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CIVIL SERVICE COMMISSION


CSC-NCR - REGION
Information Technology Group-GJ
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OMNIBUS RULES ON APPOINTMENTS
AND OTHER PERSONNEL ACTIONS

Pursuant to Paragraphs 2 and 3,


Section 12, Book V of Administrative
Code of 1987 otherwise known as
Executive Order No. 292, the Civil
Service Commission hereby prescribes
the following rules to govern the
preparation, submission of, and actions
to be taken on appointments and other
personnel actions.

CIVIL SERVICE
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RULE 1
GENERAL POLICIES ON
APPOINTMENTS

Section 1. The state shall insure


and promote the constitutional mandate
that appointments in the Civil Service shall
be made only according to merit and
fitness.
Section 2. Merit and fitness shall be
determined, as far as practicable, by
competitive examinations. This does not
apply to appointments to positions which
are policy determining, primarily
confidential, or highly technical. 3

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RULE I
GENERAL POLICIES ON
APPOINTMENTS

Section 3. Any action denoting the


movement or progress of personnel in the
civil service shall be known as personnel
action such as promotion, transfer,
reinstatement, reemployment, detail,
reassignment, secondment, demotion and
job rotation.
Section 4. Unless otherwise provided
herein, these rules shall likewise apply to
appointments in the third level.
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RULE II
APPOINTMENT FORMS

Section 1. The revised CS Form 33


which shall be in Filipino with English
translation, shall be used for
appointments in the career and
non-career service except those of casuals
which shall use the Plantilla Appointment
Form.

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RULE III
COMMON REQUIREMENTS FOR
REGULAR APPOINTMENTS

Section 1. The revised CS Form 33


which shall be in Filipino with English
translation, shall be used for appointments
in the career and non-career service except
those of casuals which shall use the
Plantilla Appointment Form.

CIVIL SERVICE
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RULE III
COMMON REQUIREMENTS FOR
REGULAR APPOINTMENTS

a. Form. The appointment which must be


in triplicate copies shall be in the
prescribe CS Form 33 [Revised 1998] for
regular employees or the Plantilla Form
No. 001 for casuals. Original copies
shall not be filled out using xeroxed or
photocopied forms. [As amended by CSC
MC No. 15, s. 1999]

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b. Signature of the Appointing Authority.
The original copy of the appointment must
be duly signed and the succeeding two (2)
copies thereof at least initialed by the
appointing authority.
c. Position Title. The position title indicated
in the appointment shall conform with the
approved Position Allocation List and
should be found in the Index of
Occupational Service [IOS]. The salary
grade shall always be indicated after the
position title.
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d. Employment Status. The employment
status shall be indicated on the space
provided therefore. It may be permanent,
provisional temporary, substitute, co-
terminus, casual or contractual.

e. Date of Signing. The date of signing,


which is the date of the issuance of the
appointment shall be indicated below the
signature and the initials of the
appointing authority.
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f. Nature of Appointment. The correct
nature of appointment shall be indicated
on the space provided therefore. The
nature of appointment, which may either
be original, promotion, transfer,
reemployment, reappointment,
reinstatement, renewal, or demotion,
shall be indicated in the space provided.

g. Publication of Vacancy. Vacant position


to be filled shall be published in
accordance with RA 7041 and
implementing guidelines. 10

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h. Personnel Selection Board [PSB]. All
appointees should be screened and
evaluated by the PSB, if applicable. As
proof thereof, a certification signed by
the Chairman of the Board at the back of
the appointment or alternatively, a copy
of the proceedings/minutes of the Board’s
deliberation shall be submitted together
with the appointment. The issuance of
the appointment shall not be earlier than
the date of the final
screening/deliberation of the PSB.
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Candidates for the following appointments
shall no longer be subject to the
screening of the PSB:.

 Substitute appointment due to their


short duration and emergency nature.
However, should the position be filled
by regular appointment, candidates for
the position should be screened and
passed upon by the PSB;

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 Appointment to entry laborer positions;

 Change of status of appointment from


temporary to permanent, provided the
performance rating of the employee is
VS or higher [CSC MC No. 6, s. 2007]

 Appointment to positions in the non-


career service.

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i. Personal Data Sheet. The appointee’s
Personal Data Sheet [CS Form 212, Revised
2005] which should be properly and
completely accomplished by the appointee,
shall be attached to the appointment. Said
PDS shall contain an authorization from the
job applicant/employee that the agency
head or his authorized representative can
verify/validate the contents therein. For
appointment of substitute teachers and
renewal of appointment of contractual and
casual personnel, updated Personal Data
Sheet shall be required [As amended by CSC
MC No. 15, s. 1999] 14

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RULE III
COMMON REQUIREMENTS FOR
REGULAR APPOINTMENTS
Section 2. Employment Status in General
a. Permanent—issued to a person who
meets all the minimum qualification
requirements of the position to which
he is being appointed, including the
appropriate eligibility prescribed, in
accordance with the provision of law,
rules and standards promulgated in
pursuance thereof. This includes all
level of positions [Amended by CSC MC
No. 15, s. 1999] CIVIL SERVICE
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b. Temporary*—issued to a person who
meets the education, experience and
training requirement for the position to
which he is being appointed except for the
appropriate eligibility but only in the
absence of a qualified eligible actually
available, as certified by the Civil Service
Regional Director or Field Officer. The
appointment shall not exceed twelve
months, reckoned from the date it was
issued but the appointee may be replaced
sooner if a qualified eligible who is willing to
accept the appointment becomes actually 16

available. CIVIL SERVICE


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c. Substitute—issued when the regular
incumbent of a position is temporarily
unable to perform the duties of his
position, as when he is on approved
leave of absence or is under suspension
or is on scholarship grant or is on
secondment. This is effective only until
the return of the former incumbent. A
substitute appointment is issued only if
the leave of absence of the incumbent is
at least three [3] months, except in the
case of teachers.
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d. Co-terminous—issued to a person whose
entrance and continuity in the service is
based on the trust and confidence of the
appointing authority or of the head of the
organizational unit where assigned; or co-
existent with the incumbent, or limited by
the duration of the project; or co-existent
with the period for which an agency or
office was created. Specifically, the
categories of co-terminous appointments
are:
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a) Co-terminous with the appointing
authority,

b) Co-terminous with the head of


organizational unit where assigned,

c) Co-terminous with the incumbent,

d) Co-terminous with the project, and

e) Co terminus with the life span of the


agency 19

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e. Contractual—issued to a person who shall
undertake a specific work or job for a
limited period not to exceed one year. The
appointing authority shall indicate the
inclusive period covered by the
appointment for purposes of crediting
services.

f. Casual — issued only for essential and


necessary services where there are not
enough regular staff to meet the demands
of the service.
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Section 3. Employment Status of
Teachers. The employment status of
teachers can by any of the following:
a. Regular permanent — issued to a
teacher who meets all the requirements
of the position.
b. Provisional — issued to a teacher who
meets all the requirements of the position
except the eligibility.
c. Substitute — issued to a teacher when
the regular incumbent of the position is
temporarily unable to perform the duties 21

of the position. CIVIL SERVICE


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Section 4. Nature of Appointment. The
nature of appointment shall be as follows:
a. Original — refers to the initial entry into
the career and non career service.
However, for those in the career service, the first
six months of service following a permanent
appointment shall be probationary in nature and
the appointee shall undergo a thorough character
investigation. A probationer may be dropped
from the service for unsatisfactory conduct or
want of capacity anytime before the expiration of
the probationary period. Provided that such action
is appealable to the Commission. [MC No. 3, s.
2005] 22

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b. Promotion — is the advancement of an
employee from one position to another
with an increase in duties and
responsibilities as authorized by law, and
usually accompanied by an increase in
salary. Promotion may be from one
department or agency to another or from
one organization unit to another within
the same department or agency.

23

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c. Transfer — is the movement of employee
from one position to another which is of
equivalent rank, level or salary without
break in the service involving the issuance
of an appointment.
The transfer may be from one department
or agency to another or from one
organizational unit to another in the same
department or agency: Provided, however,
that any movement from the non-career
service to the career service shall not be
considered as a transfer. 24

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An employee who seeks transfer to
another office shall first secure
permission from the head of the
department or agency where he is
employed stating the effective date of
the transfer. If the request to transfer of
an employee is not granted by the head
of the agency where he is employed, it
shall be deemed approved after the
lapse of 30 days from the date of notice
to the agency head.
25

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If, for whatever reason, the employee
fails to transfer on the specified date, he
shall be considered resigned and his
reemployment in his former office shall
be at the discretion of its head. The
effectivity of the transfer shall be the day
following his last day of service in the
former agency.

26

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d. Reemployment — is the
reappointment of a person who has been
previously appointment to a position in
the career or non-career service under
permanent status but was separated
therefrom as a result of reduction in
force, reorganization, retirement,
voluntary resignation, or of any non-
disciplinary actions such as dropping
from the rolls and other modes of
separation. Reemployment presupposes
a gap the service [As amended by CSC
MC No. 15, s. 1999] CIVIL SERVICE
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No prior authority shall be required for
the reemployment of a person who has
been previously retired and who has not
reached the compulsory retirement age
of 65.

d. Reappointment — is the re-issuance


of an appointment during
reorganization, devolution, salary
standardization, re-nationalization or
similar events. Reappointment
presupposes no gap in the service.
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e. Reinstatement — is the issuance of
an appointment to a person who has
been previously appointed to a
position in the career service and who
has, through no delinquency or
misconduct, been separated
therefrom or to one who has been
exonerated of the administrative
charges unless the decision
exonerating him specifies restoration
to his previous position.

29

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It is understood that one who has been
exonerated or who has been illegally
terminated is deemed not to have left the
service.
f. Renewal — refers to the subsequent
appointment issued upon the expiration
of the appointment of the
contractual/casual personnel, or
temporary appointment, if a qualified
eligible is not actually available, as
certified by the Civil Service Regional
Director or Field Officer. Renewal
presupposes no gap the service. 30

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g. Demotion — is the movement of an
employee from one position to another
with reduction in duties, responsibilities,
status or rank, which may or may not
involve reduction in salary and is not
disciplinary in nature
In case a demotion involves reduction
in salary but is non-disciplinary, a
written consent shall be secured from
the demoted employee.

31

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h. Upgrading/Reclassification — refers
to the change in position title with the
corresponding increase in salary grade.
Positions are upgraded in order to attain
effectively the functions and duties
attached to the position and for the
employee to perform an all-around
adaptability in meeting diverse work
assignments. This requires issuance of
appointment.

32

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Upgrading/Reclassification usually involves
abolition and collapsing of positions which the
agency finds insignificant to augment the
salaries assigned to the upgraded/reclassified
position.

The incumbent of a position in a permanent


capacity which has been upgraded/reclassified
shall be appointed to the upgraded/reclassified
position without change in employment status,
irrespective of whether or not he meets the
qualification requirements therefor. However, he
shall no longer be promoted to the next higher
position unless he meets the qualification
requirements of the position involved. 33

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However, Item No. 9, Part I [General
Policies] of the Revised Policies on
Qualification Standards [CSC Res. No.
030962/CSC MC No. 12, s. 2003]
provides that “there shall be no
reclassification and/or upgrading of
positions except when the position is
actually vacant, and its filing-in shall
be subject to approved qualification
standards.

