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Republic of the Philippines

Department of Science and Technology (DOST)


PHILIPPINE SCIENCE HIGH SCHOOL (PSHS) SYSTEM

MERIT SELECTION PLAN (MSP) FOR TEACHERS

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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 


The PSHS Merit Selection Plan for Teachers aims to:

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:

1 Hiring of new teachers to fill up new or vacant positions. 


2 Transfers from other campuses of the PSHS System. 


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. 


4 Comparatively at Par – predetermined reasonable difference or gap between point scores


of 
candidates for appointment established by the FSB. 


5 Deep Selection – the process of selecting a candidate for appointment who is not next-in-
rank 
but possesses superior qualifications and competence. 


6 Discrimination – is a situation wherein a qualified candidate is not included in the


selection line- 
up on account of gender, civil status, pregnancy, disability, religion,
ethnicity, or political 
affiliation. 


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.

11 Promotion – is the advancement of an employee from one position to another with an


increase 
in duties and responsibilities as authorized by law and usually accompanied by
an increase in 
salary.


12 PSHS System – All existing PSHS Campuses, future campuses which shall be established

under the law, and the Office of the Executive Director

13 Psychosocial Attributes – refer to the characteristics or traits of a person that involves


both psychological and social aspects. Psychological includes the way he/she perceives
things, ideas, beliefs and understanding and how he/she acts and relates these things to
others and in social situations. 


14 Qualification Standards – is the statement of the minimum qualifications for a position,


which shall include education, experience, training, civil service eligibility, and physical
characteristics and personality traits required in the performance of the job. 


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. 


17 Relevant Experience – as defined in CSC Revised Policies on Qualification Standards, 2003


(CSC Resolution No. 030962), relevant experience refers to previous emplyment or jobs
or volunteer work on a full time basis in either in the government or private sector, whose
duties, as certified by the Human Resouce Management Officer or authorized officials of
the previous employer, are functionally related to the duties in the position Description
Form of the Position to be filled.

18 Relevant training – as defined in CSC Revised Policies on Qualification Standards, 2003


(CSC Resolution No. 030962), relevant training refers to formal or non-formal training
courses such as seminars, workshops, and others that will enhance one’s knowledge,
skills, capabilities, and attitude, and enable the candidate to successfully perform the
duties and responsibilities as indicated in the Position Description Form of the Positon to
be filled.

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. 


21 Superior Qualifications–shall mean outstanding relevant work accomplishments,


educational attainment and training appropriate for the position to be filled. It shall
include demonstration of exceptional job mastery and potential in major areas of
responsibility. 


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. 


8 For vacancies in teaching positions, all qualified teachers shall be automatically


considered 
candidates for promotion to the next higher position except when they have
signified in writing 
their lack of interest in the position. 


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.

11 The comparative competence and qualification of candidates for appointment shall be


determined on the basis of: 


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. 


14 PSHS Special Science Teachers belong to the closed career system 


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. 


VII PROCEDURE FOR HIRING NEW TEACHERS


Policies and Guidelines:

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. 


7 Performance appraisal/evaluation shall be done every semester during the probationary


period and the probationer is given timely feedback. 


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. 


b The Campus Director issues no notice of termination of service during the


probationary period or within ten (10) days after its completion due to
unsatisfactory conduct or want of 
capacity.

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:

The following procedures shall be observed in hiring new teachers:

1 Announcement of Vacant Position by the Campus Director. 


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:

1 A teacher may be reclassified to a higher entry-level 
position upon showing proof

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of completion of a graduate degree. 


2 Reclassification is not covered by the TCP guidelines on promotion. 


Procedure:

The following procedures shall be observed in the reclassification or upgrading of


position:


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.

Policies and Guidelines:

The following objectives, policies and guidelines shall govern the promotion of teachers:

1 Promotion of teachers is based on qualifications, merit, and productivity. PSHS


faculty members 
are expected to adhere to the professional standards outlined by
the Code of Ethics for Professional Teachers and the Code of Conduct and Ethical
Standards for Public Officials and Employees (RA 6713). Such behavior is a
prerequisite for promotion. 


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. 


4 A teaching position is open for promotion whenever there is a natural vacancy or a


newly created position or upgrading of position. 


5 A teacher can only be considered for promotion once in a school year except in
instances when there are newly created items. 


