Professional Documents
Culture Documents
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I PSHS MERIT SELECTION PLAN FOR TEACHERS
Pursuant to the provisions of Section 32, Book V of Administrative Code of 1987 (Executive Order
No. 292), CSC Memorandum Circular No. 3, s. 1979 as amended by CSC Memorandum Circular
No. 18, s. 1988 and CSC Memorandum Circular No. 38, s. 1989, as further amended by CSC
Memorandum Circular No. 40, s. 1998, CSC Memorandum Circular No. 15, s. 1999, CSC
Memorandum Circular No. 8, s. 1999, CSC Memorandum Circular No. 03, s. 2001, and DOST Merit
Selection Plan, this PSHS Merit Selection Plan for Teachers is hereby established for the guidance
of all concerned.
II RATIONALE
As an academic institution, the greatest assets of the PSHS System are its human resources – the
faculty and administrative staff, which are expected to possess the necessary academic
preparation, commitment, and motivation to deliver quality service to the best and brightest
among the Filipino youth. To this end, PSHS shall adopt applicable human resource policies that
strictly adhere to the principles of merit, fitness and equality.
The members of the PSHS Faculty
are valued for their adherence to the highest standards of professionalism characterized by
competence, excellence, discipline, global competitiveness and conscience. Through the Teacher
Career Path (TCP), dedicated and committed faculty members who put a premium on professional
excellence, continual growth, world-class benchmarks, and a culture of innovation and research
shall be encouraged and supported.
The selection and promotion of teachers shall be based on
their relative qualifications and competence to perform the duties and responsibilities of the
position.
There shall be no discrimination in the selection and promotion of teachers relative to gender,
civil status, disability, religion, ethnicity and political affiliation.
This Merit Selection Plan for
Teachers and the Teacher Career Path System (see Appendix) complies with the provisions of
Section 32, Book V of the Administrative Code of 1987 (Executive Order No. 292), the DOST Merit
Selection Plan (as amended) and pertinent issuances of the Civil Service Commission (CSC) on the
selection and promotion of employees.
III OBJECTIVES
1 Establish a system that is characterized by strict observance of the merit, fitness and
equality
principles in the selection of candidates for appointment to teaching positions.
2 Create equal opportunities for employment to all qualified Filipino men and women to
enter government service and for career advancement of all deserving employees in the
PSHS System.
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3 Provide an objective basis for the speedy and just adjudication of protests on
appointments and
promotions in the PSHS System.
IV SCOPE
This Merit Selection Plan shall cover all teaching positions in the Philippine Science High School
System. Specifically, it covers the following:
3 Promotion of teachers holding permanent positions including those who are in the active
service, on local or foreign scholarship or training grant or on maternity leave.
V DEFINITION OF TERMS
1 Appointing Authority – the person or body authorized by law to approve and issue
appointments. In the case of PSHS System, the appointing authority is the Board of
Trustees.
2 Board of Trustees – refers to the highest policy-making body of the PSHS System.
3 Career Service – positions in the civil service characterized by (1) entrance based on merit
and fitness to be determined as far as practicable by competitive examination, or based
on highly technical qualifications; (2) opportunity for advancement to higher career
positions; and (3)
security of tenure.
5 Deep Selection – the process of selecting a candidate for appointment who is not next-in-
rank
but possesses superior qualifications and competence.
7 DOST – refers to the Department of Science and Technology created under Executive
Order No.
128 dated January 30, 1987.
8 Education – refers to the relevant academic degree/s earned from academic institutions
of
reputable and recognized standing.
9 Job Requirements – requisites not limited to the qualification standards of the position,
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but may
include skills, competencies, potential, physical and psychological attributes
necessary for the
successful performance of the duties required of the position.
10 Personnel Action – any action denoting the movement or progress of personnel in the
civil
service such as original appointment, promotion, transfer, reinstatement,
reemployment, detail,
reassignment, secondment and demotion.
12 PSHS System – All existing PSHS Campuses, future campuses which shall be established
under the law, and the Office of the Executive Director
15 Rank – refers to the academic rank or position assigned to the teacher after evaluation in
accordance to the PSHS Minimum Qualification Standards.
16 Regular Permanent – appointment issued to a teacher who meets all the requirements of
the position.
19 Selection – is the systematic method of determining the merit and fitness of a person on
the basis of qualifications and ability to perform the duties and responsibilities of the
position.
