csc-ncr information technology group gj 1 civil service commission - region - 4

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CSC-NCR Information Technology Group GJ CIVIL SERVICE COMMISSION - REGION - 4

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CSC-NCR Information Technology Group GJ CIVIL SERVICE COMMISSION - REGION 4

OMNIBUS RULES ON APPOINTMENTSAND OTHER PERSONNEL ACTIONS

Pursuant to Paragraphs 2 and 3, Section 12, Book V of Administrative Code of 1987 otherwise known as Executive Order No. 292, the Civil Service Commission hereby prescribes the following rules to govern the preparation, submission of, and actions to be taken on appointments and other personnel actions.

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RULE 1GENERAL POLICIES ON

APPOINTMENTS

Section 1. The state shall insure and promote the constitutional mandate that appointments in the Civil Service shall be made only according to merit and fitness.

Section 2. Merit and fitness shall be determined, as far as practicable, by competitive examinations. This does not apply to appointments to positions which are policy determining, primarily confidential, or highly technical.

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RULE IGENERAL POLICIES ON

APPOINTMENTS

Section 3. Any action denoting the movement or progress of personnel in the civil service shall be known as personnel action such as promotion, transfer, reinstatement, reemployment, detail, reassignment, secondment, demotion and job rotation.

Section 4. Unless otherwise provided herein, these rules shall likewise apply to appointments in the third level.

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RULE IIAPPOINTMENT FORMS

Section 1. The revised CS Form 33 which shall be in Filipino with English translation, shall be used for appointments in the career and non-career service except those of casuals which shall use the Plantilla Appointment Form.

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RULE IIICOMMON REQUIREMENTS FOR

REGULAR APPOINTMENTS

Section 1. The revised CS Form 33 which shall be in Filipino with English translation, shall be used for appointments in the career and non-career service except those of casuals which shall use the Plantilla Appointment Form.

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a. Form. The appointment which must be in triplicate copies shall be in the prescribe CS Form 33 [Revised 1998] for regular employees or the Plantilla Form No. 001 for casuals. Original copies shall not be filled out using xeroxed or photocopied forms. [As amended by CSC MC No. 15, s. 1999]

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b. Signature of the Appointing Authority. The original copy of the appointment must be duly signed and the succeeding two (2) copies thereof at least initialed by the appointing authority.

c. Position Title. The position title indicated in the appointment shall conform with the approved Position Allocation List and should be found in the Index of Occupational Service [IOS]. The salary grade shall always be indicated after the position title.

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d. Employment Status. The employment status shall be indicated on the space provided therefore. It may be permanent, provisional temporary, substitute, co-terminus, casual or contractual.

e. Date of Signing. The date of signing, which is the date of the issuance of the appointment shall be indicated below the signature and the initials of the appointing authority.

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f. Nature of Appointment. The correct nature of appointment shall be indicated on the space provided therefore. The nature of appointment, which may either be original, promotion, transfer, reemployment, reappointment, reinstatement, renewal, or demotion, shall be indicated in the space provided.

g. Publication of Vacancy. Vacant position to be filled shall be published in accordance with RA 7041 and implementing guidelines.

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h. Personnel Selection Board [PSB]. All appointees should be screened and evaluated by the PSB, if applicable. As proof thereof, a certification signed by the Chairman of the Board at the back of the appointment or alternatively, a copy of the proceedings/minutes of the Board’s deliberation shall be submitted together with the appointment. The issuance of the appointment shall not be earlier than the date of the final screening/deliberation of the PSB.

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Candidates for the following appointments shall no longer be subject to the screening of the PSB:.

Substitute appointment 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;

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Appointment to entry laborer positions;

Change of status of appointment from temporary to permanent, provided the performance rating of the employee is VS or higher [CSC MC No. 6, s. 2007]

Appointment to positions in the non-career service.

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i. Personal Data Sheet. The appointee’s Personal Data Sheet [CS Form 212, Revised 2005] which should be properly and completely accomplished by the appointee, shall be attached to the appointment. Said PDS shall contain an authorization from the job applicant/employee that the agency head or his authorized representative can verify/validate the contents therein. For appointment of substitute teachers and renewal of appointment of contractual and casual personnel, updated Personal Data Sheet shall be required [As amended by CSC MC No. 15, s. 1999]

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Section 2. Employment Status in General

a. Permanent—issued to a person who meets all the minimum qualification requirements of the position to which he is being appointed, including the appropriate eligibility prescribed, in accordance with the provision of law, rules and standards promulgated in pursuance thereof. This includes all level of positions [Amended by CSC MC No. 15, s. 1999]

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b. Temporary*—issued to a person who meets the education, experience and training requirement for the position to which he is being appointed except for the appropriate eligibility but only in the absence of a qualified eligible actually available, as certified by the Civil Service Regional Director or Field Officer. The appointment shall not exceed twelve months, reckoned from the date it was issued but the appointee may be replaced sooner if a qualified eligible who is willing to accept the appointment becomes actually available.

