Republic of the Philippines

Department of Education
Region VIII
SCHOOLS DIVISION OFFICE OF TACLOBAN CITY
Tacloban City

TRAINING PROPOSAL

DIVISION TRAINING-WORKSHOP ON EMPOWERING ASSESSORS: STRENGTHENING MERIT AND

SELECTION UNDER THE EXPANDED CAREER PROGRESSION SYSTEM

The career progression of teachers in DepEd is mandated by Executive Order No. 174, s. 2022, also known as the Establishing the Expanded
I. Rationale Career Progression System for Public School Teachers. The expanded career progression is established to promote professional development and
career advancement among public school teachers and defines the career lines of teachers within the public school system in the basic education level
as well as the Senior High School.

With this, the activity aims to capacitate potential assessors for the implementation of Expanded Career Progression in the division.

Specifically, the participants are expected to have:

1. discussed the Standards-based Career Progression System, Teacher Reclassification process, Assessors’ Program and the role of an 'Assessor';
2. applied the procedures of Comparative Assessment for teacher reclassification.

The implementation of the Expanded Career Progression (ECP) is a transformative initiative aimed at recognizing merit, enhancing
career mobility, and professionalizing the public sector workforce. A key component of its success lies in ensuring that the processes of
merit and selection are transparent, objective, and competency-based. To achieve this, the empowerment of assessors—those entrusted
with evaluating candidates' qualifications, competencies, and readiness—is essential.

Empowering assessors means equipping them not only with the tools, guidelines, and training necessary to perform their roles with

Schools Division of Tacloban City, Brgy. 54 Real Street, Tacloban City, Leyte 6500 1
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 integrity and consistency, but also acknowledging their critical function as gatekeepers of meritocracy. These individuals play a pivotal
role in ensuring that selection and promotion decisions are based on fair assessments of performance, potential, and qualifications,
aligned with the principles of the ECPS.

Moreover, as the ECP introduces multiple career tracks and broader career mobility, assessors must be empowered to apply flexible yet
standards-based evaluation methods. This includes embracing competency-based tools, performance metrics, and behavioral event
interviewing techniques that support the identification of the best candidates regardless of traditional tenure-based norms.

By investing in the capacity building and professional development of assessors, organizations can build trust in the selection process and
ensure that every promotion or advancement is a reflection of genuine merit. An empowered assessor is not only technically proficient
but is also capable of exercising independent judgment, fairness, and accountability, ensuring that the principles of equal opportunity and
meritocracy are upheld.

Ultimately, empowering assessors is integral to the credibility and effectiveness of the ECP, reinforcing the public sector’s commitment
to a modern, responsive, and principled human resource system.

II. Course This course is designed to build the capabilities of assessors who play a pivotal role in implementing the Enhanced Career Progression
Description System (ECPS). It equips participants with the knowledge, skills, and tools required to conduct fair, objective, and competency-based
assessments that uphold the principles of meritocracy and professional development in the public sector.

Participants will gain a comprehensive understanding of the ECPS framework, the assessor’s role in the merit selection process, and the
use of standardized assessment tools and methods. Through a mix of interactive lectures, case simulations, behavioral event interviews,
and peer feedback, the course ensures that assessors are empowered to contribute meaningfully to career progression decisions within
their organizations.

II. Terminal objective: By the end of the PD program, the participants shall have:
Objective/s Crafted a Training Implementation Plan for the school level
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 Enabling objectives: Specifically, at the end of each session, the participants shall have
a. to discuss the Education, Training, and Experience and Performance as criteria for reclassification, apply the increments table and
rubrics in assessing the ETE of applicants and compute accurately the performance rating of applicants for reclassification;
b. to enhance the capability of assessors in applying the competency-based assessment tools and techniques;
c. to promote fairness, transparency, and consistency in merit and selection processes by standardizing assessment practices across
functional and career tracks;
d. to strengthen the integrity and credibility of the career progression system by empowering assessors to exercise independent and
objective judgment;
e. to reinforce a merit-based culture within the organization, where assessors serve as champions of equal opportunity and
professional growth; and
f. to ensure alignment between assessor decisions and organizational goals, thereby supporting strategic human resource
developmet and talent retention.

III, Master Teachers 80

Participants Resource Speakers 5
and Profile TWG 4

TOTAL 89

IV. Training July 17-18, 2025

Dates
V. Training TBA (Within Tacloban City)
Venue
a. discussed the Education, Training, and Experience and Performance as criteria for reclassification, applied the increments table
VI. Terminal and rubrics in assessing the ETE of applicants and computed accurately the performance rating of applicants for reclassification;
Output b. enhanced the capability of assessors in applying the competency-based assessment tools and techniques;
c. promoted fairness, transparency, and consistency in merit and selection processes by standardizing assessment practices across
functional and career tracks;
d. strengthened the integrity and credibility of the career progression system by empowering assessors to exercise independent and
objective judgment;
e. reinforced a merit-based culture within the organization, where assessors serve as champions of equal opportunity and
professional growth; and