34

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Section 5. Adjustments or movements of
personnel – which do not involve changes
in position title, rank or status do not need
the issuance of an appointment, provided
that the existing appointment does not
specify the working station. Such
adjustments shall include the following:

a. Change in item number only


b. Salary adjustment
c. Step-increment
d. Reinstatement [to the same position]
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Section 6. Other Personnel Movements.
The following personnel movements which
will not require issuance of an appointment
shall nevertheless require an office order by
duly authorized official.

a. Reassignment*-- movement of an
employee across the organizational
structure within the same department
or agency, which does not involve a
reduction in rank, status or salary.
[*CSC Res #041458/CSC MC No. 2, s. 2005] 36

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Reassignment shall be governed by the
following rules:

1. These rules shall apply to employees


appointed to first and second level
positions in the career and non-career
services. Reassignment of third level
appointees is governed by the
provisions of Presidential Decree No. 1

37

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2. Personnel movements involving
transfer or detail should not be
confused with reassignment since
they are governed by separate
rules.

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3. Reassignment of employees with station-
specific place of work indicated in their
respective appointments shall be allowed
only for a maximum period of one [1] year.
An appointment is considered station-
specific when the particular office or
station where the position is located is
specifically indicated on the face of the
appointment paper. Station specific
appointment does not refer to specified
plantilla item number since it is used for
purposes of identifying the particular
position to be filled or occupied by the 39

employee. CIVIL SERVICE


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4. If appointment is not station-
specific, the one-year maximum
period shall not apply. Thus,
reassignment of employees whose
appointments do not specifically
indicate the particular office or place
of work has no definite period unless
otherwise revoked or recalled by the
Head of Agency, the Civil Service
Commission or a competent court.

40

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5. If an appointment is not station-
specific, reassignment to an
organizational unit within the same
building or from one building to
another or contiguous to each other
in one work area or compound is
allowed. Organizational unit refers to
sections, divisions, and departments
within an organization.

41

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6. Reassignment outside geographical
location if with consent shall have no
limit. However, if it is without
consent reassignment shall be for
one (1) year only. Reassignment
outside geographical location may be
from one Regional Office [RO] to
another RO or from the RO to the
Central Office [CO] and vise-versa.

42

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7. Reassignment is presumed to be regular and
made in the interest of public service unless
proven otherwise or if it constitutes constructive
dismissal. Constructive dismissal exists when an
official or employee quits his or her work because
of the agency head’s unreasonable, humiliating,
or demeaning actuations, which render continued
work impossible because of geographic location,
financial dislocation and performance of other
duties and responsibilities inconsistent with those
attached to the position. Hence, the employee is
deemed illegally dismissed. This may occur
although there is no diminution or reduction in
rank, status or salary of the employee.
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Reassignment that constitutes constructive
dismissal may be the following:

a. Reassignment of an employee to perform


duties and responsibilities of his/her
position such as from a position of dignity
to a more servile or menial job.
b. Reassignment to an office not in the
existing organizational structure.

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c. Reassignment to an existing office but the
employee is not given any definite duties
and responsibilities;
d. Reassignment that will cause significant
financial dislocation; and

e. Reassignment that is done indiscriminately


or whimsically because the law is not
intended as a convenient shield for the
appointing/disciplining authority to harass
or oppress a subordinate on the pretext of
advancing and promoting public interest.
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b. Detail* -- temporary movement of an
employee from one department or
agency to another which does not
involve a reduction in rank, status or
salary.
The employee detailed receives his
salary only from his mother
unit/agency.

[*CSC Res. No. 02-1181/CSC MC No. 21, s. 2002]


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Detail shall be allowed only for a
maximum period of one year in the
case of employees occupying
professional, technical and scientific
position. In the case of other
employees, detail beyond one year
may be allowed provided it is with
the consent of the detailed
employees.

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If the employees believes that there
is no justification for the detail, he
may appeal his case to the
Commission. Pending appeal, the
detail shall be executory unless
otherwise ordered by the
Commission.

48

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c. Secondment—movement of an
employee from one department or
agency to another which is
temporary in nature and which
may or may not require the
issuance of an appointment which
may either involve increase in
compensation and benefits.

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Acceptance thereof is voluntary on the
part of the employee [As amended by
CSC MC No. 15, s. 1999]

Secondment shall be governed by the


following general guidelines:

i. Secondment shall be limited to


employees occupying managerial,
professional, technical and scientific
positions.

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ii. Secondment to international
bodies/organizations recognized by the
Philippines government may be
allowed.
iii. Secondment for a period of one year or
more shall be subject to approval by the
Commission. In case the secondment of
less than one year is extended and such
extension shall cover a total period of
one year or more, the extension shall
be subject to the Commission’s
approval. [As amended by CSC MC No.
15, s. 1999] 51

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iv. Approval of the secondment shall be
subject to the following conditions:

1. A Memorandum of Agreement or
contract for secondment between
the mother and receiving agency
and concurred in by the employee
shall be submitted to the CSC
within 30 days from signing of the
contract

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2. The period of secondment shall be
for a maximum of three (3) years
except otherwise provided by law
or as required under
bilateral/multilateral agreements.
[As amended by CSC MC No. 15,
s. 1999]

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v. Any violation of the provisions of the
Memorandum of Agreement shall be
ground for discontinuance thereof
without prejudice to the filing of
disciplinary action against the
person/s responsible for the violation.
[As amended by CSC MC No. 15, s.
1999]

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vi. Acceptance of scholarship by
secondment employee shall
terminate the secondment.
[As amended by CSC MC No. 15, s.
1999]

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vii. Payment of salaries of seconded employee
shall be borne by the receiving agency.
In case of a higher compensation covered
by a duly issued appointment within the
Philippine Government, the same may be
used for the purpose of computing his
retirement benefits but not for the
purpose of commutation of leave credits
earned in the mother agency. In case of
a lower compensation, the mother agency
shall pay the difference. This rule does
not apply in case of secondment to
international agencies. 56

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viii. The secondment employee shall be on
leave without pay in his mother agency
for the duration of his secondment, and
during such period, he may earn leave
credits which are commutable
immediately thereafter and payable by
the receiving agency.

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d. Job Rotation – the sequential or reciprocal
movement of an employee from one office
to another or from one division to another
within the same agency as a means for
developing and enhancing the potentials of
people in an organization by exposing them
to the other work functions of the agency.

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e. Designation – is merely an imposition
of additional duties to be performed by a
public official which is temporary and can
be terminated anytime at the pleasure of
the appointing authority. [As amended by
CSC MC No. 15, s. 1999]

[CSC Res. No. 05-0157 [CSC MC No. 6, s. 2005]

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Guidelines on Designation
in the Civil Service
1. Employees to be designated should hold
permanent appointments to career
positions.

2. Designees can only be designated to


positions within the level they are
currently occupying. However, Division
Chiefs may be designated to perform
the duties of third level positions.

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Guidelines on Designation
in the Civil Service
First level personnel cannot be designated
to perform the duties of second level
positions.
3. For positions with incumbents who
temporarily cannot perform the duties of
the position [vacation or sick leave,
study leave, scholarship, maternity
leave, special assignments], the
designation should be synchronized with
the absence of the incumbent provided
that in no case shall a designation
exceed one (1) year. 61

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Guidelines on Designation
in the Civil Service
4. For position without incumbents, a
designation may be made only for a
maximum of one (1) year.
5. Designation shall be made through an
office order issued by the head of Agency
or the Head of Office concerned
6. Designees cannot be granted the salaries
of the positions they are being
designated to, except allowances that go
with the performance of the functions as
RATA. 62

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RULE IV
EFFECTIVITY OF APPOINTMENT
Section 1. An appointment issued in
accordance with pertinent laws and rules
shall take effect immediately upon its
issuance by the appointing authority, and if
he appointee has assumed the duties of the
position, he shall be entitled to receive his
salary at once without awaiting the approval
of his appointment by the Commission. The
appointment shall remain effective until
disapproved by the Commission. In no case
shall an appointment take effect earlier that
the date of its issuance. 63

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RULE IV
EFFECTIVITY OF APPOINTMENT

In the case of local governments


units, appointment requiring
concurrence of the Sangguniang
Panlalawigan/Bayan the effectivity
thereof shall be the date of its issuance
by the appointing authority provided the
effectivity of said appointment shall end
the moment the local sanggunian rejects
or disapproved it. [Amended by CSC MC
No. 2, s. 2007]
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RULE IV
EFFECTIVITY OF APPOINTMENT
Section 2. No appointment shall be
made effective earlier that the date of
issuance. In the case of change of status in
view of having acquired a civil service
eligibility or in case of a teacher having
acquired a valid certificate of registration
and valid professional license, the date of
effectivity is the date of issuance of the
permanent appointment, not the date the
deficiency in qualification standards was
no met or proof thereof was presented
[Amended by CSC MC No. 6, s. 2007] 65

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RULE IV
EFFECTIVITY OF APPOINTMENT

Section 3. In the case of temporary


appointment, the twelve months period of its
effectivity shall be reckoned from the date of
issuance of the appointment and not from the
date the appointee assumes the duties of
the position.

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RULE IV
EFFECTIVITY OF APPOINTMENT

Section 4. No official or employee shall


be required to assume duty without being
furnished with a copy of his appointment
after it is issued by the appointing authority.
The appointee shall acknowledge receipt of
the appointment by signing on the duplicate
and other copies of said appointment.

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RULE IV
EFFECTIVITY OF APPOINTMENT

Officials and employees who


rendered actual services pursuant to
defective appointments or without any
appointment except those who have already
retired, may request the inclusion of said
services in their official service record in the
Commission.

[CSC MC 19, 2006 lifted the cut-off date of


December 31, 1996 per MC 25, 2002]
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RULE V
ADDITIONAL REQUIREMENTS IN
SPECIFIC CASES

Section 1. In addition to the common


requirements and procedures, the
following requirements and guidelines
shall also be observed and the necessary
documents submitted, when applicable.

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RULE V
ADDITIONAL REQUIREMENTS IN
SPECIFICL CASES
a. Erasures or Alterations on
Appointment. When there are
erasures or alterations made on the
appointment and other supporting
documents, they should be duly
initialed by authorized officials and
accompanied by a communication
specifying and authenticating all
changes made.
70

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RULE V
ADDITIONAL REQUIREMENTS IN
SPECIFICL CASES

b. Appointee With Decided


Administrative/Criminal Case. If an
appointee has had an administrative case, a
certified true copy of the decision rendered
shall be attached to the appointment.
Appointment by promotion of an employee
who has been found guilty in an
administrative case shall be accompanied by
a certification of the appointing official as to
when the decision rendered became final. 71

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RULE V
ADDITIONAL REQUIREMENTS IN
SPECIFICL CASES
c. Discrepancy in Name,Date/Place of
Birth. In case of discrepancy in the
name, date/place of birth of the
appointee as appearing in the Report of
Rating or Certificate of Eligibility and that
appearing in his Personal Data Sheet [CS
Form 212], the correct name, date/place
of birth shall be ascertained in
accordance with the following
requirements and procedures: 72

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RULE V
ADDITIONAL REQUIREMENTS IN
SPECIFICL CASES

Pursuant to CSC Resolution No. 01-


1813 dated November 20, 2001 [CSC MC
No. 31, s. 2001], the Commission adopts
the following new guidelines to be used in
processing requests for correction of
personal information in the records of the
Commission:

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1. All requests for correction and/or change of
names/or dates of birth appearing in the
records of this Commission must be filed at
the Civil Service Commission Regional
Office Concerned.

