1. Selection of employees for appointment in the district shall be open to all qualified men and women according to the principle of merit and fitness.
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.
2. The Merit Promotion Plan shall cover positions in the first, second and third level and shall also include original appointments and other related personnel actions.
There shall be no discrimination in the selection of employees on account of gender, civil status, disability, religion, ethnicity, or political affiliation.
3. When a position in the first, second or third level becomes vacant, applicants for employment who are competent, qualified and possess appropriate civil service eligibility shall be considered for permanent appointment.
In addition to the required qualifications, applicants for third level positions must possess executive and managerial competence.
4. Vacant positions marked for filling shall be published in accordance with Republic Act 7041 (Publication Law). The published vacant positions shall also be posted in at least three (3) conspicuous places in the agency for at least ten (10) calendar days. Other appropriate modes of publication shall be considered.
Filling of vacant positions in the national government agencies (NGAs), government-owned-and-controlled corporations (GOCCs) shall be made after ten (10) calendar days from their publication.
The publication of particular vacant positions shall be valid until filled up but not to extend beyond six (6) months reckoned from the date the vacant position was published.
5. The following positions are exempt from the publication requirement:
a. Primarily confidential positions;
b. Positions which are policy determining;
c. Highly technical positions;
d. Other non-career positions;
e. Third level positions (Career Executive Service); and
f. Positions to be filled by existing regular employees in the agency in case of reorganization.
6. A Personnel Selection Board (PSB) for first and second level positions shall be established, preferably with the following composition:
a. As Chairperson ORANIWD Head or the General Manager;
b. Division Manager or the authorized career service representative of the organizational unit where there is a vacancy;
c. Administrative Division Manager or the career service employee directly responsible for personnel management; and
d. Two representatives of the rank-and-file career employees, one from the first level and one from the second level, who shall both be chosen at large by the employees through a general assembly. The candidate both from the first level and second level who garnered the second highest votes shall automatically be the alternative representative.
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.
7. The PSB members including alternate representatives for first, second and third level positions shall undergo orientation and workshop on the selection/promotion process and CSC policies on appointments.
8. All candidates for appointment to first and second level positions shall be screened by the PSB. Candidates for appointment to third level positions shall be screened by the PSB for third level positions composed of at least three (3) career executive service officials as may be constituted in the agency.
Appointment to the following positions shall no longer be screened by the PSB:
a. Substitute appointments due to their short duration and emergency nature. However, should the position be filled by regular appointment, candidates for the position should be screened and passed upon by the PSB;
b. Appointment to enter laborer positions;
c. Appointment to personal and primarily confidential positions; and
d. Renewal of temporary appointment issued to the incumbent personnel.
9. The district head shall, as far as practicable, ensure equal opportunity for men and women to be represented in the PSB for all levels.
10. For vacancies in the first and second levels, all qualified next-in-rank employees shall be automatically considered candidates for promotion to the next higher position.
11. The PSB shall maintain fairness and impartiality in the assessment of candidates for appointment. Towards this end, the PSB may employ the assistance of external or independent resource persons and may initiate innovative schemes in determining the best and most qualified candidate.
12. The appointing authority shall assess the merits of the PSB’s recommendation for appointment and in the exercise of sound discretion, select, in so far as practicable, from among the top five ranking applicants deemed most qualified for appointment to the vacant position.
13. The appointing authority may appoint an applicant who is not next-in-rank but possesses superior qualification and competence, and has undergone selection process.
14. The comparative competence and qualification of candidates for appointment shall be determined on the basis of:
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 very 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 – include educational background, successful completion of training courses accredited by the Civil Service Commission, scholarships, training grants and others which must be relevant to the duties of the position to be filled.
14.3 EXPERIENCE and OUTSTANDING ACCOMPLISHMENTS – include occupational history, relevant work experience acquired either from the government or private sector, and accomplishments worthy of special commendation.
14.4 PSYCHO-SOCIAL ATTRIBUTES and PERSONALITY TRAITS – refer to the characteristics or traits of a person which involved both psychological and social aspects. Psychological includes the way he/she perceives things, ideas, beliefs and understanding and how he/she acts and relates these things to other and in social situations.
14.5 POTENTIAL – refers to the capacity and ability of a candidate to assume the duties of the position to be filled and those of higher or more responsible positions.
15. An employee may be promoted or transferred to a position which is not more than three (3) salary, pay or job grades higher than the employee’s present position except in very meritorious cases, such as: if the vacant position is next-in-rank as identified in the System of Ranking Positions (SRP) approved by the head of agency, or the lone or entrance position indicated in the agency staffing pattern.
16. An employee should have rendered at least very satisfactory service for the last rating period in the present position before being considered for promotion.
17. An employee who is on local or foreign scholarship or training grant or on maternity leave may be considered for promotion.
For this purpose, performance rating to be considered shall be the rating immediately prior to the scholarship or training grant or maternity leaves.
If promoted, the effectivity date of the promotional appointment shall be on the assumption to duty.
18. Promotion within six (6) months prior to compulsory retirement shall not be allowed except as otherwise provided by law.
19. A notice announcing the appointment of an employee shall be posted in three conspicuous places in the agency a day after the issuance of the appointment for at least fifteen (15) calendar days.
20. The approved agency Merit Promotion Plan shall be used as one of the bases for the expeditious approval of appointments, for attestation and accreditation to take final action on appointments.