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Salary Loan Table - RNG Coastal Bank RNG Bank offers salary loan for permanent DepEd teaching and non-teaching staff thru Automatic Payroll Deduction System (APDS). Features: 📍LOW INTEREST RATE 📍LOAN AMOUNT UP TO 500,000 📍5 YEARS MAXIMUM LOAN TERM 📍NO HIDDEN CHARGES 📍NO NEED TO GO TO THE OFFICE A Bank that is built with trust and integrity and committed to provide quality and safe banking services to its existing and future clients, RNG Coastal Bank, Inc . is a banking institution established in the year 1974. The Bank has 15 operating branches in the Visayas, 11 in Cebu and 4 in Bohol. Providing various financial products and services to its clients for almost 50 years, RNG Coastal Bank remains strong and continuously grows its number of branches to reach more Filipinos. Here are the branches of RNG Coastal Bank: RNG Coastal Bank Head Office Cor. Cabancalan Road, Talamban, Cebu City 6000 Labangon Branch Punta Princesa, (Labangon) Cebu City Asturias Branch Poblacion, Asturias, Ce...

Understanding DepEd Order No. 021, s. 2024: Streamlining Recruitment and Appointment in the Department of Education

Introduction

On December 23, 2024, the Department of Education (DepEd) released DepEd Order No. 021, s. 2024, introducing amendments to DepEd Order No. 007, s. 2023. These changes aim to further streamline the recruitment, selection, and appointment processes within the Department, ensuring the timely and efficient filling of vacant positions. The amendments are designed to align with existing Civil Service Commission (CSC) rules, the Agency Merit Selection Plan, and other related guidelines.

This blog explores the key points of the amendments, focusing on their implications for teacher applicants, school administration positions, and the overall recruitment process.

Key Amendments to DO 007, s. 2023

1. Scope of Recruitment Guidelines

The amended order reiterates that DO 007, s. 2023 governs the recruitment, selection, and appointment processes for:

  • Teacher I positions (Kindergarten, Elementary, Junior High School, Senior High School, and Alternative Learning Systems).
  • School Administration (SA) positions.
  • Related-Teaching (RT) and Non-Teaching (NT) positions.

However, the order excludes processes for higher teaching positions (e.g., Master Teachers), reclassification of teaching positions, and Career Executive Service (CES) roles. Existing guidelines for these positions remain in effect unless modified by future issuances.

2. Improved Hiring Process for Teacher I Positions

Continuous Pool of Applicants

DepEd aims to maintain a pool of qualified Teacher I applicants throughout the school year. Schools Division Offices (SDOs) are authorized to call for applications as early as October of the previous year, enabling proactive teacher needs analysis and minimizing mismatches in specialization.

Additional Information in Job Postings

Job announcements will now include:

  • Key stage or grade level.
  • Subject/learning area specialization.
  • Program-specific details (e.g., ALS, Special Needs Education).
  • Language proficiency requirements.
  • Specialized skills (e.g., Filipino Sign Language, assistive technology).

Streamlined Documentary Requirements

To reduce costs for applicants, notarization of certain documents, such as the Omnibus Sworn Statement, is no longer required. Instead, applicants can swear documents before any authorized public officer.

3. Hiring of Provisional Teachers

In line with RA 10533, non-licensed graduates of specific fields (e.g., Science, Mathematics, Engineering) may be hired for specialized subjects in cases of teacher shortages. However, these appointments are provisional and subject to CSC rules.

Key conditions include:

  • Applicants must meet a 50-point cut-off score in the comparative assessment.
  • Provisional appointments are permitted only in the absence of qualified eligible candidates.

4. Localization Law and Special Hiring Arrangements

Prioritizing Local Applicants

DepEd adheres to RA 8190, which prioritizes hiring applicants who are residents of the barangay, municipality, city, or province where the school is located.

Special Programs Beneficiaries

Beneficiaries of programs like 4Ps, SPIMS, and DOST Scholarship Programs are prioritized in hiring. These applicants are exempt from the 50-point cut-off but must still undergo assessments to identify professional development needs.

5. Enhanced Role of HRMPSB

The Human Resource Merit Promotion and Selection Board (HRMPSB) is tasked with ensuring a fair and efficient recruitment process. The board is authorized to create sub-committees to handle application receipt, evaluation, and assessment.

In cases involving Indigenous Peoples (IP) communities, the HRMPSB may consult IP elders/leaders to assess applicants' suitability for IP education roles.

6. Appointment to School Principal Positions

Only candidates who have passed the National Qualifying Examination for School Heads (NQESH) or similar assessments are eligible for first appointments to School Principal positions. Incumbent principals are exempt from retaking the examination when seeking promotion to higher levels.

7. Timely Appointment of Substitute Teachers

To address temporary vacancies, SDOs will appoint substitute teachers from the existing pool of applicants in the Comparative Assessment Results – Registry of Qualified Applicants (CAR-RQA). Substitute teachers will assume Teacher I positions with Salary Grade 11, regardless of the grade level or salary grade of the incumbent teacher.

Enabling Mechanisms for Faster Hiring

To expedite the hiring process, the following measures have been introduced:

  • Quick updating of the CAR-RQA for applicants who scored below the cut-off.
  • Applicant-sharing systems among nearby SDOs.
  • Carryover of CAR-RQA scores for applicants not hired within the current school year, allowing them to update credentials for the next hiring cycle.

Conclusion

DepEd Order No. 021, s. 2024, underscores the Department’s commitment to enhancing recruitment processes and addressing teacher shortages efficiently. By emphasizing merit, specialization, and inclusivity, the amendments aim to attract the best candidates while supporting the unique needs of communities and schools across the country.

This revised framework not only streamlines the hiring process but also ensures that education professionals are well-equipped to deliver quality education to Filipino learners.

Call to Action: Stay updated on DepEd’s announcements and recruitment schedules. For aspiring teachers and school administrators, this is your opportunity to contribute to shaping the future of Philippine education!

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