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20 Selection Line-up – is a listing of qualified and competent applicants for consideration to
a vacancy which includes, but not limited to, the comparative information of their
education, experience, training, civil service eligibility, performance rating (if applicable),
relevant work accomplishments, physical characteristics, psycho-social attributes,
personality traits and potential.
22 Teacher Career Path (TCP) - refers to the evaluation tool, which provides guidelines,
policies and procedures for promotion of teachers.
VI BASIC POLICIES
1 Selection of teachers for appointment in the PSHS System shall be open to all qualified
Filipino men and women according to the principle of merit and fitness. There shall be
equal employment opportunity for men and women at all levels of position in the PSHS
System provided they meet the minimum requirements of the position to be filled.
2 The PSHS Merit Selection Plan for Teachers shall cover all teaching positions. There shall
be no discrimination in the selection of teachers on account of gender, civil status,
disability, religion, ethnicity, or political affiliation.
3 When a teaching position becomes vacant, applicants for employment who are
competent, qualified and possess appropriate civil service eligibility shall be considered
for such vacancy.
Vacant positions marked for filling shall be published in accordance with Republic Act
7041
(Publication Law). The period of publication of a vacant position shall at least be
ten (10) calendar days. This period also applies to posting of published vacant positions
in at least three
(3) conspicuous places in the agency, including the bulletin board. Other
appropriate modes of publication may also be considered.
CSC Memorandum Circular No. 16 s. 2005 provides that “The publication of a particular
vacant position shall be valid until filled but not to exceed beyond six (6) months reckoned
from the date the vacant position was published. In the issuance of appointments, the
requirement for publication is deemed complied with if the process of application and
screening started within six (6) months from publication and if the vacancy is filled not
later than nine (9) months from date of publication. Should no appointment be issued
within the 9-month period, the agency has to cause the re-publication of the vacant
position.”
Vacant positions shall not be filled until after publication and posting requirements have
been complied. Filling of vacant positions in the PSHS Merit Selection Plan shall
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commence after ten (10) calendar days from their publication and posting date, as long
as there is sufficient number of qualified candidates who have submitted the required
documents for evaluation of the Campus Faculty Selection and Promotion Board (FSB).
The publication of a particular vacant position shall be valid until filled up but not to
extend beyond six (6) months reckoned from the date the vacant position was published.
4 A Faculty Selection and Promotion Board (FSB) shall be established in every campus.
5 The FSB members shall undergo orientation and workshop to be conducted by an Expert
from
CSC or PSHS System to discuss selection/promotion process and CSC policies on
appointments.
6 The respective Campus FSB shall screen all candidates for appointment to teaching
positions. However, final screening of candidates shall be conducted by the Campus
Director after which the Campus Director shall make the recommendation to the Board
of Trustees for final
approval upon endorsement by the PSHS System Executive
Committee.
7 The Campus Director shall, as far as practicable, ensure equal opportunity for men and
women
to be represented in the FSB.
9 The FSB shall maintain fairness and impartiality in the assessment of candidates for
appointment. Towards this end, the FSB may employ the assistance of external or
independent resource persons and may initiate innovative schemes in determining the
best and most qualified candidate.
10 The Campus Director shall assess the merits of the FSB evaluation and in the exercise of
sound discretion, recommend to the BOT, in so far as practicable, among the top three
ranking applicants deemed most qualified for appointment to vacant position.
a Teaching Competence
b Education and Training
c Experience and Professional Output
d Psycho-social Attributes and Personality Traits
e Potential
to be a good teacher
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12 An employee should have at least a rating of “very satisfactory” for the last two rating
periods in the present position before being considered for promotion.
13 The approved PSHS Merit Selection Plan for Teachers shall be used as one of the bases
for the expeditious approval of appointments, for attestation and accreditation to take
final action on appointments.
15 Rules and procedures on recruitment and appointment must be consistent with Civil
Service Commission (CSC) laws and rules. The PSHS System, however, may promulgate
and adopt additional procedures that best suit its special need and situation, with the
approval of the Board of Trustees provided they are not contrary to CSC laws and rules.
1 Recruitment/hiring of teachers shall be based on the needs of the school using the
teacher’s
workload analysis.
2 Recruitment shall be limited to those who meet the minimum requirement prescribed for
teaching position as per qualification standards set and approved by PSHS BOT.
3 Vacant position subject for filling shall be published in accordance with Republic Act 7041
(Publication Law). It shall also be posted in at least three (3) conspicuous places, including
the bulletin board, for at least ten (10) calendar days. Other appropriate modes of
publication shall also be considered.
