DepEd Order No. 034, s. 2025: Amendments & Clarifications to DepEd Order No. 024, s. 2025 (Expanded Career Progression System)

DepEd Order No. 034, s. 2025

Amendments & Clarifications to DepEd Order No. 024, s. 2025 (Expanded Career Progression System)

Release date: October 14, 2025 • Coverage: National (DepEd)

At a glance: DO 034, s. 2025 clarifies how the Expanded Career Progression System is implemented— who is covered, how Master Teacher ratios and specialization are counted, what Qualification Standards can be credited, how retitling works, acceptable PPST-aligned MOVs, trained assessors for Classroom Observation, and the handling of CAReER (Expanded Reclassification) results across fiscal years.

Quick Start:

• I’m a Teacher/MT applicant → jump to QS & ETE, Eligibility & Proof, PPST MOVs.
• I’m a School Head/HR → jump to MT Ratios, CO Protocols, CAReER, Governance.

Contents

1. Rationale
2. Key Definitions
3. Scope & Coverage
4. Master Teacher Ratios & Specialization
5. Qualification Standards & ETE Points
6. Eligibility Snapshot & Proof Checklist
7. Documentary Requirements (Principals)
8. Retitling (No HRMPSB Comparative)
9. MOVs & PPST Alignment
10. Classroom Observation Protocols
11. CAReER Results Validity
12. Transitory, Repealing, Effectivity
13. Governance & Responsibilities
14. Appeals & Grievances
15. Action Steps (Schools, Teachers, HR)
16. FAQ

Rationale

The Order reinforces that career progression is merit- and competency-based. It emphasizes a holistic evaluation of credentials (education, training, experience), performance indicators, and professional accomplishments to ensure fairness and quality.

Key Definitions

• Appropriate Specialization: Academic preparation aligns with the subject/area/track of the target position. If teaching outside field, cumulative experience in that area may be used as evidence (see Proof Checklist).
• Functionally Related Experience: Experience (gov’t/private) with duties comparable to the target position’s scope (instructional, supervisory, leadership), documented via HR certifications and role descriptions.
• Retitling: Changing the current item title when the incumbent meets prescribed QS. Unlike competitive promotion, HRMPSB comparative ranking is not required for retitling.
• Expanded Reclassification (CAReER): Comparative assessment results used for reclassification that remain valid until exhausted; qualifiers not processed due to funding are prioritized in the next FY.
• CO/COI: Classroom Observation (CO) for promotions, conducted by trained assessors using prescribed tools to generate COI-based evidence.
• MOVs (PPST): Means of verification that demonstrate PPST indicators (e.g., lesson artifacts, CO forms, coaching logs, LAC outputs).
• Training Recency (5 Years): Required training should fall within the last five (5) years; excess training hours obtained after the last promotion and within the 5-year window may earn points.
• Class Program & SF7: The school’s official class load schedule and School Form 7 used to validate teacher allocations, subjects handled, and FTE counts.
• PDS & WES: Personal Data Sheet and Work Experience Sheet; key HR documents to establish education, training, and experience timelines.

Scope & Coverage

• Permanent Teachers I–VII, Master Teachers I–V, and School Principals I–IV.
• Includes K–12 (JHS/SHS), ALS, Madrasah, and IPED; also Special Science and SPED Teachers per EO 174 (IRR).

Not covered: Guidance/School Counselors; School Farming Coordinators; Library Services; PHSA/NAS and other attached-agency schools; PSHS; SUC lab schools; BARMM (may adopt separately).

Master Teacher Ratios & Specialization

• Counting for MT staffing ratios: Secondary teachers who teach outside their original specialization and those handling multiple subjects (as reflected in the approved Class Program) are counted toward the 3:1 / 5:1 teacher-to-MT ratios, subject to validation (e.g., School Form 7).
• Specialization requirement: Applicants for MT must have appropriate academic specialization for the subject/area/track. If teaching outside field, they may qualify with ≥5 years cumulative experience in that subject/area/track, supported by Class Programs, WES, and PDS records.

How to Validate Counting for MT Ratios

1. Compile the current and previous Class Programs covering the applied period (show subjects, time allotments, and dates).
2. Attach the latest SF7 to confirm teacher allocations/FTE.
3. Secure a Principal’s certification that the teacher handled out-of-field/multi-subject loads during those periods.
4. Submit to HRMO/SDO HR for consolidation and countersignature per local practice.

If loads changed mid-year, include separate Class Programs for each change period.

Qualification Standards (QS) & Education-Training-Experience (ETE) Points

• Education beyond minimum QS earns additional points (e.g., master’s/doctoral units as applicable to the target position).
• Relevant private or government experience can be credited if functionally related and properly certified by the HRMO/supervisor.
• Head Teacher experience counts as teaching experience when applying to Teacher and School Principal positions (subject to CSC validation).
• Training recency: Required training within the last 5 years remains; excess hours (post-last promotion and within the last 5 years) may be credited per DO 024’s point system.

Example – Counting Training Hours

Last promotion: March 2022. The 5-year window runs to March 2027. Trainings taken after March 2022 are considered post-last-promotion. Hours within the 5-year window satisfy minimum recency; additional hours may be credited as excess per the point system (subject to content relevance and documentation).

Eligibility Snapshot & Proof Checklist

Teacher III → Master Teacher I (example)

• QS: Meets minimum education + experience; specialization aligns with subject/area/track.
• If handling outside field: Present ≥5 years cumulative teaching in that area.
• Proof: Class Programs (with dates), SF7, Principal certification of loads, PDS/WES, HRMO certification of experience, training certificates (5-year recency), PPST-aligned MOVs.