6 A teacher may be considered for promotion is he/she attained very satisfactory


teaching performance for the last two rating periods as evaluated by students and
supervisor and through the IPCR rating under the PSHS-SPMS or any other
instrument as prescribed by the CSC or the PSHS Board of Trustees. 


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. 


10 Local or foreign scholarship, fellowship or training, maternity/paternity leave,


secondment, or similar forms of official leave of absence granted and availed of by
the faculty shall not be construed as limiting factors for promotion and advancement.
For this purpose, the performance ratings to be considered shall be the two (2) rating
periods immediately prior to such official leave of absence. In the case of seconded
employees, the required performance rating to be used for promotion and
advancement shall come from the receiving agency. 


11 If promoted, the effective date of the promotional appointment or advancement


shall be after the completion or consummation of the said official leave of absence
and upon assumption to duty in the Campus. 


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. 


14 Under Section 52 of the Revised Rules on Administrative Cases in Civil Service


(RRACCS), the following accessory penalties have an effect on promotion: 


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:

The following procedures shall be observed in the promotion of teachers:


1 Announcement of available position for promotion by the Campus Director.


2 Publish the available 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 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. 


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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

The status of appointments of teachers in the PSHS System is as follows:

1 Permanent appointment. It shall be issued to a teacher who meets the qualification


standards 
for the teacher position. 
 In case a teacher does not satisfy the 18 units
of education requirement or its equivalent TCP points, he/she will be appointed as
Permanent but on probationary status until such time that he/she meets the MQS.

2 Substitute appointment. It shall be issued when a regular incumbent of a position is


temporarily 
unable to perform the duties of his/her position, such as when he/she
is on approved leave of absence, suspension, scholarship grant, or secondment. The
duration of a substitute appointment shall correspond to the period of leave of
absence of the regular incumbent of the position. Such appointment is not to exceed

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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.

XII COMPOSITION OF THE FACULTY SELECTION AND PROMOTION BOARD


(FSB)
A Faculty Personnel Selection and Promotion Board (FSB) with the following composition
shall be established in every campus.

1 Chairperson – Chief of the Curriculum and Instruction Services Division (CISD) 



2 Human Resource Management Officer or the career service employee directly
responsible 
for personnel management; 

3 A Department Head or its equivalent, and 

3 Two representatives of the employees, one teacher and one non-teaching staff, who
shall 
both be chosen by the duly accredited employee association of the campus.
For continuity of operation, the agency accredited employee association may
designate an alternate. 


XIII. FUNCTIONS AND RESPONSIBILITIES


The Human Resource Management Officer (HRMO)
1 Disseminate copies of the PSHS Merit Selection Plan for Teachers to all agency
personnel 
after approval thereof by the Civil Service Commission. The Campus shall
also conduct an orientation within six (6) months upon approval of the Merit
Selection Plan. A report on the same shall be submitted to the Civil Service Field
Office concerned for record purposes; 


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; 


3 Develop and maintain an updated qualification database of employees of the PSHS


Campus to include education, training, experience, skills, competencies, and other

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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; 


6 Conduct preliminary evaluation of the qualification of all candidates. 


7 Submit selection line-up to the FSB with the supporting documents for deliberation
en banc. 


8 Notify all applicants on the outcome of the final evaluation. 


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.

The Faculty Selection/Promotion Board (FSB)


1 Adopt formal screening procedure and formulate criteria for the evaluation of
candidates 
for appointment, taking into consideration the following:

a. Reasonable and valid standards and methods of evaluating the competence and

qualifications of all applicants competing for a particular position. 


b. Criteria for evaluation of qualifications of applicants for appointment must suit


the 
job requirements of the 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; 


3 Prepare a systematic assessment of the competence and qualifications of candidates


for 
appointment. Maintain fairness and impartiality in the assessment of
candidates. Towards this end, the FSB with prior approval of the Campus Director
may employ the assistance of external or independent resource persons and may
initiate innovative schemes in determining the best and most qualified candidate; 


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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6 Maintain records of all deliberations which must be made accessible to interested


parties 
upon written request and for inspection and audit by the CSC; and, 


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. 


The Campus Director


1 Establish a FSB and see to it that all FSB members undergo orientation and workshop
on the selection/promotion process and CSC policies on appointments. The Campus
Director shall ensure equal opportunity for men and women to be represented in the
FSB; 


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.