4 Upon entry to PSHS, new faculty members can be appointed to any position/rank
depending on his/her qualification as set in the TCP.
5 Permanent appointment shall be issued to new teachers who meet the qualification
requirements and standards of the position to which he/she is being appointed.
6 Probationary period for teachers shall be two years reckoned from the date of assumption
of duty. A notation that the appointee is under probation for two years shall be in the
appointment issued.
8 Assessment of conduct shall also be done during the probationary period and any
unsatisfactory conduct shall be addressed immediately.
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9 The permanent status of the new teacher shall continue after the completion of the
probationary period provided that:
a The average rating he/she obtained in the last two (2) performance rating periods
is at least
very satisfactory and the Campus Director has approved the continuity
of the permanent
appointment based on the recommendation of the immediate
supervisor.
10 The transfer of a teacher from another campus is treated as that of hiring a new teacher.
However, if appointed, the transferee may assume his/her previous teaching position if
available, and his/her service to PSHS is carried to the new campus.
11 The Board of Trustees of the Philippine
Science High School System shall approve all
permanent appointments.
Procedure:
2 Publish the vacant position in CSC Bulletin of Vacant Position or through other mode of
publication and post the same in three (3) conspicuous places in the PSHS System/PSHS
Campus
for at least ten (10) calendar days. Qualified employees are encouraged to
apply.
3 The HRMO shall prepare the list of applicants or candidates aspiring for the vacant
position, and
collate their credentials and qualifications.
4 The Campus Director through the HRMO shall convene the FSB and notify the members
as to
the time, day and venue the said FSB meeting is scheduled. The HRMO submits all
documents in
item #3 to the FSB Chairman.
5 The FSB shall make a comparative assessment of the competence and qualifications of
candidates based on their documents submitted and deliberate en banc those who will
be
considered in the selection line-up.
6 The FSB through the HRMO shall notify all applicants of the outcome of the preliminary
evaluation and schedule for further assessment of those who made it in the selection
line-up (short-list).
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7 The HRMO shall administer written examination and/or skills test, and the FSB
shall necessarily conduct individual demonstration teaching assessment cum
interview.
8 The FSB makes a detailed evaluation of all short-listed applicants. Only the top five (5)
candidates shall be included in the ranking whose overall point scores are comparatively
at par based on the comparative assessment in terms of education and training, teaching
competence, experience and outstanding accomplishments, and other relevant criteria.
To determine candidates who are comparatively at par, the FSB shall set reasonable
differences or gaps between point scores of candidates for appointment.
9 Based on the results of the evaluation and after an en banc deliberation, the FSB shall
prepare and submit a comprehensive evaluation report to the Campus Director for
his/her information and guidance. Said evaluation report shall not only specify whether
the candidates meet the qualification standards of the position to be filled but shall also
include observations and comments on the candidates' competence and other
qualifications including information about the candidates’ preference of assignment, if
any.
10 The Campus Director shall assess the merits of the FSB's evaluation report and, in the
exercise of sound discretion, select who among the top five ranking candidate deemed
most qualified to effectively and efficiently perform the duties and responsibilities of the
position to be filled.
11 The Campus Director shall recommend his/her choice for approval of appointment by the
BOT, through the EXECOM.
12 The BOT approves the appointment and authorizes the Campus Director to issue the
appointment. A notation that the appointee is under probation for two years shall be
indicated in the appointment issued.
13 The HRMO shall post a notice announcing the said appointment for at least fifteen (15)
days in three (3) conspicuous places in the PSHS System and PSHS Campus a day after the
issuance of appointment. The date of posting shall be indicated in the notice.
14 Finally, a copy of the appointment and other documents shall be submitted to CSC Field
Office for records purposes and for post-audit in compliance with the statutory and
regulatory power of the CSC [Sec. 12(14) of EO 292].
VIII. RECLASSIFICATION
Policies and Guidelines:
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of completion of a graduate degree.
Procedure:
1 Applicant makes a written request for reclassification to the Campus Director and
submits documents justifying the reclassification.
3 Publish the vacant position in CSC Bulletin of Vacant Position or through other mode
of publication and post the same in three (3) conspicuous places in the PSHS
System/PSHS Campus for at least ten (10) calendar days.
4 The HRMO shall prepare the following documents:
a. Service Record;
b. Performance rating for the last two ratings;
c. 201 File;
d. Letters of Recommendation by immediate supervisor and Department Head.