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c. Substitute—issued when the regular incumbent of a position is temporarily unable to perform the duties of his position, as when he is on approved leave of absence or is under suspension or is on scholarship grant or is on secondment. This is effective only until the return of the former incumbent. A substitute appointment is issued only if the leave of absence of the incumbent is at least three [3] months, except in the case of teachers.

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d. Co-terminous—issued to a person whose entrance and continuity in the service is based on the trust and confidence of the appointing authority or of the head of the organizational unit where assigned; or co-existent with the incumbent, or limited by the duration of the project; or co-existent with the period for which an agency or office was created. Specifically, the categories of co-terminous appointments are:

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a) Co-terminous with the appointing authority,

b) Co-terminous with the head of organizational unit where assigned,

c) Co-terminous with the incumbent,

d) Co-terminous with the project, and

e) Co terminus with the life span of the agency

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e. Contractual—issued to a person who shall undertake a specific work or job for a limited period not to exceed one year. The appointing authority shall indicate the inclusive period covered by the appointment for purposes of crediting services.

f. Casual — issued only for essential and necessary services where there are not enough regular staff to meet the demands of the service.

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Section 3. Employment Status of Teachers. The employment status of teachers can by any of the following:

a. Regular permanent — issued to a teacher who meets all the requirements of the position.

b. Provisional — issued to a teacher who meets all the requirements of the position except the eligibility.

c. Substitute — issued to a teacher when the regular incumbent of the position is temporarily unable to perform the duties of the position.

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Section 4. Nature of Appointment. The nature of appointment shall be as follows:

a. Original — refers to the initial entry into the career and non career service.

However, for those in the career service, the first six months of service following a permanent appointment shall be probationary in nature and the appointee shall undergo a thorough character investigation. A probationer may be dropped from the service for unsatisfactory conduct or want of capacity anytime before the expiration of the probationary period. Provided that such action is appealable to the Commission. [MC No. 3, s. 2005]

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b. Promotion — is the advancement of an employee from one position to another with an increase in duties and responsibilities as authorized by law, and usually accompanied by an increase in salary. Promotion may be from one department or agency to another or from one organization unit to another within the same department or agency.

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c. Transfer — is the movement of employee from one position to another which is of equivalent rank, level or salary without break in the service involving the issuance of an appointment.

The transfer may be from one department or agency to another or from one organizational unit to another in the same department or agency: Provided, however, that any movement from the non-career service to the career service shall not be considered as a transfer.

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An employee who seeks transfer to another office shall first secure permission from the head of the department or agency where he is employed stating the effective date of the transfer. If the request to transfer of an employee is not granted by the head of the agency where he is employed, it shall be deemed approved after the lapse of 30 days from the date of notice to the agency head.

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If, for whatever reason, the employee fails to transfer on the specified date, he shall be considered resigned and his reemployment in his former office shall be at the discretion of its head. The effectivity of the transfer shall be the day following his last day of service in the former agency.

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d. Reemployment — is the reappointment of a person who has been previously appointment to a position in the career or non-career service under permanent status but was separated therefrom as a result of reduction in force, reorganization, retirement, voluntary resignation, or of any non-disciplinary actions such as dropping from the rolls and other modes of separation. Reemployment presupposes a gap the service [As amended by CSC MC No. 15, s. 1999]

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No prior authority shall be required for the reemployment of a person who has been previously retired and who has not reached the compulsory retirement age of 65.

d. Reappointment — is the re-issuance of an appointment during reorganization, devolution, salary standardization, re-nationalization or similar events. Reappointment presupposes no gap in the service.

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e. Reinstatement — is the issuance of an appointment to a person who has been previously appointed to a position in the career service and who has, through no delinquency or misconduct, been separated therefrom or to one who has been exonerated of the administrative charges unless the decision exonerating him specifies restoration to his previous position.

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It is understood that one who has been exonerated or who has been illegally terminated is deemed not to have left the service.

f. Renewal — refers to the subsequent appointment issued upon the expiration of the appointment of the contractual/casual personnel, or temporary appointment, if a qualified eligible is not actually available, as certified by the Civil Service Regional Director or Field Officer. Renewal presupposes no gap the service.

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g. Demotion — is the movement of an employee from one position to another with reduction in duties, responsibilities, status or rank, which may or may not involve reduction in salary and is not disciplinary in nature

In case a demotion involves reduction in salary but is non-disciplinary, a written consent shall be secured from the demoted employee.

