DepEd Order No. 030, s. 2025: Inclusive Employment Policy in the Department of Education

Inclusive Employment Policy in the Department of Education

Release date: September 29, 2025 • Effectivity: Upon approval/issuance and publication on the DepEd website

At a glance: DO 030, s. 2025 institutes an Inclusive Employment Policy (IEP) across DepEd’s HR systems—recruitment, selection, placement, induction, L&D, performance management, and rewards—so that applicants and personnel from marginalized groups are treated fairly, provided with inclusive communications and reasonable accommodation, and assessed using transparent, non-discriminatory processes.

Official sources

• DepEd Order page (announcement): deped.gov.ph
• Full text (PDF): DO_s2025_030r.pdf

Contents

1. Policy Principles & Coverage (Overview)
2. Scope & Key Definitions
3. Inclusive Communication & Reasonable Accommodation
4. Reasonable Accommodation – Quick Workflow
5. Recruitment, Selection & Placement (RSP)
6. Model Equal Opportunity Statement & Posting Checklist
7. Open Ranking & Accessible Assessments
8. Open Ranking Safeguards (Objectivity & COI)
9. Learning & Development and Performance Management
10. Implementation, Roles & Monitoring
11. Implementation Timeline & Ownership
12. Appeals & Grievances
13. Accessibility & Data Protection Checklist
14. FAQ (incl. edge cases)

Policy Principles & Coverage (Overview)

The IEP embeds equality of opportunity, non-discrimination, and universal design in DepEd employment. It applies to all units and spans the entire HR cycle—RSP, induction, L&D, performance and rewards, and other HR functions. Marginalized groups are explicitly considered in standards and indicators.

Scope & Key Definitions

• Who is covered: All DepEd offices/units and HR processes (RSP, induction, L&D, performance, rewards). Applies to job applicants and personnel, subject to specific implementing rules.
• Marginalized groups (examples): Persons with disabilities; women; solo parents; senior citizens; Indigenous Peoples; religious minorities; people with diverse SOGI; and other groups recognized by law/policy.
• Reasonable Accommodation (RA): Necessary and appropriate adjustments that do not impose disproportionate burden (e.g., accessible formats, assistive devices, schedule adjustments).
• Open Ranking System (ORS): Transparent scoring/selection where applicants may witness evaluation and see disclosed ratings per protocol.

Inclusive Communication & Reasonable Accommodation (RA)

• Units ensure services, tools, equipment, and facilities are inclusive and accessible; RA is provided as needed.
• Facilities align with relevant standards (e.g., lactation rooms; accessible publications; prayer/quiet rooms; gender-fair amenities).
• All notices include a contact office that can answer questions during business hours.

Reasonable Accommodation – Quick Workflow

1. Request: Applicant/employee emails the HR unit (or uses the local RA form) describing the barrier and requested adjustment.
2. Acknowledge (2–3 business days): HR confirms receipt and may request clarifications only as needed.
3. Evaluate (5–10 business days): HR + concerned office assess practicality, costs, and alternatives.
4. Decision: Approve the requested RA or offer an effective alternative; document the decision and duration.
5. Implement: Provide the aid (e.g., large-print test, accessible venue, interpreter) before the assessment or start date.
6. Review: After use, gather feedback and improve future accommodations.

Note: Timelines may vary by Division/Region; follow your latest local memo.

Recruitment, Selection & Placement (RSP)

Minimum requirements for inclusive RSP

• Equal Opportunity (EO) statement in all vacancy announcements.
• Vacancies posted through multiple modes (DepEd site, newspapers, job sites, portals, social media, job fairs).
• Accessible vacancy notices (machine-readable HTML/text-based PDFs; avoid image-only PDFs).
• Accept electronic submissions (e-docs); request hard copies only if needed for verification.
• HR initial evaluation strictly against QS; non-qualified applicants get feedback citing specific deficiencies.

Model Equal Opportunity Statement & Posting Checklist

Use this EO statement in all announcements:

“DepEd is an Equal Opportunity Employer. We do not discriminate on the basis of age, sex, SOGI, civil status, disability, religion, ethnicity, or political beliefs, except as required by law. Reasonable accommodation is available upon request.”

