Recruitment, Selection, Placement, and Induction

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• GOVERNANCE
• TALENT PLANNING
• TALENT SOURCING
• TALENT SELECTION AND PLACEMENT

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ELEMENT

SYSTEMS

EVIDENCE REQUIREMENTS

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• POLICY

• Agency’s RSP policies and processes are customized to Agency’s requirements and include specific guidelines in the application of EEOP​

1. DepED Merit Selection Plan
2. DepED Order 7, s. 2024

• Structure and Roles

• Agency has an HRMPSB that performs additional functions to address RSP needs (eg. formulates customized screening criteria, guidelines and tools)

1. Constitution of the Human Resource Merit Promotion and Selection Board of the Schools Division Office of Kabankalan City

• Review Mechanism

• The Agency tracks the efficiency of RSP processes and uses data to improve system -Turn around time (ie., time to source and fill up vacant positions. Cost of sourcing and hiring/placement

1. (Tracking tool for identifying dormancy of vacant positions and filling up rate)

• Information and Communication

• T​he Agency uses computer based system to maintain RSP data and documents

• The Agency maintains documentation and records on: RSP process flow System Review data on RSP efficiency System implementation (eg., HRMPSB minutes of meetings deliberations, comparative assessment data, selection criteria, etc.)

1. Online Comparative Assessment Results
2. Online Application System for Teacher I Applicants
3. HRMPSB deliberations, resolutions, and minutes of meetings

ELEMENT

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• Staffing Workforce Plan

SYSTEMS

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• The Agency has an updated staffing plan reflecting recommended staffing modifications (eg deployment, conversion of positions, reclassification) based on planned annual HR needs

EVIDENCE REQUIREMENTS

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1. Approved Staffing pattern for Schools Division Offices
2. NOSCAs Issued
3. Plantilla Allocation List for the Implementation of Approved ERFs

ELEMENT

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• Recruitment Plan

SYSTEMS

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• The Agency has a Recruitment Plan based on anticipated vacancies within the year and includes possible candidate sources (e.g. qualified next in rank employees as well as submitted applications/referrals. etc)

EVIDENCE REQUIREMENTS

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1. Registry of Qualified Applicants for each School Year

• Talent Attraction

• The Agency recruits possible candidates for existing and anticipated vacancies within the year through posting in other appropriate publication modes (e g. CSC bulletin of vacancies, newspapers. Agency website social networking, etc.

1. Publications and Posting of Vacant Positions (e.g. CS Form 9, Memoranda, Posters)

• EEOP

• ​The Agency’s annual recruitment activities are planned to attract diverse applicants regardless of gender, civil status, age, disability, ethnicity, religion, etc..

1. General Guidelines on the Implementation of the Equal Opportunity Principle (EOP) in the Human Resource Management Systems of the Schools Division of Kabankalan City

ELEMENT

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• Selection Criteria

SYSTEMS

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• The Agency's selection criteria are based on updated Job Description (JDs) and approved/presented QS specific for the position to be filled

EVIDENCE REQUIREMENTS

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1. Position Description Form (Compendium of Office Functions)
2. Approved Qualification Standards for Various Positions (Relevant Issuances)

• ​Assessment and Selection Process

• Assessment & selection process uses appropriate additional tools to evaluate candidate's functional or  technical qualifications for the job (e g. trade test, paper and pencil test of functional knowledge, etc.) and background investigation for short-listed candidates

1. Initial Evaluation Results
2. Work Sample Test
3. Written Test
4. Documentation

• EEOP

• The Agency’s assessment and selection criteria and processes are responsive to applicants with special needs (e g. auxiliary aids and services to visually or hearing impaired)

1. Documents/Photos of PWD access ramp
2. General Guidelines on the Implementation of the Equal Opportunity Principle (EOP) in the Human Resource Management Systems of the Schools Division of Kabankalan City

• On boarding

• ​The Agency has an orientation program that helps employees understand performance expectations, reporting relationships & information networks needed to perform job

1. ​Orientation for Administrative Officers and Administrative Assistants
2. Teacher Induction Program
3. Program Design / Attendance Sheet / Photos