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h. Upgrading/Reclassification — refers to the change in position title with the corresponding increase in salary grade. Positions are upgraded in order to attain effectively the functions and duties attached to the position and for the employee to perform an all-around adaptability in meeting diverse work assignments. This requires issuance of appointment.

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Upgrading/Reclassification usually involves abolition and collapsing of positions which the agency finds insignificant to augment the salaries assigned to the upgraded/reclassified position.

The incumbent of a position in a permanent capacity which has been upgraded/reclassified shall be appointed to the upgraded/reclassified position without change in employment status, irrespective of whether or not he meets the qualification requirements therefor. However, he shall no longer be promoted to the next higher position unless he meets the qualification requirements of the position involved.

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However, Item No. 9, Part I [General Policies] of the Revised Policies on Qualification Standards [CSC Res. No. 030962/CSC MC No. 12, s. 2003] provides that “there shall be no reclassification and/or upgrading of positions except when the position is actually vacant, and its filing-in shall be subject to approved qualification standards.

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Section 5. Adjustments or movements of personnel – which do not involve changes in position title, rank or status do not need the issuance of an appointment, provided that the existing appointment does not specify the working station. Such adjustments shall include the following:

a. Change in item number onlyb. Salary adjustmentc. Step-incrementd. Reinstatement [to the same position]

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Section 6. Other Personnel Movements. The following personnel movements which will not require issuance of an appointment shall nevertheless require an office order by duly authorized official.

a. Reassignment*-- movement of an employee across the organizational structure within the same department or agency, which does not involve a reduction in rank, status or salary.

[*CSC Res #041458/CSC MC No. 2, s. 2005]

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Reassignment shall be governed by the following rules:

1. These rules shall apply to employees appointed to first and second level positions in the career and non-career services. Reassignment of third level appointees is governed by the provisions of Presidential Decree No. 1

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2. Personnel movements involving transfer or detail should not be confused with reassignment since they are governed by separate rules.

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3. Reassignment of employees with station-specific place of work indicated in their respective appointments shall be allowed only for a maximum period of one [1] year. An appointment is considered station-specific when the particular office or station where the position is located is specifically indicated on the face of the appointment paper. Station specific appointment does not refer to specified plantilla item number since it is used for purposes of identifying the particular position to be filled or occupied by the employee.

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4. If appointment is not station-specific, the one-year maximum period shall not apply. Thus, reassignment of employees whose appointments do not specifically indicate the particular office or place of work has no definite period unless otherwise revoked or recalled by the Head of Agency, the Civil Service Commission or a competent court.

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5. If an appointment is not station-specific, reassignment to an organizational unit within the same building or from one building to another or contiguous to each other in one work area or compound is allowed. Organizational unit refers to sections, divisions, and departments within an organization.

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6. Reassignment outside geographical location if with consent shall have no limit. However, if it is without consent reassignment shall be for one (1) year only. Reassignment outside geographical location may be from one Regional Office [RO] to another RO or from the RO to the Central Office [CO] and vise-versa.

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7. Reassignment is presumed to be regular and made in the interest of public service unless proven otherwise or if it constitutes constructive dismissal. Constructive dismissal exists when an official or employee quits his or her work because of the agency head’s unreasonable, humiliating, or demeaning actuations, which render continued work impossible because of geographic location, financial dislocation and performance of other duties and responsibilities inconsistent with those attached to the position. Hence, the employee is deemed illegally dismissed. This may occur although there is no diminution or reduction in rank, status or salary of the employee.

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Reassignment that constitutes constructive dismissal may be the following:

a. Reassignment of an employee to perform duties and responsibilities of his/her position such as from a position of dignity to a more servile or menial job.

b. Reassignment to an office not in the existing organizational structure.

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c. Reassignment to an existing office but the employee is not given any definite duties and responsibilities;

d. Reassignment that will cause significant financial dislocation; and

e. Reassignment that is done indiscriminately or whimsically because the law is not intended as a convenient shield for the appointing/disciplining authority to harass or oppress a subordinate on the pretext of advancing and promoting public interest.

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b. Detail* -- temporary movement of an employee from one department or agency to another which does not involve a reduction in rank, status or salary.

The employee detailed receives his salary only from his mother unit/agency.

[*CSC Res. No. 02-1181/CSC MC No. 21, s. 2002]

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Detail shall be allowed only for a maximum period of one year in the case of employees occupying professional, technical and scientific position. In the case of other employees, detail beyond one year may be allowed provided it is with the consent of the detailed employees.

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If the employees believes that there is no justification for the detail, he may appeal his case to the Commission. Pending appeal, the detail shall be executory unless otherwise ordered by the Commission.

