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CIVIL SERVICE
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Group GJ
RULE 1
GENERAL POLICIES ON
APPOINTMENTS
CIVIL SERVICE
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Group GJ
RULE I
GENERAL POLICIES ON
APPOINTMENTS
CIVIL SERVICE
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RULE II
APPOINTMENT FORMS
CIVIL SERVICE
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RULE III
COMMON REQUIREMENTS FOR
REGULAR APPOINTMENTS
CIVIL SERVICE
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RULE III
COMMON REQUIREMENTS FOR
REGULAR APPOINTMENTS
CIVIL SERVICE
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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.
CIVIL SERVICE
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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.
CIVIL SERVICE
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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:.
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Appointment to entry laborer positions;
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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
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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,
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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.
CIVIL 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
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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:
CIVIL SERVICE
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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:
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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
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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.
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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.
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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:
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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
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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.
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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.
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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]
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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]
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Guidelines on Designation
in the Civil Service
1. Employees to be designated should hold
permanent appointments to career
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
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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
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RULE IV
EFFECTIVITY OF APPOINTMENT
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RULE IV
EFFECTIVITY OF APPOINTMENT
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RULE V
ADDITIONAL REQUIREMENTS IN
SPECIFIC CASES
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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.
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RULE V
ADDITIONAL REQUIREMENTS IN
SPECIFICL CASES
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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
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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.
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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
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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:
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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;
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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.
84
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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.
85
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RULE VI
SUBMISSION, APPROVAL/
DISAPPROVAL OF APPOINTMENT
86
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RULE VI
SUBMISSION, APPROVAL/
DISAPPROVAL OF APPOINTMENT
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RULE VI
SUBMISSION, APPROVAL/
DISAPPROVAL OF APPOINTMENT
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RULE VI
SUBMISSION, APPROVAL/
DISAPPROVAL OF APPOINTMENT
89
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RULE VI
SUBMISSION, APPROVAL/
DISAPPROVAL OF APPOINTMENT
90
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RULE VI
SUBMISSION, APPROVAL/
DISAPPROVAL OF APPOINTMENT
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RULE VI
SUBMISSION, APPROVAL/
DISAPPROVAL OF APPOINTMENT
92
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RULE VI
SUBMISSION, APPROVAL/
DISAPPROVAL OF APPOINTMENT
93
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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
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RULE VII
RESPONSIBILITIES OF THE HUMAN
RESOURCE MANAGEMENT
OFFICER/PERSONNEL OFFICER
96
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RULE VII
RESPONSIBILITIES OF THE HUMAN
RESOURCE MANAGEMENT
OFFICER/PERSONNEL OFFICER
97
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RULE VII
RESPONSIBILITIES OF THE HUMAN
RESOURCE MANAGEMENT
OFFICER/PERSONNEL OFFICER
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RULE VII
RESPONSIBILITIES OF THE HUMAN
RESOURCE MANAGEMENT
OFFICER/PERSONNEL OFFICER
99
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RULE VII
RESPONSIBILITIES OF THE HUMAN
RESOURCE MANAGEMENT
OFFICER/PERSONNEL OFFICER
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RULE VII
RESPONSIBILITIES OF THE HUMAN
RESOURCE MANAGEMENT
OFFICER/PERSONNEL OFFICER
101
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RULE VII
RESPONSIBILITIES OF THE HUMAN
RESOURCE MANAGEMENT
OFFICER/PERSONNEL OFFICER
102
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RULE VII
RESPONSIBILITIES OF THE HUMAN
RESOURCE MANAGEMENT
OFFICER/PERSONNEL OFFICER
103
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RULE VIII
DOCUMENTS TO BE RETAINED
IN THE AGENCY
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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.
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RULE VIII
DOCUMENTS TO BE RETAINED
IN THE AGENCY
106
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RULE VIII
DOCUMENTS TO BE RETAINED
IN THE AGENCY
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RULE VIII
DOCUMENTS TO BE RETAINED
IN THE AGENCY
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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]
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RULE IX
PUBLICATION OF
VACANT POSITIONS
110
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RULE IX
PUBLICATION OF
VACANT POSITIONS
111
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RULE IX
PUBLICATION OF
VACANT POSITIONS
112
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RULE IX
PUBLICATION OF
VACANT POSITIONS
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.
116
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RULE IX
PUBLICATION OF
VACANT POSITIONS
117
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RULE XIII
PROHIBITIONS
118
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RULE XIII
PROHIBITIONS
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RULE XIII
PROHIBITIONS
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RULE XIII
PROHIBITIONS
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RULE XIII
PROHIBITIONS
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RULE XIII
PROHIBITIONS
123
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PROHIBITIONS
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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;
125
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PROHIBITIONS
126
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RULE XIII
PROHIBITIONS
127
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RULE XIII
PROHIBITIONS
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RULE XIII
PROHIBITIONS
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RULE XIII
PROHIBITIONS
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RULE XIII
PROHIBITIONS
131
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RULE XIII
PROHIBITIONS
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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RULE XIII
PROHIBITIONS
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RULE XIII
PROHIBITIONS
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
136
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RULE XIII
PROHIBITIONS
137
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RULE XIII
PROHIBITIONS
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RULE XIII
PROHIBITIONS
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RULE XIII
PROHIBITIONS
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
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PROHIBITIONS
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RULE XIII
PROHIBITIONS
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RULE XIII
PROHIBITIONS
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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PROHIBITIONS
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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:
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.
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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
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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
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.
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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.
