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🎯 Understanding the Author's Purpose: Exploring Emotion, Intent, and Expression in Writing ✍️

Every written piece carries a hidden engine that drives its very creation— the author's purpose . Whether the goal is to inform , persuade , entertain , or express emotion , understanding this purpose helps readers unlock deeper meanings and appreciate the work on a more profound level. 🧭 What is the Author’s Purpose ? In every work of literature or nonfiction, the author's purpose refers to the intended effect the writer wants to have on the reader. It shapes not only what the author writes but how they write it. Writers consciously select literary forms , devices , and points of view that will best serve their main goal . Whether crafting an objective report or a lyrical poem, the form reflects the underlying purpose. For example, when a writer wants to remain objective and simply inform , they often choose nonfiction prose forms such as an autobiography , a historical account , or an academic essay . These structures aim to present factual information and clarit...
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Comprehensive Guide on DepEd Order No. 020, Series of 2024: Initial Evaluation of Applicant Qualifications

The Department of Education (DepEd) has issued Order No. 020, Series of 2024, which outlines the processes for the initial evaluation of applicants for teaching and non-teaching positions. This guide focuses on Section C: "Initial Evaluation of the Qualifications of Applicants," providing a detailed breakdown of key provisions and their implications for Human Resource Management Officers (HRMOs) and applicants.

Qualification Standards (QS) and Initial Evaluation

1. Ensuring Alignment with CSC-Approved Standards

Upon receiving applications, the HRMO evaluates the applicants’ qualifications based on the Civil Service Commission (CSC)-approved Qualification Standards (QS). This process involves assessing whether applicants meet the minimum requirements in the following areas:

  • Education

  • Experience

  • Training

  • Eligibility

  • Competency (if applicable)

2. Performance Requirements

Internal Applicants:

  • A minimum performance rating of Very Satisfactory (VS) in the most recent complete performance cycle (one year) is mandatory.

  • For positions like Teacher II to Master Teacher V, applicants must meet the performance requirements based on Classroom Observable Indicators (COIs) and Non-Classroom Observable Indicators (NCOIs). These are specified by the number of proficient, highly proficient, or distinguished COIs/NCOIs at either Very Satisfactory or Outstanding levels.

External and Non-Teacher Applicants:

  • External candidates must demonstrate consistent Very Satisfactory ratings over one to three preceding performance cycles, depending on the position.

  • For positions like Teacher II, SNET II, or Master Teacher I, at least VS performance ratings from the most recent one to three cycles are required.

3. Illustrative Examples of Performance Assessment

Example 1:

  • Date of Assessment: August 2, 2025

  • Position Applied For: Master Teacher I

  • Performance Requirements:

    • 21 Proficient COIs at Outstanding

    • 8 Proficient NCOIs at VS and 8 at Outstanding

  • Supporting Documents: IPCRFs from the last three school years (SY 2024-2025, SY 2023-2024, and SY 2022-2023).

Example 2:

  • Date of Assessment: August 2, 2025

  • Position Applied For: Teacher III

  • Performance Requirements:

    • 12 Proficient COIs at VS

    • 8 Proficient NCOIs at VS

  • Supporting Documents: IPCRFs from SY 2024-2025 and SY 2023-2024.

Evaluation Results and Communication

1. Initial Evaluation Results (IER)

The HRMO compiles an Initial Evaluation Results (IER) document, detailing the applicants’:

  • Basic qualifications and credentials

  • Compliance with CSC-approved QS and performance requirements

  • Classification as either Qualified (Q) or Disqualified (DQ)

The HRMO submits the IER to the HRMPSB for deliberation and posts it in conspicuous locations while ensuring compliance with the Data Privacy Act (RA No. 10173).

2. Notification of Applicants

  • Qualified Applicants: Receive a Letter to Qualified Applicants (Annex E-1).

  • Disqualified Applicants: Receive a Letter to Disqualified Applicants (Annex F-1).

  • Official communication channels include email, postal mail, courier service, and verifiable electronic platforms.

HRMO Accountability and Sub-Committees

1. Consultation with HRMPSB

In exceptional cases, the HRMO may seek advice from the HRMPSB on:

  • Relevance of education, training, or experience

  • Special cases requiring collegial decisions

2. Designation of Sub-Committees

The Schools Division Superintendent (SDS) may designate sub-committees at the district or Schools Division Office (SDO) levels to assist in evaluations. However, the HRMO retains full accountability for final evaluation results.

Conclusion

DepEd Order No. 020, Series of 2024, sets a comprehensive framework for the fair and consistent evaluation of applicants. By adhering to these guidelines, the HRMO ensures transparency, compliance with CSC standards, and alignment with DepEd’s mission to uphold meritocracy in hiring processes. Applicants are encouraged to prepare their credentials and performance records meticulously to meet the outlined requirements.

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