Trends and Issues in Education

(Comprehensive Report)

Learning Recovery Road Map

Giving students targeted support to take on grade-level work right away — a
research-based strategy called “learning acceleration” — is crucial to helping
our students at every grade level catch up. To make this happen we’ve
developed a road map to navigate learning recovery and acceleration.

Our road map relies on knowing our students by name, strength, and need so
we can develop personalized supports that build on individual strengths and
improve areas of challenge. There are five key steps on the map;

1. Leverage student performance data

2. Access to high-quality instruction and grade-level assignments
3. Ensure all students know they belong
4. Connections with mental health support
5. Access to tutoring services

Road Map Key Steps

1. Leverage student performance data 

 Teachers will use student data to provide intervention and extension.

 Individual student data reports will be shared with parents to show learning
progress in Reading and Math.

Sample Reading Report

Sample Math Report 

2. Provide high-quality instruction and grade-level assignments

 Teachers and staff will focus on teaching priority standards. This will provide
time for teachers to teach grade-level material while also identifying student
needs, filling learning gaps, and extending learning.
 Teachers will use computer adaptive software to help monitor student
progress and support each student’s unique learning level.

3. Ensure all students feel welcome and know they belong

 School leaders and teachers will continue to receive professional learning in

Social and Emotional Learning (SEL)
Intentional time and curriculum dedicated to SEL
 Expand district focus on social and emotional well-being by using 3 Signature
SEL Practices (Inclusive welcoming activities, engaging strategies throughout
lessons, and optimistic closures) in all schools.  
 4. Focus on mental health, community connections and resources

 Continue the Well Being partnership with Confluence Health, CVCH, Catholic

Charities, and Children's Home Society.
 Increase Social Service Specialists positions in schools.

5. Access to tutoring services

 Provide multiple FREE tutoring options for students.

o View current online tutorting options.
o School based in-person academic support programs will be rolled out during
fall parent-teacher conferences (Oct. 27-29) 
 During fall conferences, teachers will recommend targeted tutoring support
based on an individual student’s needs. 

Prior to the COVID-19 pandemic, one in four children in the East Asia and Pacific region was
failing to master basic literacy and numeracy skills in primary school. The COVID-19 pandemic has
worsened the situation of learning for millions of children whose education has been interrupted by
school closures. An estimated 10.5 million students in the Asia–Pacific region are at risk of not returning
to school. Education systems are struggling to help children recover the learning they have lost during
the school closures to date – while still addressing the causes of the learning crisis that existed before
the pandemic. Children who were struggling to learn before the pandemic and those from
disadvantaged communities are at the core of the learning challenge in East Asia and Pacific. This
technical report reviews evidence from the region on strategies that have proven effective at improving
learning for the most marginalized children in primary school. It aims at helping countries reflect on and
draw from successful experiences in the region when designing their responses to the learning crisis.
And it explains the urgent need to support learning recovery for those children whose schools closed at
any time during the pandemic. While the COVID-19 pandemic has brought about a number of
challenges, the crisis can be taken as an opportunity to strengthen foundational learning for children.
UNICEF is a strong proponent of ensuring equitable access to learning opportunities for all children. We
will continue to strive for the best educational and life course outcomes in the East Asia and Pacific
region, especially for the most vulnerable children

New federal data provide a glimpse into what strategies schools have used to support
learning recovery, and which one’s school leaders think are most effective.

The results show that while some research-tested models—such as intensive tutoring—
have become popular, other strategies touted by prominent education groups haven’t
gained as much traction. And schools report that the learning recovery methods they
have been using have had mixed effects. That may partly be because both student and
staff quarantines and absences continued to disrupt time in classrooms this past year,
and schools reported high levels of teacher burnout.

The data are the latest results from the National Center for Education Statistics’ School
Pulse Panel, a monthly survey on the effects of the pandemic on K-12 schools.
Responses were collected in June from a nationally representative sample of public
schools, with 859 respondents.
DO 53, S. 2003 – UPDATED GUIDELINES ON GRANT OF VACATION SERVICE CREDITS
TO TEACHERS AMENDED BY DO 84, S. 2003 – ADDENDUM TO DEPED ORDER NO. 53, S.
2003 (UPDATED GUIDELINES ON GRANT OF VACATION SERVICE CREDITS TO
TEACHERS) DO 5, S. 2004 – ELIGIBILITY OF REMEDIAL INSTRUCTION CLASSES FOR
GRANT OF VACATION SERVICE CREDITS

 
June 24, 2003
DO 53, s. 2003
Updated Guidelines on Grant of Vacation Service Credits to Teachers