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c. Secondment—movement of an employee from one department or agency to another which is temporary in nature and which may or may not require the issuance of an appointment which may either involve increase in compensation and benefits.

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Acceptance thereof is voluntary on the part of the employee [As amended by CSC MC No. 15, s. 1999]

Secondment shall be governed by the following general guidelines:

i. Secondment shall be limited to employees occupying managerial, professional, technical and scientific positions.

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ii. Secondment to international bodies/organizations recognized by the Philippines government may be allowed.

iii. Secondment for a period of one year or more shall be subject to approval by the Commission. In case the secondment of less than one year is extended and such extension shall cover a total period of one year or more, the extension shall be subject to the Commission’s approval. [As amended by CSC MC No. 15, s. 1999]

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iv. Approval of the secondment shall be subject to the following conditions:

1. A Memorandum of Agreement or contract for secondment between the mother and receiving agency and concurred in by the employee shall be submitted to the CSC within 30 days from signing of the contract

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2. The period of secondment shall be for a maximum of three (3) years except otherwise provided by law or as required under bilateral/multilateral agreements. [As amended by CSC MC No. 15, s. 1999]

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v. Any violation of the provisions of the Memorandum of Agreement shall be ground for discontinuance thereof without prejudice to the filing of disciplinary action against the person/s responsible for the violation. [As amended by CSC MC No. 15, s. 1999]

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vi. Acceptance of scholarship by secondment employee shall terminate the secondment. [As amended by CSC MC No. 15, s. 1999]

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vii. Payment of salaries of seconded employee shall be borne by the receiving agency. In case of a higher compensation covered by a duly issued appointment within the Philippine Government, the same may be used for the purpose of computing his retirement benefits but not for the purpose of commutation of leave credits earned in the mother agency. In case of a lower compensation, the mother agency shall pay the difference. This rule does not apply in case of secondment to international agencies.

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viii. The secondment employee shall be on leave without pay in his mother agency for the duration of his secondment, and during such period, he may earn leave credits which are commutable immediately thereafter and payable by the receiving agency.

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d. Job Rotation – the sequential or reciprocal movement of an employee from one office to another or from one division to another within the same agency as a means for developing and enhancing the potentials of people in an organization by exposing them to the other work functions of the agency.

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e. Designation – is merely an imposition of additional duties to be performed by a public official which is temporary and can be terminated anytime at the pleasure of the appointing authority. [As amended by CSC MC No. 15, s. 1999]

[CSC Res. No. 05-0157 [CSC MC No. 6, s. 2005]

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Guidelines on Designation in the Civil Service

1. Employees to be designated should hold permanent appointments to career positions.

2. Designees can only be designated to positions within the level they are currently occupying. However, Division Chiefs may be designated to perform the duties of third level positions.

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First level personnel cannot be designated to perform the duties of second level positions.

3. For positions with incumbents who temporarily cannot perform the duties of the position [vacation or sick leave, study leave, scholarship, maternity leave, special assignments], the designation should be synchronized with the absence of the incumbent provided that in no case shall a designation exceed one (1) year.

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4. For position without incumbents, a designation may be made only for a maximum of one (1) year.

5. Designation shall be made through an office order issued by the head of Agency or the Head of Office concerned

6. Designees cannot be granted the salaries of the positions they are being designated to, except allowances that go with the performance of the functions as RATA.

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RULE IVEFFECTIVITY OF APPOINTMENT

Section 1. An appointment issued in accordance with pertinent laws and rules shall take effect immediately upon its issuance by the appointing authority, and if he appointee has assumed the duties of the position, he shall be entitled to receive his salary at once without awaiting the approval of his appointment by the Commission. The appointment shall remain effective until disapproved by the Commission. In no case shall an appointment take effect earlier that the date of its issuance.

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In the case of local governments units, appointment requiring concurrence of the Sangguniang Panlalawigan/Bayan the effectivity thereof shall be the date of its issuance by the appointing authority provided the effectivity of said appointment shall end the moment the local sanggunian rejects or disapproved it. [Amended by CSC MC No. 2, s. 2007]

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Section 2. No appointment shall be made effective earlier that the date of issuance. In the case of change of status in view of having acquired a civil service eligibility or in case of a teacher having acquired a valid certificate of registration and valid professional license, the date of effectivity is the date of issuance of the permanent appointment, not the date the deficiency in qualification standards was no met or proof thereof was presented [Amended by CSC MC No. 6, s. 2007]

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Section 3. In the case of temporary appointment, the twelve months period of its effectivity shall be reckoned from the date of issuance of the appointment and not from the date the appointee assumes the duties of the position.

