Law Summary
Coverage and Non-Discrimination
- Merit Promotion Plan applies to first, second, and third level positions.
- Includes original appointments and related personnel actions.
- No discrimination based on gender, civil status, disability, religion, ethnicity, or political affiliation.
Appointment Eligibility and Executive Competence
- Vacant positions at first to third levels open to competent, qualified applicants with civil service eligibility.
- Third level positions require additional executive and managerial competencies.
Publication of Vacant Positions
- Vacant positions must be published per Republic Act 7041 and posted visibly in at least three agency locations for 10 calendar days.
- Different publication periods for NGAs, GOCCs, SUCs (10 days) and LGUs (15 days).
- Positions remain published until filled or up to 6 months.
Exemptions from Publication
- Confidential, policy-determining, highly technical, non-career, third level, and positions filled by existing employees during reorganization are exempt.
Establishment and Composition of Personnel Selection Board (PSB)
- PSB formed for first and second level positions.
- Chairperson: Agency Head or authorized representative; Local Chief Executive or authorized representative in LGUs.
- Members include Division Chief, Human Resource Officer, two rank-and-file representatives (first and second level) chosen by accredited employee association or general assembly.
- Representatives serve two-year terms with provision for alternates.
Orientation and Training of PSB Members
- Mandatory orientation and workshops on selection/promotion procedures and CSC appointment policies for all PSB members and alternates.
Screening Procedures
- PSB screens all candidates for first and second level positions.
- Third level positions screened by PSB of at least three Career Executive Service officials.
- Certain appointments exempt from PSB screening (e.g., substitute appointments, faculty in SUCs, entry laborers, confidential positions, renewals).
Equal Gender Representation
- Agency heads must ensure men and women have equal opportunity in PSB representation.
Consideration of Next-in-Rank Employees
- Qualified next-in-rank employees are automatically considered for promotion to higher positions.
Fair and Impartial Assessment
- PSB is responsible for fairness and impartiality in assessing candidates.
- May engage external resource persons and innovative methods.
Appointment Authority Discretion
- Appointing authority uses sound discretion in selecting from top five most qualified applicants.
- May appoint a non-next-in-rank candidate with superior qualifications who has undergone the selection process.
Criteria for Competence and Qualification
- Performance ratings (minimum very satisfactory) for promotion and transfer.
- Education and training relevant to the position.
- Experience and outstanding accomplishments.
- Psycho-social attributes and personality traits.
- Potential for the position and higher responsibilities.
Promotion and Transfer Limits
- Moves limited to positions up to three salary grades higher, except in meritorious cases like next-in-rank or entry positions.
- Prior very satisfactory performance rating required.
Special Provisions on Promotion
- Employees on scholarship, training grant, or maternity leave may be considered using the last performance rating before leave.
- Promotion effective upon assumption to duty.
- No promotion allowed within six months of compulsory retirement, barring exceptions by law.
Posting of Appointment Notices
- Appointment notices must be posted in three conspicuous places within the agency for 15 calendar days following issuance.
Use of Merit Promotion Plan
- The approved plan serves as a basis for efficient appointment approvals, attestations, and accreditation.
Submission and Approval of Agency Merit Promotion Plans
- Government agencies must submit their Merit Promotion Plans to the Civil Service Commission.
- Plans take effect immediately upon CSC approval.
- Amendments also require CSC approval.
Model Merit Selection Plan Objectives
- Uphold merit, fitness, and equality in appointments.
- Prevent discrimination in selection.
- Facilitate equal opportunities for career advancement.
Merit Selection Plan Scope
- Cover career positions at first, second, and third levels including attached offices.
- May also include non-career positions.
Key Definitions
- Detailed definitions provided for terms such as Agency, Career Service, Comparative at Par, Deep Selection, Discrimination, Next-in-Rank, Psycho-Social Attributes, Promotion, and others relevant to the Plan.
Selection Procedure
- Vacancy published in CSC Bulletin and posted visibly.
- Candidates listed from within and outside agency, including next-in-rank employees.
- Hiring quotas observed to maintain gender balance.
- Preliminary evaluation followed by assessments like exams and interviews.
- Selection line-up posted for 15 days.
- PSB deliberates and recommends candidates.
- Appointing authority selects from top candidates.
- Appointment notice posted for 15 days.
Grievance Mechanism
- Next-in-rank employees may file grievances through agency processes for non-compliance, discrimination, disqualification without cause, or other MSP violations.
Detailed PSB Composition
- First and second level: Chairperson (Agency head or local executive), division chief, HR officer, two rank-and-file reps.
- Third level: Chairperson preferably high-level CES officer, plus career executive members.
- HRM Unit serves as PSB secretariat.
Functions of Human Resource Management Officer
- Disseminate Merit Selection Plan and conduct orientations.
- Develop System of Ranking Positions.
- Identify positions for special programs like Brightest for the Bureaucracy.
- Maintain employee qualification databases.
- Publish vacancies and prepare candidate lists.
- Conduct preliminary qualifications and notify outcomes.
- Submit selection line-up and coordinate with PSB.
Responsibilities of Employees
- Update Personal Data Sheets and submit supporting documents as needed.
PSB Responsibilities
- Adopt screening procedures and criteria.
- Maintain fairness and employ resources as needed.
- Evaluate candidates and recommend top-ranking applicants.
- Keep records accessible for audits and requests.
- Orient agency personnel on policies including gender and development issues.
Appointing Authority Responsibilities
- Establish PSB and ensure member orientation.
- Ensure gender representation in PSB.
- Assess PSB recommendations and choose from top qualified or specially selected candidates.
- Issue appointments per Merit Selection Plan.
Effectivity and Commitment
- Plan and amendments take effect upon CSC approval.
- Agency heads commit to implement and abide by the Plan.
Repeal of Conflicting Issuances
- The circular repeals all inconsistent CSC issuances.
This comprehensive framework ensures merit-based, fair, and transparent personnel selection and promotion in the Philippine government service, safeguarding equal opportunity and due process.