Modified Position Classification and Compensation Scheme and System for Career Progression of Teachers and School Heads in the Public Basic Education System
Modified Position Classification and Compensation Scheme and System for Career Progression of Teachers and School Heads in the Public Basic Education System
𝗙𝗨𝗟𝗟 𝗖𝗢𝗣𝗬 | DepEd-DBM Joint Circular No. 01, s. 2025: Modified Position Classification and Compensation Scheme and System for Career Progression of Teachers and School Heads in the Public Basic Education System
A transformative step toward uplifting the public education sector was unveiled with the release of the Modified Position Classification and Compensation Scheme and System of Career Progression for Teachers and School Heads in the Public Basic Education System (Document Code: CO-BHROD2-2025-02-1109). Announced on February 27, 2025, at 5:22:44 PM, this policy promises to reshape the professional landscape for educators by addressing long-standing concerns about salaries, career advancement, and workplace recognition.
The Department of Education (DepEd), in collaboration with the Department of Budget and Management (DBM), has introduced this modified scheme to ensure that teachers and school heads in public basic education are fairly compensated and provided clear pathways for career growth. The initiative responds to decades of advocacy from educators and unions, who have called for salaries that reflect the critical role teachers play in nation-building, as well as structured opportunities for professional advancement. It aligns with Executive Order (EO) No. 174, which provides the legal framework for these reforms.“This is a landmark policy that acknowledges the invaluable contribution of our teachers and school leaders,” said a DepEd spokesperson. “By improving compensation and streamlining career progression, we aim to attract and retain the best talent in our education system.”Key Features of the Modified SchemeThe modified scheme introduces several significant changes designed to enhance the welfare of educators and strengthen the public education system:Revised Salary Structure:
The policy establishes a competitive salary framework aligned with the Salary Standardization Law (SSL), ensuring that teachers’ pay reflects their qualifications, responsibilities, and years of service. The salary grades (SG) for various positions are as follows:Teachers: Teacher I (SG 11), Teacher II (SG 12), Teacher III (SG 13), Teacher IV (SG 14), Teacher V (SG 15), Teacher VI (SG 16), Teacher VII (SG 17).Master Teachers: Master Teacher I (SG 18), Master Teacher II (SG 19), Master Teacher III (SG 20), Master Teacher IV (SG 21), Master Teacher V (SG 22).School Principals: School Principal I (SG 19), School Principal II (SG 20), School Principal III (SG 21), School Principal IV (SG 22).
These salary grades ensure that entry-level teachers (Teacher I) will see a notable salary increase, with adjustments continuing across all teaching positions, including Master Teachers and School Heads. The scheme aims to make teaching a financially viable career, reducing the economic pressures that often drive educators to seek opportunities abroad or in private sectors.Streamlined Position Classification:
The classification of teaching and administrative positions has been refined to eliminate overlaps and ambiguities. Teachers are now categorized based on clearly defined roles, qualifications, and performance metrics, ensuring fairness in promotions and assignments. School Heads, including Principals and Assistant Principals, benefit from a similar restructuring, with leadership roles tied to specific competencies and responsibilities.Enhanced Career Progression System:
A structured career ladder provides educators with clear milestones for advancement. Teachers can progress from entry-level positions (Teacher I) to higher ranks (Teacher II, Teacher III, Master Teacher I-IV) based on performance, professional development, and contributions to school improvement. School Heads have parallel pathways, with opportunities to move into higher administrative roles or specialized leadership positions within DepEd.Incentives for Professional Development:
The scheme encourages continuous learning by linking salary increments and promotions to professional development activities, such as advanced degrees, certifications, and training programs. Teachers and School Heads who pursue further education or demonstrate exceptional performance are eligible for accelerated career advancement and additional benefits.Performance-Based Bonuses:
To reward excellence, the policy introduces performance-based incentives, including bonuses for outstanding teaching outcomes, innovative classroom practices, and leadership in school initiatives. These incentives aim to foster a culture of accountability and creativity in education.Scope and ExclusionsThe joint circular applies to all levels of public basic education, from Kindergarten to Senior High School (SHS), in schools and community learning centers managed by DepEd. However, it explicitly excludes certain positions:Guidance Counselors, Guidance Coordinators, School Farming Coordinators, and Vocational Instruction Supervisors.School Librarians I, II, III, and other Library Service Group positions assigned in schools, unless they handle at least one teaching load.Teaching positions in non-DepEd-managed schools and community learning centers, such as: Philippine High School for the Arts (PHSA), National Academy for Sports (NAS), other schools, and community learning centers managed by DepEd-attached agencies.Philippine Science High Schools (PSHS).State Universities and Colleges (SUCs)/Local Universities and Colleges (LUCs) offering basic education, including Junior High School, SHS Programs, and Laboratory Schools.Teaching positions in the Bangsamoro Autonomous Region in Muslim Mindanao (BARMM).