2. The said requests must be accompanied by


a copy of the birth certificate duly
authenticated by the Local Civil Registrar or
the city or municipality where the birth was
recorded or registered or the National
Statistics Office.
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3. In the case of approved petitions for
correction of clerical or typographical
errors and change of first name or
nickname in accordance with the
provisions of Republic Act No. 9048 and
its implementing rules and regulations,
and corresponding change or correction of
entry is being requested in the records of
the Commission, the birth certificate
bearing the marginal annotations of the
concerned city or municipal registrar or
consul general shall be submitted to the
Commission in support of such request; 75

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4. A birth certificate issued on the basis of
late registration of birth shall constitute a
sufficient evidence to warrant a correction
or change of information in the records of
the Commission; provided that, other
authenticated supporting documents are
submitted including: [CSC MC No. 20, s.
2006]

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a. Baptismal Certificate, unless it has been
lost or destroyed during a war, fire, natural
calamity or any other fortuitous event as
certified by the proper church authority or
if the requesting party was not issued any
baptismal certificate or other individuals
who were not baptized. However, other
authentic and reliable documents in lieu of
a baptismal certificate, which shows the
information or date requested to be
corrected, must be submitted as
mentioned in letter ‘c’ hereunder;
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b. Affidavit of Two (2) Disinterested Witnesses

b. Other Employment, Personal, or School


Records which would support the entry
reflected in the delayed registered birth
certificate and which entry is requested
to be reflected in the records of the
Commission as the true and correct
entry.

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d. Comelec Ban. When an appointment
covered by the period of prohibition is to
be issued, prior exemption from the
COMELEC shall be secured and attached
to the appointment.

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e. LGU Appointment. Appointment in local
government units for submission to the
Commission shall be accompanied, in
addition to the common requirements, by
the following:

i. Certification by the proper authority


that such appointment is issued in
accordance with the limitations
provided for under Section 325, RA
7160.
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ii. Certification by the Municipal/
City/Provincial Accountant/Budget
Officer that funds are available.
iii. For Appointment to department head,
Sanggunian Resolution embodying the
concurrence of the majority of its
members as provided for under Section
443 (d), RA 7160; provided, that if said
appointment is not concurred in by the
Sanggunian within fifteen (15) days,
certification to that effect by the HRMO
shall be issued in lieu of the required
resolution. 81

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f. Appointments Involving Change of Status.
Appointment involving change of status
from temporary to permanent falling
under the categories specified in MC No.
11, s. 1996 shall accompanied by the
following:
i. For Category I, appointee’s TESDA
certificate and the corresponding CS
Eligibility;

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ii. For Category II, appointee’s
performance ratings for the two
rating periods during his temporary
appointment as certified by the
appointing authority;

iii. For Category IV, appropriate valid


licenses, such as driver’s license from
the Land Transportation Office and
operator’s license from the National
Telecommunications Commission for
Radio/Radiophone Operators. 83

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g. Non-Disciplinary Demotion.
Appointment involving demotion
which is not disciplinary in nature
shall be accompanied by a (1)
certification of the agency head
that the demotion is not the result
of an administrative case; and (2)
written consent by the employee
that he interpose no objection to
his demotion.

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h. Licenses. When a license is required
by special law for the exercise of a
profession or vocations, an appointee
must possess the necessary license
before he may be appointed.
Examples of this are the licenses
issued by the Professional Regulations
Commission and the Supreme Court.

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RULE VI
SUBMISSION, APPROVAL/
DISAPPROVAL OF APPOINTMENT

Section 1. An appointment shall be


submitted to the Commission within
thirty (30) calendar days from the date
of issuance, which shall be the date
indicated below the signature of the
appointing authority. Otherwise it shall
be made effective thirty (30) days prior
to the date of submission to CSC.

86

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RULE VI
SUBMISSION, APPROVAL/
DISAPPROVAL OF APPOINTMENT

In case of appointments issued by


accredited agencies, the Report of
Personnel Actions (ROPA) together with
photocopies of appointments issued
during the month shall be submitted
within 15 days of the succeeding month.
Appointments not submitted within the
prescribed period shall be made
effective 30 days prior to date of
submission.
87

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RULE VI
SUBMISSION, APPROVAL/
DISAPPROVAL OF APPOINTMENT

If the appointee does not assume


office within thirty (30) calendar days
from receipt of the approved
appointment, the same may be
cancelled by the appointing authority
and reported to the Commission for
record purposes. The position is
automatically deemed vacant without
the need for an approval or declaration
of the Commission.
88

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RULE VI
SUBMISSION, APPROVAL/
DISAPPROVAL OF APPOINTMENT

Section 2. Request for


reconsideration of, or appeal from, the
disapproval of an appointment may be
made by the appointing authority and
submitted to the Commission within
fifteen (15) calendar days from receipt
of the disapproved appointment.

89

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RULE VI
SUBMISSION, APPROVAL/
DISAPPROVAL OF APPOINTMENT

Section 3. When an appointment


is disapprove, the services of the
appointee shall be immediately
terminated, unless a motion for
reconsideration or appeal is seasonably
filed.

90

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RULE VI
SUBMISSION, APPROVAL/
DISAPPROVAL OF APPOINTMENT

If the appointment was disapproved


on grounds which do not constitute a
violation of civil service law, such as
failure of the appointee to meet the
Qualification Standards (QS) prescribed
for the position, the same is considered
effective until disapproved by the
Commission or any of its regional or field
office. The appointee is meanwhile
entitled to payment of salaries from the
government. 91

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RULE VI
SUBMISSION, APPROVAL/
DISAPPROVAL OF APPOINTMENT

If a motion for reconsideration or an


appeal from the disapproval is seasonably
filed with the proper office, the
appointment is still considered to be
effective. The disapproval becomes final
only after the same is affirmed by the
Commission.

92

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RULE VI
SUBMISSION, APPROVAL/
DISAPPROVAL OF APPOINTMENT

Section 4. The appointing authority


shall be personally liable for the salary of
appointees whose appointments have
been disapproved for violation of
pertinent laws such as the publication
requirement pursuant to RA 7041.

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RULE VI
SUBMISSION, APPROVAL/
DISAPPROVAL OF APPOINTMENT
Section 5. The appointee whose
appointment was approved but made
effective thirty (30) days prior to date of
submission to the Commission, shall be
entitled to payment of salary from the
government immediately following the
effectivity of appointment. The salaries of
the appointee for actual services rendered
before the approved effectivity date shall
be the liability of whoever caused the
delay. 94

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RULE VII
RESPONSIBILITIES OF THE HUMAN
RESOURCE MANAGEMENT
OFFICER/PERSONNEL OFFICER

Section 1. The Human Resource


Management Officer (HRMO), Personnel
Officer (PO) or the duly authorized
personnel in charge of personnel matters
shall:
a. Review thoroughly and check the
completeness of all the requirements
and supporting papers in connection
with all cases of appointments before
submission to the Commission. 95

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RULE VII
RESPONSIBILITIES OF THE HUMAN
RESOURCE MANAGEMENT
OFFICER/PERSONNEL OFFICER

b. Sign the following certification at the


back of the appointment

i. Certification as to the completeness


of the requirements

ii. Certification that the vacant position


to be filled has been duly published

96

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RULE VII
RESPONSIBILITIES OF THE HUMAN
RESOURCE MANAGEMENT
OFFICER/PERSONNEL OFFICER

c. Ensure that the Chairman of the


Personnel Selection Board (PSB) has
signed the certification at the back of
the appointment, when applicable.
The Human Resource Management
Officer shall be a regular member of
the PSB.

97

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RULE VII
RESPONSIBILITIES OF THE HUMAN
RESOURCE MANAGEMENT
OFFICER/PERSONNEL OFFICER

d. Ensure that all questions in the


Personal Data Sheet (CS Form 212)
of the appointee are answered
properly and completely with his
recent photograph attached, his right
thumbmark affixed and his current
Community Tax Certificate indicated
therein.
98

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RULE VII
RESPONSIBILITIES OF THE HUMAN
RESOURCE MANAGEMENT
OFFICER/PERSONNEL OFFICER

e. Furnish appointee with a photocopy of


his appointment for submission to the
Commission. Ensure that appointee
acknowledges receipt of a photocopy
of said appointment by signing on the
duplicate and other copies thereof.

99

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RULE VII
RESPONSIBILITIES OF THE HUMAN
RESOURCE MANAGEMENT
OFFICER/PERSONNEL OFFICER

f. Submit appointments with the


prescribed transmittal form
indicating the names of the
appointees, their position and the
corresponding date of issuance

g. Officially transmit to the appointee


original copy of his appointment
acted upon the Commission.
100

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RULE VII
RESPONSIBILITIES OF THE HUMAN
RESOURCE MANAGEMENT
OFFICER/PERSONNEL OFFICER

h. Submit a quarterly report of employee


accession and separation to the
Commission

i. Submit ROPA, copies of appointments


with supporting documents within
fifteen (15) days of the succeeding
month for accredited agencies.

101

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RULE VII
RESPONSIBILITIES OF THE HUMAN
RESOURCE MANAGEMENT
OFFICER/PERSONNEL OFFICER

j. Submit certified copies of licenses and


ensure that the same are renewed.

k. Ensure the oath taking of concerned


appointees.

102

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RULE VII
RESPONSIBILITIES OF THE HUMAN
RESOURCE MANAGEMENT
OFFICER/PERSONNEL OFFICER

Sec. 2. Failure of the HRMO, PO or


the duly authorized personnel in charge
of personnel matters to perform any of
the above responsibilities shall be a
ground for administrative disciplinary
action for neglect of duty which the head
of agency or the Commission can initiate.

103

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RULE VIII
DOCUMENTS TO BE RETAINED
IN THE AGENCY

Sec. 1. In addition to the common


and other applicable requirements, the
following documents shall be retained in
the agency and filed in the 201 files of the
appointees:

a. Position Description Form (BC-CSC


Form No. 1) – for all types of
appointments, except for change of
status.
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RULE VIII
DOCUMENTS TO BE RETAINED
IN THE AGENCY
b. Medical Certificate (CS Form 211) –
for original appointment and
reemployment. The physician must state
if the appointee is fit for employment.

The results of the Pre-employment


Mental-Physical-Medical examinations
consisting of Blood Test, Urinalysis, Chest
X-ray, Drug Test, and Neuropsychiatric
Exam, shall be attached to the medical
certificate for employment. 105

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RULE VIII
DOCUMENTS TO BE RETAINED
IN THE AGENCY

c. Clearances. The NBI Clearances is


required for original appointment and
reemployment

d. The Result of the neuro-psychiatric


examination is required for original
appointment to position which involve
the maintenance of peace and order and
the protection of life and property.