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Section 4. No official or employee shall be required to assume duty without being furnished with a copy of his appointment after it is issued by the appointing authority. The appointee shall acknowledge receipt of the appointment by signing on the duplicate and other copies of said appointment.

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Officials and employees who rendered actual services pursuant to defective appointments or without any appointment except those who have already retired, may request the inclusion of said services in their official service record in the Commission.

[CSC MC 19, 2006 lifted the cut-off date of December 31, 1996 per MC 25, 2002]

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RULE VADDITIONAL REQUIREMENTS IN

SPECIFIC CASES

Section 1. In addition to the common requirements and procedures, the following requirements and guidelines shall also be observed and the necessary documents submitted, when applicable.

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SPECIFICL CASES

a. Erasures or Alterations on Appointment. When there are erasures or alterations made on the appointment and other supporting documents, they should be duly initialed by authorized officials and accompanied by a communication specifying and authenticating all changes made.

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SPECIFICL CASES

b. Appointee With Decided Administrative/Criminal Case. If an appointee has had an administrative case, a certified true copy of the decision rendered shall be attached to the appointment. Appointment by promotion of an employee who has been found guilty in an administrative case shall be accompanied by a certification of the appointing official as to when the decision rendered became final.

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SPECIFICL CASES

c. Discrepancy in Name,Date/Place of Birth. In case of discrepancy in the name, date/place of birth of the appointee as appearing in the Report of Rating or Certificate of Eligibility and that appearing in his Personal Data Sheet [CS Form 212], the correct name, date/place of birth shall be ascertained in accordance with the following requirements and procedures:

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SPECIFICL CASES

Pursuant to CSC Resolution No. 01-1813 dated November 20, 2001 [CSC MC No. 31, s. 2001], the Commission adopts the following new guidelines to be used in processing requests for correction of personal information in the records of the Commission:

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1. All requests for correction and/or change of names/or dates of birth appearing in the records of this Commission must be filed at the Civil Service Commission Regional Office Concerned.

2. The said requests must be accompanied by a copy of the birth certificate duly authenticated by the Local Civil Registrar or the city or municipality where the birth was recorded or registered or the National Statistics Office.

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3. In the case of approved petitions for correction of clerical or typographical errors and change of first name or nickname in accordance with the provisions of Republic Act No. 9048 and its implementing rules and regulations, and corresponding change or correction of entry is being requested in the records of the Commission, the birth certificate bearing the marginal annotations of the concerned city or municipal registrar or consul general shall be submitted to the Commission in support of such request;

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4. A birth certificate issued on the basis of late registration of birth shall constitute a sufficient evidence to warrant a correction or change of information in the records of the Commission; provided that, other authenticated supporting documents are submitted including: [CSC MC No. 20, s. 2006]

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a. Baptismal Certificate, unless it has been lost or destroyed during a war, fire, natural calamity or any other fortuitous event as certified by the proper church authority or if the requesting party was not issued any baptismal certificate or other individuals who were not baptized. However, other authentic and reliable documents in lieu of a baptismal certificate, which shows the information or date requested to be corrected, must be submitted as mentioned in letter ‘c’ hereunder;

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b. Affidavit of Two (2) Disinterested Witnesses

b. Other Employment, Personal, or School Records which would support the entry reflected in the delayed registered birth certificate and which entry is requested to be reflected in the records of the Commission as the true and correct entry.

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d. Comelec Ban. When an appointment covered by the period of prohibition is to be issued, prior exemption from the COMELEC shall be secured and attached to the appointment.

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e. LGU Appointment. Appointment in local government units for submission to the Commission shall be accompanied, in addition to the common requirements, by the following:

i. Certification by the proper authority that such appointment is issued in accordance with the limitations provided for under Section 325, RA 7160.

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ii. Certification by the Municipal/ City/Provincial Accountant/Budget Officer that funds are available.

iii. For Appointment to department head, Sanggunian Resolution embodying the concurrence of the majority of its members as provided for under Section 443 (d), RA 7160; provided, that if said appointment is not concurred in by the Sanggunian within fifteen (15) days, certification to that effect by the HRMO shall be issued in lieu of the required resolution.

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f. Appointments Involving Change of Status. Appointment involving change of status from temporary to permanent falling under the categories specified in MC No. 11, s. 1996 shall accompanied by the following:

i. For Category I, appointee’s TESDA certificate and the corresponding CS Eligibility;

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iii. For Category IV, appropriate valid licenses, such as driver’s license from the Land Transportation Office and operator’s license from the National Telecommunications Commission for Radio/Radiophone Operators.

ii. For Category II, appointee’s performance ratings for the two rating periods during his temporary appointment as certified by the appointing authority;

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g. Non-Disciplinary Demotion. Appointment involving demotion which is not disciplinary in nature shall be accompanied by a (1) certification of the agency head that the demotion is not the result of an administrative case; and (2) written consent by the employee that he interpose no objection to his demotion.

