of the Philippines
RESOLUTION NO. 010114
WHEREAS, the State shall ensure and promote the Constitutional mandate that appointments in the civil service shall be made only according to merit and fitness;
WHEREAS, Section 3, Article XIII of the 1987 Constitution states that "the State shall afford full protection to labor, local and overseas, organized and unorganized, and promote full employment and equality of employment opportunities for all";
WHEREAS, Section 12, Rule VI of the Omnibus Rules Implementing Book V of the Administrative Code of 1987 mandates government agencies to establish a Merit Promotion Plan which stipulates their systems and procedures in the selection and promotion of employees and officials;
WHEREAS, in the implementation thereof, the Commission, as the central personnel agency of the government, has issued rules, regulations, policies, guidelines and standards to ensure the orderly and strict adherence thereto by government agencies;
WHEREAS, through the years of implementation, some of these rules, regulations and policies have been revised, updated and modified to be relevant and responsive to the needs of the bureaucracy;
WHEREAS, to keep abreast with the changing thrusts and needs of the bureaucracy, the Commission, through a series of consultation with different government sectors, proposed to revise the existing policies on merit selection and promotion;
NOW THEREFORE, the Commission RESOLVES to revise the existing policies on merit selection and promotion as follows:
There shall be equal employment opportunity for men and women at all levels of position in the agency, provided they meet the minimum requirements of the position to be filled.
There shall be no discrimination in the selection of the employees on account of gender, civil status, disability, religion, ethnicity, or political affiliation.
In addition to the required qualifications, applicants for third level positions must possess executive and managerial competence.
Filling of vacant positions in the national government agencies (NGAs), government owned and controlled corporations (GOCCs) and state universities and colleges (SUCs) shall be made after ten (10) calendar days from their publication; in the local government units (LGUs), it shall be made after fifteen (15) calendar days from their publication.
The publication of a particular vacant position shall be valid until filled-up but not to extend beyond six (6) months reckoned from the date the vacant position was published.
a.1 Agency Head or the authorized representative;
a.2 Local Chief Executive for LGUs or the authorized representative;
a.3 Vice-Governor/Vice-Mayor or the authorized representative if the vacant position is in his/her Office or in the Office of the Sanggunian;
In case there is no accredited employee association in the agency, the representatives shall be chosen at large by the employees through a general assembly. The candidate who garnered the second highest votes shall automatically be the alternate representative. Any other mode of selection may be conducted for the purpose.
The first level representative shall participate during the screening of candidates for vacancies in the first level; the second level representative shall participate in the screening of candidates for vacancies in the second level. Both rank-and-file representatives shall serve for a period of two (2) years. For continuity of operation, the agency accredited employee association may designate an alternate.
Appointment to the following positions shall no longer be screened by the PSB;
14.1.1 For appointment by promotion, the performance rating of the appointee for the last rating period prior to the effectivity date of the appointment should be at least satisfactory.
14.1.2 For appointment by transfer, the performance rating for the last rating period immediately preceding the transfer from the former office or agency should be at least very satisfactory.
14.2 EDUCATION and TRAINING
14.3 EXPERIENCE and OUTSTANDING ACCOMPLISHMENTS
14.4 PSYCHOSOCIAL ATTRIBUTES and PERSONALITY TRAITS
For this purpose, performance rating to be considered shall be the rating immediately prior to the scholarship or training grant for maternity leave.
If promoted, the effectivity date of the promotional appointment shall be on the assumption to duty.
RESOLVES further to require all government agencies to submit their Merit Promotion Plan to the CSC Regional Offices not later than June 30, 2001 for approval.
This resolution shall take effect immediately.
Done in Quezon City, January 10, 2001.