To: Regional Directors

Schools Division/City Superintendents
Heads, Elementary and Secondary Schools
All Others Concerned

1. In line with the policy of this Office to periodically review existing rules and regulations
with a view to improve the delivery of education services, the various issuances on the
grant of vacation service credits to teachers on teachers’ leave basis are hereby updated
and consolidated as follows:
1. Statement of Policy
The basic policy in the grant of vacation service credit is that it should be given
only for work beyond regular functions or beyond regular work hours/days where
payment of honorarium or overtime pay is not possible. In addition, there are
situations wherein extraordinary work is demanded from teachers including those
which expose their lives to certain risks and for which monetary compensation is
not enough. Thus, extra non-monetary compensation is justified.
2. Definition of Terms
1. For purposes of this Order, the term, “teacher” shall refer to teachers who
do not have to report for classes during the Christmas and long summer
vacation and still be entitled to their regular compensation.
2. The term, teachers’ vacation service credits refers to the leave credits
earned for services rendered on activities during summer or Christmas
vacation or in the course of the regular school year, as authorized by the
proper authority.
3. The term normal teaching load shall refer to six (6) hours of actual
classroom teaching a day.
3. Uses of vacation service credits
Vacation service credits are used to offset absences of a teacher due to illness.
To offset absences on account of illness, one (1) work day service credit is used
to offset one (1) day of absence.
4. Activities Eligible for the Grant of Service Credits
Service credits may be granted for the following activities:
1. services rendered during registration and election days as long as these
are mandated duties under existing laws;
2. services rendered during calamity and rehabilitation when schools are
used as evacuation centers;
3. services rendered in connection with the conduct of remedial classes
during the summer or Christmas vacation or outside of regular school
days;
4. services rendered in connection with early opening of the school year;
5. services rendered during school sports competitions held outside of
regular school days;
6. services rendered by those who train teachers in addition to their normal
teaching loads;
7. teaching overload not compensated by honoraria;
8. teaching in non-formal education classes in addition to teaching in formal
education classes carrying a normal teaching load;
9. work done during regular school days if these are in addition to the
normal teaching load;
10. conduct of testing activities held outside of school days; and
11. attendance/participation in special DepEd projects and activities which
are short-term in duration such as English, Science and Math Mentors’
Training, curriculum writing workshop, planning workshop, etc., if such
are held during the summer vacation or during weekends.
 A premium of 20% may be granted for educational activities (as opposed
to non-educational activities such as election duties, calamity assistance)
which require specialized expertise.

5. Activities Not Eligible for the Grant of Service Credits

Service credits shall not be granted for the following activities:
1. in-service training programs fully funded by the government;
2. assignment to clerical work, such as checking forms and finishing reports
commonly required in connection with the opening and closing of classes;
3. reassignment of teachers to duty in another bureau or office; (detailed in
another government office)
4. assignment in connection with exhibits at a fair;
5. postponement of a regular teacher’s vacation; and
6. time spent in travelling to and from station to the place where services are
rendered.
6. Procedure in the Grant of Service Credits
1. The following steps shall be followed in the grant of service credits:
a.1 Head of office/school recommends approval of request to render
vacation service
a.2 Schools Division Superintendent approves/disapproves request
a.3 If reason for request is not among those listed above, request should
be forwarded to the Regional Director for action if activity is region-¬wide
and to the Central Office through the Regional Director if activity is
DepEd-wide. For attendance/participation in DepEd-wide programs and
projects, the Central Office shall make the necessary issuances on the
grant of vacation service credits.
2. b. The following documents/requirements shall be
accomplished/submitted
after completion of vacation service:
b.1 accomplishment report
b.2 duly signed DTR/CS Form 48

Other Rules
The following rules shall also apply in the grant or use of service credits:

3. One work day of vacation service credit is granted for one day (eight
hours) of service;
4. The number of days of vacation service credits granted to a teacher shall
not exceed 15 work days in one year except in cases authorized by the
Secretary upon the recommendation of the Regional Director;
5. Vacation service credits shall not be granted for services rendered
without previous authority;
6. Teachers on detail in offices or assigned to non-teaching jobs are on the
vacation-sick leave basis and should not therefore be granted vacation
service credits;
7. In the monetization of teachers leave credits, unused vacation service
credits shall be converted into vacation-sick leave credits. After
monetization, the remaining vacation-sick leave credits shall be converted
back to vacation service credits;
The formula in the conversion of vacation service credits to the vacation
and sick leave credits is as follows:
Vacation and Sick Leave* = 30y / 69
Where 30 = Number of days in a month
Y = Total number of teacher’s service credits
69 = 58 days of summer vacation plus
11 days of Christmas vacation
*No. of days derived shall be divided equally into vacation and sick leave
credits
The formula in the conversion of vacation and sick leave credits to
vacation service credits is as follows:
VL + SL
 Y = x 69
30
8. The vacation service credits of a teacher who transfers to a non-teaching
position may be converted into vacation-sick leave credits and vice-versa;
and
9. Unused vacation service credits of teachers who resigned, retired, or are
separated from the service through no fault of their own on or after
January 16, 1986 shall be paid the money value of their unused vacation
service credits converted to vacation and sick leave credits.
10. These guidelines shall take effect immediately.
2. Strict compliance with this Order is directed.
3.
Retirement under RA 660 (also known as ‘Magic 87’), may be availed by members who are 52
years old for as long as they have already been in government service for the past 35 years.
Qualifications
1. Entered government service on or before May 31, 1977;
2. Last three years of service prior to retirement should have been continuous, except in cases of
death, disability, abolition, and phase- out of position due to reorganization;
3. Appointment status should be permanent;
4. Meet the age and service requirements under the “Magic 87” formula. Based on the formula, a
retiree’s age and years in service should be added up and should total at least 87.
The “Magic 87” formula is shown below:

5 5 6
Age 52 3 54 55 56 57 8 59 60 61 62 3 64 65

3 2 1
Service 35 4 33 32 31 30 8 26 24 22 20 8 16 15

The maximum monthly pension for those above 57 years old shall be 80% of the Average
Monthly Salary (AMS) received during the last three years immediately preceding retirement.
The maximum pension for those aged 57 and below shall be 75% of AMS.
 Retirement Packages
Option 1: Automatic Pension – Under this option, retirees below 60 years old may choose to
receive either an automatic monthly pension for life or an option to avail of a lump sum. The
lump sum, which can be requested every six months, means they can receive their one-year
monthly pension in advance for a period of five years. On the sixth year, they will start receiving
their lifetime monthly pension.
 Option 2: Initial three-year lump sum – Those who are at least 60 years old but less than 63
years on the date of retirement are entitled to a three-year lump sum. The subsequent two-
year lump sum will be paid to retirees on their 63rd birthday. Retirees still living after the five-
year guaranteed period, will be entitled to a monthly pension for life.
 Option 3: 5-Year Lump sum- Those who are 63-65 years old may avail of a five-year lump sum.
After five years, they will receive a monthly pension for life.

REITERATING ADHERENCE TO AND

STRICT COMPLIANCE OF THE
DEPARTMENT OF EDUCATION’S
POLICIES ON TEACHING AND NON-
 TEACHING RELATED ISSUES AND
CONCERNS
Consistent with the Department of Education’s policies concerning teaching and
non teaching related issues and concerns, TeacherPH reiterates adherence to and
strict compliance with the provisions of these issuances.

All school personnel are also advised to strictly enforce and observe Civil Service
Commission laws and DepED issuances related to teaching and non-teaching
related issues and concerns.

Civil Service Commission and

Department of Education’s Issuances
Concerning Teaching and Non-
Teaching Personnel
TeacherPH reiterates the following policies, guidelines and standards of teaching
and non-teaching personnel to wit:

1. ATTENDANCE
(References: Omnibus Rules Implementing Title I, Subtitle A, Book V of the
Administrative Code of 1987, Civil Service Commission Memorandum Circular No.
16, s. 2010, CSC MC 23, s. 1998, CSC MC No. 17, s. 2010, Book V of Executive
Order 292 and Omnibus Rules, CSC MC No. 40, s. 1998, CSC MC No. 15, s. 1999,
DECS Service Manual 2000, MECS Order No. 9, s. 1985, RA 6713 – Code of
Conduct and Ethical Standards, RA 4670 entitled Magna Carta for Public School
Teachers, RA 2260, known as “Civil Service Act of 1959”, PD 807, Punishing
Violations of Existing Civil Service Law and Rules, MECS Order No. 10, s. 1985,
MECS Memorandum No. 143, s. 1985, Memorandum No. 35, s. 1970)

1.1 ALL TEACHING AND NON-TEACHING PERSONNEL are required to utilize

the Biometrics and attendance logbook for daily log in and log out (15 minutes
before the time in the morning, log out during noon break not earlier than 12:00
noon, log in after noon break not earlier than 12:30 P.M. and log out in the
afternoon after 15 minutes from the prescribed time).
1.2 Section 5, Rule XVII of the Omnibus Rules Implementing Title I, Subtitle A,
Book V of the Administrative Code of 1987 states that:
“Officers and employees of all department and agencies except those covered by
special laws SHALL RENDER NOT LESS THAN EIGHT HOURS (8 hrs.) of work
for five (5) days a week of forty hours a week, exclusive of time for lunch. As a
general rule, such hours shall be from eight o’clock in the morning (8:00
AM) to twelve noon (12:00 NN) and from one o’clock in the afternoon (1:00
PM) to five o’clock in the afternoon (5:00 PM) on all days except Saturdays,
Sundays and Holidays.”

