Republic of the Philippines

Region IV-A CALABARZON

LAGUNA STATE POLYTECHNIC UNIVERSITY

Los Banos Campus
Los Banos Laguna
GRADUATE STUDIES

Educational Management 203

Administration Management and
Control of Educational Institution

RECRUITMENT, SELECTION AND

APPOINTMENT

Prof. Celso L. Banasihan

Professor

Maria Renee Rose A. Elarco

MAED- Educational Management

Recruitment, Selection and Appointment

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RECRUITMENT
Teacher quality plays a crucial role in the quality of students education.
That is why it is so important for schools and districts to recruit highly qualified
teachers. Some areas- especially those with underfunded and poorly
performing schools are experiencing teacher shortages and struggling to
attract qualified educators. Fortunately, there are steps you can take to find
dedicated and talented teachers.
The recruitment process should:

Enable the management to identify individuals who have good

potentials through observable measures.

Specific

The criteria are clear and rigorous.

Recruitment process usually starts before the end of the school year.

After determining the number and type of teachers required for the following
school year, management use different strategies to recruit new teachers.

Entertaining walk-in applicants

Spreading the information by word-of-mouth among employees,

friends, and acquaintances

Resorting to institutional placement offices

Placing advertisement in newspapers

Advertise widely- the more potential applicants you reach, the greater
the odds of finding excellent and committed teachers for your school.

Participate in job fairs job fairs attract large numbers of potential

teachers, so make the most of them.

Highlight benefits packages and salary supplements

Create partnership with colleges and universities

Recruitment, Selection and Appointment

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Establish recruitment programs with high schools.

RECRUITMENT FOR PUBLIC SCHOOL TEACHERS

REPUBLIC ACT NO. 4670 June 18, 1966 THE MAGNA CARTA FOR
PUBLIC SCHOOL.
II.RECRUITMENT AND CAREER
Sec.

3.Recruitment

and

Qualification.

Recruitment

p o l i c y w i t h r e s p e c t t o t h e selection and appointment of teachers

shall be clearly defined by the Department of Education: Provided, however,
That effective upon the approval of this Act, the following shall constitute the
minimum educational qualifications for teacher-applicants:
(a)For

teachers

in

the

kindergarten

and

elementary

grades,

Bachelor's degree in Elementary Education (B.S.E.ED.);

(b)For teachers of the secondary schools, Bachelor's degree in
Education or its equivalent with a major and a minor; or a Bachelor's
degree in Arts or Science with at least eighteen professional units in
Education.
(c)For teachers of secondary vocational and two years technical
courses, Bachelor's degree in the field of specialization with at least
eighteen professional units in education;
(d)For teachers of courses on the collegiate level, other than
vocational, master's degree with a specific area of specialization;
Provided, further, That in the absence of applicants who possess the
minimum educational qualifications as hereinabove provided, the school
superintendent may appoint, under a temporary status, applicants who do not
Recruitment, Selection and Appointment

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meet the minimum qualifications: Provided, further, That should teacherapplicants, whether they possess the minimum educational qualifications or
not, be required to take competitive examinations, preference in making
appointments shall be in the order of their respective ranks in said competitive
examinations: And provided, finally, That the results of the examinations shall
be made public and every applicant shall be furnished with his score and rank
in said examinations.
SELECTION
Since selecting teachers is an important and crucial task in school
administration due to its far-reaching effect, policies and guidelines regarding
to process must ensure or more or less, a high level of probability of choosing
the best applicant from among many seeking employment.
The selection process usually involves the analysis of two important
sources of information regarding teacher:

Documentary Evidence
Some of the documents needed to be submitted by applicants
for scrutiny are:
-

A well-prepared application letter which provides detailed

information regarding personal, as well as professional
qualification and experience with reference.

Transcript of Records

Letters of Recommendations

License and Certificate to teach

Actual Performance
These evidential pieces may be obtained through:
-

Series of personal interviews.

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Battery tests to determine intellectual and psychological

preparedness of the teacher.

Demonstration lesson that will show actual potential skills of

the teacher.

HIRING PROCESS/APPOINTMENT

Documentary evidence (as mentioned above)

Actual evidence

Battery Test
-

Additional test: IQ, aptitude, interest, value, and other

desirable teaching attitudes.

Demonstration
-

Evaluated through the use of well-developed instrument

designed for that specific purpose.

Interviews

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As part of the selection strategy, the validity of the interview

depends largely on the skill of the interviewer.

Good interviewers avoid using words that might put the
applicants on the defensive.

Selection and Hiring Process

- Best conducted by a committee rather than an individual.
- Theoretically and empirically, it has been established that the
collective judgment of a group of knowledgeable people
regarding important concerns of the organization is usually
more reliable than the decision of one person.

HIRING COMMITTEES

Schools district supervisor

School heads/ department heads
Master Teachers or best performing teachers
Parents

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REFERENCES:

Recruitment, Selection and Appointment

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Bago, Adelaida. Legal Concerns, Supervision of Instruction: The

Philippine Perspective p. 205-212
How

to

recruit

teachers.

www.wiki.com/recruit-teachers.

2010.

Retrieved: November 12, 2014.

5 tips for hiring teachers. www.youtube.com . 2002. Retrieved:
Novemeber 12, 2014.
The Magna Carta for Public School Teachers. www.lawphil.net.
Retrieved: November 12, 2014.

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