Search This Blog

2026 Minimum Wage Increase Approved for Mimaropa and Zamboanga Peninsula Workers

Workers in MIMAROPA (Region 4-B) and the Zamboanga Peninsula (Region 9) will welcome higher pay starting in 2026 after the Regional Tripartite Wages and Productivity Boards (RTWPBs) approved new minimum wage increases. The wage adjustments cover private sector workers as well as kasambahay (domestic helpers), reflecting ongoing efforts to balance fair compensation, rising living costs, and regional economic conditions. Below is a detailed breakdown of the new wage orders, implementation timelines, and what they mean for employees and employers alike.

Workers in Mimaropa and Zamboanga Peninsula benefiting from approved minimum wage increases starting 2026.

Wage Increases in MIMAROPA (Region 4-B)

The RTWPB in MIMAROPA approved two wage orders that will significantly affect private sector workers and domestic helpers in the region.

Under Wage Order RB-Mimaropa-13, daily minimum wage rates for private sector workers were adjusted to establish a uniform pay level across establishments, regardless of size. The approved increases are:

  • PHP25 increase for establishments employing 10 workers or more

  • PHP51 increase for establishments employing less than 10 workers

With these adjustments, daily minimum wages will rise from:

  • PHP430 to PHP455 for establishments with 10 workers and above

  • PHP404 to PHP455 for establishments with fewer than 10 workers

This move toward a single wage rate aims to reduce disparities between small and large businesses while ensuring that workers receive a more equitable standard of pay.

Higher Pay for Kasambahay in MIMAROPA

Domestic helpers in MIMAROPA will also benefit from the approved wage adjustments. Through Wage Order RB-Mimaropa-DW-06-1, the RTWPB granted a PHP500 increase in the monthly minimum wage of kasambahay.

As a result, the new minimum monthly wage for house helpers in the region will be set at PHP7,000. This adjustment recognizes the essential role of domestic workers and aligns with broader labor protection efforts under the Kasambahay Law.

Zamboanga Peninsula Wage Increase Set in Two Tranches

In the Zamboanga Peninsula (Region 9), the RTWPB issued Wage Order No. RIX-24, approving a PHP50 increase in the minimum wage for workers in the region. Unlike MIMAROPA, the increase will be implemented in two tranches, both starting in 2026.

First Tranche – Effective January 1, 2026

  • PHP439 for non-agricultural establishments, including retail and service establishments employing 10 workers or more

  • PHP426 for agricultural establishments, including retail and service establishments employing 1–9 workers

Second Tranche – Effective June 1, 2026

  • PHP464 for non-agricultural establishments

  • PHP451 for agricultural establishments

The staggered implementation is designed to help employers manage labor costs while still ensuring workers receive meaningful wage improvements within the year.

What These Wage Adjustments Mean for Workers

For employees in both regions, the approved wage increases provide additional financial support amid rising prices of basic goods and services. Even modest daily or monthly increases can have a significant impact on household budgets, particularly for minimum wage earners and domestic workers who rely on fixed incomes.

The uniform wage rate in MIMAROPA also simplifies compliance and ensures that workers receive equal pay regardless of company size. Meanwhile, the phased approach in Zamboanga Peninsula allows workers to anticipate further salary improvements within the same year.

Implications for Employers and Businesses

Employers are advised to prepare early for the implementation of the new wage orders in 2026. This includes updating payroll systems, reviewing employment contracts, and ensuring compliance with the RTWPB guidelines to avoid penalties.

While wage increases may raise operating costs, they can also lead to improved employee morale, reduced turnover, and higher productivity in the long run. Businesses are encouraged to explore productivity-enhancing measures and government support programs to offset the impact of higher labor costs.

The approved minimum wage increases in MIMAROPA and the Zamboanga Peninsula mark an important step toward improving worker welfare across the regions. With higher daily and monthly pay set to take effect in 2026, both private sector workers and kasambahay can look forward to better compensation, while employers are given clear timelines to adapt. As these wage orders roll out, they underscore the continuing role of RTWPBs in promoting fair, balanced, and region-specific wage policies in the Philippines.