1.3 Section 8, Rule XVIII of the Omnibus Implementing Title I, Subtitle A, Book V
of the Administrative Code of 1987, as amended, provides that:

1.3.1 Habitual Absenteeism. This happens when the employee incurs

unauthorized (read: no approved/official leave) absences for more than 2.5 days
for at least 3 months in a single semester, or for three (3) consecutive months in a
year;

1.3.2 Habitual Tardiness. This happens when the employee is tardy for at least
ten (10) times in a month for two (2) months in a single semester; or 10 times in a
month for two (2) consecutive months in a single year. Take note that, technically
8:01 AM is already considered tardy.

The 15-minute “grace period” known and commonly practiced among

government offices has NO BASIS in law or CSC regulation; and

1.3.3 Loafing. An employee is guilty of loafing if he/she incurs frequent

unauthorized absences from duty during office hours. A simple (yet very real)
example of this is when a government employee does personal shopping at mall
during office hours. Likewise, an official monitoring schools without an Authority
to Travel is also considered a violation of loafing.

1.4 Civil Service Commission Memorandum Circular No. 16, s.

2010 promulgates the guidelines on Undertime which mentions that undertime
is not classified as tardiness. It states that any officer or employee who incurs
undertime, regardless of the number of minutes/ hours, ten (10) times a month
or at least two months in a semester or at least two (2) consecutive months
during the year shall be liable for a Simple Misconduct and/ or Conduct
Prejudicial to the Best Interest of the Service, as the case maybe.

1.5 Under CSC MC 23, s. 1998, Tardiness refers to the failure of an employee

to report for work or resume for work on time. Any official or employee shall
be considered habitually tardy if he/she incurs tardiness regardless of minutes
per day, ten times a month for Two (2) consecutive months or Two (2) months in
a semester during the year. He is subject to disciplinary action: 1st offense is
reprimand, 2nd offense is suspension for 1 day to 30 days and 3rd offense is
DISMISSAL.
1.6 CSC MC No. 17, s. 2010 provides guidelines on Half Day Absence with
conditions that any officer or employee who is absent in the morning is
considered to be tardy and is subject to the provision on Habitual Tardiness and
any officer or employee who is absent in the afternoon is considered to have
incurred undertime, subject to the provision on Undertime.

1.7 An employee who has incurred UNAUTHORIZED ABSENCES, exceeding the

allowable 2.5 days monthly leave credit under the Leave Law for at least three (3)
months in a semester or at least three (3) consecutive months during the year
shall be considered habitually absent. Those who incur habitual absence is
subject six (6) months and one (1) day to one (1) year suspension on the first
offense and Dismissal on the second offense,

1.8 There shall be no off-setting of tardiness or absences by working for an

equivalent number of minutes or hours by which an officer or employee has been
tardy or absent, beyond the regular working hours of the employees concerned.

1.9 MECS Order No. 9, s. 1985 dated January 20,1985 – Strict Enforcement of

Civil Service Rules on Attendance.

1.9.1 Teachers who do not report to duty shall be marked absent

1.9.2 The corresponding deductions shall be made from their salary

1.10 Heads of office shall be responsible for the attendance of their personnel.
(Book V of Executive Order 292 and Omnibus Rules, CSC MC No., 40, s. 1998,
CSC MC No. 15, s. 1999 and DECS Service Manual 2000)

1.11 RA 6713 – Code of Conduct and Ethical Standards Section 4 (a) states
that, “Commitment to Public Interest – Public officers and employees shall always
uphold the public interest over and above personal interest…”

1.12 RA 4670 entitled Magna Carta for Public School Teachers Section 27

stipulates Freedom to Organize stating that “Public school teachers shall have
the right to freely and without previous authorization both the establishment and
to join organizations of their choosing, whether local or national, to further
defend their interest.”

1.13 RA 2260, known as “Civil Service Act of 1959 in Relation to Sec. 36 of PD

807, Punishing Violations of Existing Civil Service Law and Rules. Also BANS
STRIKES, to wit:

Limitation on the Right to Strike – it is declared to be the policy of the

government that employees therein shall not strike for the purpose of securing
changes in their terms and conditions of employment
1.14 MECS Order No. 10, s. 1985 dated January 31, 1985 – Reiterating
Regulations Related to Class Disruptions.