Head Teacher → Principal I (example)

• QS: Teaching experience may be counted (subject to CSC validation) + management/operations exposure as prescribed.
• Incumbent Principals moving up: No need to present test ratings; HRMO validates via 201 files.
• Proof: HR-certified work assignments, performance ratings, school leadership outputs (programs, results), PPST/MOV equivalents for leadership, training within last 5 years.

Documentary Requirements (Principals)

Incumbent School Principals applying for higher Principal posts are not required to present NQESH/NASH/Principal’s Test ratings. HRMO validates through official 201 files and existing records.

Retitling (No HRMPSB Comparative Assessment)

When the incumbent meets the prescribed QS, that alone is sufficient for retitling. No HRMPSB comparative assessment or competitive performance ranking is required for retitling cases.

Retitling vs Promotion – Quick Guide

• If you already hold the item and meet QS for the new title → Retitling (no HRMPSB comparative ranking).
• If you are applying to an open or higher item that requires ranking → Promotion (competitive, via HRMPSB).

Means of Verification (MOVs) & PPST Alignment

Acceptable evidence remains anchored on the PPST. Schools/SDOs should prioritize clear, performance-demonstrating MOVs (e.g., Classroom Observation artifacts, LAC outputs, coaching/mentoring logs, participation in interventions such as ARAL) correlated to learner outcomes and teacher practice.

Classroom Observation (CO) Protocols

• SDOs shall form assessor sub-committees (district/school level as needed) to conduct CO for promotions.
• Only trained assessors may conduct CO, following DO 024 tools and protocols.

CO Scheduling & Neutrality (Recommended School Practice)

• File CO request at least 15 working days before the target observation date.
• Assign only trained assessors and document any conflict of interest declarations.
• Provide feedback/results within 10 working days of the observation.

Note: Timelines may vary by SDO; follow local memos where available.

CAReER (Comparative Assessment Results for Expanded Reclassification)

• Results remain valid until exhausted.
• Qualified candidates (≥80-point cutoff) who were not reclassified due to budget constraints are prioritized in the next FY, subject to fund availability, before new applicants.

Priority in the Next Fiscal Year

Applicants who reached the cutoff but were not reclassified due to funding are queued as a Priority Batch for the next FY, subject to fund availability. SDO HR will notify qualifiers; maintain eligibility and keep training logs updated.

Transitory, Repealing, and Effectivity

• Head Teachers (secondary) who are retitled but wish to continue as Department Head may do so until they vacate the assignment (promotion/transfer/resignation/retirement/separation). Afterwards, a Master Teacher may be designated.
• Relaxed performance requirements apply only within a 3-year transition period. After that, performance requirements revert to DO 024, s. 2025 (Enclosure 2, Sec. 14[a]).
• Previous issuances inconsistent with this Order are amended/repealed; other DO 024 provisions remain in force.

Transitory Timeline Note

The 3-year transitory period starts from the effectivity of DO 034, s. 2025. Applications fully docketed within this window follow the transitional relaxations; applications docketed after the window follow the full requirements under DO 024, s. 2025.

Governance & Responsibilities

• School Head: Validates class loads; signs certifications; organizes internal document routing and applicant support.
• HRMO/SDO HR: Consolidates and verifies proofs; maintains eligibility lists; coordinates CO schedules with trained assessors.
• CID/EPS/Assessor Pool: Ensures assessor training, tool fidelity, and conflict-of-interest controls.
• HRMPSB/Selection Committee: Handles competitive promotions; not required for retitling cases.
• Applicant: Compiles proofs (PDS/WES, Class Programs, SF7, training), monitors timelines, and responds to clarifications.

Appeals & Grievances

If you believe a step was missed or a result is inconsistent with the Order, prepare:

• Timeline of events (dates of filing, observation, feedback)
• Copies of submitted proofs (PDS/WES, certificates, Class Programs, SF7)
• Decision notices received
• Your requested remedy

Submit to the Division grievance office per local memo; keep email receipts and signed acknowledgments.

Action Steps

For School Heads & HR

• Update school staffing analysis for MT ratios using the current Class Program and SF7.
• Prepare a checklist for QS, ETE points, and 5-year training recency; align MOVs with PPST.
• Organize trained CO assessors; calendar promotion-related COs following DO 024 tools.
• Track CAReER qualifiers not processed due to budget and prioritize them in the next FY.

For Teachers & MT Applicants

• Audit your specialization vs subjects handled; compile Class Programs and WES evidence.
• Update PDS and gather certifications for functionally related experience (gov’t/private).
• List trainings within the last 5 years (post-last promotion), with hours and relevance.
• Organize PPST-aligned MOVs (CO artifacts, LAC outputs, coaching/mentoring logs, ARAL involvement).

FAQ

Does Head Teacher experience count as teaching experience?

Yes. Head Teacher experience may be credited as teaching experience for Teacher and Principal applications, subject to CSC validation and QS specifics.

Can I qualify for MT if I teach outside my original specialization?

Yes, with appropriate documentation of at least ≥5 years cumulative experience in that subject/area/track and supporting Class Programs and WES/PDS records.

Are incumbents required to present Principal’s Test/NQESH/NASH ratings for higher Principal posts?

No. HRMO validates through official 201 files and existing records.

Source: Official DepEd Order No. 034, s. 2025.

Download the official Order (PDF)

Data Privacy: Handle PDS/201 files and other personal records through authorized channels only. Use certified true copies for submissions and keep an auditable trail of document hand-offs.