DBM Budget Circular 2025-3 Explained: Who Qualifies for the ₱20,000 Service Recognition Incentive?

The Department of Budget and Management (DBM) has officially released Budget Circular No. 2025-3 dated December 15, 2025, providing the full guidelines on the grant of the Service Recognition Incentive (SRI) for FY 2025. This one-time incentive recognizes the dedication and service of government employees across agencies, LGUs, and government corporations.

If you’re a government employee wondering whether you qualify, how much you may receive, and when it will be paid, this guide breaks it down clearly.

What Is the Service Recognition Incentive (SRI)?

The Service Recognition Incentive (SRI) is a one-time cash incentive of up to ₱20,000 authorized under Administrative Order No. 40, s. 2025. It is granted in recognition of government employees’ contributions to national development, particularly in advancing the Philippine Development Plan 2023–2028 and the President’s 8-Point Socioeconomic Agenda.

The amount is uniform within each agency and may be lower than ₱20,000 if funding sources are insufficient.

Who Is Covered by the FY 2025 SRI?

The circular covers a wide range of government personnel, including:

  • Civilian employees in National Government Agencies (NGAs), SUCs, and GOCCs

  • Military and uniformed personnel (AFP, PNP, BJMP, BFP, PCG, and others)

  • Employees of the Legislative and Judicial branches and offices with fiscal autonomy

  • Local Government Unit (LGU) employees, including barangay personnel

  • Employees of Local Water Districts (LWDs)

Regular, contractual, and casual employees are included—as long as an employer-employee relationship exists.

Who Are Excluded?

The SRI does not apply to individuals without an employer-employee relationship, such as:

  • Consultants and experts hired for specific outputs

  • Job order and contract-of-service workers

  • Pakyaw laborers and piece-rate workers

  • Student workers and apprentices

If compensation does not come from Personnel Services (PS) funds, the individual is excluded.

Key Eligibility Requirements

To qualify for the full SRI, an employee must:

  • Be in government service as of November 30, 2025

  • Have rendered at least four (4) months of satisfactory service by that date

  • Not have received additional year-end benefits beyond those authorized by law

  • Have no final administrative or criminal conviction in FY 2025 (reprimand cases are still eligible)

Employees on part-time status, detail, or who transferred agencies are still eligible, subject to prorated computation and issuing agency rules.

Pro-Rated SRI for Shorter Service

Employees with less than four months of service may still receive a pro-rated SRI:

  • 3–<4 months: 40%

  • 2–<3 months: 30%

  • 1–<2 months: 20%

  • Less than 1 month: 10%

This ensures fairness while recognizing shorter but meaningful service periods.

Funding Sources Explained

The SRI is funded differently depending on the type of agency:

  • NGAs & SUCs: From available FY 2025 Personnel Services allotments

  • GOCCs & LWDs: From approved Corporate Operating Budgets (COBs)

  • Legislative & Judicial Offices: From available PS allotments

  • LGUs: From local funds, subject to PS limitations and sanggunian approval

If funds are insufficient, agencies must grant a lower but uniform amount to all qualified employees.

Special Rules for LGUs

For LGU employees, the SRI amount depends on financial capability and requires local legislative action. LGUs may fund the SRI through:

  • FY 2025 appropriations

  • Approved supplemental budgets

  • Prior years’ surplus (subject to legal conditions)

While LGUs are encouraged to release payment by December 31, 2025, they may extend processing into FY 2026 if budgeting rules require it.

When Will the SRI Be Paid?

  • Earliest payment: December 15, 2025

  • Latest payment (NGAs & GOCCs): December 31, 2025

Agencies are required to obligate and process payments within FY 2025, with limited flexibility for LGUs.

Reporting and Accountability

All agencies must submit an online SRI report to DBM by January 31, 2026. Agency heads and responsible officers are accountable for proper implementation, and unauthorized payments may be subject to refund and liability.