(a) Teachers may participate in organization activities outside of office hours, or

within office hours provided they have the PERMISSION of the School
Superintendent. They should however refrain from conduct prejudicial to the
service which are subject to disciplinary action.

(b) Superintendents and Principals to check attendance of teachers. Those who

are absent without prior approval by the official concerned, or who refuse to
perform their functions should be subjected to corresponding administrative
sanctions.

1.15 MECS Memorandum No. 143, s. 1985 – Violations of Civil Service

Regulations on Strike and Absences stipulates that, persons who go on strike
shall be replaced as soon as feasible to do so under Civil Service rules.

1.16 Memorandum No. 35, s. 1970 of the Bureau of Public Schools also

provides that the concerted action of the teachers of leaving their classes without
due permission from the school superintendent or without prior approval of an
application for leave, can be considered “a strike” and therefore subject to
administrative action conformably to Civil Service rules and regulations.

2. NUMBER OF TEACHING HOURS

(Reference: RA 4670 – The Magna Carta for Public School Teachers)

2.1 For Teaching Personnel, a maximum of six (hours) teaching load and two
(2) hours for teaching related activities shall be considered as a regular
working hours per day.

2.2 Teaching Hours. Sec. 13 of RA 4670 otherwise known as The Magna Carta

for Public School Teachers. Any teacher engaged in actual classroom instruction
shall not be required to render more than six hours of actual classroom teaching
a day, which shall be so scheduled as to give him time for the preparation and
correction of exercises and other work incidental to his normal teaching duties:
Provided, however, that where the exigencies of the service so require, any
teacher may be required to render more than six hours but not exceeding
eight hours of actual classroom teaching a day upon payment of additional
compensation at the same rate as his regular remuneration plus at least twenty-
five per cent of his basic pay.
3. VACATION/SICK LEAVE
(Reference: Rule XVI of the Omnibus Rules Implementing Title I, Subtitle A, Book
V of the Administrative Code of 1987)

3.1 Sections 51 and 53, Rule XVI of the Omnibus Rules Implementing Title I,
Subtitle A, Book V of the Administrative Code of 1987 on cases of Vacation and
Sick Leaves states that:

3.1.1 SEC. 51. Application for Vacation Leave. All applications for vacation leave
of absence for one (1) full day or more shall be submitted on the prescribed form
for action by the proper head of agency five (5) days in advance, whenever
possible, of the effective date of such leave.

3.1.2 SEC. 53. Application for Sick Leave. All applications for sick leave of
absence for one full day or more shall be made on the prescribed form and shall
be filed immediately upon employee’s return from such leave…”

3.2 Only non-teaching personnel shall be afforded sick leave of absence and
vacation sick leave of absence. Teaching personnel may be allowed to have leave
of absence using their accrued Service Credits.

4. ATTENDANCE TO FLAG CEREMONY

(References: RA No, 8491 – The Flag and Heraldic Code of the Philippines, DepEd
Order No. 50, s. 2015 – Observance/Conduct of Flag Raising and Lowering
Ceremonies and Proper Sequence in Official DepEd Programs Involving the
Singing of the Philippine National Anthem)

4.1 Republic Act No. 8491, the Flag and Heraldic Code of the Philippines states
that attendance of employees to the flag raising ceremony every Monday is
strictly enjoined.

4.2 DepEd Order No. 50, s. 2015, Flag Raising Ceremonies

4.2.1 All officials and employees from the central, regional, schools division
offices and public schools nationwide, including all public school learners who
have morning classes, are required to join the conduct of Flag Raising
Ceremonies with the following sequence:

Singing of Lupang Hinirang;

Interfaith Prayers;
Recitation of Panunumpa ng Katapatan sa Watawat ng Pilipinas; and
Recitation of Panunumpa ng Lingkod Bayan by all Department officials and
employees only.

4.3 DepEd Order No. 50, s. 2015, in the conduct of Flag Raising Ceremonies in
private schools or “faith-based” learning institutions, however, the foregoing
sequence with respect to the singing of the Philippine National Anthem and
Invocation need not be observed. Thus, the invocation is optional or may be
done prior to the singing of the Philippine National Anthem. In either case, the
recitation of the Panunumpa ng Katapatan sa Watawat ng Pilipinas should follow.

4.4 DepEd Order No. 50, s. 2015, the flag shall be raised in strict compliance with
Section 21 of RA 8491 which provides:

4.4.1 Section 21. During the flag raising ceremony, the assembly shall stand in
formation facing the flag. At the moment the first note of the anthem is heard,
everyone in the premises shall come to attention; moving vehicles shall stop. All
persons present shall place their right palms over their chests, those with hats
shall uncover, while those in military, scouting, security guard, and citizens
military training uniforms shall give salute prescribed by their regulations, which
salute shall be completed upon the last note of the anthem.