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h. Licenses. When a license is required by special law for the exercise of a profession or vocations, an appointee must possess the necessary license before he may be appointed. Examples of this are the licenses issued by the Professional Regulations Commission and the Supreme Court.

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RULE VISUBMISSION, APPROVAL/

DISAPPROVAL OF APPOINTMENT

Section 1. An appointment shall be submitted to the Commission within thirty (30) calendar days from the date of issuance, which shall be the date indicated below the signature of the appointing authority. Otherwise it shall be made effective thirty (30) days prior to the date of submission to CSC.

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In case of appointments issued by accredited agencies, the Report of Personnel Actions (ROPA) together with photocopies of appointments issued during the month shall be submitted within 15 days of the succeeding month. Appointments not submitted within the prescribed period shall be made effective 30 days prior to date of submission.

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If the appointee does not assume office within thirty (30) calendar days from receipt of the approved appointment, the same may be cancelled by the appointing authority and reported to the Commission for record purposes. The position is automatically deemed vacant without the need for an approval or declaration of the Commission.

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Section 2. Request for reconsideration of, or appeal from, the disapproval of an appointment may be made by the appointing authority and submitted to the Commission within fifteen (15) calendar days from receipt of the disapproved appointment.

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Section 3. When an appointment is disapprove, the services of the appointee shall be immediately terminated, unless a motion for reconsideration or appeal is seasonably filed.

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If the appointment was disapproved on grounds which do not constitute a violation of civil service law, such as failure of the appointee to meet the Qualification Standards (QS) prescribed for the position, the same is considered effective until disapproved by the Commission or any of its regional or field office. The appointee is meanwhile entitled to payment of salaries from the government.

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If a motion for reconsideration or an appeal from the disapproval is seasonably filed with the proper office, the appointment is still considered to be effective. The disapproval becomes final only after the same is affirmed by the Commission.

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Section 4. The appointing authority shall be personally liable for the salary of appointees whose appointments have been disapproved for violation of pertinent laws such as the publication requirement pursuant to RA 7041.

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Section 5. The appointee whose appointment was approved but made effective thirty (30) days prior to date of submission to the Commission, shall be entitled to payment of salary from the government immediately following the effectivity of appointment. The salaries of the appointee for actual services rendered before the approved effectivity date shall be the liability of whoever caused the delay.

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RULE VIIRESPONSIBILITIES OF THE HUMAN

RESOURCE MANAGEMENT OFFICER/PERSONNEL OFFICER

Section 1. The Human Resource Management Officer (HRMO), Personnel Officer (PO) or the duly authorized personnel in charge of personnel matters shall: a. Review thoroughly and check the

completeness of all the requirements and supporting papers in connection with all cases of appointments before submission to the Commission.

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b. Sign the following certification at the back of the appointment

i. Certification as to the completeness of the requirements

ii. Certification that the vacant position to be filled has been duly published

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c. Ensure that the Chairman of the Personnel Selection Board (PSB) has signed the certification at the back of the appointment, when applicable. The Human Resource Management Officer shall be a regular member of the PSB.

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d. Ensure that all questions in the Personal Data Sheet (CS Form 212) of the appointee are answered properly and completely with his recent photograph attached, his right thumbmark affixed and his current Community Tax Certificate indicated therein.

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e. Furnish appointee with a photocopy of his appointment for submission to the Commission. Ensure that appointee acknowledges receipt of a photocopy of said appointment by signing on the duplicate and other copies thereof.

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f. Submit appointments with the prescribed transmittal form indicating the names of the appointees, their position and the corresponding date of issuance

g. Officially transmit to the appointee original copy of his appointment acted upon the Commission.

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h. Submit a quarterly report of employee accession and separation to the Commission

i. Submit ROPA, copies of appointments with supporting documents within fifteen (15) days of the succeeding month for accredited agencies.

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j. Submit certified copies of licenses and ensure that the same are renewed.

k. Ensure the oath taking of concerned appointees.

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Sec. 2. Failure of the HRMO, PO or the duly authorized personnel in charge of personnel matters to perform any of the above responsibilities shall be a ground for administrative disciplinary action for neglect of duty which the head of agency or the Commission can initiate.

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RULE VIIIDOCUMENTS TO BE RETAINED

IN THE AGENCY

Sec. 1. In addition to the common and other applicable requirements, the following documents shall be retained in the agency and filed in the 201 files of the appointees:

a. Position Description Form (BC-CSC Form No. 1) – for all types of appointments, except for change of status.