The FY 2025 Service Recognition Incentive underscores the government’s appreciation for public servants’ dedication and resilience. While the maximum amount is ₱20,000, what matters most is the consistent and fair recognition of service across all sectors of government.

If you’re eligible, coordinate with your HR or finance office to confirm your agency’s approved amount and payment schedule.

DepEd Order No. 007, s. 2023 Explained: The New Standard for Fair and Transparent Hiring in Philippine Education

The Department of Education (DepEd) officially reshaped its recruitment and promotion system with DepEd Order No. 007, s. 2023, issued on March 2, 2023. This policy consolidates and replaces decades of fragmented hiring guidelines, setting a clear, competency-based, and merit-driven framework for selecting the best educators and personnel nationwide.

For teachers, school heads, non-teaching staff, and aspiring DepEd employees, understanding this order is essential. It defines how careers in public education now move forward—fairly, transparently, and with accountability.

DepEd Order No. 007, s. 2023

What Is DepEd Order No. 007, s. 2023?

DepEd Order No. 007, s. 2023 provides the Guidelines on Recruitment, Selection, and Appointment for all DepEd positions across:

  • Central Office (CO)

  • Regional Offices (ROs)

  • Schools Division Offices (SDOs)

  • Public schools nationwide

It covers First and Second Level positions, including executive and managerial roles, ensuring that the right people are placed in the right positions at the right time.

Core Principles Behind the New Guidelines

This order reinforces DepEd’s Merit Selection Plan and is anchored on the following principles:

  • Merit and Fitness – Selection based on competence and qualifications

  • Equal Opportunity – Fair access to all qualified applicants

  • Transparency – Clear criteria and point systems

  • Accountability – Documented, standardized processes

These principles align DepEd’s human resource system with the demands of 21st-century education, focusing on quality, accessibility, and relevance.

Positions Covered Under the Order

DepEd Order No. 007, s. 2023 applies to recruitment, promotion, and appointment for:

  • Teacher I positions (Kindergarten to Grade 12)

  • School Administration (SA) positions

  • Related-Teaching (RT) positions

  • Non-Teaching (NT) positions

Each category follows a specific criteria and point system, ensuring consistency nationwide.

Key Enclosures and Point Systems Explained

The Order includes several important enclosures that guide hiring and promotion:

  • Enclosure 1: General Guidelines on Recruitment, Selection, and Appointment

  • Enclosure 2: Criteria and Point System for Teacher I (K–12)

  • Enclosure 3: Criteria and Point System for School Administration Positions

  • Enclosure 4: Criteria and Point System for Related-Teaching Positions

  • Enclosure 5: Criteria and Point System for Non-Teaching Positions

  • Annexes A–P: Supporting forms and procedural documents

These standardized tools reduce confusion and promote fairness across all DepEd offices.

DepEd Orders Repealed and Unified

One of the most significant impacts of DepEd Order No. 007, s. 2023 is the repeal and consolidation of previous hiring policies issued from 2002 to 2017. This includes orders governing:

  • Public school teacher hiring

  • School head promotion and designation

  • Senior High School and ALS teacher recruitment

  • Non-teaching and related-teaching appointments

By rescinding inconsistent issuances, DepEd eliminated overlapping rules and created one authoritative reference for recruitment and promotion.

Why This Policy Is a Game-Changer

This order brings several long-term benefits:

  • Consistency nationwide – Same standards across regions and divisions

  • Reduced disputes – Clear scoring and criteria minimize complaints

  • Improved talent placement – Competency-based evaluation strengthens schools

  • Stronger public trust – Transparent processes enhance credibility

For applicants, it means knowing exactly how you are evaluated and why.

Implementation and Effectivity

DepEd Order No. 007, s. 2023 took effect 15 calendar days after publication on the DepEd website. Certified copies are registered with the UP Law Center–Office of the National Administrative Register (UP LC-ONAR), ensuring legal validity and enforceability.

All DepEd offices are directed to strictly comply with the guidelines.