4.4.2 The assembly shall sing the Philippine National Anthem, accompanied by a
band, if available, and at the first note, the flag shall be raised briskly.

4.4.3 The same procedure shall be observed when the flag is passing in review or
in parade.

4.5 DepEd Order No. 50, s. 2015, Official Programs Involving the Singing of
the Philippine National Anthem

4.5.1 In case of official DepEd programs conducted in the central, regional,

schools division offices and public schools nationwide involving the singing of
the Philippine National Anthem, the singing of the Lupang Hinirang should be
done before the Invocation at the start of the program proper. The Panunumpa
ng Katapatan sa Watawat ng Pilipinas and the Panunumpa ng Lingkod Bayan
need not be recited.

4.5.2 In programs held in private schools, “faith-based” learning instutions, and

other gatherings religious in nature, however, the invocation is optional or may
be done prior to the singing of the Philippine National Anthem at the start of the
program proper.

4.6 DepEd Order No. 50, s. 2015, Flag Lowering Ceremonies

4.6.1 Consistent with Section 18 of RA 8491, all central, regional, schools division
offices and public and private schools nationwide shall henceforth observe the
Flag Lowering Ceremonies every Friday afternoon. The Ceremony shall be simple
and dignified and shall include the playing or singing of the Philippine National
Anthem. The flag shall be lowered in strict compliance with Section 22 of the
same law which provides:

4.6.2 Section 22. During the flag lowering, the flag shall be lowered solemnly and
slowly so that the flag shall be down the mast at the sound of the last note of the
anthem. Those in the assembly shall observe the same deportment or shall
observe the same behavior as for the flag-raising ceremony.

5. MOONLIGHTING AND PRIVATE PRACTICE

OF PROFESSION
(References: CSC Memorandum Circular No. 5, s. 1996 and other CSC Circulars,
Section 12 of Rule XVIII of the Revised CSC Policies, Republic Act No. 6713, or the
Code of Conduct and Ethical Standards for Public Officials and Employees and
Republic Act No. 3019 otherwise known as Anti-Graft and Corrupt Practices Act)

5.1 There shall be absolutely NO TEACHING by government officials and

employees during office hours (6 hours actual teaching and additional 2 hours to
complete the 8 hours required) even if the time spent is covered by
corresponding vacation leave.

5.2 Permission to teach maybe granted only for subjects or courses which are
related to the particular field of work of the official or employee concerned or for
special fields or subjects where there is a dearth of qualified teachers.

5.3 If permission is to be granted, teaching load shall be limited to twelve (12)

hours a week, and in no case shall a government officer or employee be allowed
to teach more than three (3) hours a day on regular working days (Monday to
Friday).

5.4 No official or employee shall be allowed to teach in any school or institution

over which he/she directly or indirectly exercise jurisdiction, control, supervision,
or influence by reason of his office or position in the government in
contemplation of the Anti-Graft and Corrupt Practice and the prohibited Acts
under the Code of Ethics

5.5 Officials and employees applying for permission to teach must be physically
fit in order not to prejudice the performance of their duties, and for this purpose,
they shall submit with their application a record of their physical and medical
examination showing such fitness, duly certified by a government physician.
5.6 Pursuant to part E of DepED Order No. 5, s. 2008, the Schools Division
Superintendents are the approving authorities on requests for permission to
teach or practice of profession by school personnel and Division Office personnel.

5.7 Request for teachers for permission to teach or practice of profession shall be
accompanied by a statement of his/her official loads with schedule, signed by the
school heads.

5.8 To ensure compliance to load limitation, the applicant shall submit a

certification from the authorized official of the private school or entity, where the
profession is to be practiced, as to his/her loads with corresponding number of
units and the schedule, addressed to the concerned Schools Division
Superintendent.

5.9 The permission shall be good for one school year except for college/graduate
teaching which shall be on a semestral basis.

5.10 Permission to teach maybe withdrawn or revoked at any time whenever the
exigencies of the service so requires, or if the herein conditions prescribed has
been violated. This is without prejudice to administrative disciplinary action for
violation hereof and in case of misrepresentations on the part of the applicant.

5.11 Relative to this, NO official or employee shall hold any school, college, or
university any position or assignment involving management or administrative
duties and responsibilities.