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IN THE AGENCY

b. Medical Certificate (CS Form 211) – for original appointment and reemployment. The physician must state if the appointee is fit for employment.

The results of the Pre-employment Mental-Physical-Medical examinations consisting of Blood Test, Urinalysis, Chest X-ray, Drug Test, and Neuropsychiatric Exam, shall be attached to the medical certificate for employment.

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IN THE AGENCY

c. Clearances. The NBI Clearances is required for original appointment and reemployment

d. The Result of the neuro-psychiatric examination is required for original appointment to position which involve the maintenance of peace and order and the protection of life and property.

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IN THE AGENCY

e. Performance Rating. For purposes of promotion or transfer, the following shall be required:

i. For appointment by promotion, the Performance Ratings of the appointee for the last two rating periods and prior to the effectivity date of the appointment which should be at least very satisfactory.

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IN THE AGENCY

ii. Performance ratings for the last “two” rating periods prior to the scholarship grant, which should be at least very satisfactory shall be used as basis for promotion of the appointee-scholar

iii. For appointment by transfer, the performance rating for the semester immediately preceding the transfer from the former office or agency.

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RULE IXPUBLICATION OF

VACANT POSITIONS[CSC MC No. 20, s. 2002 as amended by

CSC MC No. 16, s. 2005 and CSC MC No. 11, s. 2007]

Vacant positions marked for filling shall be published in accordance with Republic Act No. 7041 [Publication Law]. The published vacant positions shall also be posted for at least ten (10) calendar days for national agencies and for at least 15 calendar days for LGUs. Other mode of publication shall be considered.

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VACANT POSITIONS

The following positions are exempt from the publication and posting requirements:

1. Primarily Confidential positions;

2. Positions which are policy determining

3. Highly Technical

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VACANT POSITIONS

4. Co-terminous with the appointing authority or limited to the duration of a particular project; and

5. Positions to be filled by existing regular employees in the agency in case of reorganization.

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VACANT POSITIONS

Filling of vacant positions in the national government agencies (NGAs) government owned or controlled corporations (GOCCs), and state universities and colleges (SUCs) shall be made after (10) calendar days from their publications; and in the local government units (LGUs) it shall be made after fifteen (15) calendar days from their publication.

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VACANT POSITIONS

The publication of a particular vacant position shall be valid until filled but not to extend beyond six (6) months reckoned from the date the vacant position was published.

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VACANT POSITIONS

In the issuance of the appointment, the requirement for publication is deemed complied with if the process of application and screening started within six (6) months from publication and if the vacancy is filled not later than nine (9) months from date of publication.

Should no appointments be issued within the nine (9) months period, the agency has to cause the re-publication of the vacant position.

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VACANT POSITIONS

All government entities are enjoined to publish non-career positions such as casuals and contractual including job orders and contract of services.

All positions occupied by holders of temporary appointment shall be published and posted every six months, reckoned from the date the vacant position was last published, simultaneously with the other existing vacant positions.

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VACANT POSITIONS

In case of chain promotion, anticipated vacancies may be published simultaneously wit the existing vacant positions.

Vacant 3rd level positions in government agencies, which are authorized to be filled shall be published, publications shall include the qualification standards for each position.

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VACANT POSITIONS

For this purpose, all government entities concerned are required to submit to the CSC Central Office (CSC CO), specifically the Examination, Recruitment and Placement Officer (ERPO), a list of vacant 3rd level position authorized to be filled.

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RULE XIIIPROHIBITIONS

Sec. 1. No appointive official shall hold any other office or employment in the government unless otherwise allowed by law or by the primary functions of his position

Sec. 2. No elective official shall be eligible for appointment in any capacity to any public office or position during his tenure

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Sec. 3. No elective or appointive public officer or employee shall receive additional, double or indirect compensation, unless specifically authorized by law, nor accept without the consent of Congress, any present, emolument, office or title of any kind from any foreign government.

Pensions and gratuities shall not be considered as additional, double or indirect compensation.

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Sec. 4. A person who lost in an election (except Barangay election) shall not be eligible for appointment or reemployment to any office in the government or government-owned or controlled corporation within one year following such election

Sec. 5. An employee who files a certificate of candidacy, even if later on disqualified or has withdrawn, is still considered resigned.

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Sec. 6. An employee who resigned from the government service during the three (3) month period before any election to promote the candidacy of another shall not be reemployed during the six-month period the following such election.

Sec. 7. No detail or reassignment shall be made within three months before any election unless with the permission of the COMELEC.