5 The Campus Director through the HRMO shall convene the FSB and notify the
members as to the time, day and venue the said FSB meeting is scheduled. The HRMO
submits all documents in item #3 to the FSB Chairman.
6 The FSB shall make an assessment of the competence and qualification of the
applicant candidate and makes endorsement to the Campus Director.
7 The Campus Director shall assess the merits of the FSB's evaluation report and, in the
exercise of sound discretion, may or may not recommend the reclassification.
8 The Campus Director shall recommend the reclassification for approval by the BOT,
through the EXECOM.
9 The BOT approves the change of status and authorizes the Campus Director to issue
the change in appointment.
10 The HRMO shall post a notice announcing the said appointment for at least fifteen
(15) days in three (3) conspicuous places in the PSHS System and PSHS Campus a day
after the issuance of appointment. The date of posting shall be indicated in the
notice.
11 Finally, a copy of the appointment and other documents shall be submitted to CSC
Field Office for records purposes and for post-audit in compliance with the statutory
and regulatory power of the CSC [Sec. 12(14) of EO 292].
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IX PROMOTION
To continuously foster improvement of teacher’s welfare, performance and efficiency, teachers
shall be promoted if there is an available position.
The following objectives, policies and guidelines shall govern the promotion of teachers:
2 The Teacher Career Path guidelines and implementing rules and/or other circulars
and issuances that may be issued from time to time by CSC, DBM and/or other
government agencies shall be the bases of promotion of teachers.
3 A teacher shall be promoted to a higher position on the basis of the extent to which
he/she meets the specific requirements and quality standards as set forth in the PSHS
Merit Selection Plan and the Teacher Career Path guidelines.
5 A teacher can only be considered for promotion once in a school year except in
instances when there are newly created items.
7 The comparative competence and qualification of the candidates for promotion shall
be determined on the basis of: teaching performance; relevant education and
training; experience and outstanding professional output and accomplishments.
8 A teacher may be promoted to a position that is more than three (3) salary grades
higher than the employee’s present position if he/she possesses superior
qualifications with regards to: a) educational achievements, b) highly specialized
trainings, c) relevant teaching experience, d) exceptional professional output, and d)
consistent high performance rating.
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9 Permanent teachers who have no postgraduate degree may be promoted up to SST
III based on points.
12 Promotion within six (6) months prior to compulsory retirement shall not be allowed
except as otherwise provided by law.
13 Pendency of an administrative case shall not disqualify the respondent thereof from
promotion and other personnel action.
a. The penalty of demotion shall carry with it disqualification from promotion for
one (1) year.
b. The penalty of suspension shall carry with it disqualification from promotion
corresponding to the period of suspension.
c. the penalty of fine shall carry with it disqualification from promotion
corresponding to the period of suspension.
Procedure:
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4 The applicant for promotion accomplishes the self-rating column of the TCP
Evaluation Form and submits original and Xerox copies of all supporting documents
to the HRMO.
5 The Campus Director through the HRMO shall convene the FSB and notify the
members as to the time, day and venue the said FSB meeting is scheduled. The HRMO
submits all documents in item #3 to the FSB Chairman.
6 The FSB shall make an evaluation of all documents presented by the applicant based
on the TCP guidelines and completes the rating under the FSB column of the TCP
Form. The FSB submits the individual TCP ratings of applicants and a summary report
to the Campus Director.
7 The Campus Director shall assess the merits of the FSB's evaluation report and, in the
exercise of sound discretion, makes a recommendation for promotion.
8 The Campus Director shall recommend the candidate for promotion for approval by
the BOT, through the EXECOM.
9 The BOT approves the promotion and authorizes the Campus Director to issue the
change in appointment.
10 The HRMO shall post a notice announcing the said appointment for at least fifteen
(15) days in three (3) conspicuous places in the PSHS System and PSHS Campus a day
after the issuance of appointment. The date of posting shall be indicated in the
notice.
11 Finally, a copy of the appointment and other documents shall be submitted to CSC
Field Office for records purposes and for post-audit in compliance with the statutory
and regulatory power of the CSC [Sec. 12(14) of EO 292].
X STATUS OF APPOINTMENT
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one school year.
XI PROTEST
1 A qualified next-in-rank employee shall have the right to appeal initially to the head
of the agency, then to the Civil Service Commission Regional Office (CSCRO), and then
to the Civil Service Commission Proper.
