained an overall score of fifty five (55) points and above on the criteria provided in the hiring guidelines during
the evaluation and screening by a Schools Division
Fees: None

Schedule of Availability of Service:

January 15 to March 15 - Recruitment-Announcement of Vacancies and Receipt of Applications
March 16 – 31 - Verification, Validation of Documents submitted and Interview of applicants
April 1 – 15 - Evaluation and Selection of Qualified Applicants

April 16 – 30 - Submission of Rank list to the Schools Division Superintendent and posting in conspicuous places

Requirements:

1. Application letter 6. Copies of the service record, performance rating and

2. CSC Form 212 (revised 2005) in two (2) copies with the school clearance for those with teaching experience
 latest 2x2 ID picture
3. Certified photocopy of the PRC professional identification
card
4. Certified photocopy of ratings obtained in the Licensure
Examination for Teachers/Professional Board Examination
for Teachers
5. Certified copy of Transcript of Records for baccalaureate
course
7. Certificate of specialized training, if any
8. Certified copy of Voter’s ID and/or any proof of residency as
deemed acceptable by the School Screening Committee
9. NBI Clearance
10. Omnibus Certification of authenticity and veracity of all
documents submitted, signed by the applicant.

How to avail of the Service?

APPLICANT/CLIENT SERVICE PROVIDER DURATION OF PERSON IN CHARGE

ACTIVITY
Submit a written 1. Receives application and verifies documents submitted as to Within 10 minutes SCHOOL SCREENING COMMITTEE
application with the the completeness, veracity, accuracy and authenticity. A. Elementary
required documents ·School Head-Chair
2. Submits the list of applicants together with their pertinent Within 10 minutes
to the earest ·4 Teachers as Members
documents to the Division Selection Committees for
elementary or B. Secondary
Elementary and Secondary Schools.
secondary school ·School Head – Chair
head 3. Receives from School Screening Committee the list of Within 1 day · Dept. Head Concerned
applicants with the corresponding documents. · 3 teachers from the different
learning areas as members.
4. Verifies documents submitted for completeness, accuracy, Within 1 hour
authenticity and veracity.
5. Evaluates applicants based on Education, Teaching Within 2 hours DIVISION SELECTION COMMITTEE
Experience, LET/PBET Rating, Experiential Learning Course For Elementary
and Specialized Training Skills. Chair: ASDS
Members: 3 EPS
6. Conducts interview. Within 3 days
President, PESPA
7. Observes and rates demonstration teaching applicants. Within 2 days Representative CSO
8. Administers the English Proficiency Test. Within 2 days For Secondary
9. Reviews and consolidates for check and balance purposes, Within 1 day Chair: ASDS
the results of individual ratings of applicants based on Members: 3 EPS
the scores they obtained in each criterion for evaluation. President, NAPSSHI
Representative, CSO
10. Prepares separate Division wide RQAs for Kindergarten, Within 2 days
Elementary and Secondary following the point system
below:
Registry A 76 points and above
Registry B 69 to 74 points
Registry C 62 to 68 points
Registry D 55 to 61 points

11. Identifies applicants who are volunteer and LGU-hired Within 1 day
/funded teachers who have rendered for at least one (1)
year, and/or are bona fide residents of the locality .
These applicants will be marked as priority. However,
meeting more than one of the aforementioned conditions
does not give a higher priority for the applicant. See
section 6.9 and 6.11 of DepEd Order No. 14, s. 2014.

12. Secures list of LGU hired /funded teachers from Within 1 day
the office of the city mayor/administrator.

13. Ensures that LGU hired/funded and Within 1 day

volunteer teacher applicants go through the application
process as provided for in the guidelines.

14. Submits the complete results of the evaluation of Within 30 minutes

applicants including pertinent records of deliberations ,
 to the Office of the Schools Division Superintendent for
approval.

15. Provides every Elementary, Secondary schools and Office Within 1 day
of the Regional Director with copies of the RQA for
posting in their jurisdiction.

16. Furnishes a copy of the RQA to the Local Government UNIT Within 1 day
(LGU) to encourage the hiring of licensed teachers to
locally funded items.

17. Posts the complete results in the at least three (3) Within 30 minutes
conspicuous places in the Division Office.
TASK 2:
Which would you give prime im portance, attitude or apptitude of employee? Why? Explain
Answer: In an ideal world, we'd like to hire people who have the proper mindset as well as the right skills. If I have to choose between the two, I will always go with
the individual who has the correct attitude.
People with the correct attitude are both driven and adaptable, making them more willing to master new abilities. Most new abilities may be acquired quickly with
the appropriate attitude and enough work. While altering attitude typically entails changing behaviors, which is always more difficult to accomplish since people
must want to change, which is unlikely to occur without the correct attitude.
Overall performance can be influenced by one's attitude.
Getting people to fit into an organization when they have the incorrect mindset might be like attempting to fit a square peg into a round hole. They can simply
conflict with the organization's culture, disrupting teamwork, producing unhappiness, and affecting overall performance.
Obstacles can be overcome with the appropriate attitude.
"When the going gets tough, the tough get going," as we've all heard. When it comes to having the appropriate aptitude, the expression goes, "When the going gets
rough, the clever get going." However, this is not the case.