Key points to review. Chapter 3 Selection and Staffing.

The Exam focuses on Identification, True or False and Enumerations.

Key points lang ito. Maigi ang scanning and skimming sa chapter 3. But this serves as your guide.

Recruitment

The modern approach to public personnel recruitment includes procedures commonly used in the
private sector such as utilizing media.

The selection process has always been the central point of interest in a public personnel program, for
this is the cornerstone of the whole personnel structure. Unless recruitment policy is soundly conceived,
there can be a little hope of building a first rate staff.

The civil service commission was originally conceived as a recruiting agency designed to eliminate
favoritism in the selection process and to place a premium on competence and ability, as demonstrated
in competitive tests.

Conceiving of recruitment in negative terms, the task was to “keep the rascals out” rather than
encourage the best to enter. The assumption long ago proved erroneous, thus, the negative emphasis
slowly gave way to positive recruitment policies based on such element like a placement program that
puts the right person on the right job and a follow-up probationary program as an integral part of the
selection process.

“Government is only one of the many competitors in the open labor market” – Leonard D. White.

Good management naturally considers recruitment ahead of actual requisitions in filling any given
vacancy, that is, the personnel department may take applications for the employment in advance of
hiring requisitions.

The civil service commission requires the publication of vacancies before these are filled up. The
publication of vacancies is required by R.A no. 7041

Moreover, Memorandum Circular No. 38, s. 1993, dated September 10, 1993, of the civil service
commission provides the omnibus guidelines on appointments and other personnel actions.

Examination

No one, except as provided by law, is appointed to, or employed in, a position in the career service
unless he has passed the appropriate entrance examination provided for the position.

Examinations may be assembled or unassembled, and tests may be written, oral, physical, performance
or testimonial or any type which may be considered to be of suitable impartial or practical character, or
a combination of the types.

There are three forms of examination assembled or written examination – This is a paper-and-pencil test
usually given for entrance-level positions and for others for which aptitudes and the like are prime
determinants. Two types: Performance Test (know the meaning) and – Oral Test (know the meaning)
Consideration of appeals of examination ratings prior to Section 12 (C) of the Omnibus Rules
Implementing Book V of executive Order No. 292. To appeal within 120 days by writing.

Classes of positions in the career service

Executive Order no. 132 s. 1948

Executive Order no. 790, s. 1982

Selection

Selection of persons for employment is as dependent upon securing the interest and willingness of good
candidates to apply as it is upon separating the strong from weak.

Other factors in devising selection methods: Public Relations, Status of the employment market, cost
utility

Criteria for the effectiveness of the selection methods: Objectivity, validity, reliability

The appointment process

Appointing officers may propose, therefore, the appointment of applicants for whom prior to
certification of the civil service commission has been obtained. The appointing officer, in making a
selection from certifications of eligible, shall give preference to veterans when other qualifications are
equal. This is provided in R.A. No. 1865 and as implemented by administrative order No. 130 dated July
18, 1955.

Transfer

A transfer is a movement from one position to another of equal rank, level, or salary without break in
the service.

Promotion

Promotion signifies the advancement from one position to another with the corresponding increase in
duties and responsibilities as authorized by law and usually with the corresponding increase in salary

The competence and qualification of the officer or employee are determined by the extent he meets the
following requisites: Performance, Education and Training, Experience and outstanding
accomplishments, Physical Characteristics and personality traits, potential

Study the minimum rating for the four levels.