Question & AnswerQ&A (CSC MC NO. 03, S. 2001)
The primary principle guiding the selection is merit and fitness, with equal employment opportunity for men and women at all levels of position in the agency, provided they meet the minimum requirements of the position.
The Merit Promotion Plan covers positions in the first, second, and third levels, including original appointments and other related personnel actions.
Applicants for third level positions must be competent, qualified, possess appropriate civil service eligibility, and have executive and managerial competence.
Vacant positions must be published in accordance with Republic Act 7041 (Publication Law) and posted in at least three conspicuous places in the agency for at least ten (10) calendar days. Filling is after ten days for NGAs, GOCCs, SUCs, and after fifteen days for LGUs.
Positions exempt include primarily confidential positions, policy-determining positions, highly technical positions, other non-career positions, third level (Career Executive Service) positions, and positions filled by existing regular employees in case of reorganization.
The PSB is responsible for screening candidates and includes the agency head or authorized representative as chairperson, division chief or unit representative, HR Management Officer, and two rank-and-file employee representatives from first and second levels chosen by accredited employee associations or employees at large.
Yes, all candidates for appointment to first and second level positions must be screened by the PSB, except for some exempt positions such as substitute appointments, academic staff in SUCs, entry laborers, personal and primarily confidential positions, and renewal of temporary appointments to incumbents.
Criteria include performance (with a required very satisfactory rating for promotions or transfers), education and training, experience and outstanding accomplishments, psycho-social attributes and personality traits, and potential.
Generally, no. An employee may only be promoted or transferred up to three grades higher than their present position, except in very meritorious cases such as if the vacant position is next-in-rank as per the System of Ranking Positions (SRP) approved by the agency head or if it is the lone or entrance position indicated in the staffing pattern.
Such employee may present their grievance through the agency grievance machinery on grounds including non-compliance with the selection process, discrimination based on gender, civil status, disability, pregnancy, religion, ethnicity or political affiliation, disqualification based on lack of confidence, or other violations of the Merit Selection Plan.