Updated DepEd Promotion and

Reclassification Guidelines
by Mark Anthony Llego
Reclassification is a form of staffing modification and/or position classification action
which may be applied only when there has been a substantial change in the regular
duties and responsibilities of the incumbent of the position and which may result in a
change in any or all of the position attributes: position title, level and salary grade.

Table of Contents
 COMPARISON BETWEEN PROMOTION & RECLASSIFICATION OF POSITIONS
o PROMOTION
o RECLASSIFICATION
 WHO MAY APPLY FOR RECLASSIFICATION?
 REQUIREMENTS FOR RECLASSIFICATION
o TEACHER 2 & TEACHER 3
o SPED TEACHER, HEAD TEACHER & MASTER TEACHER
o PRINCIPAL
 GUIDELINES ON THE RECLASSIFICATION OF POSITIONS
o 1.0 Purpose
o 2.0 Coverage, Exclusion and Prohibition
o 3.0 Class Categories
o 4.0 Guidelines
o 5.0 Resolution of Cases
o 6.0 Repealing Clause
o 7.0 Effectivity
 RECLASSIFICATION OF POSITIONS GUIDELINES
o 1.0 Purpose
o 2.0 Coverage, Exemptions and Prohibitions
o 3.0 Policy Guidelines
o 4.0 Procedural Guidelines
o 5.0 Saving Clause
o 6.0 Effectivity

COMPARISON BETWEEN PROMOTION &

RECLASSIFICATION OF POSITIONS
PROMOTION
 refers to advancement from one position to another with an increase in duties
and responsibilities and usually accompanied by an increase in salary.
 promotion may only be resorted if there is a vacant item due to retirement,
promotion, transfer, etc.
 there is a resulting vacancy of an item once a promotion occurred.
 Needs three (3) rating period from the last appointment
RECLASSIFICATION
 refers to the change in the position title requiring the issuance of an appointment
with a corresponding increase in rank and salary.
 shall apply only to filled regular position in the national government (NBC 2005-
5)
 there is no vacant item once the item is reclassified.
 Reclassification may only be allowed after three (3) consecutive years of at least
VS or two (2) consecutive years of Outstanding Performance from the effectivity
of the latest appointment
PROMOTION

Education

 Teacher II / Teacher III/ HT/ Principal I

BSEE/BSE or Bachelors Degree w/ 18 Professional Educ. Units
 Principal II-III-IV
Bachelor’s degree in Elem. Education or Bachelor’s degree w/ 18 professional
education units with 6 MA units.
RECLASSIFICATION

Education

 Teacher II
BSEE/BSE or Bachelors Degree w/ 18 Professional Educ. Units + 20 MA units
 Teacher III/HT
BSEE/BSE + MA Equivalent
 Principal I
BSEE/BSE + Master’s degree in the field of administration, supervision, leadership
or management.
 Principal II
BEE/BSE + Master’s degree plus 6 doctoral units
 Principal III
BEE/BSE + Master’s degree plus 12 doctoral units
 Principal IV
BEE/BSE + Master’s degree plus 24 doctoral units
NOTE: An approved Equivalents Record Form (ERF) is needed for both Promotion and
Reclassification.

However, in some meritorious cases, a teacher without an approved ERF may be

promoted to a vacant Teacher II or Teacher III position using the school/District
Ranking.

WHO MAY APPLY FOR

RECLASSIFICATION?
 1. Teacher I or Teacher II with at least 3 years experience as permanent in the
current position may apply for Teacher III/SPED provided they are holder of
approved ERF
2. Teacher III with atleast 3 years experience in current position and with an
approved ERF as Head Teacher I-III may apply for reclassification to Head Teacher
I (Ladderized)
3. Teacher III with atleast 3 years experience in current position and with an
approved ranking for Master Teacher may apply for reclassification for Master
Teacher I
4. Head Teacher I, II, III, Master Teacher I and Principal I, II, or III with at least 3 years
experience in current position may apply for reclassification to next higher
position. (Note: Head Teacher to qualify for reclassification must be performing
as school head)