106

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RULE VIII
DOCUMENTS TO BE RETAINED
IN THE AGENCY

e. Performance Rating. For purposes of


promotion or transfer, the following shall
be required:

i. For appointment by promotion, the


Performance Ratings of the
appointee for the last two rating
periods and prior to the effectivity
date of the appointment which
should be at least very satisfactory.
107

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RULE VIII
DOCUMENTS TO BE RETAINED
IN THE AGENCY

ii. Performance ratings for the last “two”


rating periods prior to the scholarship
grant, which should be at least very
satisfactory shall be used as basis for
promotion of the appointee-scholar

iii. For appointment by transfer, the


performance rating for the semester
immediately preceding the transfer
from the former office or agency.
108

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RULE IX
PUBLICATION OF
VACANT POSITIONS
[CSC MC No. 20, s. 2002 as amended by
CSC MC No. 16, s. 2005 and
CSC MC No. 11, s. 2007]

Vacant positions marked for filling shall


be published in accordance with Republic
Act No. 7041 [Publication Law]. The
published vacant positions shall also be
posted for at least ten (10) calendar days
for national agencies and for at least 15
calendar days for LGUs. Other mode of
publication shall be considered.
109

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RULE IX
PUBLICATION OF
VACANT POSITIONS

The following positions are exempt from the


publication and posting requirements:

1. Primarily Confidential positions;


2. Positions which are policy determining
3. Highly Technical

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RULE IX
PUBLICATION OF
VACANT POSITIONS

4. Co-terminous with the appointing


authority or limited to the duration of
a particular project; and

5. Positions to be filled by existing regular


employees in the agency in case of
reorganization.

111

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RULE IX
PUBLICATION OF
VACANT POSITIONS

Filling of vacant positions in the


national government agencies (NGAs)
government owned or controlled
corporations (GOCCs), and state
universities and colleges (SUCs) shall be
made after (10) calendar days from their
publications; and in the local government
units (LGUs) it shall be made after fifteen
(15) calendar days from their publication.

112

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RULE IX
PUBLICATION OF
VACANT POSITIONS

The publication of a particular


vacant position shall be valid until filled
but not to extend beyond six (6)
months reckoned from the date the
vacant position was published.

113

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RULE IX
PUBLICATION OF
VACANT POSITIONS
In the issuance of the appointment,
the requirement for publication is deemed
complied with if the process of application
and screening started within six (6) months
from publication and if the vacancy is filled
not later than nine (9) months from date of
publication.
Should no appointments be issued
within the nine (9) months period, the
agency has to cause the re-publication of the
vacant position. 114

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RULE IX
PUBLICATION OF
VACANT POSITIONS
All government entities are enjoined to
publish non-career positions such as casuals
and contractual including job orders and
contract of services.
All positions occupied by holders of
temporary appointment shall be published
and posted every six months, reckoned from
the date the vacant position was last
published, simultaneously with the other
existing vacant positions.
115

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RULE IX
PUBLICATION OF
VACANT POSITIONS
In case of chain promotion,
anticipated vacancies may be published
simultaneously wit the existing vacant
positions.

Vacant 3rd level positions in


government agencies, which are
authorized to be filled shall be published,
publications shall include the qualification
standards for each position.

116

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RULE IX
PUBLICATION OF
VACANT POSITIONS

For this purpose, all government


entities concerned are required to submit
to the CSC Central Office (CSC CO),
specifically the Examination, Recruitment
and Placement Officer (ERPO), a list of
vacant 3rd level position authorized to be
filled.

117

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RULE XIII
PROHIBITIONS

Sec. 1. No appointive official shall hold


any other office or employment in the
government unless otherwise allowed by law
or by the primary functions of his position

Sec. 2. No elective official shall be


eligible for appointment in any capacity to
any public office or position during his tenure

118

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RULE XIII
PROHIBITIONS

Sec. 3. No elective or appointive public


officer or employee shall receive additional,
double or indirect compensation, unless
specifically authorized by law, nor accept
without the consent of Congress, any
present, emolument, office or title of any
kind from any foreign government.

Pensions and gratuities shall not be


considered as additional, double or indirect
compensation. 119

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RULE XIII
PROHIBITIONS

Sec. 4. A person who lost in an election


(except Barangay election) shall not be
eligible for appointment or reemployment to
any office in the government or government-
owned or controlled corporation within one
year following such election
Sec. 5. An employee who files a
certificate of candidacy, even if later on
disqualified or has withdrawn, is still
considered resigned.
120

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RULE XIII
PROHIBITIONS

Sec. 6. An employee who resigned from


the government service during the three (3)
month period before any election to promote
the candidacy of another shall not be
reemployed during the six-month period the
following such election.
Sec. 7. No detail or reassignment shall
be made within three months before any
election unless with the permission of the
COMELEC.
121

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RULE XIII
PROHIBITIONS

Sec. 8. No officer or employee in the


civil service including members of the
Armed Forces, shall engage directly or
indirectly in any partisan political activity or
take part in any election except to vote nor
shall he use his official authority or influence
to coerce the political activity of any other
person or body. Nothing herein provided
shall be understood to prevent any officer
from expressing his views on current
political problems or issues, or from
mentioning the name of candidates for
public office whom he supports. 122

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RULE XIII
PROHIBITIONS

Provided, that public officers and


employees holding political offices may
take part in political and electoral
activities but it shall be unlawful for them
to solicit contributions from their
subordinates or subject them to any of
the acts prohibited in the Election Code.

123

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RULE XIII
PROHIBITIONS

The term election campaign and


partisan political activity refers to an act
designed to promote the election or defeat
of a particular candidate or candidates to
a public office which shall include:

a. Forming organizations, associations,


clubs, committees or other groups of
person for the purpose of soliciting
votes and/or undertaking any campaign
for or against a candidates;
124

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RULE XIII
PROHIBITIONS
b. Holding political caucuses, conferences,
meetings, rallies, parades, or other
similar assemblies, for the purpose of
soliciting votes and/or undertaking any
campaign or propaganda for or against a
candidate;

c. Making speeches, announcements or


commentaries or holding interviews for
or against the election of any candidate
for public office;

125

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RULE XIII
PROHIBITIONS

d. Publishing or distributing campaign


literature or materials designed to
support or oppose the election of any
candidate;

e. Directly or indirectly soliciting votes,


pledges or support for or against a
candidate

126

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In addition, the following specific acts


are likewise considered partisan political
activities and are grounds for disciplinary
action.
i. Being a delegate to any political
convention or member of any political
committee or directorate or an officer of
any political club or other similar
political organizations.

127

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ii. Making speeches or publications to


draw political support in behalf of any
particular party or candidate for public
office.
iii. Soliciting or receiving contribution for
political purposes, either directly or
indirectly

iv. Becoming publicly identified with the


success or failure of any candidate or
candidates.
128

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Sec. 9. No appointment in the


national, provincial, city or municipal
governments or any branch or
instrumentally thereof, including
government-owned or controlled
corporations with original charters shall
be made in favor of a relative of the
appointing or recommending authority,
or of the chief of the bureau or office of
the person exercising immediate
supervision over the appointee.
129

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PROHIBITIONS

Unless otherwise provided by law,


the word “relative” and the members of
the family referred to are those related
within the third degree either of
consanguinity or of affinity.
In the local government career
service, the prohibition extends to the
relatives of the appointing or
recommending authority within the
fourth civil degree of consanguinity or
affinity.
130

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PROHIBITIONS

The following are exempted from the


operation of the rules on nepotism:

a. Persons employed in a confidential


capacity
b. teachers
c. physicians

d. Members of the Armed Forces of the


Philippines

131

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The nepotism rule covers all kinds of
appointments whether original, promotional,
transfer and reemployment and regardless of
status including casuals and contractuals except
consultants.
Sec. 10. The appointing authority shall not
withdraw or revoke an appointment already
accepted by appointee. Such appointment shall
remain in force and effect until disapproved by the
Commission. However, in case an appointment is
void from the beginning due to fraud on the part of
the appointee or because it was issued in violation
of law, the proper appointing authority may
request the Commission for its withdrawal or132
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Sec. 11. No person who has been


dismissed or perpetually
excluded/disqualified from the government
service shall be appointed or reemployed
unless he has been granted executive
clemency.

Sec. 12. a) No person who has reached


the compulsory retirement age of 65 years
can be appointed to any position in the
government, subject only to the exception
provided under sub-section (b) hereof. 133

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However, in meritorious cases, the


Commission may allow extension of
service of a person who has reached the
compulsory retirement age of 65 years,
for a period of six (6) months only unless
otherwise stated. Provided, that, such
extension may be for a maximum period
of one (1) year for one who will complete
the fifteen (15) years of service required
under the GSIS Law.
134

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A request for extension shall be made
by the head of office and shall be filed with
the Commission not later than three (3)
months prior to date of the
official/employee’s compulsory retirement.
Henceforth, the only basis for Head
of Offices to allow an employee to continue
rendering service after his/her 65th birthday
is a Resolution of the Commission granting
the request for extension. Absent such
Resolution, the salaries of the said
employee shall be for the personal account
of the responsible official. 135

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PROHIBITIONS

Services rendered during the period


of extension shall no longer be credited as
government service. However, services
rendered specifically for the purpose of
completing the 15 years of service required
under the GSIS Law shall be credited as
part of government service for purposes of
retirement.

136

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PROHIBITIONS

An employee on service extension


shall be entitled to salaries, allowances and
other remunerations, that are normally
considered part and parcel of an
employee’s compensation package, subject
to the existing regulations on the grant
thereof.

137

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PROHIBITIONS

a. 1. The following documents shall be


submitted to the Commission:

1.Request of extension of services


signed by the Head of Office,
containing justification for the
request;
2.Certification that the employee
subject to request is still
mentally and physically fit to
perform the duties and
functions of his/her position. 138

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3. Certified true copy of the employee’s


Certificate of Live Birth;

4. Service Record of the employee if the


purpose of the extension is to
complete the 15-year service
requirement under the GSIS law.

5. Proof of payment of the filing fee in


the amount of Two Hundred Pesos
(P200.00)
139

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b. A person who has already reached the
compulsory retirement age of 65 can
still be appointed to a co-
terminous/primarily confidential
position in the government.
A person appointed to a
coterminous/primarily confidential
position who reaches the age of 65
is considered automatically
extended in the service until the
expiry date of his/her appointment
or until his/her services are earlier 140

terminated. CIVIL SERVICE


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Sec. 13. Unless allowed by the


Commission in meritorious cases, heads
of oversight agencies and their staff are
prohibited from transferring or being
appointed to any position in the
department/agency/office/local
government unit which their unit is
assigned or designated to oversee within
one year after the termination of such
assignment or designation.
141

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Sec. 14. No person appointed to a


position in the non-career service shall
perform the duties properly belonging to
any position in the career service.

Sec. 15. No consultant, contractual


or non-career employee shall be
designated to position exercising control
or supervision over regular and career
personnel.
142

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Sec. 16. No discrimination shall be


exercised, threatened or promised against,
or in favor of, any person examined or to
be examined or employed, by reason of his
political or religious opinions or affiliations,
sex or civil status.