DepEd Order No. 007, s. 2023 marks a major milestone in professionalizing human resource management in Philippine public education. By unifying decades of policies into one transparent and merit-based system, DepEd strengthens its mission to deliver quality, accessible, and liberating basic education for all.

Whether you are an aspiring teacher, a school leader, or an HR practitioner, this order is now the foundation of every DepEd career pathway.

Why GSIS Touch Makes Filing Retirement, Separation, and Insurance Claims Faster, Safer, and Easier

In today’s digital-first world, government services are steadily evolving to become more accessible, efficient, and secure. One standout example in the Philippines is GSIS Touch, the official mobile app of the Government Service Insurance System (GSIS).

Through GSIS Touch, members can now file retirement, separation, and insurance claims online—anytime, anywhere—without the stress of long queues or piles of paperwork. This article explores the key benefits of online filing via GSIS Touch, and why it’s a game-changer for government employees and retirees.

“Government employee filing GSIS retirement and insurance claims online using the GSIS Touch mobile app”

What Is GSIS Touch?

GSIS Touch is the official mobile application designed to bring GSIS services directly to members’ smartphones. Developed by GSIS, the app allows members to access records, submit claims, and receive updates securely—all without visiting a GSIS branch.

As an official GSIS platform, it reflects the agency’s commitment to efficiency, transparency, and member-centered service, reinforcing trust and reliability.

1. File Your Claim from Home—No GSIS Visit Required

One of the biggest advantages of GSIS Touch is convenience. Members can file their retirement, separation, or insurance claims entirely online, even from the comfort of their own homes.

This is especially beneficial for:

  • Senior citizens and retirees

  • Members living far from GSIS offices

  • Busy government employees with limited time

By eliminating the need for physical visits, GSIS Touch reduces travel costs, waiting time, and unnecessary stress—making essential services more accessible to all.

2. Faster, Paperless, and More Efficient Processing

Traditional claims filing often involves multiple forms, photocopies, and repeated follow-ups. GSIS Touch transforms this process into a paperless digital workflow.

Why this matters:

  • Fewer manual steps mean fewer errors

  • Digital submission speeds up validation

  • Reduced paperwork supports eco-friendly practices

With online filing, claims move faster through the system, helping members receive their benefits sooner while supporting GSIS’s push toward modernized public service delivery.

3. Real-Time Updates via App, SMS, and Email

Uncertainty is one of the most frustrating parts of claims processing. GSIS Touch solves this by providing real-time status updates through multiple channels:

  • In-app notifications

  • SMS alerts

  • Email updates

Members are always informed about:

  • Claim submission confirmation

  • Processing progress

  • Approval or release status

This transparency builds trust and reduces the need for follow-up inquiries, allowing members to stay informed every step of the way.

4. Enhanced Security with Facial Recognition Technology

Security is a top concern when it comes to online transactions—and GSIS Touch addresses this with facial recognition technology.

This advanced security feature:

  • Verifies the member’s identity accurately

  • Prevents fraud and unauthorized access

  • Ensures that benefits go to the rightful recipient

By combining biometric verification with secure digital systems, GSIS Touch provides a safer way to file claims compared to traditional paper-based processes.

5. Faster Crediting of Benefits—Immediate Financial Relief

Ultimately, the most important outcome for members is receiving their benefits on time. Because GSIS Touch streamlines processing and reduces delays, benefits are credited faster once approved.

This means:

  • Quicker access to retirement funds

  • Timely insurance proceeds

  • Immediate financial relief during critical life transitions

For retirees and separated employees, faster benefit release can make a significant difference in financial stability and peace of mind.

The online filing of retirement, separation, and insurance claims through GSIS Touch marks a major step forward in public service delivery. By combining convenience, speed, transparency, and security, GSIS empowers its members to manage their benefits with confidence and ease.

If you’re a GSIS member preparing for retirement, separation, or filing an insurance claim, GSIS Touch isn’t just an option—it’s the smarter way forward.

