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What happens if a teacher doesn’t meet all the performance requirements but still dreams of moving up the career ladder? That’s where the teacher promotion guidelines step in. These rules are designed to balance high standards with fairness, giving educators a chance to grow even if their performance record isn’t spotless. Understanding the Teacher Promotion Guidelines The updated policy introduces a three-year transition period where teachers can still be considered for promotion, even if they fall short in some areas of their performance evaluation. This is a big deal because it recognizes that teaching is complex, and not every year will be perfect. Here’s how it works: Outstanding Performance – Teachers with an overall Very Satisfactory or higher rating, plus consistently strong marks in all PPST (Philippine Professional Standards for Teachers) indicators, may still qualify for promotion even if they’re reclassified into a different position. Very Satisfactory Performance – Ed...

Every school year, teachers in DepEd — including Alternative Learning System (ALS) teachers stationed in Community Learning Centers (CLCs) and Schools Division Offices (SDOs) — go through a structured Performance Management Cycle . This system ensures that teaching standards remain aligned with the Philippine Professional Standards for Teachers (PPST) while also supporting teacher growth and professional development. In this post, we’ll break down the phases, timeline, and tools involved in the performance evaluation process, making it easier for teachers to understand and prepare. 📌 The Four Phases of Teacher Performance Management DepEd follows a cycle composed of four key phases that cover the entire school year: Phase I: Performance Planning and Commitment 📅 Timeline: From one (1) month before to one (1) month after the official start of classes. This stage sets the foundation. Teachers (ratees) and their supervisors (raters) agree on clear goals and expectations. Tool...