2 A new appointee whose service has been terminated during or at the end of
probationary period may contest the termination of the service by filing a formal
appeal with the Civil Service Commission Regional Office (CSCRO), and then to the
Civil Service Commission Proper.
3 The Rules of Protest under the RRACCS shall be applicable in resolving protest cases.
2 Develop a Plan which shall set forth the number, knowledge and skills of personnel
needed to achieve the organization’s goals, objectives and programs;
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similar information;
4 Develop a program to fast track the career movement of employees with superior
qualifications;
5 Publish vacant position/s in the CSC Bulletin of Vacant Positions or in any widely-
circulated newspaper and post the same in three (3) conspicuous place in the PSHS
System or PSHS Campus for at least ten (10) calendar days;
7 Submit selection line-up to the FSB with the supporting documents for deliberation
en banc.
The Employee
The employee is responsible for updating his/her Teacher’s Portfolio and Personal Data
Sheet annually, if deemed necessary, and submit supporting documents thereto to the
HRD Unit.
a. Reasonable and valid standards and methods of evaluating the competence and
qualifications of all applicants competing for a particular position.
2 Disseminate screening procedure and criteria for selection to all employees. Any
modification of the procedure or criteria for selection shall likewise be properly
disseminated;
4 Evaluate and deliberate en banc the qualifications of those listed in the selection line-
up;
5 Submit the list of candidates recommended for appointment from which the
appointing
authority (Board of Trustees) shall choose the applicant to be appointed.
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7 Orient the officials and employees of the PSHS Campus pertaining to policies relative
to
personnel actions, including the gender and development dimensions of the
PSHS Merit
Selection Plan for Teachers.
2 Assess the merits of the FSB’s evaluation of candidates and in the exercise of sound
discretion, select and recommend for appointment, in so far as practicable, from
among the following:
a. Top five or, at least three ranking applicants deemed most qualified to the
vacant position; and,
b. Applicants who have undergone deep selection and found to possess superior
qualifications.
2 Issue appointments in accordance with the provisions of the PSHS Merit Selection
Plan.
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XV EFFECTIVITY
The PSHS Merit Selection Plan for Teachers and its appendix, and subsequent amendments
thereto shall take effect immediately after the approval by the Civil Service Commission.
XVI COMMITMENT
I hereby commit to implement and abide by the provisions of this PSHS Merit Selection Plan for
Teachers. It is understood that this Merit Selection Plan shall be the basis for expeditious approval
of appointments for teaching positions within the PSHS System.
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APPENDIX: TEACHER CAREER PATH (TCP)
I PHILOSOPHY OF THE PSHS TEACHER CAREER PATH SYSTEM
1 It is the policy of the PSHS System to attract, reward and retain the best and
brightest individuals who will mold the minds and characters of the country’s
future scientists. This policy is operationalized through the PSHS Teacher Career
Path.
2 The members of the PSHS Faculty are valued for their adherence to the highest
standards of professionalism characterized by competence, excellence,
discipline, global competitiveness and conscience.
3 Through the Teacher Career Path, dedicated and committed faculty members
who put a premium on professional excellence, continual growth, world-class
benchmarks, and a culture of innovation and research shall be encouraged and
supported.
2 The point system that measures qualifications, merit and productivity are
specified in the implementing rules and guidelines of the Teacher Career Path.
3 A faculty member can only be considered for promotion once in a school year
except in instances when there are newly created items.
5 The TCP awards points for activities and recognition relevant to the work as
Special Science Teacher of the PSHS System.
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III GUIDELINES FOR ASSIGNING POINTS ON THE FIRST YEAR OF IMPLEMENTATION
1 Teaching Performance
a. The maximum number of points earned under this criterion is 30 points only.
b. The average performance rating for the last two rating periods (i.e. two
school years) based on the PSHSS Performance Evaluation System (PES) for
teachers are assigned
points as follows:
Rating Points
5-4.75 30.00
4.74-4.55 28.75
4.54-4.38 27.00
4.37-4.26 25.50
4.25-4.13 24.00
4.12-4.01 22.50
4 21.00
c. A teacher must obtain at least a “Very Satisfactory” rating for the last two
rating periods to be considered for promotion.
d. For rating periods previous to the last two rating periods, a teacher earns
increments of 0.5 for each year he/she obtained an “Outstanding” rating
provided that these “Outstanding” ratings are earned in consecutive rating
periods.
