QuestionsQuestions (CSC MC NO. 03, S. 2001)
It is adopted pursuant to CSC Resolution No. 0100114 dated January 10, 2001 and sets revised CSC policies on the Merit Promotion Plan, aiming to operationalize merit and fitness principles and ensure equality of opportunity in government appointments and promotions.
All qualified men and women, consistent with the principle of merit and fitness, provided they meet the minimum requirements for the position.
It covers positions in the first, second, and third levels, and it also includes original appointments and other related personnel actions.
No. There shall be no discrimination on account of gender, civil status, disability, religion, ethnicity, or political affiliation.
Applicants who are competent, qualified, and possess appropriate civil service eligibility shall be considered for permanent appointment. Additionally, applicants for third level positions must possess executive and managerial competence.
Vacant positions marked for filling must be published under RA 7041 and posted in at least three conspicuous places in the agency for at least 10 calendar days. Filling in NGAs/GOCCs/SUCs is after 10 calendar days from publication; in LGUs, after 15 calendar days from publication.
The publication is valid until filled but not beyond six (6) months from the date it was published. In the model plan, vacancies not filled within six months should be republished.
Primarily confidential positions; policy determining positions; highly technical positions; other non-career positions; third level positions (Career Executive Service); and positions to be filled by existing regular employees in case of reorganization.
A PSB for first and second level positions shall be established in every agency (preferably with the agency head/local chief executive as chair elements, a division chief, HRM officer, and two rank-and-file career employee representatives—one from first level and one from second level—chosen via the employee association/general assembly rules).
Candidates for first and second level positions are screened by the PSB. For third level positions, candidates are screened by a PSB for third level positions composed of at least three career executive service officials as may be constituted in the agency.
No longer screened are: substitute appointments due to short duration/emergency (exception: if later filled by regular appointment, PSB screening applies); appointment of faculty/academic staff of SUCs belonging to the closed career service; appointment to entry laborer positions; appointment to personal and primarily confidential positions; and renewal of temporary appointment issued to the incumbent.
The PSB must maintain fairness and impartiality, may use external/independent resource persons, and may initiate innovative schemes. Comparative competence and qualification are based on performance (with at least “very satisfactory” ratings for specified periods), education and training, experience and outstanding accomplishments, psycho-social attributes/personality traits, and potential (with the model plan stating a greater weight to performance).
An employee may be promoted or transferred to a position not more than three (3) salary/pay/job grades higher, except in very meritorious cases such as when the vacant position is next-in-rank (per SRP) or the lone/entrance position in the agency staffing pattern.
Yes. They may be considered. The performance rating to be considered is the rating immediately prior to the scholarship/training grant or maternity leave. If promoted, effectivity is on assumption to duty.
Promotion within six (6) months prior to compulsory retirement shall not be allowed except as otherwise provided by law.
A notice announcing the appointment must be posted in three conspicuous places in the agency a day after issuance, for at least 15 calendar days (with the model plan specifying the date of posting should be indicated).
The appointing authority must assess the merits of the PSB recommendation and, in so far as practicable, select from among the top five ranking applicants deemed most qualified for the vacant position.
Grounds include: non-compliance with the selection process; discrimination on specified protected bases (gender, civil status, disability, pregnancy, religion, ethnicity, political affiliation); disqualification for lack of confidence of the appointing authority (as stated); and other violations of the provisions of the merit selection plan.