Tralalero Tralala: The Rise of Italy’s Most Viral Brainrot Meme Character

Tralalero Tralala is one of Italy’s most viral Brainrot meme characters, capturing the imagination of TikTok users and AI art enthusiasts alike. Known for his surreal appearance as a blue shark with legs and sneakers, this character has become a central figure in the Italian Brainrot universe, inspiring countless videos, fan art, and merchandise.

AI illustration of Tralalero Tralala, a blue shark with legs wearing Nike shoes on a beach

Origins of Tralalero Tralala

The character first emerged in early 2025 through TikTok users such as @eZburger401, who shared a viral audio clip. Soon after, AI-generated visuals paired with the audio began circulating, with sharks sporting Nike shoes on beaches becoming an iconic depiction.

Tralalero Tralala quickly became a fan-favorite meme character, marking him as one of the first Italian Brainrot characters to achieve mainstream online fame.

Appearance and Characteristics

Tralalero Tralala is typically depicted as:

  • A blue shark with elongated side fins resembling legs.

  • Wearing blue Nike shoes on three feet.

  • Often placed in beach settings with seagulls and waves.

  • In AI-generated videos, he may perform exaggerated actions like boxing or jumping high, emphasizing fun over realism.

Despite appearing weak compared to some other characters, Tralalero Tralala’s popularity often gives him the “win” in fan battles, thanks to creative storytelling and AI manipulation.

Popularity and Meme Culture

Tralalero Tralala’s rise reflects key trends in meme culture:

  • AI-generated content allows for limitless creativity.

  • Surreal, exaggerated visuals make the character highly shareable.

  • TikTok and social media trends accelerate viral spread.

The meme has inspired toys, fan stories, and even holiday-themed versions, making it a fully developed meme universe.

Controversy and Reception

While immensely popular, the meme has drawn criticism for explicit and offensive language in its original audio, which contains blasphemy and adult content. This sparked debates online about appropriate content, especially when brands attempted to use the character in promotional material.

Nonetheless, the meme continues to thrive within communities that focus on AI-generated humor and Brainrot culture, highlighting the fine line between creativity and controversy in internet culture.

Legacy and Impact

Tralalero Tralala’s influence extends beyond memes:

  • Inspires AI art experimentation.

  • Encourages fan-made spin-offs like Los Tralalelitos and holiday-themed versions.

  • Highlights Italian Brainrot culture as a growing global phenomenon.

Even without its original audio, the character’s surreal design and viral nature ensure Tralalero Tralala remains a cultural touchstone in online meme history.

From TikTok origins to AI-generated beach adventures, Tralalero Tralala exemplifies how surreal, meme-based characters capture the imagination in the digital age. While controversial, his legacy as Italy’s most famous Brainrot character is undeniable, showing how creativity, humor, and internet culture converge in unexpected ways.

DepEd Opens Nominations for 2026 Metrobank Foundation Outstanding Filipinos – Award for Teachers

The Department of Education (DepEd), through its External Partnerships Service (EPS), has officially announced the call for nominations for the 2026 Metrobank Foundation Outstanding Filipinos – Award for Teachers, as stated in DepEd Memorandum No. 109, s. 2025.

This prestigious national recognition honors Filipino teachers who have gone beyond excellence in service, leadership, and impact on their learners and communities. For educators across the Philippines, this is both a recognition of lifelong dedication and an opportunity to elevate the teaching profession.

“Filipino teacher recognized for excellence under the Metrobank Foundation Outstanding Filipinos Award”

What Is the Metrobank Foundation Outstanding Filipinos – Award?

The Metrobank Foundation Outstanding Filipinos – Award is one of the country’s most respected honors for public service. It recognizes 10 Filipino exemplars from three sectors:

  • Teachers

  • Soldiers

  • Police Officers

For the teacher category, awardees are celebrated not only for instructional excellence but also for their moral leadership, community involvement, and long-term contribution to Philippine education.

Each national awardee will receive:

  • A medal and trophy

  • A cash incentive of ₱1,000,000 (net of tax)

In addition, national finalists and semi-finalists will also receive cash incentives, making the program both an honor and a meaningful form of support for educators.