6. TRANSFER OF STATION
(References: DepED Order No. 22, s. 2013 (Revised Guidelines on the Transfer of
Teachers from One Station to Another), DepED Order No. 7, s. 2015 (Hiring
Guidelines for Teacher I Position) and DepED Order No. 22, s. 2015 (Hiring
Guidelines for the Remaining Teaching Positions)

6.1 DepED Order No. 22, s. 2013 (Revised Guidelines on the Transfer of

Teachers from One Station to Another), DepED Order No. 7, s. 2015 (Hiring
Guidelines for Teacher I Position) and DepED Order No. 22, s. 2015 (Hiring
Guidelines for the Remaining Teaching Positions) state that:

6.1.1 Upon a teacher’s appointment, assignment to a station, and acceptance of

the position, he or she shall not be transferred to another school until after
rendering at least three (3) years of service on that school.

6.1.2 The same provision shall apply for school unless exigency of service maybe
invoked by the office.
7. AUTHORITY TO TRAVEL
7.1 As a matter of office policy as well as DBM Circulars and COA Rules and
Regulations, there is a need that all DepED personnel should seek an approved
AUTHORITY TO TRAVEL from the Head of Agency (in particular the Schools
Division Superintendent) whenever personnel get out from his authorized/official
station.

7.2 Authority to Travel maybe issued by other DepED officials ONLY upon the
authorization from the Schools Division Superintendent.

8. PERFORMANCE RATING
(References: DepED Order No. 2, s. 2015 – Guidelines on the Establishment and
Implementation of the Results-Based Performance Management System
(RPMS) in the Department of Education, Rule XII of the Revised Omnibus Rules
on Appointments and Other Personnel Actions)

8.1 DepED Order No. 2, s. 2015 entitled Guidelines on the Establishment and

Implementation of the Results-Based Performance Management System (RPMS)
in the Department of Education provides the following provisions:

8.1.1 Rating Periods

8.1.1.1 Teaching Personnel – School Year basis (June to March)

8.1.1.2 Non-Teaching Personnel – Calendar Year basis (January to December)

8.1.2 Mid-Year Performance Review and Evaluation

8.1.2.1 Teaching Personnel – October

8.1.2.2 Non-Teaching Personnel – July

8.1.3 Year-End Performance Review and Evaluation

8.1.3.1 Teaching Personnel

Teachers – April

School Heads, Education Program Supervisors, Public Schools District Supervisors

– May

8.1.3.2 Non-Teaching Personnel – December

8.1.4 Submission of Office Performance Commitment and Review Form
(OPCRF)/lndividual Performance Commitment and Review Form (IPCRF)

8.1.4.1 Teaching Personnel – not later than June 30

8.1.4.2 Non-Teaching Personnel – not later than January 31

8.2 Section 2, Rule XII of the Revised Omnibus Rules on Appointments and
Other Personnel Actions, as amended states that, “Dropping from the Rolls.
Officers and employees who are either habitual absent or have unsatisfactory or
poor performance or have shown to be physically and mentally unfit to perform
their duties maybe dropped the rolls…”

8.3 As stated in the above section, failure of any government personnel to

undergo performance evaluation at the end of the Performance Review and
Evaluation Cycle shall be a ground for DROPPING FROM THE ROLLS for non-
acquisition of the performance rating of any personnel.

9. SCHOOLS IN-SERVICE TRAINING (INSET)

AND SCHOOL LEARNING ACTION CELLS
(SLACS) INCLUDING GENDER AND
DEVELOPMENT (GAD)
SEMINARS/TRAININGS
(Reference: DepED Order No. 35, s. 2016 “The Learning Action Cell as a K to 12
Basic Education Program School-Based Continuing Professional Development
Strategy for the Improvement of Teaching and Learning“)

9.1 School In-Service Trainings (INSET) as well as Gender and Development (GAD)
trainings shall be allowed to be conducted by the office with the following
conditions, to wit:

9.1.1 For INSETs, Training Proposal should be submitted with attached results of
the Training Needs Assessment (TNA).

9.1.2 For GAD trainings, Training Proposal should be submitted with attached
approved GAD plan and budget.

9.1.3 DepED personnel tapped to be resource speakers and facilitators are NOT
ENTITLED TO HONORARIUM as per DepED and COA rules.
9.1.4 GAD funds are not eligible for realignment purposes. These funds should be
utilized specifically for the program it was allocated.

9.1.5 The conduct of INSETs and GAD trainings shall be during Summer,
Semestral and Christmas Breaks ONLY.

9.2 DepED Order No. 35, s. 2016 “The Learning Action Cell as a K to 12 Basic

Education Program School-Based Continuing Professional Development Strategy
for the Improvement of Teaching and Learning” mandates the conduct of School
Learning Action Cells (SUACs) during the school year for all schools with the
following conditions:

9.2.1 School Heads shall conduct Training Needs Assessment (TNA).

9.2.2 Based on the TNA results, the school heads shall prepare comprehensive
plans for SLACs from June to March duly approved by the office.