• Post via multiple channels; include RA contact.
• Ensure accessible formats: HTML/text-based PDFs; add alt text to images.
• Accept e-submissions per policy; maintain an auditable log of receipts.

Open Ranking & Accessible Assessments

• Open Ranking System (ORS) enhances transparency; applicants may witness evaluation and see disclosed scores per protocol.
• Qualified applicants are informed of schedules and instructions (BEI, written/proficiency tests, demo-teaching).
• Accessibility measures during assessments: barrier-free rooms; large print; assistance for visual disability; written or signed-language support for hearing disability; gender-fair and disability-sensitive language.

Open Ranking Safeguards (Objectivity & COI)

• Coded packets: Anonymize materials where practicable; remove non-essential identifying details.
• COI declarations: Panel signs conflict-of-interest statements before evaluation; recuse when needed.
• Transparency: Disclose summarized scores within a reasonable period (e.g., 5–10 business days) per local protocol.
• Observer option: For marginalized applicants, an inclusion observer may attend (with confidentiality duties) as allowed by policy.

Learning & Development and Performance Management

• L&D is needs-based; no one is deprived of development opportunities due to marginalized status; induction includes sensitivity training (e.g., gender sensitivity).
• Performance management includes inclusive behaviors in core behavioral competencies; self-rating is allowed; ratings are appealable per policy.

Implementation, Roles & Monitoring

HR units lead adoption; BHROD and NEAP ensure standards/training and integrate inclusion in medium- and long-term plans. Offices should publish the RA contact, adopt the EO statement, and align panels with ORS safeguards.

Implementation Timeline & Ownership

• Day 0–30: Issue local memo w/ EO statement template; identify RA focal persons; audit accessibility (venues/materials).
• Day 31–60: Train HR/BEI on inclusive language & assessments; publish RA workflow & contact channel.
• Day 61–90: Pilot ORS safeguards; monitor at least one RSP cycle; gather feedback and improve.

Ownership (light RACI)

• HR Unit: Leads EO statements, RA processing, ORS documentation.
• School/Office Head: Ensures accessible venues/materials; signs off RA implementations.
• BEI/Panel: Applies QS consistently; uses inclusive language; completes COI forms.
• NEAP/BHROD (as applicable): Training, standards, and monitoring support.

Appeals & Grievances

• Step 1 (within 10 business days): Email the HR head with your case, dates, and attachments (announcement, RA request/decision, scores).
• Step 2 (within 10–15 business days): If unresolved, elevate to the Division/Region grievance committee per local memo format.
• Step 3: If still unresolved, seek guidance from the Central Office channel indicated on the Order page.

Keep an audit trail (emails, receipts). Use respectful, factual language when appealing.

Accessibility & Data Protection Checklist

• Announcements include alt text, sufficient color contrast, and text-based PDFs/HTML.
• Assessment rooms are barrier-free; reserve accessible seating; state RA contact in invitations.
• Handle personal data per policy; restrict access; redact sensitive data in working copies; log document hand-offs.

FAQ (incl. edge cases)

Does every vacancy need an Equal Opportunity statement?

Yes. DepEd vacancy announcements must include the EO statement and cannot exclude applicants on the basis of protected characteristics (except where required by law).

Can applications be submitted electronically?

Yes. Electronic submissions are accepted per policy; hard copies may be requested only for verification/records.

What accessibility measures are required during assessments?

Barrier-free venues, large-print materials, assistance for visual disability, written/signed-language options for hearing disability, and gender-fair, disability-sensitive language in BEI.

Can I request RA after I already applied?

Yes. Request as soon as the barrier is known. HR will evaluate and provide the earliest feasible accommodation; late requests may affect schedules but should not prejudice eligibility.

Are virtual/online assessments allowed with RA?

Yes when appropriate. Provide accessible platforms, captioning or sign-language, large-print materials, and extra time if required.

Do JO/contractor applicants get EO/RA?

Equal Opportunity and non-discrimination principles apply to hiring processes. RA requests are processed under the same workflow, subject to hiring rules for the engagement type.

Author: Tchers' Den

Source: DepEd Orders page & official PDF (link above). Local implementation details may be refined by Division/Region memo.