Who Can Be Nominated?

The award is open to public or private school teachers in:

  • Elementary level

  • Secondary level

  • Alternative Learning System (ALS)

Schools Division Offices (SDOs) are required to submit at least three nominees—one per level (elementary, secondary, ALS). Each school may nominate one teacher per level, but if multiple schools submit nominees under the same division, the division must select only one official nominee per level for submission to the Metrobank Foundation.

Importantly, past national finalists from the former Metrobank Foundation Search for Outstanding Teachers may still apply, provided they meet all current eligibility requirements.

Key Eligibility Requirements for Teacher Nominees

To ensure the credibility and excellence of awardees, nominees must meet strict criteria, including:

  • At least 10 years of active teaching in the Philippines with a full-time or permanent appointment

  • Full teaching load, or at least six hours per week for those holding allowable administrative roles

  • Master’s degree completed or academic requirements finished, taken within five years prior to nomination

  • Performance rating of at least “Very Satisfactory” (or equivalent) for the last 10 years

  • No leave exceeding two years immediately prior to nomination and at least two years of remaining service before retirement

  • Good moral character with no administrative, civil, or criminal conviction

  • Valid PRC ID (for elementary and secondary categories)

However, individuals who have been national finalists twice or national semi-finalists three times under the Outstanding Filipinos – Award for Teachers (from 2017 onward) are no longer eligible.

Who Can Nominate a Teacher?

Self-nomination is strictly prohibited. Eligible nominators include:

  • School administrators, principals, school heads, TICs, or OICs

  • School Division Superintendents (when applicable)

  • University and college presidents, chancellors, and campus directors

  • Regional directors and division-level chiefs

  • Education supervisors and union leaders

  • PTA presidents, student government leaders

  • Government officials (Salary Grade 24 and above)

  • Journalists, business leaders, religious leaders

  • Civil society, NGO, and professional association leaders

  • Past awardees of the Metrobank Foundation Outstanding Filipinos (1985–present)

Nominators must be of legal age and not related to the nominee within the third civil degree of consanguinity or affinity.

How and Where to Submit Nominations

All nominations must be completed online through the official portals:

Supporting resources are also available:

📌 Deadline: January 23, 2026 (Friday), 11:59 p.m.
Late submissions will not be accepted.

Why This Award Matters for Filipino Teachers

Beyond the financial incentive, this award affirms the value of Filipino teachers as nation-builders. It highlights teaching as a profession rooted in service, sacrifice, and transformative impact—especially critical in a time when educators face increasing challenges inside and outside the classroom.

Recognition at this level not only honors individual teachers but also raises the standards and prestige of Philippine education.

Official Contacts for Clarification

For inquiries, you may contact:

  • Mr. Kenny Ralph S. Fernando
    Head, Excellence Awards Unit, Metrobank Foundation
    📞 (02) 8898-8757 / 7255-1612
    📧 kenny.fernando@mbfoundation.org.ph

  • Mr. Rolly V. Soriano
    Project Development Officer IV, DepEd – External Partnerships Service
    📞 (02) 8637-6462 / 63
    📧 rolly.soriano@deped.gov.ph

Educators, school leaders, and communities are encouraged to identify and nominate deserving teachers who embody excellence, integrity, and service. Immediate dissemination of this memorandum is strongly encouraged.

DepEd Rolls Out Computer-Based NCAE for SY 2025–2026

The Department of Education (DepEd) has officially announced the administration of the Computer-Based National Career Assessment Examination (CB-NCAE) for School Year 2025–2026 through DepEd Memorandum No. 108, s. 2025. This national assessment plays a critical role in helping Filipino learners understand their strengths, interests, and potential career paths.

Administered by the Bureau of Education Assessment (BEA) with support from Schools Division Offices (SDOs) and secondary school personnel, the CB-NCAE is aligned with DepEd Order No. 55, s. 2016, ensuring standardized, equitable, and learner-centered testing nationwide.

