How Teachers Can Ace the Initial Evaluation for Promotion

If you’re a dedicated public school teacher aiming for career growth, you already know how challenging the promotion process can be. From gathering documents to meeting performance requirements, it sometimes feels like a maze of rules and standards. But here’s the good news: once you clearly understand the Initial Evaluation of Qualifications (QS + Performance), you’ll feel more confident and prepared.

This guide is written for DepEd teachers in the Philippines who are planning to apply for promotion or reclassification. We’ll break down what the HRMO (Human Resource Management Officer) looks for during the initial evaluation, explain the performance requirements based on your target position, and share practical tips so you won’t get caught off guard.

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What Is the Initial Evaluation?

The initial evaluation is the first screening step in your promotion journey. Conducted by the HRMO, it checks if you meet the CSC-approved Qualification Standards (QS) and performance requirements of the position you’re applying for.

If you meet both, you move forward to the verification stage. If not, you’ll receive a notice of disqualification.

What HRMOs Look At

1. Education – Do you meet the degree requirements?

2. Training – Have you completed relevant professional development?

3. Experience – Do you have the required years of teaching or supervisory experience?

4. Eligibility – Do you hold the appropriate license or CSC eligibility?

5. Competency & Performance – Are you consistently performing at the required level?

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Performance Requirements for Teachers

One of the most critical parts of the evaluation is your Individual Performance Commitment and Review Form (IPCRF), which reflects your PMES-based performance ratings.

Here’s a simplified breakdown of performance requirements per career stage:

Career Stage I – Beginning to Proficient (Teacher II–IV)

• Teacher II: At least 6 Proficient Classroom Observable Indicators (COIs) rated Very Satisfactory (VS) + 4 Proficient Non-Classroom Observable Indicators (NCOIs) at VS

• Teacher III: At least 12 COIs at VS + 8 NCOIs at VS

• Teacher IV: 21 COIs at VS + 16 NCOIs at VS

Career Stage II – Proficient (Teacher V–VI)

• Teacher V: At least 6 COIs at Outstanding (O) + 4 NCOIs at O

• Teacher VI: 12 COIs at O + 4 NCOIs at VS + 4 at O

Career Stage III – Highly Proficient (Teacher VII–Master Teacher III)

• Teacher VII: 18 COIs at O + 6 NCOIs at VS + 6 at O

• Master Teacher I: 21 COIs at O + 8 NCOIs at VS + 8 at O

• Master Teacher II–III: Requires Highly Proficient COIs/NCOIs at Outstanding

Career Stage IV – Distinguished (Master Teacher IV–V)

• Master Teacher IV: 10 Distinguished COIs at O + 5 Distinguished NCOIs at VS + 5 at O

• Master Teacher V: 21 Distinguished COIs at O + 8 Distinguished NCOIs at VS + 8 at O

👉 Tip: Even if you’re applying for a higher career stage, your records must also satisfy the entry performance requirements of that stage. For example, a Teacher II applying for Teacher V must meet both sets of requirements.

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Special Cases to Note

• Teachers on official leave (maternity, scholarships, training grants) – Performance will be based on the last three rating periods before leave.

• Non-teacher applicants (e.g., Principals switching to teaching line) – Will be evaluated using comparable performance requirements with at least VS ratings.

• Repeated indicators – The most recent rating is considered valid.

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How to Prepare for Your Initial Evaluation

Here are actionable steps to help you succeed:

1. Organize Your IPCRFs Early

Don’t wait until the last minute. Keep at least three years of IPCRFs ready, highlighting the COIs and NCOIs relevant to your target position.

2. Track Your Ratings Per Indicator

Make a simple spreadsheet to track your COIs and NCOIs across years. This way, you can immediately see if you’re meeting the minimum requirements.

3. Invest in Professional Development

Attend relevant training that aligns with your PPST indicators. This not only boosts your QS but also strengthens your classroom and non-classroom observable performance.

4. Seek Feedback Proactively

Before your IPCRF is finalized each year, talk to your rater. Ask specific questions like:

• “Which indicators can I still improve on?”

• “What concrete steps should I take to move from VS to Outstanding?”

5. Understand the Career Progression Framework

Familiarize yourself with the Philippine Professional Standards for Teachers (PPST) and how they connect with promotions. Knowing the language and standards makes your self-preparation more strategic.

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Common Pitfalls to Avoid

• Submitting incomplete IPCRFs – Missing one year may disqualify you.

• Overestimating ratings – Always double-check the official results; don’t assume your scores.

• Not aligning QS with performance – Meeting performance requirements is not enough if you don’t meet education, eligibility, or training standards.

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Conclusion & Call-to-Action

The initial evaluation is not just about paperwork—it’s about proving your consistent growth as a teacher. By understanding the QS + performance requirements, organizing your IPCRFs, and preparing strategically, you’ll stand out as a strong candidate for promotion.

👩‍🏫 Your next step: Start reviewing your last three IPCRFs today and align them with your target position’s requirements. The earlier you prepare, the smoother your journey will be.

Have questions about your career progression? Share them in the comments below—we’d love to hear your story and help you succeed.