REQUIREMENTS FOR
RECLASSIFICATION
TEACHER 2 & TEACHER 3
 Recommendation Letter from school head
 Latest Service Record
 Latest approved school ranking
 4 Copies Approved ERF
SPED TEACHER, HEAD TEACHER & MASTER
TEACHER
 Recommendation Letter from school head
 Recommendation from the SDS
 Form 212
 Latest Service Record
 Latest approved school ranking
 Performance Rating for the last 3 years signed by SDS
 Approved ERF for SPED & HT/ Ranking for MT
 Authenticated TOR and Curriculum
 Plantilla with the name and item no. of the position to be reclassified
 Position Description Form (PDF)
 SREAT/List of teacher per subject area (Secondary: HT/MT)
 Approved Class Program (For Master Teachers)
PRINCIPAL
 Recommendation Letter from the PSDS
 Recommendation from the SDS
 Justification for the reclassification of position
  Latest approved division ranking
 Certification of non-availability of item
 Position Description Form
 NEAP Certification as to the result of NQEP taken and Basic Training Course for
School Heads attended.
 Certificates/Proofs of Outstanding Accomplishment
 Form 212
 Latest Service Record
 Performance Rating for the last 3 consecutive years signed by SD
 Ranklist for the current year
 SREAT/DREAT for the current year
 Authenticated TOR and Curriculum
 Plantilla with the name and item no. of the position to be reclassified
 List of teachers under supervision w/ their respective plantilla item number
 EXCEPTION TO (NEAP CERTIFICATION)
 “APPLICANT MAY ALSO BE ALLOWED PROVIDED THE APPLICANT HAS SUPERIOR
QUALIFICATIONS SUCH AS”:
 THE LAST 2 SCHOOL YRS BASED ON ANY THREE(3) OF THE FF:
 a) National Achievement Test
 b) Completion rate
 c) Cohort survival rate
 d) Drop Out Rate
 e) those who achieved the maturity level of SBM practice and Level III
accreditation introduced, adopted and/or implemented innovations on
curriculum instructions (i.e. Outstanding Accomplishment) certified by the
Schools Division Superintendent.

July 30, 2018

DBM Budget Circular No. 2018-3

GUIDELINES ON THE
RECLASSIFICATION OF POSITIONS
1.0 Purpose
This Circular is issued to amend the guidelines on the reclassification oppositions as
part of the mandate of the Department of Budget and Management (DBM) to
administer and maintain the Compensation and Position Classification System (CPCS) in
the government.

2.0 Coverage, Exclusion and Prohibition

2.1 Reclassification of positions shall apply only to filled regular positions in the national
government covered by or following the CPCS established under Republic Act (RA) No.
6758′, as amended.

2.2 Reclassification of positions shall not apply in the case of casual and contractual
positions in view of their limited tenure.

2.3 The reclassification of filled positions in local government units is prohibited in view
of Section 325 (f) of RA. No. 71601 2, s. 1991.

3.0 Class Categories

Pursuant to Section (3)(a) of Congress Joint Resolution No. 4, s. 20093. the classes of
positions under the CPCS shall be categorized as follows:

3.1 Sub-Professional category – This category includes positions involved in

structured work in support of office operations or those engaged in crafts, trades,
manual or clerical work.

3.2 Professional category – This category includes positions performing work requiring

the exercise of profession or application of knowledge acquired through formal training
in a particular field or the exercise of a natural, creative and artistic ability or talent in
arts and letters. Also included in this category are positions involved in research and
application of professional knowledge and methods to a variety of technological,
economic, social, industrial, and governmental functions.

3.3 Executive category – This category includes managerial positions involved in the

execution of laws, rules and regulations, in the legislation of laws and ordinances, and in
the administration of justice.

4.0 Guidelines
4.1 Reclassification is a form of staffing modification or position classification action
which is applied only when there is warranted substantial change in the regular duties
of the incumbent of the position.