The policy establishes a competitive salary framework aligned with the Salary Standardization Law (SSL), ensuring that teachers’ pay reflects their qualifications, responsibilities, and years of service. The salary grades (SG) for various positions are as follows:Teachers: Teacher I (SG 11), Teacher II (SG 12), Teacher III (SG 13), Teacher IV (SG 14), Teacher V (SG 15), Teacher VI (SG 16), Teacher VII (SG 17).Master Teachers: Master Teacher I (SG 18), Master Teacher II (SG 19), Master Teacher III (SG 20), Master Teacher IV (SG 21), Master Teacher V (SG 22).School Principals: School Principal I (SG 19), School Principal II (SG 20), School Principal III (SG 21), School Principal IV (SG 22).
These salary grades ensure that entry-level teachers (Teacher I) will see a notable salary increase, with adjustments continuing across all teaching positions, including Master Teachers and School Heads. The scheme aims to make teaching a financially viable career, reducing the economic pressures that often drive educators to seek opportunities abroad or in private sectors.Streamlined Position Classification:
The classification of teaching and administrative positions has been refined to eliminate overlaps and ambiguities. Teachers are now categorized based on clearly defined roles, qualifications, and performance metrics, ensuring fairness in promotions and assignments. School Heads, including Principals and Assistant Principals, benefit from a similar restructuring, with leadership roles tied to specific competencies and responsibilities.Enhanced Career Progression System:
A structured career ladder provides educators with clear milestones for advancement. Teachers can progress from entry-level positions (Teacher I) to higher ranks (Teacher II, Teacher III, Master Teacher I-IV) based on performance, professional development, and contributions to school improvement. School Heads have parallel pathways, with opportunities to move into higher administrative roles or specialized leadership positions within DepEd.Incentives for Professional Development:
The scheme encourages continuous learning by linking salary increments and promotions to professional development activities, such as advanced degrees, certifications, and training programs. Teachers and School Heads who pursue further education or demonstrate exceptional performance are eligible for accelerated career advancement and additional benefits.Performance-Based Bonuses:
To reward excellence, the policy introduces performance-based incentives, including bonuses for outstanding teaching outcomes, innovative classroom practices, and leadership in school initiatives. These incentives aim to foster a culture of accountability and creativity in education.Scope and ExclusionsThe joint circular applies to all levels of public basic education, from Kindergarten to Senior High School (SHS), in schools and community learning centers managed by DepEd. However, it explicitly excludes certain positions:Guidance Counselors, Guidance Coordinators, School Farming Coordinators, and Vocational Instruction Supervisors.School Librarians I, II, III, and other Library Service Group positions assigned in schools, unless they handle at least one teaching load.Teaching positions in non-DepEd-managed schools and community learning centers, such as: Philippine High School for the Arts (PHSA), National Academy for Sports (NAS), other schools, and community learning centers managed by DepEd-attached agencies.Philippine Science High Schools (PSHS).State Universities and Colleges (SUCs)/Local Universities and Colleges (LUCs) offering basic education, including Junior High School, SHS Programs, and Laboratory Schools.Teaching positions in the Bangsamoro Autonomous Region in Muslim Mindanao (BARMM).
Other positions not specified in EO No. 174 or identified by DepEd as covered by the system.This exclusion ensures that the policy focuses on core teaching and leadership roles within DepEd’s direct jurisdiction, while allowing specialized institutions and regions to operate under their own frameworks.
Effectivity
This Joint Circular shall be registered with the University of the Philippines Law Center-Office of the National Administrative Register (UPLC-ONAR), UP Diliman, Quezon City and shall take effect fifteen (15) days after publication in either the Official Gazette or in a newspaper of general circulation in the Philippines. All applications for reclassification of teaching and school head positions received by the DBM RO 15 days after its publication shall be governed by this Joint Circular.
All applications for reclassification of teaching and school head positions received by the DBM RO prior to the effectivity of this Joint Circular shall continue to be governed by the previous policies and guidelines, as applicable.
For more information, contact the Department of Education or visit the official DepEd website for updates on CO-BHROD2-2025-02-1109.
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