Sec. 17. No changes in designation


or nomenclature of positions resulting in
promotion or demotion in rank or increase
or decrease in compensation shall be
allowed to LGUs, except when the position
is actually vacant 143

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Sec. 18. Unless otherwise provided by law, no
officer or employee shall engage directly or indirectly
in any private business or profession without a
written permission from the head of agency.
Provided that this prohibition will be absolute in the
case of those officers or employees whose duties and
responsibilities require that their entire time be at
the disposal of the government: Provided further,
that if an employee be granted permission to engage
in outside activities, the time devoted outside of
office hours should be fixed by the head of the
agency so that it will not impair in any way the
efficiency of the officer or employee nor pose a
conflict or tend to conflict with the official functions.
[Provided under CSC MC No. 15, s. 1999] 144

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Sec. 19. An employee who is on local or


foreign scholarship or training grant or on
maternity leave may be considered for
promotion.
For this purpose, performance rating to be
considered shall be the rating immediately prior
to the scholarship or training grant or maternity
leave.
if promoted, the effectivity date of the
promotional appointment shall be on the
assumption to duty.
[CSC MC No.CIVIL
3, SERVICE
2001]
145

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RULE XII
CERTAIN MODES OF SEPARATION
DOCUMENTS REQUIRED FOR RECORD
PURPOSES
Sec. 1. Resignation – The following
documents shall be submitted to the
Commission for record purposes:

a. Voluntary written notice of the


employee informing the appointing
authority that he is relinquishing
his position and the effectivity
date of said resignation; and

146

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b. The acceptance of resignation in
writing by the agency head or
appointing authority which shall
indicate the date of effectivity of
the resignation.

An officer or employee under


investigation may be allowed to resign
pending decision of his case without
prejudice to the continuation of the
proceedings until finally terminated.
147

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Sec. 2. Dropping from the Rolls.
Officers and employees who are either
habitually absent or have unsatisfactory
or poor performance or have shown to be
physically and mentally unfit to perform
their duties may be dropped from the
rolls subject to the following procedures:

148

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2.1 Absence Without Approved Leave
a. An officer or employee who is continuously
absent without approved leave (AWOL) for at
least thirty (30) working days shall be
considered on absence without official leave
(AWOL) and shall be separated or dropped
from the rolls without prior notice. However,
when it is clear under the obtaining
circumstances that the official or employee
concerned, has established scheme to
circumvent by incurring substancial absences
though less than thirty working (30) days 3x
in a semester such that a pattern is already
apparent, dropping from the rolls without
notice may likewise be justified.
149

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2.1 Absence Without Approved Leave

b. If the number of unauthorized absences


incurred less than thirty (30) working
days, a written Return-to Work order
shall be served on the official or
employee at his last known address on
record. Failure on his part to report for
work within the period stated in the
order shall be ground to drop him from
the rolls. [As amended by CSC MC No.
13, s. 2007]
150

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2.2 Unsatisfactory or Poor
Performance
a. An official or employee who is given two (2)
consecutive unsatisfactory ratings may be
dropped from the rolls after due notice.
Notice shall mean that the officer or employee
concerned is informed in writing of his
unsatisfactory performance for a semester and
is sufficient warned that a succeeding
unsatisfactory performance shall warrant his
separation from the service. Such notice shall
be given not later than 30 days from the end
of the semester and shall contain sufficient
information which shall enable the employee
to prepare an explanation. 151

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2.2 Unsatisfactory or Poor Performance
b. An official or employee, who for one evaluation
period is rated poor in performance, may be
dropped from the rolls after due notice. Due
notice shall mean that the officer or employee
is informed in writing of the status of his
performance not later than the 4th month of
that rating period with sufficient warning that
failure to improve his performance within the
remaining period of the semester shall
warrant his separation from the service. Such
notice shall also contain sufficient information
which shall enable the employee to prepare an 152

explanation. CIVIL SERVICE


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2.3 Physically and Mentally Unfit

a. An officer or employee who is


continuously absent for more than
one (1) year by reason of illness may
be declared physically unfit to
perform his duties and the head of
office in the exercise of his sound
judgment may consequently drop
him from the rolls.

153

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2.3 Physically and Mentally Unfit
b. An officer or employee who is
intermittently absent by reason of illness
of at least 260 working days during a
24-month period may also be declared
physically unfit by the head of office.

c. An officer who is behaving abnormally for


an extended period which manifests
continuing mental disorder and
incapacity to work as reported by his co-
workers or immediate supervisor an
confirmed by the head of office, may
likewise be dropped from the rolls.
154

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For the purpose of the three (3)
preceding paragraphs, notice shall be
given to the employee containing a brief
statement of the nature of his incapacity
to work.

2.4 The officer or employee who is separated


from the service through any of the
above modes has the right to appeal his
case to the Commission or its regional
office within fifteen (15) days from
receipt such order or notice of
separation.
155

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2.5 The order of separation is immediately
executory pending appeal, unless the
Commission on meritorious grounds,
directs otherwise;

2.6 This mode of separation from the service


for unauthorized absences or
unsatisfactory or poor performance or
physical and mental incapacity is non-
disciplinary in nature and shall not result
in the forfeiture of any benefit on the
part of the official or employee nor in
disqualifying him from reemployment in 156

the government; CIVIL SERVICE


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2.7 The written notice mentioned in the
preceding paragraphs may be signed by
the person exercising immediate
supervision over the official or employee.
However, the notice of separation shall
be signed by the appointing authority or
head of office.

Sec. 3. Dismissal. A Certified true


copy of the decision rendered where the
penalty of dismissal was imposed shall be
submitted to the Commission.
157

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Sec. 4. Other Modes. For other
modes of separation such as
termination/expiration of temporary
appointment, retirement, or death, a
notice stating the date of such separation
shall be submitted to the Commission.

158

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QUALIFICATION STANDARDS

PART I. General Policies


[CSC MC No. 12, s. 2003 CSC MC 6, s. 2004,
MC 17, S. 2005 and MC 14, s. 2006]

1. Qualification Standards are the minimum


and basic requirements for positions in
the government. These shall serve as
the basic guide in the selection of
personnel and in the evaluation of
appointments to all positions in the
government.
159

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2.Qualification Standards shall be


established for all positions in the Index of
Occupational Services (IOS) or positions
subsequently created and approved in
accordance with existing laws, policies,
rules and regulations. Qualification
Standards , which have been established
and approved by the Commission for
positions in a particular sector, may be
adopted for the same position titles in
other government sectors.
160

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QUALIFICATION STANDARDS
Appointments to positions in
government without qualification standards
approved by the Civil Service Commission
(CSC) shall be disapproved or invalidated.

Agencies are encourage to set specific


or higher standards for their positions.
These standards shall be submitted to the
Commission for approval, and once
approved, they shall be adopted by the
Commission as qualification standards in the
attestation of appointments of the agency
concerned. 161

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3. Qualification Standards that are


subsequently prescribed by a special
law shall prevail.
4. Qualification Standards for positions with
generic or specific titles shall be
established based on the set of duties
and responsibilities indicated in the
Position Description Form (PDF), which
the Department of Budget and
Management (DBM) used in the
classification and salary grade allocation
of the positions. 162

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5. Appointees to career service positions


must meet the education, training,
experience, and eligibility
requirements prescribed in the
Qualification Standards Manual, unless
otherwise determined by the
Commission.

163

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6. Appointees to casual, contractual, and co-terminous


positions that are not primarily confidential in
nature must meet the education, training, and
experience requirements prescribed in the
Qualification Standards Manual. Eligibility is not
required for appointment, but preference should
be given to the civil service eligibles. However, if
the duties of the positions involve the practice of a
profession regulated by the Philippine Bar/Board
laws, and/or require licenses such as those required
for positions listed under Category IV of MC No. 11,
s. 2006, the corresponding professional license
and/or certificate of registration shall be required.

164

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7. The Commission may allow agencies to
established qualification standards for
their positions belonging to the following
categories:
a. Positions declared by the Commission as
primarily confidential in nature are
exempted from the qualification standards
requirements prescribed in the Qualification
Standards Manual, except those whose
duties involve the practice of a profession
regulated by the Philippine BAR/Board laws
and/or require licenses such as those
required for positions listed under Category
IV of CSC MC 11, s. 1996. 165

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b. Highly specialized positions with highly


specialized and unique duties requiring
specialized education, training or skills
which may not be acquired through
formal education, training programs, or
experience gained from service-wide
positions.

166

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c. Highly skilled positions are those listed in


Category II of MC 11, s. 2006 and those
that may be subsequently determined by
the Commission.

Highly skilled positions is one that


requires skills acquired through
specialized education or training for
which no skills test is available. These
skills cannot be measured by the usual
paper and pencil test, but through actual
work performance and other tests of 167

merit and fitness. CIVIL SERVICE


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8. Incumbents of position under permanent


status who are reappointed to the same
or comparable positions during
reorganization are considered having met
the qualification standards for the
positions.

9. There shall be no reclassification and/or


upgrading of positions except when the
position is actually vacant , and its filling-
in shall be subject to approved
qualification standards.
168

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Exemptions:

 Teaching group

 School, college and university


librarian group

 Faculty members

[CSC MC No. 6, s. 2004]


169

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10. Unless otherwise provided by law or


exempted by the Commission, the
education requirement for division chief
positions is a master’s degree earned
from a reputable institution recognized
by CHED.

170

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In case the master’s degree was


obtained from an institution not
included in any of the CHED listings, the
concerned parties are required to
secure a certification from CHED that
said institution is classified as a
reputable college or university.

171

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Part II. On Education

 Education refers to the formal or non-


formal academic, technical, or
vocational studies that will enable the
candidate to successfully perform the
duties and responsibilities in the
Position Description Form (PDF) of the
position to be filled.

172

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Part II. On Education


 For one to meet the two years studies in
college requirement in the Qualification
Standards Manual, one must have
earned from a CHED recognized
institution at least 72 academic units
leading to a degree or has completed a
two-year collegiate technical course with
at least 9 units in either English or
Mathematics or a combination of both in
the curriculum.
173

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Illustration

Graduation from two-year vocational


courses, such as Diesel Mechanic,
Computer Technician, Radio Operator and
Technician, Refrigerator Technician
courses with 9 units in either English or
Mathematics or a combination of both, or
completion of 72 academic units leading
to any bachelor’s degree is equivalent to
completion of two years studies in
college. 174

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 To meet the relevant bachelor’s degree


requirement in the Qualification
Standards Manual, the appointee must
have completed from a CHED-recognized
college or university a bachelor’s degree
whose curriculum either includes, or
is supplemented by, 12 academic
units of the subject or course, which
will enable the candidate to successfully
perform the duties and responsibilities of
the position to be filled listed in the
Position Description Form. 175

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ILLUSTRATION 1

A graduate of any bachelor’s degree


with 12 units in Accounting,
Mathematics, or Economics in the
curriculum may be appointed to position
of Financial Analyst, Fiscal Examiner, or
Licensing Officer.

