Question & AnswerQ&A (CSC MEMORANDUM CIRCULAR NO. 8, S. 1999)
The main objective is to promote equal representation of women and men in third level government positions, ensuring equal employment and development opportunities and addressing the existing inequities in gender representation.
The policy applies specifically to third level positions in the government.
The policy encourages agencies to aim for a 50-50 gender representation, or equal representation of women and men, in third level positions as deemed practicable.
The Search Committee prepares a shortlist of qualified women and men nominees for appointment to third level positions, generates and maintains a database of qualified candidates, and ensures nominees of both sexes for every vacancy.
The Search Committee must be chaired by the Head of Agency or his/her duly designated representative if the appointing authority is the President; if the Head of Agency is the appointing authority, then by the Deputy Head of Agency or his/her duly designated representative.
Potential women candidates may be sourced from the Directory of Women on the Move (NCRFW), internal agency human resource pools, the listing of Career Executive Service Officers and Eligibles from CESB, and the CSC database of Career Service Eligibles.
Nominees must meet the minimum qualification standards set for government personnel, and the Search Committee may prescribe additional qualifying factors relevant to the position.
Agencies are encouraged to publish their vacancies regularly through newsletters, bulletin boards, broadcast media, or other means to ensure wide information dissemination.
Agencies must report to the CSC the total number of nominees to vacant third level positions classified by sex, total filled positions, number of women and men appointees, and the ratio or percentage of women to men appointees, to be integrated in CSC inspection and audit reports.
Agencies are encouraged to establish career development and gender awareness programs that enhance capabilities and increase promotion chances of both women and men employees.