9.2.3 NO MOOE funds and canteen funds should be utilized in the conduct of
SLACs.

9.2.4 SLACs should be held either on the first or second Fridays of the month
from 3:00 PM to 5:00 PM following the Reduced Friday Class Program (RFCP).

9.2.5 Tap the expertise of the teachers within the school.

10. NO COLLECTION POLICY

(References: DepED Memorandum No. 143, s. 2016 “Reiteration of the No
Collection Policy from the Parents-Teachers Association” and DepED Order No.
41, s. 2012 “Revised Guidelines on the Opening of Classes“)

10.1 DepED Memorandum No. 143, s. 2016 “Reiteration of the No Collection

Policy from the Parents-Teachers Association” and DepED Order No. 41, s. 2012
“Revised Guidelines on the Operation of Classes” stipulate the following
provisions:

10.1.1 For Kinder to Grade 4 Levels – NO COLLECTION of any fees

10.1.2 For Grade 5 to High School Levels – NO COLLECTION of any type DURING
ENROLMENT period up to the FIRST (1st) MONTH of classes.

10.1.3 Starting SECOND (2nd) MONTH of every school year, AUTHORIZED

CONTRIBUTIONS may be collected on a VOLUNTARY BASIS ONLY.
10.1.4 NO teacher, school officials nor school personnel, shall collect fees or
contributions, nor shall they be entrusted with the safekeeping and disbursement
of collections made by the PTA.

10.1.5 In no case shall non-payment of voluntary school contributions or

membership fees be made a basis for non-admission, non-promotion or non-
issuance of clearance to a student by the school concerned.

11. SCHOOL MAINTENANCE AND OTHER

OPERATING EXPENSES (MOOE) ELIGIBLE
EXPENSES
(Reference: DepED Order No. 13, s. 2016 “Implementing Guidelines on the Direct
Release and Use of MOOE Allocation of Schools Including Funds Managed by
School“)

11.1 DepED Order No. 13, s. 2016 entitled “Implementing Guidelines on the

Direct Release and Use of MOOE Allocation of Schools Including Funds Managed
by School” stipulates the following provisions, to wit:

11.1.1 Activities are only those identified in the approved SIP and determined in
the AIP

11.1.2 Expenses for school-based training and activities

11.1.3 Expenses on special curricular programs (advocacy, capacity building,

learning environment, learner development, research)

11.1.4 Expenses pertaining to graduation rites, moving up and recognition

activities

11.1.5 Procurement of school supplies and other consumables for teachers and
learners deemed necessary

11.1.6 Rental and minor repairs of tools and equipment deemed necessary for the
conduct of teaching and learning activities

11.1.7 Wages of full-time janitorial, transportation, and security services

11.1.8 Utilities (electricity and water) and communication (telephone and internet)
expenses
11.1.9 Reproduction of teacher-made activity sheets or exercises that were
downloaded from the Learning Resource Management and Development System
(LRMDS)

11.1.10 Procure small capital expenditure items worth Phl5,000.00 as provided in

the new Government Accounting Manual (GAM)

12. EDUCATIONAL FIELD TRIPS AND OTHER

SIMILAR ACTIVITIES
(Reference: DepED Memorandum No. 47, s. 2017 “Moratorium on DepED
Educational Field Trips and Other Similar Activities“)

12.1 DepED Memorandum No. 47, s. 2017 otherwise known as Moratorium on

DepED Educational Field Trips and Other Similar Activities provides the following
provisions:

12.1.1 In line with the review of DepED’s policies on field trips, a moratorium on
field trips is currently in effect. DepED officials and personnel SHALL NOT
ENDORSE ANY PLANS, PROPOSALS AND INTENTIONS relative to the conduct
of field trips.

12.1.2 Schools where all arrangements have been set up including approved field
trips prior to the moratorium may proceed provided that existing guidelines are
strictly observed.

13. DRESS CODE FOR GOVERNMENT

OFFICIALS AND EMPLOYEES
(Reference: CSC Memorandum Circular No. 19, s. 2000)

13.1 Official Attire. …respective office uniforms as prescribed by the different

government agencies shall be the official attire of all government officials and
employees, which shall be worn in accordance with their assigned schedule….

13.2 Appropriate Attire. On those days when there is no prescribed office

uniform for the day, employees shall be dressed in appropriate business attire.
The wearing of “maong” pants, although generally prohibited, may be considered
as appropriate attire when paired with a collared polo/shirt (for male employees),
or any appropriate blouse or shirt (for female employees).