2 Relevant Education
a. The maximum number of points earned under this criterion is 20 points
only.
b. Points earned under this criterion are fixed (i.e. points can be used again
in subsequent promotions). Additional points for honors received – 1pt
c. Bachelor’s Degree
i. The undergraduate degree is given 5 points.
ii. An additional bachelor’s degree is given points as follows:
1. Degree relevant or closely related to the field of
specialization = additional 2 points
Degree not relevant
nor closely related to the field of specialization = 0
M
d. Master’s Degree
i. Master’s degree from a reputable school in a specialized field in
science, math, and
technology or in any related subjects or a
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master’s degree in Education that will improve instruction and
assessment.
ii. MA/MS completed coursework but no degree earns 10 points
iii. MA/MS non-thesis 14 points
iv. MA/MS with thesis 18 points
v. An additional master’s degree is given points as follows (max of 2
pts.):
1. 2 points for Master’s degree in a specialized field in
science, math, and technology or in any related subjects or
a master’s degree in Education that
will improve
instruction and assessment.
2. 1 point for Master’s Degree in any field of specialization
e. Doctorate Degree
i. The doctorate degree must be in a specialized field in science,
math, and technology or in any related subjects or a doctorate
degree in Education that will improve instruction and assessment
to merit of 20 points. This includes but is not limited to the
following areas of study: Pedagogy of Teaching, Curriculum and
Instructions Development, Educational Psychology, Educational
Technology, and Research, Assessment and Evaluation
ii. A doctorate degree that is not relevant nor closely related to the
field of specialization is given additional 2 points to for his
master’s degree only.
iii. A straight doctorate degree that is a specialized field in science,
math, and technology or in any related subjects or a doctorate
degree in Education that will improve instruction and assessment
merits 20 points.
f. Certificate Program/Diploma Course
i. Diploma Course earned that is relevant to teaching is credited for
1 point.
ii. Other certificates are credited for 1 point
4 Relevant Training
a. The maximum number of points earned under this criterion is 15 points
only.
b. Points earned under this criterion are not cumulative.
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c. Points will be given to any course of training that meets any of the
following conditions:
i. Training is relevant to subject areas/s taught
ii. Training is on teaching effectiveness and efficiency
iii. Training is relevant to the administrative work assigned to the
teacher.
iv. Training attended with students where both teachers’ and
students’ learning is
significantly enhanced.
d. Foreign/international, or local trainings related to teaching of a least one
month earn points. International training includes those held locally.
Points are assigned as follows:
i. Foreign/international training = 3.75 point/month, maximum of 3
months
ii. Local training = 2.5 point/month, maximum of 3 months
iii. Attendance in local, regional, national, or international
training/seminar/workshop/convention/conference/
symposium/forum (henceforth referred to as “seminar” are given
the following points:
5 Professional Output/Activities
a. The maximum number of points earned under this criterion is 20points
only.
b. Points earned under each of the criteria are not cumulative.
c. Only professional outputs or activities relevant to the subject area/s
taught, and to teaching effectiveness and efficiency will earn points.
d. Active involvement in a Seminar/Workshop/Conference/
Symposium/Forum
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i. For Part IV.2 and V.1 of the evaluation sheet – when the faculty is
involved in two activities at the same time, only one activity will
be given credit, whichever is more beneficial to the faculty.
ii. Points are assigned as follows:
1. Paper presenter or Main speaker*:
International 3 points
National 2 points
Division/Regional/District 1 point
*A PSHS System activity is classified as “national”.
2. Training
TYPE OF INVOLVEMENT TRAINING for TEACHERS TRAINING for STUDENTS
INT/ REGIONAL SCHOOL INT/ REGIONAL/ SCHOOL
NAT’L /DIVISION/ NAT’L DIVISION/
DISTRICT DISTRICT
Resource person, coordinator, 2 1.5 1 1 0.75 0.5
project leader, moderator,
demo teacher
1-3 days (as is)
4 or more days 3 2 1.5 1.5 1 0.75
Others – facilitator, member 0.5 0.25 0 0,25 0.25 0
of working committee
1-3 days (as is)
4 or more days 1 0.5 0.25 0.5 0.5 0.25
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SSIP/Research Coordinator*, Discipline Officer *if 1/year
not unit head
g. Publications/Instructional Materials
1 Books used at the national level must bear ISBN number or copyrighted.
2Books for PSHS use must be BOT-approved prior to its use (see Annex A: Guidelines for textbook approval). If the
published book was written by more than 1 author, the points are divided by the number of co-authors. If the book
used at the national, or the PSHS System level has 4 or more authors, each co-author earns 1 point.