176

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ILLUSTRATION 2

A graduate of Bachelor of Science in


Nursing who has earned the 12 units in
Accounting may be considered for
appointment to position of Budget Officer
or Cashier.

177

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QUALIFICATION STANDARDS

 Certification issued by CHED that a one-


year diploma post-graduate course
acquired from foreign or local institutions
is equivalent to a master’s degree shall
be considered appropriate for meeting
the education requirement for
appointment to division chief positions.

178

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 Completion of the degrees of Bachelor of


Laws and Doctor of Medicine from a
CHED-recognized institution shall be
considered appropriate education for
appointment to division chief positions or
positions requiring a master’s degree the
duties of which do not involve practice of
profession covered by bar/board laws.

179

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 Persons who were conferred first and second
level civil service eligibilities when substitution
of experience and training for deficiency in
education was allowed (last Qualifying
Examination was held on June 17, 1979) shall
be considered having met the education
requirement for appointment to the
corresponding level of positions. Those who
were allowed to take the CSC Prof and
SubProf on as before November 29, 1992
shall be considered or having met the
education requirement for appointment to
corresponding level of position not covered by
bar/board law [CSC MC No. 6, s. 2004] 180

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ILLUSTRATION 1

A person who possess a Career


Service Professional (Qualifying)
eligibility who has not earned a
bachelor’s degree may be appointed to
the position of Administrative Officer II
provided he/she meets the experience
and training requirements of the
position.

181

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ILLUSTRATION 2

A high school graduate with Career


Service Sub-Professional (Qualifying)
eligibility may be appointed to the
position of Secretary II provided he/she
meets the experience and training
requirements of the positions.

182

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 The following positions are exempt from


the master’s degree requirement:
a. Division Chief positions whose duties and
responsibilities belong to the same
occupational group or functionally related
positions as that of the professions regulated
by bar or board laws. An RA 1080 eligible
may be appointed thereto even without a
master’s degree. However, for an non-RA
1080 eligible to be appointed to a division
chief position in the same occupational group
or functionally related position, he/she must
have master’s degree. [CSC MC No. 17, s. 2005] 183

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ILLUSTRATION No. 1

An RA 1080 (CPA) eligible who does


not have a master’s degree can be
appointed to the position of Financial and
Management Officer II (SG 24). A division
chief position. However, a relevant
master’s degree shall be required if a non-
CPA will be appointed to FMO II position.

184

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Part III. On Experience


1. Relevant experience refers to previous
employment or jobs or volunteer work on
a full time basis in either the government
or private sector, whose duties, as
certified by the Human Resource
Management Officer or authorized
officials of the previous employer, are
functionally related to the duties in
the Position Description Form of the
position to be filled. 185

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RULE X
QUALIFICATION STANDARDS

2. Experience in first level positions may be


considered for meeting the experience
requirement of second level positions
when acquired in the same occupational
group or functionally related positions.

ILLUSTRATION

Experience as Engineering Assistant may


be considered as relevant for purposes of
meeting the experience requirement for
Engineer II position. 186

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RULE X
QUALIFICATION STANDARDS

3. Relevant experience acquired through a


designation covered by an Office or
Memorandum Order may be considered
for meeting the experience requirement in
the Qualification Standards Manual.

187

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RULE X
QUALIFICATION STANDARDS

Part IV. On Training

1. Relevant training refers to formal or non-


formal training courses such as
seminars, workshops, and others that
will enhance one’s knowledge, skills,
capabilities, and attitude, and enable
the candidate to successfully perform
the duties and responsibilities as
indicated in the Position Description
Form of the Position to be filled.
188

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RULE X
QUALIFICATION STANDARDS

2. Human Resource Development (HRD)


interventions or non-formal
interventions, such as coaching,
mentoring, job rotation, and others that
are supported by certificates issued by
the HRMO or authorized official from the
government or private sector shall be
considered training for meeting the
training requirements in the
Qualification Standards Manual,
provided they are relevant to the
position to be filled. 189

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RULE X
QUALIFICATION STANDARDS

3. Training acquired from any CSC-


accredited institution shall be
considered for meeting the training
requirement in the Qualification
Standards Manual, provided it is
relevant to the position to be filled.

190

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RULE X
QUALIFICATION STANDARDS

4. The Commission may consider training


acquired from non-accredited training
institutions under any of the following
meritorious cases:
a. Not available in CSC-accredited
training institutions;
b. Conducted by reputable local/foreign
institutions; or

c. Other cases considered meritorious


by the Commission.
191

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Part V. On Eligibility

 Eligibility refers to the result of passing a merit


and fitness test which may be determined as far
as practicable by competitive examination, or
based on highly technical qualifications or other
tests of merit and fitness conducted by the Civil
Service Commission, or other examinations
jointly designed and coordinated by the
departments or agencies with the assistance of
or in coordination with the CSC, or the
Professional Regulation Commission (PRC)
conducted board examinations, the Supreme
Court conducted bar examinations, the CESB
conducted CES examinations, or TESDA
conducted crafts and trades examinations. 192

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Part V. On Eligibility

 First level eligibilities are appropriate for


appointment to positions in the first
level. They do not apply to those
covered by bar/board/special laws,
and other special eligibilities as may
be determined by the Commission or
those that require licenses such as
those positions listed under
Category IV of CSC MC 11, S. 1996
as amended.

193

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Part V. On Eligibility

 Second level eligibilities are appropriate


for appointment to positions in the second
and first level. They do not apply to
those covered by bar/board/special
laws, and other special eligibilities as
may be determined by the
Commission or those that require
licenses such as those positions
listed under Category IV of CSC MC
11, S. 1996 as amended.

194

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Part V. On Eligibility

 Third level eligibilities are appropriate for


appointment to all levels of positions,
except those covered by
bar/board/special laws and those
that require other special eligibilities
as may be determined by the
Commission.

195

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Part V. On Eligibility

 Eligibilities resulting from passing the


bar/board examinations shall be required
for appointment to positions the duties of
which constitute the practice of
profession(s) regulated by the Philippine
BAR/Board laws.

196

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Part V. On Eligibility

 Eligibilities resulting from bar/board


examinations which require completion of a
bachelor’s degree shall be considered
appropriate to positions for which the
examinations were given, and to other first
and second level positions not covered by
bar/board/special laws and/or those that
require other special eligibilities as
may be determined by the Commission
or those that require licenses such as
those positions listed under Category
IV of CSC MC 11, s. 1996 as amended.
197

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Part V. On Eligibility

 The Barangay Official Eligibility shall


be considered appropriate for
appointment to first level positions in the
career service including those in the Fire
and Jain Bureaus, except positions
covered by board laws and/or those
that require other special eligibilities
as determined by the Commission or
those that require licenses such as
those positions listed under Category
IV of CSC MC 11, s. 1996 as amended.
198

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Part V. On Eligibility

 Passing the Napolcom examination


shall be considered as appropriate
only for appointment to uniformed
personnel positions in the PNP.
This does not confer a civil service
eligibility.

199

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MERIT
SELECTION
PLAN (MSP)
(REVISED POLICIES)

200

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BASIC POLICIES

1. Selection for appointment


 open to all qualified men and
women
 in accordance with the principle of
merit and fitness
 equal employment opportunity for
men and women provided, they
meet the minimum requirement of
the position 201

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Rule V, Chapter 5 of EO #292
PERSONNEL POLICIES AND
STANDARDS

Sec. 21. Recruitment and Selection of


Employees. - (1) Opportunity for government
employment shall be open to all qualified
citizens and positive efforts shall be exerted
to attract the best qualified to enter the
service. Employees shall be selected on the
basis of fitness to perform the duties and
assume the responsibilities of the positions.

202

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Rule XXI, IRR of RA 7160
[Local Government Code]
Human Resource Management and
Development

Art. 165. Recruitment and


Selection. – Opportunity for employment
in an LGU shall be open to all qualified
candidates. Utmost effort shall be
exerted to attract the best qualified to
enter the local government service.
Employees shall be selected on the basis
of merit and fitness. 203

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BASIC POLICIES NO DISCRIMINATION
Coverage of the MPP in the selection on
account of
 all levels of position
 gender
 original appointments  civil status
 other related personnel  disability
actions  religion
 ethnicity
 political affiliation
204

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Sec. 8. Classes of Positions in the
Career Service. - (1) Classes of
positions in the career service
appointment to which requires
examinations shall be grouped into
three major levels as follows:

a) The first level shall include clerical,


trades, crafts, and custodial service
positions which involve non-
professional or subprofessional work
in a non-supervisory or supervisory
capacity requiring less than four
years of collegiate studies;
205

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(b) The second level shall include
professional, technical, and scientific
positions which involve professional,
technical, or scientific work in a non-
supervisory or supervisory capacity
requiring at least four years of
college work up to Division Chief
level; and

c) The third level shall cover positions in


the Career Executive Service.

206

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When a vacancy occurs in a
position in the first level of the Career
Service as defined in Section 6, the
employees in the department who
occupy the next lower positions in the
occupational group under which the
vacant position is classified, and in
other functionally related occupational
groups and who are competent,
qualified and with the appropriate civil
service eligibility shall be considered
for promotion.

207

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When a vacancy occurs in a position
in the second level of the Career Service
as defined in Section 8, the employees in
the government service who occupy the
next lower positions in the occupational
group under which the vacant position is
classified and in other functionally related
occupational groups and who are
competent, qualified and with the
appropriate civil service eligibility shall be
considered for promotion.

208

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If the vacancy is not filled by
promotion as provided herein the same
shall be filled by transfer of present
employees in the government service,
by reinstatement, by re-employment of
persons separated through reduction in
force, or by appointment of persons
with the civil service eligibility
appropriate to the positions.

209

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BASIC POLICIES

Consideration for permanent appointment


 first, second and third level position
applicants
 COMPETENT, QUALIFIED AND
CIVIL SERVICE ELIGIBLE
additional requirement for third level
positions
EXECUTIVE AND MANAGERIAL
COMPETENCE 210

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BASIC POLICIES

Publication of vacant positions in


accordance with RA 7041

 published vacant positions by


posting in 3 conspicuous places
 other modes of publication (CSC
Bulletin of Vacant Positions,
newspaper, internet, etc.)

211

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BASIC POLICIES

Filling of vacant positions


 NGAs, GOCCs, SUCs - after 10
calendar days from date of
publication
 LGUs - after 15 calendar days from
date of publication

Validity of publication: 6 months after


publication 212

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Rule XXII, IRR of RA 7160
Human Resource Management and
Development

Art. 167. Public Notice of


Vacancy. – Whenever a local chief
executive decides to fill a vacant career
position, notices of vacancy shall be
posted in at three (3) conspicuous public
places for a period of not less than fifteen
(15) days and published once in a
newspaper of general circulation in the
LGU concerned. 213

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ESTABLISHMENT OF PSB

Rule XXII, Art. 166 of IRR of RA


7160. Personnel Selection Board. – (a)
There shall be established in every
province, city, or municipality a
personnel selection board to assist the
local chief executive or where applicable
the presiding officer of the sanggunian,
in the judicious and objective selection of
personnel for employment as well as for
promotion.
214

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Personnel Selection Board

Rule XXII, Art. 169 of IRR of RA 7160

Promotions – (a) Promotions in local


government career service shall be made in
accordance with civil service law, rules and
regulations.

