THE LATEST DEPED POLICY ON THE RECRUITMENT AND DEPLOYMENT OF PUBLIC SCHOOL

TEACHERS

1. The latest DepEd policy on the recruitment and deployment of public school teachers. What
provisions in the Magna Carta are bases of the DepEd policy?

HIRING GUIDELINES FOR TEACHER I POSITIONS EFFECTIVE SCHOOL YEAR (SY) 2015-2016 1.0

The issuance of these Guidelines aims to integrate and further institutionalize the primary
objective of the I to 12 Basic Education Program, which is to enhance the overall quality of basic
education in the country by hiring highly competent teachers, and to uphold the Department's
mandate under the Magna Carta for Public School Teachers (Republic Act 4670) to promote and
improve public school teachers' employment and career opportunities as well as to attract
more people with proper qualifications to the aching profession.

A. BACKGROUND AND RATIONALE

The Department of Education (DepEd) recognizes that the success of any education system
greatly relies on the competence of its teachers. Hence, one of the primary issues the
Department aims to address through its comprehensive implementation of the K to 12 Basic
Education Program is the need for highly competent teachers in public elementary and
secondary schools. The program plans to achieve this objective through significantly improving
professional standards that will better ensure that the teachers hired are able to substantially
contribute to the development. flifelong learners. Furthermore, the hiring system is also set to
provide opportunities for the absorption of all qualified kindergarten volunteers and LGU-hired
teachers into the national plantilla. Faithful to the merit and fitness principle of the Civil Service
Doctrine of the Constitution and DepEd's continuing thrust to enhance the quality of basic
education, these hiring guidelines are hereby promulgated for Teacher I positions consistent
with the pertinent provisions of existing laws, rules and regulations effective School Year 2015-
2016.

B. SCOPE
These guidelines, which will apply to the filling-up newly created and/or natural vacancies for
Teacher I positions in public elementary (including kindergarten) and secondary schools shall
cover the following areas/aspects:

2.1 Announcement of Vacancies and Receipt of Applications

2.2 Verification and Validation of Documents Submitted

2.3 Evaluation and Selection of Qualified Applicants

2.4 Appointment of Qualified Applicants

2.5 Monitoring of Division Office Compliance with Hiring Guidelines by the Regional Office

2. The policy/provisions for the recruitment and deployment of private school teachers?

THE MAGNA CARTA FOR PRIVATE SCHOOL TEACHERS

Be it enacted by the Senate and the House of Representatives of the Philippines in Congress
Assembled:

B. Recruitment and Careers

Section 6. Minimum Qualifications of a Private School Teacher. The school teaching personnel
in pre-school, elementary and secondary level of basic education in all private schools must
pass the Licensure Examination for Teachers (LET). For all levels of instruction, the following
shall constitute the minimum educational qualifications for teacher-applicants:

a. Pre-school and elementary, Holder of a bachelor's degree in elementary education or its

equivalent. Pre-school teachers shall have at least six units of professional subjects relating to
pre primary education

b. Secondary, For Academic Subjects-Holders of a bachelor's degree in secondary education or

its equivalent or a Bachelor of Arts or Science degree or its equivalent with at least professional
units in education.

c. Secondary Vocational And Two Years Technical Courses- Bachelor's degree in the field of
specialization with at least 18 professional units in education.
d. Collegiate Level other than Vocational- Master's degree with a specific area of specialization
except when there is a lack of applicants with Master's Degree in which case a bachelor's
degree in specific area of specialization will suffice subject to Regulation which the CHED will
impose.

e. Graduate School Level-Doctor of Philosophy with a specific area of specialization except

when there is a lack of applicants with PhD in which case a master's degree in specific area of
specialization will suffice subject to Regulation which the CHED will impose.

Section 7. Probationary Period. When recruitment takes place after adequate training and
professional preparation in any school recognized by the Government, the hired teachers shall
be placed under probationary status for a period not exceeding one (1) academic year provided
that the conditions for its satisfactory completion shall be strictly related to professional
competence made known at the time of hiring and stipulated in the contract of employment.

Section 8. Non Extension of Probationary Period. The private school shall not extend the
probationary period beyond the one academic year of probation. After the hired teachers shall
complete the probationary period, they shall be deemed regular employees once their services
shall be continued. However, in case a teacher is alleged to have failed to satisfactorily
complete the probation period, he/she shall be informed of the reasons therefore.

Section 9. Security of Tenure. Teachers shall be assured of stability of employment and security
of tenure. No private school teacher shall be dismissed by the school except for cause and the
proper observance of due process.

Section 10. Consent for Transfer. Except for cause and as herein otherwise provided, no teacher
shall be transferred without his/her consent from one branch/station to another. However
where the exigencies of the service requires the transfer of a teacher from one branch to
another, such transfer may be effected by the school owner who shall previously notify the
teacher concerned of the transfer and the reason or reasons therefore. If the teacher believes
there is no justification for the transfer, he/she cannot be compelled to transfer to any branch if
such fact will result into additional burden and expense on his/her part.

Section 11. No Discrimination In Entrance To Teaching Profession. There shall be no

discrimination whatsoever in entrance to the teaching profession or during its exercise or in the
termination of service based on consideration other than professional qualifications.

Section 12. Advancement and Promotion. Subject to necessary qualifications, teachers shall be
assured opportunities to move from one type or classification to a higher level or rank.
Promotion shall be based on objective assessment of the teacher's qualifications for the new
post by reference to strictly professional criteria laid down in consultation with teacher's
organizations existing within the school.

Section 13. Ranking of Faculty Members in Higher Education. Faculty members in higher
education shall be assigned academic ranks in accordance with their academic training and
scholarship. Criteria for ranking shall be performance-oriented and determined in collaboration
with teacher's organizations.

A new member of the faculty in the collegiate level shall begin as an instructor, provided that
there shall be opportunities for promotion to a higher rank, if such appointed designation is
warranted by his experience training and scholarship credentials.

Section 14. Academic Freedom. Teachers shall enjoy academic freedom in the discharge of their
professional duties, particularly with regard to teaching and classroom methods.

3. The meaning of academic freedom cited in Sect. 12 of the magna carta

Sec. 12. Academic Freedom. Teachers shall enjoy academic freedom in the discharge of their
professional duties, particularly with regard to teaching and classroom methods.

Academic freedom is the conviction that the freedom of inquiry by faculty members is essential
to the mission of the academy as well as the principles of academia, and that scholars should
have freedom to teach or communicate ideas or facts (including those that are inconvenient to
external political groups or to authorities) without being targeted for repression, job loss, or
imprisonment. The 1987 Philippine Constitution states that, "Academic Freedom shall be
enjoyed in all institutions of higher learning Philippine jurisprudence and courts of law,
including the Philippine Supreme Court tend to reflexively defer to the institutional autonomy
of higher institutions f learning in determining academic decisions with respect to the outcomes
of individual cases filed in the courts regarding the abuse of Academic Freedom by professors,
despite the individual merits or demerits of any cases.

4. The present salaries of teachers paid by the city/municipal/provincial government to

determine if they are in accordance with sec. 17 of the Magna Carta.
5. Num 4 sec 17

According to the department of Education survery20, 000 k per month is the estimated baseline
salary of the teachers paid by the city/municipal/provincial government in the Philippines. It is
therefore safe to say that it is in accordance with the section 17 of the Magna Carta Equality in
Salary Scales.

Sec. 17. Equality in Salary Scales. The salary scales of teachers whose salaries are appropriated
by a city. municipal, municipal district, or provincial government, shall not be less than those
provided for teachers of the National Government.