The Executive Committee (EXECOM)



Assess the merits of the Campus Director’s recommendation for approval of appointment
by the Board of Trustees.

The Board of Trustees


1 Approves appointment as endorsed by the EXECOM; 


2 Issue appointments in accordance with the provisions of the PSHS Merit Selection
Plan. 


XIV. SPECIAL PROVISIONS


1 At the end of his/her term, a Deputy Executive Director, Campus Director or
Executive Director may opt to remain with the PSHS System, subject to availability of
the highest faculty rank in the PSHS System and provided there is no diminution in
salary (Sec. 4.5, IRR of RA8496 dated October 1, 1998).
2 The PSHS Board of TUSTEES may intervene and judiciously exercise to waive
qualification requirements on highly meritorious cases.

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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.

Dr. Larry L. Cabatic______________ __________


Executive Director, PSHS System Date

17 | P a g e
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.

II GENERAL GUIDELINES ON THE TCP

1 Promotion of faculty is based on qualifications, merit, and productivity. The


PSHS Faculty is expected to adhere to the professional standards outlined by
the Code of Ethics for Professional Teachers and the Code of Conduct and
Ethical Standards for Public Officials and Employees (RA 6713). Such behavior is
a prerequisite for promotion. 


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. 


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 The TCP awards points for activities and recognition relevant to the work as
Special Science Teacher of the PSHS System. 


6 Permanent teachers who have no postgraduate degree may be promoted up to


SST III based on points. 


18 | P a g e
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

19 | P a g e
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

3 Relevant Teaching Experience


a. The service record of the teacher reflects relevant experience.
b. The maximum number of points earned under this criterion is 15 points
only.
c. Each school year of teaching experience is given 1.5 points.
d. Points earned under this criterion are cumulative.

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.

20 | P a g e
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:

One day seminar, at least half day – 0.2/day

Two or three days seminar - 0.5/day

4 days or more - 2 points

iv. Certificates submitted for evaluation are no longer considered for


succeeding promotions for teachers who are promoted.
Certificates may be used for reevaluation for teachers who are
not promoted. 

v. All certificates earned once appointed as faculty of PSHS will be
valid for first promotion. In succeeding promotions, a validity
period of 5 years would be set for a teacher’s certificates.
vi. Seminars attended as teacher chaperone will not necessarily
merit points. Points may be given if the teacher has proof of
participation (e.g. schedule of activities indicating separate
activities for teachers and students, etc.) 


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
21 | P a g e
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

e. Leadership in Professional Societies/Associations



Leadership in professional societies/associations while with the PSHS
System will be credited once per association as follows:
Position International/ National Level Others
President/Chairman of the Board 2 1
Other positions/ Committee Chair 1 0.5

f. Major Committees/Administrative Assignments


The following major committees/administrative assignments are given
points as follows: 

Committees Role & Points
BAC, PSB, TCP Discipline Committee, Personnel Discipline Chair – 2
Committee Member – 1
Other AdHoc and special committees With Special Order Chair – 1
Member– 0.5

Administrative Assignments Points


Division Chief 3/year
Department head 2
Unit Head, Batch Coordinator (more than 3 sections) 1/year

22 | P a g e
SSIP/Research Coordinator*, Discipline Officer *if 1/year
not unit head

g. Publications/Instructional Materials


i. Books published (reference books, textbooks)


(1) Secondary/Tertiary Sole Author Co-author
National Level 1 4 4/N or 1 point
PSHS System use (approved) 2 4 4/N or 1 point
PSHS Campus use (approved) 3 3/N
(2) Elementary 2 2/N

ii. Published Research/Professional article 3


Published Research Sole Co- Sole Co-author
Author author Author (ISI and Scopus
(ISI and listed)
Scopus
listed)
International 4 4/N or 8 8/N or 1.5 point
0.75
point
National 4 3/N or 8 6/N or 1 point
0.5 point

Published Professional Sole Co- Sole Co-author (ISI


Article Author author Author and Scopus
(ISI and listed)
Scopus
listed)
International 2 2/N 4 4/N
National 1 1/N 2 2/N
Published Laboratory 2 2/N 4 4/N
Manual/ Workbook 4
Published Module 1 1/N 2 2/N

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.

