RECRUITMENT, SELECTION
AND PLACEMENT

GOVERNANCE

RSP-G-S3.1

The Agency’s RSP policies and processes clearly define link with other core HRM areas (i.e. L&D, R&R and PM).

➜ CSC Approved MSP with specific EEOP Guidelines and provisions showing the link of RSP with PM, L&D and R&R

DepEd Approved Merit Selection Plan
Reiteration of MSP
DepEd Memorandum on the Addendum to MSP
DepEd Approved Recruitment Selection Plan
Omnibus Clarification and Guidance on DepEd Order No. 007 s. 2023 and other matters on Hiring Arrangements of Teachers (DM-OUHROD-2023-0922)
Guidelines on the Reclassification of Positions for FY 2021, and years thereafter, pursuant to Regional Memorandum No. 85, s. 2020
Clarification on Ranking of Master Teacher
DepEd Order 66, s. 2007 – Revised Guidelines on the Appointment and Promotion of Other Teaching, Related Teaching and Non-Teaching Positions
DepEd Order 3, s. 2016 – Hiring Guidelines for Senior High School (SHS) Teaching Positions Effective School Year (SY) 2016-2017
DepEd Order 97, s. 2011 – Revised Guidelines on the Allocation and Reclassification of School Head Positions

➜ Information System (IT-based) as a tool linking the HR systems (HRIS)

RSP-G-S3.2

The Agency has a PSB that collaborates with HRMO, managers/ supervisors and other HR bodies in strengthening link between RSP and other core HRM areas.
➜ RSP guidelines with clear specific roles and providing for collaborative working relationship among the HRM Office, managers and HR Committees

➜ Project Implementation Plan/Schedule

Memorandum on the Conduct of Interview and Assessment
Project Proposal on the Implementation of Scheduled Inteview and Assessment
Proposed Implementation Plan with based on Anticipated Vacancies

➜ Minutes of meetings (e.g. deliberation, systems review)
➜ Office Order(s) creating/reconstituting the HRMPSB

RSP-G-S3.3

The Agency tracks effectiveness of RSP processes, and uses data to improve system:• Profile of applicants (including data on gender, disability, civil status, religion, ethnicity, etc.)

Accomplished Applicants Profile
2023- Initial Evaluation (Division Evaluation)

• Performance at the end of the probationary period

2022-2023 IPCRF of Teachers under Provisional/Probationary

• Workforce diversity (data on gender, disability, civil status, religion, ethnicity, etc.)

Inventory of teachers (Elementary)
Inventory of teachers (Junior High School)
Inventory of teachers (Senior High School)
Inventory of Non-Teaching Personnel
Signed copy of PSIPOP

• Turnover rate

Signed Report on Accession and Separation

• Documented and analyzed exit interview

Exit interview reports (with analysis and recommendation)
Accomplishment Report on Teacher Hiring

RSP-G-S3.4

The Agency maintains a Human Resource Information System that shows link between RSP and other core HRM areas (i.e., L&D, PM and R&R).
➜ HR Systems Links Matrix and framework (result of links mapping)

Provision on the Link of Core HRM Area
Mapping per Pilar with Policies

➜ Enhanced RSP Guidelines providing for the link with other HR Systems

➜ Functional HRIS which generates data and reports needed by HRMO, HR committees, Managers and employees

RSP-G-S3.5

The Agency maintains documentation and records on:• System review data on RSP effectiveness

- Report on the Review of RSP system effectiveness (The report shows the effectiveness as well as challenges relative to collaborations among HRMO, HR committees and managers and recommended solutions)
- Minutes of Meeting (system review)
- CSC Approved MSP with specific EEOP Guidelines and provisions showing the link of RSP with PM, L&D and R&R

• RSP policy and process flow showing link to other core HRM areas

Process flow showing link and convergence point from RSP to other core HRM areas (Links Map)

TALENT PLANNING

RSP-TP-S3.1

The Agency has a workforce plan to meet medium-term (2-3 years) HR needs. It includes workforce diversity analysis of the Agency’s staffing (i.e., male-female ratio, age, information on disability, civil status, ethnicity, religion, etc.) in the last 2-3 years that is used to develop RSP strategies to promote workforce diversity and uphold equal opportunity principles.
➜ Strategic Workforce (HR) Plan that meet the medium-term HR needs of the agency (includes data on workforce diversity analysis and highlighting the strategies in support of EEOP)

- Anticipated Vacancies (Staffing Plan)
- Budget Requirements for FY 2023
- DepEd Order No. 19, S. 2016 – Guidelines on the Organizational Structures and Staffing Patterns of Stand-Alone and Integrated Public Senior High Schools (SHS)
- DepEd Order No. 52, s. 2015 – New Organizational Structures of the Central, Regional, and Schools Division Offices of the Department of Education

TALENT SOURCING

RSP-TS-S3.1

The Agency has a Recruitment Plan that supports the medium-term (2-3 years) workforce plan, which is reviewed annually to ensure responsiveness.
➜ Annual Recruitment Plan for Medium Term Workforce Requirement➜ Report on the Annual Review of Workforce Plan

RSP-TS-S3.2

The Agency attracts possible candidates through proactive recruitment activities (e.g., job fairs, campus recruitment, use of databases of relevant agencies like CSC’s Register of Eligibles, Professional Regulation Commission, professional associations, etc.) to build a talent bank that supports the medium term workforce plan.
➜ Report on the implementation of the Annual Recruitment Plan (template/form) for the medium-term Workforce Plan with proactive recruitment activities (campus recruitment, job fair, tie up with recruitment agencies, etc.)

Publication on CSC Website

➜ Updated Pool of qualified applicants that supports the medium-term Workforce Plan

RSP-TS-S3.3

The analysis of the Agency’s applicant diversity profile in the last 2-3 years is used to develop strategies to attract diverse applicants.
➜ Report on the analysis of Applicants’ Diversity Profile ➜ Annual Recruitment Plan which includes strategies to attract diverse applicants

TALENT SELECTION AND PLACEMENT

RSP-TSP-S3.1

The Agency’s selection criteria are based on competency-based job description and approved Qualification Standards specific for the position to be filled.
➜ Agency-approved competency framework/dictionary/system

- - Approved Office Functions version 3 with detailed outputs and indicators
  - Position Description Forms with Proposed Comptencies

➜ Agency-approved competency-based JD

- - Approved Job Descriptions

➜ CSC-approved revised MSP providing for competency-based assessment/ selection criteria (BEI) and processes

RSP-TSP-S3.2

The assessment and selection process uses appropriate additional tools to evaluate candidates against competency requirements for the position (e.g., behavioral event interview, proficiency test, etc.).

RSP-TSP-S3.3

The Agency’s assessment and selection criteria and processes consider equal employment opportunity principles (e.g., affirmative action) where candidates possess comparable competencies.

RSP-TSP-S3.4

The Agency implements and evaluates a 3-6 month onboarding program to establish and strengthen interpersonal and organizational relationships to facilitate adjustment and immersion into the new work environment and organization.sssss

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RECRUITMENT, SELECTION AND PLACEMENT