The Office of Human Resource prepares the CSC Form 9 and is posted in three (3) conspicuous places, the agency website (depedcaloocan.com), Personnel Unit Bulletin Board and the FB Page of DepEd Caloocan Personnel Unit (facebook.com/SDOCaloocanHumanResource).
Issuance of Division Memorandum that shall include the following information:
APPLICATION FOR TEACHER I POSITION
• All application letters shall be addressed to the Schools Division Superintendent and shall be submitted to the school they prefer to teach.• The school’s screening committee evaluates and verifies the applicants’ credentials, checks its completeness, and authenticates the same.• The school’s screening committee then forwards all the application letters together with the applicant’s credentials to the record section of the division office for recording purposes.• The Records Officer will acknowledge receipt of the application and other credentials received from the applicants. It must be marked “Received” indicating therein the date and time it was received by the said office.• The Records Officer will then forward the application and all documents of the applicant/ s to the HRMO. The HRMO will then subject all the applications and credentials for verification and assessment.
FOR NON-TEACHING PERSONNEL
• All application letters shall be addressed to the Schools Division Superintendent.• All job applications and credentials shall be submitted to the Record Section for recording purposes.• The Records Officer will acknowledge receipt of the application and other credentials received from the applicants. It must be marked “Received” indicating therein the date and time it was received by the said office.• The Records Officer will then forward the application and all documents of the applicant/ s to the HRMO.• The HRMO will then subject all the applications and credentials for verification and assessment.
A file will be kept for all positions. (All credentials received and other pertinent papers regarding the position.)
EDUCATION – refers to the formal or non-formal academic, technical or vocational studies that will enable the candidate to successfully perform the duties and responsibilities indicated in the Position Description Form (PDF) of the position to be filled. Furthermore, the candidate’s educational attainment must be relevant to the job applied for.
EXPERIENCE – refers to the previous jobs in either the government or private sector, whether full-time or parttime, which, as certified by the Human Resource Management Officer or authorized officials of the previous employer, are functionally related to the duties in the PDF of the position to be filled. Furthermore, the candidate’s educational attainment must be relevant to the job applied for.
ELIGIBILITY- refers to the result of passing a merit and fitness test which may be determined as far as practicable by competitive examination or based on highly technical qualifications or other tests of merit and fitness conducted by the Civil Service Commission, or other examinations jointly designed and coordinated by the departments or agencies with the assistance of or in coordination with CSC, and other examinations such as the PRC-conducted board examinations, the SC-conducted bar examinations.
The fallowing are recognized eligibilities under the Civil Service Law:• Board/Bar Eligibility (RA1080)• Honor Graduate Eligibility (PD 907)• Barangay Health Worker Eligibility RA (7883)• Barangay Nutrition Scholar Eligibility (PD 1569)• Barangay Official Eligibility (RA 7160)• Electronic Data Processing Specialist (CS Resolution 83)• Sanggunian Member Eligibility (RA 10156)• Scientific and Technological Specialist Eligibility (PD 997)
TRAINING – refers to formal or non-formal training courses and HRD interventions such as coaching, mentoring, job rotation, seminars, workshops, and others that are part of the employee’s Individual Development Plan/ Career Development Plan. These training/learnings and development interventions are intended to enable the candidate to successfully perform the duties and responsibilities as indicated in the PDF or Job Description of the position to be filled.
The HRMO will prepare a selection line up of qualified applicants and submits the same for deliberation to the Human Resource Merit Promotion and Selection Board (HRMPSB) en bane.Applicants who did not meet the minimum requirements for the job will be notified by a letter for their failure to qualify.
Applying the principle of Equal Employment Opportunity Principle (EEOP) it is imperative for the HRMPSB to eliminate any biases based on the applicant’s age, civil status, pregnancy, gender, sexual orientation religion, ethnicity or political affiliation and disability. Candidates must be evaluated in terms of their qualifications and competencies to perform the duties and responsibilities of the position they are applying for.
The HRMO will set an initial evaluation of all the applicants’ qualification at least seven (7) days before the scheduled interview to determine whether or not the applicant meets the minimum requirements of the job applied for.
Applicants who met the minimum requirements of the job applied for will advance to take the written exam and interview.
Applicants who have met the required eligibility, relevant education, relevant experience, relevant training, and competencies for the position applied for, advances to the next recruitment process which is the examination/proficiency test, open assessment, and interview.
The HRMPSB deliberating must uphold the principles of fairness and impartiality in the assessment of applicants’ qualifications and documents submitted for appreciation.
The purpose of the interview is to gather additional information as to applicants’ character, knowledge, skills, and abilities that is not reflected in their resumes. Interview questions initiated by the HRMPSB must be job related and shall include Behavioral Events (BE) focused interview questions.
All interview and evaluation results will be retained in the administrative department as it will provide justification for the hiring decisions that the office will make.
After the HRMO have submitted the result of the HRMPSB’s deliberation en banc to the appointing authority, the HRMO will also post the said result in three (3) conspicuous places
After the appointing authority has initially selected the most qualified candidate for appointment to the vacant position, a background investigation of the applicant shall be done to complete the hiring process
Background investigation is a task primarily lodged to the appointing authority; however, this task can be delegated to someone whom the appointing authority reposes trust and confidence.
Background investigation shall not be limited to work related questions such as dates of employment, duties and responsibilities, length of service, attendance, salary and reason for termination or resignation as the case may be but also other potential issues that could affect the organization.
Background investigation can go as far as the applicant’s family records, education, financial, medical, psychological and criminal records.