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2.5 The order of separation is immediately
executory pending appeal, unless the
Commission on meritorious grounds,
directs otherwise;
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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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RULE X
QUALIFICATION STANDARDS
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RULE X
QUALIFICATION STANDARDS
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RULE X
QUALIFICATION STANDARDS
Appointments to positions in
government without qualification standards
approved by the Civil Service Commission
(CSC) shall be disapproved or invalidated.
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RULE X
QUALIFICATION STANDARDS
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RULE X
QUALIFICATION STANDARDS
163
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RULE X
QUALIFICATION STANDARDS
164
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RULE X
QUALIFICATION STANDARDS
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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QUALIFICATION STANDARDS
166
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RULE X
QUALIFICATION STANDARDS
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RULE X
QUALIFICATION STANDARDS
Exemptions:
Teaching group
Faculty members
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RULE X
QUALIFICATION STANDARDS
170
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RULE X
QUALIFICATION STANDARDS
171
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RULE X
QUALIFICATION STANDARDS
172
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RULE X
QUALIFICATION STANDARDS
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RULE X
QUALIFICATION STANDARDS
Illustration
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RULE X
QUALIFICATION STANDARDS
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RULE X
QUALIFICATION STANDARDS
ILLUSTRATION 1
176
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RULE X
QUALIFICATION STANDARDS
ILLUSTRATION 2
177
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RULE X
QUALIFICATION STANDARDS
178
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RULE X
QUALIFICATION STANDARDS
179
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RULE X
QUALIFICATION STANDARDS
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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QUALIFICATION STANDARDS
ILLUSTRATION 1
181
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QUALIFICATION STANDARDS
ILLUSTRATION 2
182
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QUALIFICATION STANDARDS
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QUALIFICATION STANDARDS
ILLUSTRATION No. 1
184
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RULE X
QUALIFICATION STANDARDS
ILLUSTRATION
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RULE X
QUALIFICATION STANDARDS
187
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QUALIFICATION STANDARDS
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RULE X
QUALIFICATION STANDARDS
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RULE X
QUALIFICATION STANDARDS
190
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QUALIFICATION STANDARDS
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Part V. On Eligibility
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Part V. On Eligibility
193
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Part V. On Eligibility
194
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Part V. On Eligibility
195
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Part V. On Eligibility
196
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Part V. On Eligibility
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Part V. On Eligibility
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Part V. On Eligibility
199
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MERIT
SELECTION
PLAN (MSP)
(REVISED POLICIES)
200
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BASIC POLICIES
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Rule V, Chapter 5 of EO #292
PERSONNEL POLICIES AND
STANDARDS
202
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Rule XXI, IRR of RA 7160
[Local Government Code]
Human Resource Management and
Development
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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:
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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
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
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BASIC POLICIES
211
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BASIC POLICIES
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Rule XXII, IRR of RA 7160
Human Resource Management and
Development
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ESTABLISHMENT OF PSB
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Personnel Selection Board
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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
220
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PERSONNEL SELECTION BOARD in
LOCAL GOVERNMENT UNITS
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COMPOSITION OF THE PSB
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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.
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)
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)
225
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Functions of PSB in LGUs
Rule XXII, Art. 166 of IRR of RA 7160
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Functions and Responsibilities of the
Personnel Selection Board (PSB)
(As amended by CSC Resolution No. 050059
dated January 18, 2005)
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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.
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Functions and Responsibilities of the
Personnel Selection Board (PSB)
(As amended by CSC Resolution No. 050059
dated January 18, 2005).
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
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Functions and Responsibilities of the
Personnel Selection Board (PSB)
(As amended by CSC Resolution No. 050059
Dated January 18, 2005).
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).
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Functions and Responsibilities of the Personnel
Selection Board (PSB)
(As amended by CSC Resolution No. 050059
dated January 18, 2005).
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BASIC POLICIES
PSB Screening
Candidates for First and Second level positions - PSB
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BASIC POLICIES
236
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BASIC POLICIES
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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
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I. BASIC POLICIES
240
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I. BASIC POLICIES
241
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I. BASIC POLICIES
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I. BASIC POLICIES
243
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I. BASIC POLICIES
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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
Announcement of appointment
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I. BASIC POLICIES
248
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I. BASIC POLICIES
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
251
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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
252
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IV. PROCEDURE Person Responsible
• 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
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IV. PROCEDURE Person Responsible
255
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GRIEVANCE
256
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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
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OTHER FUNCTIONS AND
RESPONSIBILITIES
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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.
261
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GUIDELINES ON HOW TO PREPARE SYSTEM
OF RANKING POSITIONS
SCOPE
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Positions in the Career Executive Service
and other positions of career officers
who are appointed by the President.
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NECESSARY DOCUMENTS
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Position chart and/or staffing pattern of the
department/bureau/agency indicating all positions.
265
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Group the positions according to their
respective occupations. Functionally-
related occupational groupings should
be clustered.
266
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Rank the positions, not the officers and
employees occupying them. Forget the
qualifications of the incumbents.
267
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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.
268
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Take into account the geographical
location of the position.
269
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Example:
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Example:
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Second level positions should be identified
separately from first level position.
272
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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
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CSC MC NO. 20, S. 2002
275
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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.
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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
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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.
281
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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.
282
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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.
283
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RULE XI
CONTRACT OF SERVICES/JOB
ORDERS
284
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RULE XI
CONTRACT OF SERVICES/JOB
ORDERS
Sec. 1. Contracts of Services/Job
Orders refer to employment described as
follows:
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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;
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