23 | P a g e
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.

i. Professional awards and recognition


i. The points for Awards and recognition are given below.
ii. The rule on professional awards and recognition does not apply to
DOST awards of recognition for completion of a graduate degree
under the DOST Staff Development Program and other DOST
scholarship programs, nor the PSHSS/DOST Loyalty Awards.

Level 1st 2nd 3rd


International 5 points 4 points 3 points
National 4 points 3 points 2 points
Regional 2 points 1.5 points 1 points
District/Divisional/Provincial 1 points 0.5 points 0.2 points

j. 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

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.

24 | P a g e
coaches following this formula:

Points earned = Total Points


No. of coaches

iii. In cases of multi-level competitions, points are earned for each


level/award.
iv. Points earned by winning coach/es are given in the next table.
International National Regional
First Placer (Best/Most) 1.0 point 0.7 point 0.4 point
Second Placer 0.9 point 0.6 point 0.3 point
Third Placer 0.8 point 0.5 point 0.2 point
4th to 10th 0.7 0.4 0.1

k. Involvement in Outreach Activities


i. The PSHS is an academic institution specializing in science and
technology, thus, outreach programs conducted by teachers
should be anchored on any of the following objectives to be
credited for TCP points:
1. to encourage and improve the interest and performance in
math, science, and technology of students in the
community;
2. to increase community’s understanding and awareness of
science and technology;
3. to support teachers and educational programs of the
community; and
4. to serve community for a better future through science
and technology.
ii. The following can be types of Outreach Activity:
1. Adopt-a-School Program
2. Teacher/Student Training
3. Techno Transfer in Barangay
4. Visit to Social Institutions or Sponsorship of Socio-Civic
Activities for indigents
5. Environmental Related Pursuits
iii. Credited outreach efforts must:
1. be approved by the concerned office, well documented
and must have its own funding source;
2. reach deprived group/s of people and must have long term
benefits;
3. be relevant to the needs of the target beneficiaries and
the goal must be aligned to the standards and principles of
the target audience, as evidenced by the results of an
evaluation procedure conducted; and

25 | P a g e
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

1. If the nature of involvement is about speakership,


demonstration or as facilitator, follow points in the teacher-
training category.
2. If the nature of involvement is giving goods to indigents, .1
is credited per visit to the institution.
v. Conduct of these outreach activities shall be made regular or
sustainable.

IV Instances not explicitly covered by these guidelines will be treated on a case-to-case


basis.

V This set of guidelines takes effect immediately upon approval by the PSHS System
Board of Trustees.

VI Tally of Points
TALLY OF POINTS

Criteria Maximum Points


I. Teaching Performance…………………………………………….. 30
II. Relevant Education………………………………………………….. 20
III. Relevant Teaching Experience…………………………………. 15
IV. Relevant Training…………………………………………………….. 15
V. Professional Output/Activities………………………………… 20

GRAND TOTAL 100

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

26 | P a g e
SST 6 - 26 At least 120

IV GUIDELINES FOR ASSIGNING POINTS IN THE SECOND YEAR OF IMPLEMENTATION

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

27 | P a g e
assessment. 


MA/MS completed coursework but no degree earns 10 points

MA/MS non-thesis 14 points 


MA/MS with thesis 18 points

ii. An additional master’s degree is given points as follows (max of 2


pts.):
a. 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. 

b. 1 point for Master’s Degree in any field of specialization 

5. 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. 

6. 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

C Relevant Teaching Experience


1. The service record of the teacher reflects relevant experience.
2. The maximum number of points earned under this criterion is 15 points only.
3. Each school year of teaching experience is given 1.0 points.
4. Points earned under this criterion are cumulative.

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.

28 | P a g e
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:

One day seminar, at least half day – 0.2/day

Maximum of 10 days/seminar

iv. Certificates submitted for evaluation are no longer considered for


succeeding promotions for teachers who are promoted. Certificates
may be used for reevaluation for teachers who are not promoted. 

v. All certificates earned once appointed as faculty of PSHS will be valid
for first promotion. In succeeding promotions, a validity period of 5
years would be set for a teacher’s certificates.
vi. Seminars attended as teacher chaperone will not necessarily merit
points. Points may be given if the teacher has proof of participation
(e.g. schedule of activities indicating separate activities for teachers
and students, etc.) 