(b) No promotion shall be made unless


recommended by the personnel selection
board.

215

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I. BASIC POLICIES
Establishment of PSB
Composition (for FIRST & SECOND LEVELS)
a. Chairperson
 Agency head or the authorized
representative
 Local chief executive for LGUs or the
authorized representative
 Vice-governor/vice-mayor or the
authorized representative if the
vacant position is in the Office of the
VG/VM or in the Office of the
Sanggunian 216

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BASIC POLICIES
PSB COMPOSITION ( for FIRST & SECOND LEVELS )
b. Division Chief or authorized career service
representative of the organizational unit where
the vacancy is
c. HRMO or the career service employee directly
responsible for personnel management
d. Two representatives of the rank-and-file career
employees
 one from the 1st level employees and one
from the 2nd level BOTH CHOSEN by the
accredited employee association
217

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I. BASIC POLICIES
PSB COMPOSITION ( for FIRST & SECOND LEVELS )

Rank-and-file representatives
 if no accredited employee association
 chosen through general assembly
- candidate with the second highest
number of votes will be the
ALTERNATE
 other mode of selection may be
conducted (secret balloting; etc.)
218

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BASIC POLICIES
PSB COMPOSITION ( for FIRST & SECOND LEVELS )

Rank-and-file representatives
 1st level – participates in the screening of
candidates for 1st level positions
 2nd level – participates in the screening of
candidates for 2nd level positions
Both shall serve for a period of two (2) years

219

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BASIC POLICIES

The PSB members including the


alternate representatives shall undergo an
orientation and workshop on the selection
and promotion process and CSC policies
on appointments

220

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PERSONNEL SELECTION BOARD in
LOCAL GOVERNMENT UNITS

Rule XXII, Art. 166 of IRR of RA 7160.

The personnel selection board shall be


composed of the local chief executive or his
duly authorized representative as chairman,
and members to be determined by
resolution of the sanggunian concerned in
accordance with pertinent civil service law,
rules and regulations. A representative of
CSC, if any, and the local human resource
management officer or his equivalent in the
LGU concerned, shall be ex officio
members of the board.
221

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COMPOSITION OF THE PSB

For third level positions (in NGAs, GOCCs,


SUCs):
A. Chairperson - preferably the highest career
executive service officer responsible for
personnel administration

B. Members - career executive officers to be


designated by the head of agency.

HRM Unit shall act as the Secretariat

for the PSB for all levels 222

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 Membership of the Personnel Selection
Board can be modified, provided it
conforms to the composition prescribed
in CSC MC No.3, s. 2001.
 Agencies MAY ADD a reasonable number
of members, but the prescribed
composition may not be reduced.

 Any change in the composition of the PSB


should be reported to the CSC Regional
Office or Field Office concerned. (CSC
Resolution 050059 dated January 18, 2005)

223

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 PSB members must be duly designated
and their names posted in the agency
bulletin board. (CSC Resolution 050059
dated January 18, 2005)

 The agency head shall ensure equal


representation of men and women in the
PSB.

224

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MAJOR FUNCTION OF THE PSB
(Policy No.12 of CSC MC No. 3, s. 2001
AS AMENDED by MC No.4 s. 2005)

The PSB shall assist the appointing


authority in the judicious and objective
selection of candidates for appointment in
the agency in accordance with the
approved Agency Merit Selection Plan
(MSP).

225

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Functions of PSB in LGUs
Rule XXII, Art. 166 of IRR of RA 7160

 The personnel selection board shall


formulate screening procedures and shall
adopt criteria for evaluating candidates for
employment or promotion in the first and
second levels of the local government
career service

 (d) The personnel selection board shall


formulate policies on employee welfare in
accordance with civil service law, rules and
regulations. 226

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Functions and Responsibilities of the
Personnel Selection Board (PSB)
(As amended by CSC Resolution No. 050059
dated January 18, 2005)

a. Follow strictly the process on the selection of


employees for appointment in the
government service;

b. Submit a comprehensive evaluation report of


candidates screened for appointment so that
the appointing authority will be guided in
choosing the candidates who can efficiently
discharge the duties and responsibilities of
the position to be filled. 227

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 The evaluation report should not only
specify whether the candidates meet the
qualification standards of the position but
should also include observations and
comments on the candidates’ competence
and other qualifications that are important
in the performance of the duties and
responsibilities of the position to be filled.

 Likewise, information about the candidate’s


preference of assignment should be
mentioned in the report;
228

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Functions and Responsibilities of the
Personnel Selection Board (PSB)
(As amended by CSC Resolution No. 050059
dated January 18, 2005).

c. Comply with the policy on the three (3)-


salary grade limitation on promotion
intended
 to minimize possible abuse of
discretion in the appointment process
and
 to exercise greater scrutiny in the
screening of candidates.

229

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Functions and Responsibilities of the Personnel
Selection Board (PSB)
(As amended by CSC Resolution No. 050059
. dated January 18, 2005).
 the policy on the 3-salary grade limitation

shall APPLY ONLY to PROMOTION ;

shall NOT apply to


 transfer, reemployment, reappointment
and reclassification/upgrading;

 those who will be appointed for the


first time, either to a career or non-
career service position;
230

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Functions and Responsibilities of the
Personnel Selection Board (PSB)
(As amended by CSC Resolution No. 050059
Dated January 18, 2005).

 incumbents of non-career service


positions who are appointed to career
service positions. Once promoted, said
policy will apply;

 Promotion from career service position


to non-career service position

231

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Functions and Responsibilities of the
Personnel Selection Board (PSB)
(As amended by CSC Resolution No. 050059
dated January 18, 2005).
dd. Check the approved Agency System of Ranking
Positions (SRP) in identifying the next-in-rank
positions to be considered in filling a vacant
position.
e. Ensure that the minutes of all deliberations are
recorded, properly filed and maintained, which must
be made accessible to interested parties upon
written request, and for inspection and audit by
the CSC, if necessary;

232

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Functions and Responsibilities of the Personnel
Selection Board (PSB)
(As amended by CSC Resolution No. 050059
dated January 18, 2005).

f. Through the HRM Unit, make accessible


the following information or documents
upon written request;

 Screening procedure and criteria for


selection, and its amendments;

 Policies relative to personnel actions,


including the gender and
development dimensions of the Merit
Selection Plan; and 233

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Functions and Responsibilities of the Personnel
Selection Board (PSB)
(As amended by CSC Resolution No. 050059
dated January 18, 2005).

g. Notify all applicants assessed by the PSB


of their individual rating on the basis of
education, training, experience, eligibility
and interview, as well as of the outcome
of the evaluation of the PSB; and

h. Provide information about the individual


rating of a particular applicant upon
written request subject to the approval of
the appointing authority.
234

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BASIC POLICIES
PSB Screening
 Candidates for First and Second level positions - PSB

 Candidates for Third level positions - PSB for 3rd level


composed of three (3) career executive service officials
Exempted from PSB Screening
 substitute appointment; however, if the position is to be
filled by regular appointment, candidates should be
screened by PSB
 entry laborer positions
 personal and confidential positions
 renewal of temporary appointment
235

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BASIC POLICIES

Vacancies in first and second levels


 Qualified next-in-rank shall
automatically be considered for
promotion
PSB Assessment
 Fairness and impartiality
 Employment of external or independent
resource persons

236

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BASIC POLICIES

SELECTION OF CANDIDATE FOR


APPOINTMENT
The appointing authority shall be guided
by the PSB’s comprehensive evaluation report
of candidates screened for appointment.
In the exercise of sound discretion,
he/she shall select, in so far as practicable,
from among the TOP FIVE applicants deemed
most qualified for appointment to the vacant
position. 237

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Appointing authority may
appoint an applicant who is
not next-in-rank but
possesses superior
qualification and
competence and has
undergone selection process

238

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I. BASIC POLICIES

Bases for comparative assessment of competence


and qualification of candidates for appointment
 performance
 appointment by promotion
at least very satisfactory rating for the
last rating period prior to the effectivity date
of appointment
 appointment by transfer
at least very satisfactory rating for the
last rating period immediately preceding the
transfer 239

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EDUCATION AND TRAINING – include


educational background,

 successful completion of training courses


accredited by the CSC,
 scholarships, training grants and
 others which are relevant to the duties
of the position to be filled.

240

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I. BASIC POLICIES

EXPERIENCE AND OUTSTANDING


ACCOMPLISHMENTS
occupational history,

 relevant work experience acquired from


the public or private sector, and
 
accomplishments worthy of special
commendation

241

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I. BASIC POLICIES

 PSYCHO-SOCIAL ATTRIBUTES AND


PERSONALITY TRAINTS – refer to
the characteristics or traits of a person
which involve both psychological and
social aspects.

 Psychological includes the way the
person perceives things, ideas,
beliefs and understanding and how
he/she acts and relates these things
to others and in social situations. 242

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 POTENTIAL – refers to the capacity and


ability of a candidate to assume the
duties of the position to be filled and
those of higher or more responsible
positions.

243

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PROMOTION - An employee may be


promoted to a position which is not more than
three (3) salary, pay, or job grades higher
than the employee’s present position

EXCEPT: if vacant position is


 next-in-rank as identified in the System of
Ranking Positions (SRP) approved by the
agency head; or
 the lone or entrance position indicated in
the agency’s staffing pattern 244

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POLICY ON THE THREE
SALARY GRADE LIMITATION
 shall apply only to PROMOTION.

