RECRUITMENT, SELECTION
AND PLACEMENT
PROCESS FLOW
EMBERS OF THE HUMAN RESOURCE MERIT PROMOTION & SELECTION BOARD (HRMPSB)
r the promotion of Master Teachers, the Division HRMPSB shall be composed of the following:
HRMPSB Technical Working Group
Chairperson:
Maria Genevieve T. Francisquete, CESO VI Chairperson:
Assistant Schools Division Superintendent Ester Jean U. Pelayo, EdD
Chief Education Supervisor, CID
Members:
Ernesto H. Cabanes Members:
Chief Education Supervisor, SGOD Education Program Supervisors
Ester Jean U. Pelayo, EdD
Chief Education Supervisor, CID
Emma O. Rabuya
Administrative Officer V
Chona L. Rojas
Administrative Officer IV (HRMO)
Maria G. Bitoy
Master Teacher II, ACT Representative
EMBERS OF THE HUMAN RESOURCE MERIT PROMOTION & SELECTION BOARD (HRMPSB)
or the Teaching, School Administration, Related Teaching and Non-Teaching, the composition of the HRMPSB shall be the following:
First Level Positions Second Level Positions
Chairperson: Chairperson:
Maria Genevieve T. Francisquete, CESO VI Maria Genevieve T. Francisquete, CESO VI
Assistant Schools Division Superintendent Assistant Schools Division Superintendent
Members: Members:
Ernesto H. Cabanes Ernesto H. Cabanes
Chief Education Supervisor, SGOD Chief Education Supervisor, SGOD
Ester Jean U. Pelayo, EdD Ester Jean U. Pelayo, EdD
Chief Education Supervisor, CID Chief Education Supervisor, CID
Emma O. Rabuya Emma O. Rabuya
Administrative Officer V Administrative Officer V
Chona L. Rojas Chona L. Rojas
Administrative Officer IV (HRMO) Administrative Officer IV (HRMO)
Robert Jestoni C. Lumpay Antonio L. Palma Gil
Administrative Assistant III, Sergeant-at-Arms – NEU for Non-Teaching Education Program Supervisor, President – NEU for Non-Teaching
Head of the organizational unit where the vacancy exists, or his/her designated Head of the organizational unit where the vacancy exists, or his/her designated
alternate alternate
Secretariat:
Lotis P. Lapez, ADAS III
Maylyn M. Masucat, ADAS II
Jonna Lou G. Abordo, ADAS I
EMBERS OF THE HUMAN RESOURCE MERIT PROMOTION & SELECTION BOARD (HRMPSB)
HRMPSB Division Sub-Committee Members
Chairperson:
Maria Genevieve T. Francisquete, CESO VI Education Program Supervisors
Assistant Schools Division Superintendent
Public Schools District Supervisors
Members:
Ernesto H. Cabanes Selected Elementary & Secondary School Heads
Chief Education Supervisor, SGOD
Ester Jean U. Pelayo, EdD
Chief Education Supervisor, CID
or Elementary and Secondary Schools:
Emma O. Rabuya
Administrative Officer V
Teaching Positions
Chona L. Rojas
Administrative Officer IV (HRMO)
Maria G. Bitoy
Master Teacher II, ACT Representative
Secretariat:
Cherry Ann Verana-Quibo, SEPS
Emma O. Rabuya, AO V
Chona L. Rojas, AO IV
Myrose T. Diansay, AO IV
Irene S. Marcelo, ADAS III
Pamela B. Dapitanon, ADA VI
Division Memorandum No. 123, s. 2023
“Recruitment, Selection, and Placement (RSP)
System Policy of the Schools Division of Davao
Oriental
Procedures
1. The procedures in (1) publication and posting of vacancies, (2) submission and
receipt of application documents, (3) initial evaluation of the qualifications of
applicants, (4) comparative assessment of applicants, and (5) appointment stipulated
in Part V of the Guidelines on Recruitment, Selection, and Appointment in the Department
of Education as enclosed in DepEd Order 7, s. 2023 shall be utilized in the recruitment,
selection, and placement of Teacher I positions in the Kindergarten, Elementary, Junior
High School (JHS), and Senior High School (SHS) levels, school administration (SA)
positions, related-teaching (RT) positions, and non-teaching (NT) positions.
Natural Vacancies in Higher Teaching Positions
* Recruitment, selection, and placement for higher teaching positions such as
Teachers II and III and Master Teachers the above-mentioned procedures in
(1) publication and posting of vacancies, (2) submission and receipt of
application documents, and (3) initial evaluation of the qualifications of
applicants shall also be utilized.
* In evaluating the candidates for promotion to Master
Teacher positions, documents of applicants initially
evaluated by the HRMO as qualified shall be forwarded to
the respective Technical Working Groups (TWGs) for
further evaluation and ranking.