It generally involves a change in any or all of the position attributes, i.e., position title,
salary grade or position level. However, if the salary grade of the position is maintained,
the staffmg/classification action is deemed a retitling, provided that the new position
title belongs to the same occupational group.

Reclassification of positions shall be subject to approval of the DBM.

4.2 Reclassification may be applied in the following cases:

4.2.1 There are changes in the level/category of the government entity which will bear
on the level of key positions;

4.2.2 There are changes in the quantitative and other factors used in determining the
appropriate position and level in accordance with existing position classification
standards;

4.2.3 The reclassification of a position is provided by law or Presidential authority; or

4.2.4 Other meritorious cases as may be determined by the DBM.

4.3 The following are the only instances when reclassification is based on the
qualification of the incumbent:

4.3.1 Implementation of the Equivalents Record Forms (ERFs) of teachers pursuant to

Section 14 of Presidential Decree No. 985. as implemented by DBM Circular Letter No.
84-4 dated May 30, 1984 and Budget Circular No. 2004-1 dated January 23, 2004;

4.3.2 Implementation of the Master Teachers career path provided under Executive
Order No. 500 dated March 21, 1978, as implemented by National Budget Circular
(NBC) No. 303 dated April 10, 1979 and National Compensation Circular No. 24 dated
May 20. 1983: and

4.3.3 Implementation of NBC No. 461 dated June 1, 1998 for faculty members of SUCs,
higher education institutions, and TESDA technical education institutions, and of NBC
No. 308 dated May 28, 1979 in the case of faculty members of the University of the
Philippines System and the Mindanao State University System.

4.4 A position may be reclassified only within the same class category, as described
under Item 3.0 of this Circular.

Accordingly, the previous policy which allows reclassification to a different class

category is hereby rescinded.

4.5 The reclassification may involve an upward or downward change in the classification
of a position, but not to exceed one (1) position level\ except those enumerated under
Items 4.2.1 to 4.2.3 and 4.3 of this Circular.
4.6 To preserve meritocracy and fitness in the civil service, a position may be reclassified
only if the present incumbent fully meets the qualification standards prescribed by the
Civil Service Commission (CSC) for the position, as reclassified.

4.7 The reclassification shall not result in a distortion in the hierarchy and mix of
positions in the staffing pattern nor in the organizational structure, not only within the
unit where said position is deployed, but also among equivalent or parallel units in the
agency.

4.8 The following shall not be used as bases for the reclassification of position:

4.8.1 New duties/assignments which are temporary in nature;

4.8.2 Non-performance of the regular duties and responsibilities of a position by reason

of the incumbent’s inability or incompetence; and

4.8.3 Qualifications of the incumbent except those enumerated under 4.3 of this
Circular.

4.9 Reclassification shall not apply to vacant regular positions which necessitate
changes in their position titles for being under any of the instances cited in Item 4.2 of
this Circular. Instead, the conversion of positions shall be effected, i.e., the items shall be
abolished and in their stead, the appropriate positions shall be created.

4.10 Agency proposals for reclassification of positions, as endorsed by the respective

agency head, shall be submitted to the DBM Bureau or Regional Office concerned,
together with the following documents:

4.10.1 Duly accomplished Position Description Form (PDF), including the Unique Item
No. of the position to be reclassified per latest Personnel Services Itemization and
Plantilia of Personnel (PSIPoP);

4.10.2 Statement of functions of the unit where the position belongs;

4.10.3 Justification for the reclassification of positions;

4.10.4 A certification that the incumbent fully meets the qualification standards set by
the CSC for the position as reclassified;

4.10.5 If no amount is appropriated specifically for the reclassification of positions,

identification of vacant positions to be offered for abolition which shall be used as
funding source for said purpose in accordance with the “scrap and build” policy; and

4.10.6 Other documents that DBM may require in the evaluation of proposals.
4.11 Agencies which have been granted budget flexibilities by the DBM may reclassify
filled positions provided, that, the incumbents fully meet the CSC’s qualification
standards requirement for the positions, as reclassified; such are in accordance with
position classification standards; and such are within their budget management
authorities. Any additional funding requirement shall be sourced out of the abolition of
vacant positions. If found in order, the DBM shall issue the corresponding Notice of
Organization, Staffing and Compensation Action to formalize the change in the agency
staffing pattern. However, if upon review the reclassification actions made by the
agencies are not in order, the DBM reserves the right to make modifications therein.