 EXEMPT
 Transfer
 Reemployment
 Reappointment
 Reclassification
 Original appointment
 Promotion from career service to non-career
service
 Positions belonging to the dearth category, such
as Medical Officer/Specialist & Attorney positions
 Unique and/or highly specialized positions, such
as Actuarial and Airways Communication
positions
 Vacant positions which belong to the closed
career system. 245

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I. BASIC POLICIES
Performance rating before being considered for promotion
- at least VS for the last rating period in the present
position
Employees on local or foreign scholarship, training,
maternity leave may be considered for promotion
 Performance rating to be considered shall be the
rating immediately prior to the scholarship or
training or maternity leave
 if promoted, effectivity date of appointment is on the
assumption to duty

246

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I. BASIC POLICIES

 Promotion within six months prior to


compulsory retirement shall not
be allowed

 Announcement of appointment

 posting in 3 conspicuous places a


day after issuance of the
appointment for at least fifteen
(15) calendar days
247

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I. BASIC POLICIES

Uses of the approved agency MPP


 expeditious approval of appointments
 attestation
 accreditation to take final action on
appointments

248

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I. BASIC POLICIES

 Submission of MPP to the CSC and all


subsequent amendments to take effect
immediately upon approval

 Adoption of a name or title for the


agency MPP

249

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IV. PROCEDURE Person Responsible

1. Publication HRMO
positions  primarily confidential
exempted
from  policy determining
publication  highly technical
 other non-career
 positions to be filled by existing
regular employee in case of
reorganization 250

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IV. PROCEDURE Person Responsible
Listing of candidates
aspiring for the vacant position, HRMO
either from within or outside the
agency including qualified next
in rank employees

Considerations:
 hiring quota - predetermined ratio of applicants
 3 salary, pay or job grades limitation
 employees on local or foreign scholarship, training,
pregnant or on maternity leave
 promotion prior to compulsory retirement
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Person Responsible
IV. PROCEDURE
Conduct preliminary evaluation HRMO
of all candidates’ qualifications
Further assessment for
those initially found
qualified
 written examination
 skills test
 interview
 others

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IV. PROCEDURE Person Responsible

Selection line-up HRMO


Bases for the selection line up

• PERFORMANCE EDUCATION AND TRAINING

• EXPERIENCE AND OUTSTANDING ACCOMPLISHMENTS

• PSYCHO-SOCIAL ATTRIBUTES AND PERSONALITY


TRAITS

• POTENTIAL
GREATER PERCENTAGE WEIGHT SHALL BE ALLOCATED TO
PERFORMANCE
Notification of applicants of the
outcome of the preliminary HRMO
evaluation 253

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IV. PROCEDURE Person Responsible

Submission of selection line-up to


PSB for deliberation en banc HRMO
Comparative Assessment of the PSB
competence and qualifications of
candidates
PSB
Ranking of qualified candidates

Recommended COMPARATIVELY AT PAR is


candidates the predetermined
top five ranking reasonable nearness
candidates whose between point scores of
over-all point scores candidates for appointment
are comparatively at established by the PSB
par
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IV. PROCEDURE Person Responsible

Submission of list of recommended PSB


candidates for appointment to the
appointing authority

Assessment of merits of Appointing authority


PSB’s recommendation

Issuance of appointment Appointing authority


Posting Announcement of appointment HRMO

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GRIEVANCE

 A qualified next-in-rank employee may


present his/her grievance

 All complaints or grievances pertaining


to selection and evaluation of applicants
shall be submitted to the Agency
Grievance Committee. (CSC
Resolution No. 050059 dated
January 18, 2005)

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GRIEVANCE
Conditions:
 non-compliance with the selection
process
 discrimination on account of gender,
civil status, disability, pregnancy,
religion, ethnicity, or political affiliation
 disqualification of applicant for lack of
confidence of appointing authority
 other violations of the provisions of the
Merit Selection Plan 257

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OTHER FUNCTIONS AND
RESPONSIBILITIES

Human Resource Management Officer (HRMO)

 Disseminate copies of the agency Merit


Selection Plan
 Conduct Orientation within six months of
MSP approval
 Prepare a report
 Develop a system of Ranking Positions
 Identify vacant position that may be
enrolled in the BBP.
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OTHER FUNCTIONS AND
RESPONSIBILITIES

Human Resource Management Officer (HRMO)


 Develop a plan which shall set forth the number,
knowledge and skills of personnel needed to
achieve the organization’s goal, objectives and
programs
 Develop and maintain an updated qualification
database of employees.
 Develop programs to fast track the career
movement of employees with superior skills.
 Prepare list of candidates aspiring for the vacant
position within 15 days from completion of
preliminary evaluation
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OTHER FUNCTIONS AND
RESPONSIBILITIES

Employee
 Submit an Updated PDS annually, if deemed
necessary and supporting documents to HRD.
PSB for 1st, 2nd and 3rd levels:
 Adopt a formal screening procedure
 Formulate criteria for evaluation of candidates
 Disseminate screening procedure and criteria
for selection to all officials, employees and
interested applicants
 Maintain records of deliberations
 Orient agency officials and employees on
policies relative to personnel actions 260

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 Appointing authority
 Establish a Personnel Selection Board (PSB).
 See to it that all PSB members undergo
orientation/workshop on selection/promotion
process.
 Assess the merits of PSB’s recommended top
five ranking applicants for appointment
 Issue appointment in accordance with the
agency Merit Selection Plan.

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GUIDELINES ON HOW TO PREPARE SYSTEM

OF RANKING POSITIONS

SCOPE

The ranking system shall include all positions


in the Department/Bureau/Agency classified under
the first and second level of the open career service
whether filled or vacant. The following positions
should not be in the ranking system:

 Closed career positions which include those of


faculty and academic staff of state colleges
and universities together with scientific and
technical positions in scientific research
institution.
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 Positions in the Career Executive Service
and other positions of career officers
who are appointed by the President.

 Positions of commissioned Officers and


unlisted men of the Armed Forces of the
Philippines.

 Permanent laborer positions

 Positions in the non-career service such


as confidential, emergency and seasonal
personnel. 263

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NECESSARY DOCUMENTS

In preparing the system of ranking


positions, the following documents are needed
as references

The organizational and functional chart of the


department/bureau/agency showing all the
offices and other organizational units therein.

 The organizational and functional chart of


the department/bureau/agency showing all
the offices and other organizational units
therein. 264

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 Position chart and/or staffing pattern of the
department/bureau/agency indicating all positions.

 PROCEDURE IN RANKING OF POSITIONS

 The ranking system shall have the following


captions

Positio Locatio Pay Position/ Locatio Pay


n to n Grad sNext-in n Grad
be e Rank e
Filled

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 Group the positions according to their
respective occupations. Functionally-
related occupational groupings should
be clustered.

Example: All positions in the Accounting,


Budgeting, Cashiering and financial may
be grouped together.

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 Rank the positions, not the officers and
employees occupying them. Forget the
qualifications of the incumbents.

 Determine which positions are next-in-


rank to another considering the
hierarchical arrangement of the
position taking into account
Organizational structure as reflected in
the approved organizational chart.

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 Determine positions in other occupational
groups which are functionally related to
that where the position belongs and
which are more or less in the same level
in the hierarchy.

 1st and 2nd level positions should not be


ranked together next to another position.

 Consider the salary attached to the


position when ranking them.

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 Take into account the geographical
location of the position.

 As a general rule it is desirable to make


the area of selection as wide as
possible. However, there are certain
circumstances where it is better to
restrict the area of selection to within an
office or region.

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Example:

Position of Administrative Assistant III in an


office may be considered next-in-rank to the
Administrative Assistant IV in that office.

The following rule of thumb may be followed:

• When the position is low in the hierarchy and


there are many of them in one location, the area
of selection may be smaller.

•When the position is high in the hierarchy and


there are few of them, the area of selection
should be wider.
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Example:

Position of Administrative Assistant III in


an office may be considered next-in-rank to the
Administrative Assistant IV in that office.

The following rule of thumb may be followed:

• When the position is low in the hierarchy and there are


many of them in one location, the area of selection may
be smaller.

•When the position is high in the hierarchy and there are


few of them, the area of selection should be wider.

Second level positions should be identified separately


from first level position.
In no instance should a first level position be ranked
next to a second level position.
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 Second level positions should be identified
separately from first level position.

In no instance should a first level position


be ranked next to a second level position.

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Example:
Position Locatio Pay Position Locati Pay
to be n Grade /s next on Grade
Ranked in
Ranked
Personn OPEN 13
el
Specialis
tI

A residual or the lowest position within a


group is declared as an “OPEN” position when that
there are no positions considered next-in-rank to it. 273
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 After completing the ranking positions,
check the position listed under Column
A against the position chart/staffing
pattern of the agency to ensure that all
positions have been listed.

 Discuss the ranking system with the


different chiefs of the
office/department in the agency.

 Prepare in final form the proposed


System of Ranking Positions.
274

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CSC MC NO. 20, S. 2002

REVISED POLICIES ON TEMPORARY


APPOINTMENTS AND

PUBLICATION OF VACANT POSITIONS

1. The revised policies on temporary


appointments shall cover all positions in the
first, second and third levels of the career
service.

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2. Appointees under temporary status do not
have security of tenure and may be separated
from the service, with or without cause. As
such, they shall not be considered illegally
terminated and hence, not entitled to claim
back wages and/or salaries and ask for
reinstatement to their position.

3. Appointees under temporary status may be


terminated without necessarily being replaced
by another. Temporary appointees may also
be replaced within the twelve month period
by qualified eligibles or even non-eligibles.
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4. Appointees to Career Executive Service
(CES) positions who do not possess any
CES/CSEE eligibility but who were issued
permanent appointments prior to the
effectivity of CSC MC No.46, s. 1993 on
November 26, 1993, which require a CES
eligibility for third level positions or the
conversion of their positions to CES
positions, enjoy vested right to the
position under permanent status; provide
that upon transfer or promotions to other
positions which require a third level
eligibilty, the rules on temporary
appointments shall be apply. 277

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5. Appointees to CES positions who do not
possess any CES/CSEE eligibility but were
issued permanent appointments after
effectivity of CSC MC No. 46, s. 1993 but
prior to the promulgation of this
Resolution, with or without a condition at
the back of their appointments that they
will not enjoy security of tenure are
considered on a temporary status. They
are not required to be issued new
appointments except upon transfer or
promotion to other positions which require
third level eligibility. In such case, they will
be issued temporary appointments. 278

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6. Vacant positions in all levels in the career
service shall be published in the Bulletin of
Vacancies in the Civil Service or through other
modes of publication. Published vacant
positions shall likewise be posted in at least
three conspicuous places in the agency for at
least ten (10) working days. For local
government units, filing of vacant positions
shall be made after fifteen (15) calendar days
from their posting and publication as provided
under RA 7160 (Local Government Code of
1991). The following positions are exempt
from the publication and posting
requirements: 279

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6

 Primarily confidential positions;

 Positions which are policy determining;

 Highly technical positions;

 Coterminous with the appointing


authority or limited to the duration of a
particular project; and

 Positions to be filled by existing regular


employees in the agency in case of
reorganization.
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7. All government entities are enjoined to
publish non-career positions such as casuals
and contractuals including job orders and
contracts of services.

8. All positions occupied by holders of temporary


appointments shall be published and posted
every six months, reckoned from the date the
vacant position was last published,
simultaneously with the other existing vacant
positions.

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9. In the appointment of casual and
contractual employees, agency heads
are enjoined to appoint those who
possess civil service eligibilities.

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 “ENJOINED” means that the agency
heads are STRONGLY ENCOURAGED to
appoint those who possess civil service
eligibilities even to casual or contractual
positions.

 The Commission believes that this is an


effective way of ensuring merit and
fitness even in the non-career service.

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RULE XI
CONTRACT OF SERVICES/JOB
ORDERS

Sec. 1. Contracts of Services/Job


Orders, as distinguished from those covered
under Sec. 2 (e) and (f), RULE III of these
Rules, need not be submitted to the
Commission. Services rendered thereunder
are not considered government service.

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RULE XI
CONTRACT OF SERVICES/JOB
ORDERS
Sec. 1. Contracts of Services/Job
Orders refer to employment described as
follows:

a. The contract covers lump sum work or


services such as janitorial, security, or
consultancy services where no employer-
employee relationship exist.

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b. The job order covers piece work or
intermittent job of short duration not
exceeding six months on a daily basis;

c. The contracts of services and job orders


are not covered by Civil Service Law,
Rules and Regulations, but covered by
COA rules;

d. Employees involved in the contracts or


job orders do not enjoy the benefits
enjoyed by government employees, such
as PERA, COLA and RATA. 286

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287

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