The appointing authority shall assess the result of the HRMPSB’s deliberation en banc and in the exercise of sound discretion, select, insofar as practicable, from among the top five (5) ranking applicants deemed most qualified for appointment to the vacant position.
Applicants who will make it to the Registry of Qualified Applicants (RQA) or the SDO Rank list and was chosen as to merit and fitness by the Appointing Authority are advised to prepare and submit pertinent papers necessary for the issuance of their appointments.
After the successful candidate has complied with all the requirements in the given checklist necessary for the issuance of appointment, the HRMO will issue the corresponding appointment.
After the issuance of the appointment, the HRMO shall post the appointment a day after its issuance for fifteen (15) calendar days in at least three (3) conspicuous places in the DepEd office.
Teacher I (Kindergarten, Elementary, Junior High School and SPED)
RA 4670 - Magna Carta for Public School Teachers
DepEd Order No. 7, s. 2015 - Hiring Guidelines for Teacher I Positions for SY 2015-2016
DepEd Order No. 22, s. 2015 - Hiring Guidelines for the Remaining Teaching Positions for SY 2015-2016
Teacher I (Senior High School (SHS) )
DepEd Order No. 32, s. 2016 - Addendum to DepEd Order No.3,s.2016
DepEd Order No. 3 s. 2016 - Hiring Guidelines for Senior High School (SHS) Teaching Positions effective School Year (SY) 2016-2017)
DepEd Order No. 51 s. 2017 - Amended Qualification Standards for Senior High School (SHS) Teaching Positions in the Technical-Vocational-Livelihood Track and Other Clarifications on the Hiring Guidelines
DepEd Order No. 66, s. 2007 - Revised Guidelines on the Appointment and Promotion of Other Teaching Related Teaching & Non-Teaching Personnel
Master Teacher I
Master Teacher II
DECS Order No. 57, s. 1997 - Further Implementation of the Career Progression System for Master Teachers
MECS Order No. 29, s. 1979 - Clarification on Guidelines for Implementing the Career Progression System (Master Teacher Program)
MECS Order No. 10, s. 1979 - Rules and Regulation for the System of Career Progression for Public School Teachers
DepEd Order No. 77, s. 2010 - Guidelines on the Allocation & Deployment of New Teaching, Teaching-Related and Non-Teaching Positions for FY 2010.
Administrative Aide I
CSC MC 10, s. 2005 - Administrative Positions in the Administrative Services Group under the General Administrative Service of the Position Classification Plan
Administrative Aide II
Administrative Aide III
Administrative Officer II
Administrative Officer III
Administrative Officer IV
Administrative Officer V
Assistant School Principal II
DO 41, s. 2016 - Additional Guidelines to DepEd Order No. 19, s. 2016
DO 19, s. 2016 - Guidelines on the Organizational Structures and Staffing Patterns of Stand-Alone and Integrated Public Senior High School
DO 42, s. 2007 - The Revised Guidelines on Selection, Promotion and Designation of School Heads
Chief Education Supervisor
Education Program Supervisor
DO 117, s. 2010 - Qualification Standard for the Position of Education Program Supervisor (EPS)
CSC MC 2, s. 2017 - Amendment to CSC MC No. 16, s. 2011 on the Education and Training Requirements for Guidance Counselor Positions
DO 39, s. 2007 - Modified Qualification Standards for the Positions of Head Teachers and Principals
Information Technology Officer I
Legal Assistant I
CSC MC No. 16 s. 2016 - Revised Qualification Standards for Legal Assistant I and Legal Assistant II Positions and Qualification Standards for Legal Assistant III Position
Planning Officer III
Project Development Officer I
Senior Education Program Specialist
Public Schools District Supervisor
DO 26, s. 2016 - Revised Qualification Standards for the Position of Public Schools District Supervisor
School Librarian I
Security Guard I
Executive Order No. 292, s. 1998
Administrative Code of the Philippines
Executive Order No. 8, s. 2012
Directing the Adoption of a Performance-Based Incentive System for Government Employees
Executive Order No. 201
Modifying the Salary Schedule for Civilian Government Personnel and Authorizing the Grant of Additional Benefits for Both Civilian and Military and Uniformed Personnel
Presidential Decree No. 966 July 20, 1976
Declaring Violations of the international convention of the elimination of all forms of racial discrimination to be criminal offenses and providing penalties therefor;
Republic Act No. 10524
An act expanding the positions reserved for persons with a disability, amending for the purpose of Republic Act No. 7277, as amended, otherwise known as the Magna Carta for Persons with Disability
Republic Act No. 10911
An act prohibiting discrimination against any Individual in Employment on Account of Age and Providing Penalties therefor;
Republic Act No. 6725
An act strengthening the prohibition on discrimination against women with respect to terms and conditions of employment, amending for the purpose article one hundred thirty-five of the labor code, as amended
Republic Act 7277
Magna Carta for Women, An Act Providing for the Rehabilitation, Self-Development, and Self-Reliance of Disabled Persons and their Integration into the Mainstream of Society and for Other Purposes
Republic Act 6713
Code of Conduct and Ethical Standards
CSC Resolution No. 1000432, dated Nov. 22, 2010.
Guidelines on the Availment of the Special Leave Benefits for Women under R.A. 9710 (An act Providing for the Magna Carta of Women) –
CSC MC No. 07 Series of 2007
(Program on Awards and Incentives for Service Excellence)
DepEd Order No. 29, s. 2002
Merit Selection Plan of the Department of Education
DepEd Order No. 9, s. 2002
Establishing the PRAISE in the Department of Education
Administrative Officer V
Administrative Officer II
Administrative Officer IV
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