Schools Division of Tacloban City, Brgy. 54 Real Street, Tacloban City, Leyte 6500 3
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 f. ensured alignment between assessor decisions and organizational goals, thereby supporting strategic human resource
development and talent retention.
PD Program Management Team Name
VII. PD a. Overall Management
SHERLITA [Link] EdD, CESO VI
HENRIETTA T. MANAGBANAG EdD, CESO VI
Program
b. Program Management Team MELANI D. ESCOBARTE
Managemen
c. Learning Management Team MARK CHESTER ANTHONY G. TAMAYO
t Team
d. Resource Speaker/Subject-Matter Expert HENRIETTA T. MANAGBANAG EdD, CESO VI
BAYANI A. ADONA
REYNALDO P. PAGAYANAN
BERNIE JUDE R. LAMOGRAR
NAISY M. BROSAS

e. M&E Coordinator ROGER D. DAGALE

f. Documenter EMMA A. EVAL, MARIA LIZA E. DELFIN
g. Secretariat MERIAM GUALDRAPA, MARIA LIZA E. DELFIN
h. Welfare Officer EMMA A. EVAL, NAISY M. BROSAS, RIZZA P. DELIVA
i. Logistics Officer BERNIE JUDE E. LAMOGRAR, REYNALDO P. PAGAYANAN
j. Finance Officer RODEL R. NAVAL & MARIA NESSA L. HOMERES
VIII. PARTICULAR QUANTITY UNIT COST TOTAL COST
Book Paper (A4) 10 reams 350.00 3,500.00
Budgetary Specialty papers (A4) (cream) 1 ream 1,500.00 1,500.00
Matrix Printer Ink (Brother) 2 sets 1,800.00 3,600.00
Manila Paper 20 sheets (10/LF) 15.00 450.00
Masking Tape 8 rolls 50.00 400.00
Pentel Pen 15 pcs 90.00 1,350.00
Cartolina 20 sheets 20.00 400.00

Tarpuline 1 800.00 800.00

SUB-TOTAL ₱ 12,000.00

Food 80 Participants Php 600.00 Php 96,000.00

5 RP + 4 PMT
80 pax x 2 days
GRAND TOTAL (Charge HRD Fund) Php108,000.00

XI. TRAINING MATRIX /PROGRAM OF ACTIVITIES

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 DIVISION TRAINING-WORKSHOP ON EMPOWERING ASSESSORS: STRENGTHENING MERIT AND
SELECTION UNDER THE EXPANDED CAREER PROGRESSION SYSTEM

Time Day 1 Day 2

Registration 8:00-8:15 AM Management of Learning
7:00-8:00 AM

Opening Program
 Preliminaries
 Opening Remarks and Message
SHERLITA A. PALMA, EdD CESO VI
OIC-SDS

 Akcnowledgement of Participants
NAISY M. BROSAS
8:15 – 10:15 AM
8:00 – 8:30 AM HRMO Workshop 2b: Processing

 Statement of Purpose Workshop 2c: Accomplishment of (MTPPS) Classroom Observation

HENRIETTA T. MANAGBANAG, EdD CESO VI Indicator (COI) portion
ASDS

 Photo Opportunity
 Pre-Assessment: By: REYNALDO P. PAGAYANAN
ROGER D. DAGALE MT-III, Nula-tula ES
EPS, M&E
Session 1: Teacher Development Framework
Session 2: Overview of the Expanded Career Progression Policy
(Executive Order No. 174)
8:30-9:30 AM
By: HENRIETTA T. MANAGBANAG, EdD CESO VI
ASDS

9:30-10:15 AM Session 3.a: Procedures and Requirements for Reclassification

Session 3.b: Qualification Standards and Performance
Requirements
Session 4: ETE and Performance (Chapters 2 & 3)
Workshop 1a: Simulation of ETE and Performance Computation
using sample application documents

By: NAISY M. BROSAS

HRMO

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 10:15-10:30 AM HEALTH BREAK 10:15-10:30 AM HEALTH BREAK

Session 5: Overview of the PPST and its Indicators (COI and NCOI) Simulation
Classroom Observation Indicator (COI)
Session 6: Assessing the Classroom Observable Indicators (COI) 10:30-12:00 AM
10:30-12:00 AM
By: BERNIE JUDE R. LAMOGRAR
MT-I, LNHS
12:00 12:45 NN LUNCH BREAK 12:00 12:45 NN LUNCH BREAK
Session 7: Assessing the Demonstration of the Non-Classroom
Observable Indicators
Session 6: Assessing the Classroom Observable Indicators (COI) 1:00 – 3:00 PM
1:00 – 3:00 PM Workshop 3a: Simulation of NCOI Evaluation

Workshop 3b: Processing

By: BERNIE JUDE R. LAMOGRAR Workshop 3c: Accomplishment of (RFTP) NCOI portion
MT-I, LNHS
Giving of Feedback

By: Bayani B. Adona

Principal IV, LNHS

3:00 – 3:15 PM HEALTH BREAK 3:00 – 3:15 PM HEALTH BREAK

Workshop 2a: Simulation of Classroom Observation 3:15 – 5:00 PM

Giving of Feedback

3:15 – 5:00 PM By: BERNIE JUDE R. LAMOGRAR Closing Program

MT-I, LNHS

Facilitator of the Day REYNALDO P. PAGAYANAN Facilitator of the Day BERNIE JUDE R. LAMOGRAR
MT III, Nula-Tula ES MT I, LNHS

Prepared by: Availability of Funds:

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 NAISY M. BROSAS RODEL R. NAVAL/MARIA NESSA L. HOMERES
Administrative Officer IV-HRMO Budget Officer/Accountant

MERIAM M. GUALDRAPA
EPS II, HRD Unit

Noted:

MELANI D. ESCOBARTE, PhD. MARK CHESTER ANTHONY G. TAMAYO

Chief, SGOD Chief, CID

Recommending approval:

HENRIETTA T. MANAGBANAG, EdD CESO VI

Assistant Schools Division Superintendent

Approved:

SHERLITA A. PALMA, EdD CESO VI

OIC-Schools Division Superintendent

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