5.0 Resolution of Cases

Cases not covered by the provisions of this Circular shall be referred to the DBM for
resolution.

6.0 Repealing Clause

This Circular repeals and supersedes Budget Circular No. 2005-5? dated August 16,
2005.

7.0 Effectivity
This Circular shall take effect immediately.

BENJAMIN E. DIOKNO
Secretary

DBM Budget Circular No. 2005-5

RECLASSIFICATION OF POSITIONS
GUIDELINES
1.0 Purpose
After consultations were made with the Civil Service Commission (CSC), this Circular is
issued to prescribe the guidelines relative to the reclassification of positions in the
government.
2.0 Coverage, Exemptions and Prohibitions
2.1 Reclassification of positions shall apply only to filled regular positions in the national
government covered by or following the Position Classification and Compensation
System established under RA No. 6758.

2.2 In view of their tenure, casual and contractual positions shall not be reclassified.
Once vacated, new positions may be created instead.

2.3 The reclassification of filled positions in local government units is prohibited in view
of Section 325 (f), RA No. 7160 (Local Government Code of 1991).

3.0 Policy Guidelines

3.1 Reclassification is a form of staffing modification and/or position classification
action which may be applied only when there has been a substantial change in the
regular duties and responsibilities of the incumbent of the position and which may
result in a change in any or all of the position attributes: position title, level and salary
grade.

3.1.1 Such reclassification, however, should not result in a distortion in the staffing
pattern nor in an unauthorized change in organizational structure or leveling, not only
within the unit where said position is deployed, but also among equivalent or parallel
structures in the agency.

3.1.2 Reclassification generally involves a change in the position title and may be
accompanied by an upward or downward change in salary grade. However, if the salary
grade of the position is maintained, the staffing modification and/or position
classification action is deemed as retitling, provided that such is within the same
occupational group.

3.2 Reclassification may also be applied when:

3.2.1 There are changes in the level/category of the government entity which will bear
on the level of key positions, e.g., President and Vice-President positions in state
universities and colleges (SUCs) and General Manager, Assistant General Manager, and
other Managerial positions in Local Water Districts;

3.2.2 There are changes in quantitative factors used in determining the appropriate
position and level in accordance with existing position classification standards, e.g.,
coverage of agricultural facility for certain positions under the Department of
Agriculture;
3.2.3 There are changes in the position titles and salary grades in the Index of
Occupational Services, Position Titles and Salary Grades approved by the DBM; and

3.2.4 The reclassification of a position is provided by law or Presidential authority.

3.3 The following shall not be used as bases for the reclassification of positions:

3.3.1 Non-performance of the regular duties and responsibilities of a position by reason

of the incumbent’s inability or incompetence;

3.3.2 New duties/assignments which are temporary in nature;

3.3.3 Qualifications of the incumbent except those enumerated in Sub-items 3.4.1 to

3.4.3 of this Circular.

3.4 The following are the instances when reclassification is based on the qualifications
of the incumbent:

3.4.1 Implementation of the Equivalents Record Forms (ERFs) of teachers pursuant to

Section 14 of Presidential Decree No. 985, as implemented by DBM Circular Letter No.
84-4 dated May 30, 1984 and Budget Circular No. 2004-1 dated January 23, 2004;

3.4.2 Implementation of the Master Teachers career path provided under Executive
Order No. 500 dated March 21, 1978, as implemented by National Budget Circular
(NBC) No. 303 dated April 10, 1979 and National Compensation Circular No. 24 dated
May 20, 1983; and

3.4.3 Implementation of NBC No. 461 dated June 1, 1998 for faculty members of SUCs,
higher education institutions, and TESDA technical education institutions, and of NBC
No. 308*dated May 28, 1979 in the case of faculty members of the University of the
Philippines System and the Mindanao State University System.