3 The research/professional article must be published in a reputable, peer-reviewed, refereed journal or proceedings.
If the published research/professional article was written by more than 1 author, the points are divided by the number
of co-authors. If the published work has 4 more authors, each co-author earns 0.75 point (for international) or 0.5 point
(for national). Published research/professional article required to earn a degree will not earn points.
4 The published laboratory manual and published module must be copyrighted.
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Creative/Innovative Output5 2 1/N 4 4/N
Teaching Aids Adopted in 1 1/N 2 2/N
PSHS (set of slide and
transparencies, chart,
software, videotapes=
maximum of 1 point/year)6
h. Research
i. Involvement in research includes researches in the fields of
teaching, learning and curriculum development, as well as action
research.
ii. The maximum number of points earned per research activity is 2
points. Points is to be divided by the number of researchers for
the paper.
iii. Output is required. The teacher should present a manuscript of
the research, problem, methodology and results for evaluation by
the Research Sub-committee of the Executive Committee.
iv. Research must have prior approval of the Executive Director.
5 “Creative Output” refers, but is not limited to, creative writing, creative problem solving technique/s, teaching
innovations, visual arts, performing arts, creative teaching practices, gadgets, software, laboratory manuals,
modules, demonstration of a teaching segment, and involvement in curriculum design and development.
6 Teaching aids adopted in the PSHS should be reviewed by the CISD/CISSD Chief and subject area specialists
following a set of guidelines. See Annex B: Curriculum Development Committee (CDC) Forms for the Evaluation
of Instructional Materials.
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coaches following this formula:
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4. be conducted beyond the official function of the teacher.
iv. Scoring for TCP purposes
ROLE
Level
Chairman/proponent Coordinator/Facilitator Member
National 1.0 0.75 0.5
Regional 0.75 0.5 0.25
Division 0.5 0.25 0.1 Chairman/proponent
District 0.2 0.1 0.05
V This set of guidelines takes effect immediately upon approval by the PSHS System
Board of Trustees.
VI Tally of Points
TALLY OF POINTS
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SST 6 - 26 At least 120
A Teaching Performance
1. The maximum number of points earned under this criterion is 30 points
only.
2. The average performance rating for the last two rating periods (i.e. two
school years) based on the PSHSS Performance Evaluation System (PES) for
teachers are assigned
points as follows:
Rating Points
5-4.75 30.00
4.74-4.55 28.75
4.54-4.38 27.00
4.37-4.26 25.50
4.25-4.13 24.00
4.12-4.01 22.50
4 21.00
3. A teacher must obtain at least a “Very Satisfactory” rating for the last two
rating periods to be considered for promotion.
4. For rating periods previous to the last two rating periods, a teacher earns
increments of 0.5 for each year he/she obtained an “Outstanding” rating
provided that these “Outstanding” ratings are earned in consecutive rating
periods.
B Relevant Education
1. The maximum number of points earned under this criterion is 20 points only.
2. Points earned under this criterion are fixed (i.e. points can be used again in
subsequent promotions). Additional points for honors received – 1pt
3. Bachelor’s Degree
i. The undergraduate degree is given 5 points.
ii. An additional bachelor’s degree is given points as follows:
a. Degree relevant or closely related to the field of specialization
= additional 2 points
Degree not relevant nor closely related
to the field of specialization = 0
M
4. Master’s Degree
i. Master’s degree from a reputable school in a specialized field in
science, math, and
technology or in any related subjects or a
master’s degree in Education that will improve instruction and
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assessment.
D Relevant Training
1. The maximum number of points earned under this criterion is 10 points only.
2. Points earned under this criterion are not cumulative.
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3. Points will be given to any course of training that meets any of the following
conditions:
i. Training is relevant to subject areas/s taught
ii. Training is on teaching effectiveness and efficiency
iii. Training is relevant to the administrative work assigned to the
teacher.
iv. Training attended with students where both teachers’ and students’
learning is
significantly enhanced.
4. Foreign/international, or local trainings related to teaching of a least one
month earn points. International training includes those held locally. Points
are assigned as follows:
i. Foreign/international training = 3.75 point/month, maximum of 3
months
ii. Local training = 2.5 point/month, maximum of 3 months
iii. Attendance in local, regional, national, or international
training/seminar/workshop/convention/conference/
symposium/forum (henceforth referred to as “seminar” are given the
following points:
Maximum of 10 days/seminar
E Professional Output/Activities
1. There is no limit as to the maximum number of points earned under this
criterion, unless explicitly specified.