* A comparative assessment of the applicants shall be done
by the HRMPSB to determine the top candidates for
possible appointment. A comparative assessment report
shall be prepared by the HRMPSB. A copy of such report
shall be posted in the three conspicuous places of the
division office for at least ten (10) days, indicating the date
of posting.
*The comparative assessment report shall be the
guide of the school division superintendent in the
appointment of the most qualified candidate for the
position.
Reclassification of Higher Teaching Positions, Related-Teaching Positions, and School Administration
Positions
In terms of reclassification of school administration, teaching, and related-teaching positions, the following
procedures shall be followed by the HRMO, HRMPSB, school heads, and the applicants.
The Personnel Unit shall publish a call for applications for reclassification to higher teaching positions
(Teachers II and III, Special Education Teachers, and Master Teachers I-IV), related teaching positions
(Guidance Counselors and Librarians), and school administration positions (Head Teachers and School
Principals) to all qualified applicants. The call should start in January of every year and end upon
exhaustion of funding for the reclassification of teaching, related-teaching, and school administration
positions.
All applications shall be initially evaluated by the Personnel Unit to determine whether applicants are
qualified or not. Application documents of disqualified applicants shall be immediately returned to the
applicant containing the explanation for disqualification.
Application of the Equal Employment Opportunity Principle
The goal of the EEOP on Recruitment, Selection, and Placement is to employ
diverse personnel of the best-qualified persons using uniform
nondiscriminatory guidelines.
1. Publication and Posting of Vacancies
2. Submission and Receipt of Application Documents
3. Initial Evaluation of the Qualification of Applicants
4. Comparative Assessment
For qualified applicants with special needs, they shall be provided with appropriate assistance;
Applicants with Special Needs
A. With physical disability
* Provision for appropriate equipment such as a wheelchair, in case needed.
* Personnel from the SDO shall assist the applicant to the venue, when necessary.
* As much as possible, the venue for demonstration teaching, competency examinations, and
interviews shall be located on the lower ground floor of the building. Ramps should be
available in the venue for easy access to the applicants.
* Stand-by medical personnel for immediate assistance, if needed.
B. Pregnant and lactating women
* Provision for appropriate equipment such as a wheelchair, in case needed.
* Personnel from the SDO shall assist the applicant to the venue, when necessary.
* As much as possible, the venue for demonstration teaching, competency examinations,
and interviews shall be located on the lower ground floor of the building. Ramps should
be available in the venue for easy access to the applicants.
* The personnel in-charge in making the schedule for demonstration teaching, competency
examinations, and interviews shall consult first the breastfeeding applicants and arrange a
schedule that is not in conflict with the applicant’s time for breastfeeding.
* Stand-by medical personnel for immediate assistance, if needed.
C. Visually-impaired
* Provision for appropriate equipment such as a wheelchair or braille
writing system, in case needed.
* Personnel from the SDO shall assist the applicant to the venue, when
necessary.
* Venue for the examination and interview shall be accessible to the
applicant.
* Stand-by medical personnel for immediate assistance, if needed.
* Assistance of SPED teacher, if needed, during the examination and
interview.
D. Hearing-impaired
* Provision for appropriate equipment such as a wheelchair or hearing
device, in case needed.
* Personnel from the SDO shall assist the applicant to the venue, when
necessary.
* Venue for the examination and interview shall be accessible to the
applicant.
* Stand-by medical personnel for immediate assistance, if needed.
* Assistance of SPED teacher, if needed, during the examination and
interview.
E. Religious and ethnic considerations
* Demonstration teaching, competency examinations, and
interviews shall not be scheduled during the time or day of
worship of the applicants.
F. LGBTQ+
* The venue for demonstration teaching, competency examinations,
and interviews shall have all-gender comfort rooms.
* Dress code during demonstration teaching, competency
examinations, and interviews shall be inclusive and flexible yet in a
dignified manner.
G. Indigenous people
* Questions to be asked during interviews and
activities to be performed during competency
examinations shall be sensitive and not offensive to
the beliefs and culture of Indigenous people (IP).
H. Applicants who are residing in geographically isolated and disadvantage areas
(GIDAs)
* Schedule for demonstration teaching, competency examinations, and interviews shall be
communicated to the applicants especially those that are residing in geographically
isolated and disadvantage areas (GIDAs) at least a week before its conduct.
4. Selection by the Appointing Authority
* Selection shall be transparent and based on merit and fitness. The task shall
be to find the right person for the position being filled using objective
selection criteria set by directives and orders of the Department of Education
and in accordance with the Civil Service Commission’s existing guidelines.
Possible Questions during onsite assessment:
1. What is the name of the committee?
2. Who are the members of the committee?
3. What improvements had been made in your RSP process?
4. How did you apply?
5. How many calendar days is the notice of vacancies posted for NGAs?
6. What do you do to promote equal opportunity principle?
End of Presentation.