“Grade 10 learners in a Philippine school taking the DepEd Computer-Based National Career Assessment Examination”

What Is the CB-NCAE and Why It Matters

The National Career Assessment Examination (NCAE) is not a pass-or-fail test. Instead, it is a career guidance tool designed to help learners make informed decisions about their academic tracks, senior high school pathways, and future careers.

By shifting to a computer-based format, DepEd aims to modernize assessment delivery while improving efficiency, accuracy, and learner familiarity with digital testing environments.

For parents, educators, and guidance advocates, the CB-NCAE provides reliable data to support counseling and long-term educational planning.

Who Will Take the CB-NCAE and When

According to the memorandum, the CB-NCAE will be administered to all Grade 10 learners currently enrolled in:

  • Public secondary schools

  • Private secondary schools with government permit or recognition

The test will be conducted during regular class days within the national testing window of December 2025 to January 2026.

Specific testing dates will be determined by each Schools Division Office (SDO) in coordination with their respective Regional Offices, allowing flexibility while maintaining national standards.

Test Coverage: Aptitude and Career Interests

The CB-NCAE assesses learners across two major components:

1. General Scholastic Aptitude (GSA)

This measures learners’ cognitive strengths through the following subtests:

  • Abstract Reasoning

  • Logical Reasoning

  • Mechanical Reasoning

  • Numerical Reasoning

  • Spatial Reasoning

  • Verbal Reasoning (English and Filipino)

  • Perceptual Accuracy and Response Efficiency (PARE)

2. Career and Occupational Roles Explorer (CORE)

This evaluates occupational interests and preferences using:

  • CORE-A (RIASEC Model) – explores career interests such as Realistic, Investigative, Artistic, Social, Enterprising, and Conventional

  • CORE-B (Thurstone Model) – examines work-related preferences and tendencies

Together, these results help learners identify career-aligned senior high school tracks and future professions.

Mock Test and Learner Preparation

To ensure readiness, DepEd mandates a mock test starting December 1, 2025, at least one week before the national administration.

The mock test allows learners to:

  • Familiarize themselves with the computer-based system

  • Practice navigation and item formats

  • Reduce test anxiety

  • Identify potential technical issues early

Schools are encouraged to maximize this activity as part of learner preparation and confidence-building.

Addressing Technology and Connectivity Challenges

DepEd recognizes that not all schools have sufficient functional computer units or stable internet connectivity. To address this, the memorandum encourages resource-sharing and collaboration among nearby schools and partner institutions.

Key provisions include:

  • Temporary transfer of laptops, tablets, or testing equipment

  • Coordination with nearby schools that have adequate facilities

  • Learner transfer allowed only within the same school district

This approach promotes equitable access and ensures that no learner is left behind due to infrastructure limitations.

Support, Orientation, and Inclusive Testing

The BEA will conduct a virtual orientation for:

  • Regional and Division Testing Coordinators

  • Regional and Division IT Officers

  • SDO Private School Supervisors

Details will be provided through a separate advisory to ensure smooth and standardized test administration.

Learners with disabilities may also participate, provided that test accommodations under Section 9 of DO 55, s. 2016 are met. Visually impaired learners, or those with difficulty seeing, may opt to skip image-heavy subtests such as Abstract Reasoning, Mechanical Reasoning, Spatial Reasoning, and PARE.

All CB-NCAE-related activities must strictly follow health and safety protocols.

Official Source and Contact Information

This information is based on DepEd Memorandum No. 108, s. 2025, issued by the Department of Education Central Office. For clarifications, schools and stakeholders may contact:

Bureau of Education Assessment – Education Assessment Division
DepEd Central Office, Meralco Avenue, Pasig City
Email: bea.ead@deped.gov.ph
Telephone: (02) 8631-2589

Guiding Learners Toward Informed Futures

The CB-NCAE for SY 2025–2026 underscores DepEd’s commitment to career guidance, inclusivity, and digital transformation in Philippine education. With proper preparation, coordination, and support, this assessment will empower Grade 10 learners to better understand themselves—and confidently plan their next steps.

Subscribe to: Comments (Atom)