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.

29 | P a g e
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

5. Leadership in Professional Societies/Associations



i. Leadership in professional societies/associations while with the PSHS
System will be credited once per association as follows:
Position International/ National Level Others
President/Chairman of the Board 2 1
Other positions/ Committee Chair 1 0.5

6. Major Committees/Administrative Assignments


i. The following major committees/administrative assignments are
given points as follows: 

Committees Role & Points
BAC, PSB, TCP Discipline Committee, Personnel Discipline Chair – 2
Committee Member – 1
Other AdHoc and special committees With Special Order Chair – 1
Member– 0.5

30 | P a g e
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


i. Books published (reference books, textbooks)


Secondary/Tertiary Sole Author Co-author
National Level 7 4 4/N or 1 point
PSHS System use (approved) 8 4 4/N or 1 point
PSHS Campus use (approved) 3 3/N
Elementary 2 2/N

ii. Published Research/Professional article 9


Published Research Sole Co- Sole Co-author
Author author Author (ISI and Scopus
(ISI and listed)
Scopus
listed)
International 4 4/N or 8 8/N or 1.5 point
0.75
point
National 4 3/N or 8 6/N or 1 point
0.5 point

Published Professional Sole Co- Sole Co-author (ISI


Article Author author Author and Scopus
(ISI and listed)
Scopus
listed)
International 2 2/N 4 4/N
National 1 1/N 2 2/N

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.

31 | P a g e
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.

9. Professional awards and recognition


i. The points for Awards and recognition are given below.
ii. The rule on professional awards and recognition does not apply to
DOST awards of recognition for completion of a graduate degree
under the DOST Staff Development Program and other DOST
scholarship programs, nor the PSHSS/DOST Loyalty Awards.
Level 1st 2nd 3rd
International 5 points 4 points 3 points
National 4 points 3 points 2 points
Regional 2 points 1.5 points 1 points
District/Divisional/Provincial 1 points 0.5 points 0.2 points

10 The published laboratory manual and published module must be copyrighted.


11 “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.
12 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.

32 | P a g e
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:

Points earned = Total Points


No. of coaches

iii. In cases of multi-level competitions, points are earned for each


level/award.
iv. Points earned by winning coach/es are given in the next table.
International National Regional
First Placer (Best/Most) 1.0 point 0.7 point 0.4 point
Second Placer 0.9 point 0.6 point 0.3 point
Third Placer 0.8 point 0.5 point 0.2 point
4th to 10th 0.7 0.4 0.1

11. Involvement in Outreach Activities


i. The PSHS is an academic institution specializing in science and
technology, thus, outreach programs conducted by teachers should
be anchored on any of the following objectives to be credited for TCP
points:
a. to encourage and improve the interest and performance in
math, science, and technology of students in the community;
b. to increase community’s understanding and awareness of
science and technology;
c. to support teachers and educational programs of the
community; and
d. to serve community for a better future through science and
technology.
ii. The following can be types of Outreach Activity:
a. Adopt-a-School Program
b. Teacher/Student Training
c. Techno Transfer in Barangay
d. Visit to Social Institutions or Sponsorship of Socio-Civic
Activities for indigents
e. Environmental Related Pursuits
iii. Credited outreach efforts must:
a. be approved by the concerned office, well documented and
must have its own funding source;
b. reach deprived group/s of people and must have long term
benefits;
c. be relevant to the needs of the target beneficiaries and the

33 | P a g e
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. If the nature of involvement is about speakership, demonstration or as


facilitator, follow points in the teacher-training category.
vi. If the nature of involvement is giving goods to indigents, .1 is credited
per visit to the institution.
vii. Conduct of these outreach activities shall be made regular or
sustainable.

IV Instances not explicitly covered by these guidelines will be treated on a case-to-case


basis.

V This set of guidelines takes effect immediately upon approval by the PSHS System
Board of Trustees.

VI Tally of Points
TALLY OF POINTS

Criteria Maximum Points


Teaching Performance…………………………………………….. 30
Relevant Education………………………………………………….. 20
Relevant Teaching Experience…………………………………. 15
Relevant Training…………………………………………………….. 10
Professional Output/Activities………………………………… no limit

GRAND TOTAL at least 75

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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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