eHiring runs the whole selection cycle for a Schools Division Office, with the comparative assessment computed from your own criteria. From the public application form to a defensible IER and CAR-RQA.
Worth it nga ba para sa SDO? YES!
See what your applicants will see: Try the applicant portal demo
The questions HRMOs, evaluators and the HRMPSB ask us most, each with its answer.
Define criteria and sub-criteria per position category and salary grade once. Every applicant's score is computed from your own criteria, and the IER and CAR-RQA print straight from the evaluated data — with the Qualification Standard and your signatories on the sheet.
Encode the training and experience; education, training and experience score themselves against your rubric and the position's Qualification Standard.
Board-ready documents with your letterhead and signatories — printed for the HRMPSB straight from the evaluated data, up to the Appointment Order and CS Form 33-B.
The DM is attached to the posting itself — applicants read the authorising memo before they apply, and the QS used is printed on the IES, IER and CAR-RQA.
Role-based permissions down to the sub-district. A district account sees and prints only its own applicants — enforced on the server, not just hidden in the menu.
Move an applicant between districts with a two-sided request and approval — keeping their scores and rewriting their UAN safely.
Every applicant gets a Unique Applicant Number at submission. They enter it on the tracker and see exactly which stage they are in — Submitted, IER, CAR-RQA, Final Memo.
Self-service recovery behind an identity check, so the applicant retrieves it without your HR unit.
Training and experience from a concluded cycle can be carried over — the evaluator ticks each row, and imported rows re-score against the new position's QS.
One printable A4 handout per candidate who reaches the interview — score ring, rubric breakdown and a blank rating grid for the panel.
A district head hands co-workers a defined slice of the work — scoped to named batches, revocable in one click, every edit signed by the person who made it.
Every score change, status move and transfer is logged — who did it and what changed, per applicant and per evaluator.
Post the vacancy with its item number, deadline, memo and the districts allowed to apply.
Applicants submit through the public portal and track their status by UAN.
Encode training and experience; the rubric scores it and flags who qualifies.
Print the IER and CAR-RQA for the board, onboard the selected applicant and issue the CS Form 33-B.
By the time the HRMPSB sits down, the arithmetic is finished. The panel spends its time on judgement — not on re-reading folders.
Each applicant rates themselves 1–5 against competency statements written for that position category — so a Teacher I and an Administrative Officer are never asked the same questions.
Self-ratings are a conversation starter for the panel, not a score — they never affect the comparative assessment.
Generated only for candidates who actually reach the interview — Qualified status, or a Teaching Entry total of 50 and above. Everything the panel needs, on paper:
Bring co-workers into the evaluation and hand each a defined slice of the work — without anyone sharing a login, and without HR issuing new accounts.
Members are drawn from the head's own department. Each one signs in as themselves — every score and edit is attributed to the person who made it.
Legal compliance and defensible rankings that stand up to appeals and audit findings.
Automated criteria scoring, pre-checked Qualification Standards and clear score breakdowns for transparent consensus.
Less manual data entry: duplicate flags, transfer processing and 1-click IES / CAR-RQA printing.
Administrative Officers carry out delegated evaluation aligned to their KRAs, inside server-enforced batch boundaries.
Every tier is priced at what one plantilla position costs you each month — and it runs the whole division's hiring instead. Full recruitment cycle, every report, unlimited roles and permission sets on all four. VAT exclusive.
No budget line for it this year? A tier can be taken up as a donation — an alumni association, private partner or local government unit can sponsor a division's subscription, and the office runs on it exactly as a paying one would.
For one district office or a pilot rollout.
₱50,000 billed annually — 2 months free
Request a quoteFor a cluster of districts hiring together.
₱100,000 billed annually — 2 months free
Request a quoteFor a full Schools Division Office.
₱200,000 billed annually — 2 months free
Request a quoteFor a large division or a regional deployment.
₱300,000 billed annually — 2 months free
Request a quote| Capacity | ENCODER | AIDE | ADAS | AO |
|---|---|---|---|---|
| Price per month | ₱5,000 | ₱10,000 | ₱20,000 | ₱30,000 |
| Applicants per position | 200 | 750 | 1,000 | 2,500 |
| Active positions concurrentlyUnlimited total postings (close an open vacancy to publish a new one) | 3 | 5 | 10 | 20 |
| Staff accounts (AO or Board Member access) | 50 | 100 | 200 | 300 |
| Districts | 1 | 10 | 20 | 30 |
| Schools per district | 15 | 20 | 40 | 50 |
| Roles & permission sets | Unlimited | Unlimited | Unlimited | Unlimited |
| IES · IER · CAR-RQA reports | ||||
| Audit trail & activity logs | ||||
| Custom branding & print letterhead |
Reached a cap mid-cycle? Nothing you already have is affected — existing records keep working, only new ones are held until the tier is raised.
Existing records are never touched — editing, evaluating and printing all keep working. Only the creation of a new record is held, with a message telling you which capacity was reached. Raising the tier lifts it immediately.
Staff accounts do count — everyone who signs in holds an employee record, and that is the figure each tier caps. What is unlimited on every tier is roles and permission sets: model as many job functions, delegations and district scopes as your office needs without affecting the price.
Yes. Upgrades take effect the same day and are pro-rated against the remaining term. Hiring peaks around the start of the school year, so most offices size for their busiest batch.
Each office runs on its own database and its own branding. Data is never pooled between divisions, and an export of your applicants and evaluations is available at any time.
Book a walkthrough of a live division. Tell us your headcount, districts and how many vacancies you post in a year, and we will size the right tier.
A ranking you can defend, every batch.