2. Points earned under each of the criteria are not cumulative.
3. Only professional outputs or activities relevant to the subject area/s taught,
and to teaching effectiveness and efficiency will earn points.
4. Active involvement in a Seminar/Workshop/Conference/ Symposium/Forum
i. For Part IV.2 and V.1 of the evaluation sheet – when the faculty is
involved in two activities at the same time, only one activity will be
given credit, whichever is more beneficial to the faculty.
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ii. Points are assigned as follows:
a. Paper presenter or Main speaker*:
a. International 3 points
b. National 2 points
c. Division/Regional/District 1 point
*A PSHS System activity is classified as “national”.
iii. Training
Table 2. Teacher & Student Training, 2nd year
TYPE OF INVOLVEMENT TEACHER TRAINING STUDENT TRAINING
INT/ REGION/ SCHOOL INT/NAT REGIONAL/ SCHO
NATL DIV/ L DIV/ OL
DISTRICT
DISTRICT
Resource person, demo 2 1.5 1 1 0.75 0.5
teacher
(demonstrates
knowledge and
competence on the field of
specialization)
Coordinator, project 1 0.75 0.5 0.5 0.35 0.25
leader, chair of working
committee (demonstrates
competency on
supervisory skills)
Moderator, facilitator, 0.5 0.25 0.1 0.25 0.10 0
member of working
committee
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Administrative Assignments Points
Division Chief 3/year
Department head 2
Unit Head, Batch Coordinator (more than 3 sections) 1/year
SSIP/Research Coordinator*, Discipline Officer *if 1/year
not unit head
7. Publications/Instructional Materials
7 Books used at the national level must bear ISBN number or copyrighted.
8Books for PSHS use must be BOT-approved prior to its use (see Annex A: Guidelines for textbook approval). If the
published book was written by more than 1 author, the points are divided by the number of co-authors. If the book
used at the national, or the PSHS System level has 4 or more authors, each co-author earns 1 point.
9 The research/professional article must be published in a reputable, peer-reviewed, refereed journal or proceedings.
If the published research/professional article was written by more than 1 author, the points are divided by the number
of co-authors. If the published work has 4 more authors, each co-author earns 0.75 point (for international) or 0.5 point
(for national). Published research/professional article required to earn a degree will not earn points.
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Published Laboratory 2 2/N 4 4/N
Manual/ Workbook 10
Published Module 1 1/N 2 2/N
Creative/Innovative 2 1/N 4 4/N
Output11
Teaching Aids Adopted in 1 1/N 2 2/N
PSHS (set of slide and
transparencies, chart,
software, videotapes=
maximum of 1 point/year)12
8. Research
i. Involvement in research includes researches in the fields of teaching,
learning and curriculum development, as well as action research.
ii. The maximum number of points earned per research activity is 2
points. Points are to be divided by the number of researchers for the
paper.
iii. Output is required. The teacher should present a manuscript of the
research, problem, methodology and results for evaluation by the
Research Sub-committee of the Executive Committee.
iv. Research must have prior approval of the Executive Director.
following a set of guidelines. See Annex B: Curriculum Development Committee (CDC) Forms for the Evaluation
of Instructional Materials.
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10. Involvement in Co-Curricular Activities
i. If coaching is a load, no point is earned.
ii. If there is more than one teacher coaching the winning student/s, the
points are distributed proportionately among the winning coaches
following this formula:
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goal must be aligned to the standards and principles of the
target audience, as evidenced by the results of an evaluation
procedure conducted; and
d. be conducted beyond the official function of the teacher.
iv. Scoring for TCP purposes
ROLE
Level
Chairman/proponent Coordinator/Facilitator Member
National 1.0 0.75 0.5
Regional 0.75 0.5 0.25
Division 0.5 0.25 0.1 Chairman/proponent
District 0.2 0.1 0.05
V This set of guidelines takes effect immediately upon approval by the PSHS System
Board of Trustees.
VI Tally of Points
TALLY OF POINTS
34 | P a g e
VII RANGE OF SCORES AND THE CORRESPONDING /RANK OF PROMOTION:
POSITION – SALARY GRADE TCP POINTS REQUIRED
SST 2 - 16 40-53
SST 3 - 19 54-72
SST 4 - 22 73-89
SST 5 - 24 90-119
SST 6 - 26 At least 120
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