3.5 A position may be reclassified if the incumbent fully meets the CSC’s qualification
standards requirement for the position as reclassified, pursuant to CSC law, rules and
regulations.

3.6 Reclassification shall not apply to vacant regular positions which necessitate
changes in their position titles for being under any of the instances cited in Sub-items
3.2.1 to 3.2.4. Instead, they shall be converted, i.e., they shall be abolished and the
appropriate positions shall be created.

4.0 Procedural Guidelines

4.1 Government agencies shall submit to the DBM Budget and Management Bureau or
Regional Office concerned their requests for reclassification of positions as endorsed by
agency heads, together with the following:

4.1.1 Duly accomplished Position Description Forms (PDFs);

4.1.2 Organization, functional and position charts;

4.1.3 Justification for the reclassification of the positions;

4.1.4 A certification that the incumbent’ fully meets the qualification standards
requirement for the position as reclassified, pursuant to CSC rules and regulations.

4.1.5 If no amount is appropriated specifically for the reclassification of positions, a

proposal to implement the “scrap and build” policy, i.e., funded vacant positions are to
be offered for abolition which shall be used as funding source for the said purpose; and

4.1.6 Justification for the abolition of the funded vacant positions by considering the
effects on the operation of the affected units.

4.2 The analysts in the DBM Office concerned shall evaluate the request. Should there
be a need to. validate, clarify or supplement information gathered from the PDFs, the
agencies shall assist the DBM analyst in his/her conduct of position/work audit.

4.3 An agency shall be informed of the approval of the reclassification of positions

through a Notice of Organization, Staffing and Compensation Action (NOSCA) or
through a DBM letter, as the case may be; otherwise, the agency shall be informed of
the denial action through a DBM letter.

4.4 A request for reconsideration may be made within thirty (30) calendar days after
receipt of the NOSCA/DBM action.

4.5 Agencies which have been granted budget flexibilities by the DBM may reclassify
filled positions provided that the conditions in item 3.5 are satisfied; that such are in
accordance with the position classification standards and that such are within their
budget management authorities. Any additional funding requirement shall be sourced
out of the abolition of funded vacant positions. Upon receipt of the budgetary actions
made by the agency, the DBM analyst concerned shall evaluate the same. If found in
order, the corresponding NOSCA shall be prepared to formalize the change in the GMIS
database, subject to approval of the DBM, authorities concerned. The NOSCA shall be
issued to the agency. However, if upon receipt of the budgetary actions, the
reclassification actions made by agencies are not in order, the DBM reserves the right,
to make alterations therein.
4.6 In the implementation of reclassification action, the following salary rules shall
apply.

4.6.1 An employee whose position is reclassified without change in salary grade shall
continue to be paid his present salary.

4.6.2 If reclassified to a position with a higher salary grade, the following salary rules on
promotion shall apply:

4.6.2.1 If the basic salary of the employee in his former position is below the hiring rate
of the reclassified position, the employee shall be allowed the 1st step or the hiring
rate;

4.6.2.2 If the present salary falls in-between steps, the employee shall be allowed the
higher step;

4.6.2.3 If the present salary is in excess of the maximum or 8lh Step, the employee shall
be allowed to continue to receive his/her present salary with the excess over the 8lh
Step treated as ’.‘transition allowance” which shall be deducted from any future salary
adjustment of the employee.

4.6.3 If to a lower salary grade, the employee shall be allowed to continue to receive
his/her present salary.

5.0 Saving Clause

Cases not covered by the Circular shall be referred to the Department of Budget and
Management for resolution.

6.0 Effectivity
This Circular shall take effect immediately.

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Mark Anthony Llego

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