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Sec. 8. No officer or employee in the civil service including members of the Armed Forces, shall engage directly or indirectly in any partisan political activity or take part in any election except to vote nor shall he use his official authority or influence to coerce the political activity of any other person or body. Nothing herein provided shall be understood to prevent any officer from expressing his views on current political problems or issues, or from mentioning the name of candidates for public office whom he supports.

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Provided, that public officers and employees holding political offices may take part in political and electoral activities but it shall be unlawful for them to solicit contributions from their subordinates or subject them to any of the acts prohibited in the Election Code.

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The term election campaign and partisan political activity refers to an act designed to promote the election or defeat of a particular candidate or candidates to a public office which shall include:

a. Forming organizations, associations, clubs, committees or other groups of person for the purpose of soliciting votes and/or undertaking any campaign for or against a candidates;

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b. Holding political caucuses, conferences, meetings, rallies, parades, or other similar assemblies, for the purpose of soliciting votes and/or undertaking any campaign or propaganda for or against a candidate;

c. Making speeches, announcements or commentaries or holding interviews for or against the election of any candidate for public office;

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d. Publishing or distributing campaign literature or materials designed to support or oppose the election of any candidate;

e. Directly or indirectly soliciting votes, pledges or support for or against a candidate

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In addition, the following specific acts are likewise considered partisan political activities and are grounds for disciplinary action.

i. Being a delegate to any political convention or member of any political committee or directorate or an officer of any political club or other similar political organizations.

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ii. Making speeches or publications to draw political support in behalf of any particular party or candidate for public office.

iii. Soliciting or receiving contribution for political purposes, either directly or indirectly

iv. Becoming publicly identified with the success or failure of any candidate or candidates.

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Sec. 9. No appointment in the national, provincial, city or municipal governments or any branch or instrumentally thereof, including government-owned or controlled corporations with original charters shall be made in favor of a relative of the appointing or recommending authority, or of the chief of the bureau or office of the person exercising immediate supervision over the appointee.

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Unless otherwise provided by law, the word “relative” and the members of the family referred to are those related within the third degree either of consanguinity or of affinity.

In the local government career service, the prohibition extends to the relatives of the appointing or recommending authority within the fourth civil degree of consanguinity or affinity.

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The following are exempted from the operation of the rules on nepotism:

a. Persons employed in a confidential capacity

b. teachers

c. physicians

d. Members of the Armed Forces of the Philippines

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The nepotism rule covers all kinds of appointments whether original, promotional, transfer and reemployment and regardless of status including casuals and contractuals except consultants.

Sec. 10. The appointing authority shall not withdraw or revoke an appointment already accepted by appointee. Such appointment shall remain in force and effect until disapproved by the Commission. However, in case an appointment is void from the beginning due to fraud on the part of the appointee or because it was issued in violation of law, the proper appointing authority may request the Commission for its withdrawal or revocation.

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Sec. 11. No person who has been dismissed or perpetually excluded/disqualified from the government service shall be appointed or reemployed unless he has been granted executive clemency.

Sec. 12. a) No person who has reached the compulsory retirement age of 65 years can be appointed to any position in the government, subject only to the exception provided under sub-section (b) hereof.

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However, in meritorious cases, the Commission may allow extension of service of a person who has reached the compulsory retirement age of 65 years, for a period of six (6) months only unless otherwise stated. Provided, that, such extension may be for a maximum period of one (1) year for one who will complete the fifteen (15) years of service required under the GSIS Law.

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A request for extension shall be made by the head of office and shall be filed with the Commission not later than three (3) months prior to date of the official/employee’s compulsory retirement.

Henceforth, the only basis for Head of Offices to allow an employee to continue rendering service after his/her 65th birthday is a Resolution of the Commission granting the request for extension. Absent such Resolution, the salaries of the said employee shall be for the personal account of the responsible official.

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Services rendered during the period of extension shall no longer be credited as government service. However, services rendered specifically for the purpose of completing the 15 years of service required under the GSIS Law shall be credited as part of government service for purposes of retirement.

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An employee on service extension shall be entitled to salaries, allowances and other remunerations, that are normally considered part and parcel of an employee’s compensation package, subject to the existing regulations on the grant thereof.

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a. 1. The following documents shall be submitted to the Commission:

1.Request of extension of services signed by the Head of Office, containing justification for the request;

2.Certification that the employee subject to request is still mentally and physically fit to perform the duties and functions of his/her position.

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3. Certified true copy of the employee’s Certificate of Live Birth;

4. Service Record of the employee if the purpose of the extension is to complete the 15-year service requirement under the GSIS law.

5. Proof of payment of the filing fee in the amount of Two Hundred Pesos (P200.00)

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b. A person who has already reached the compulsory retirement age of 65 can still be appointed to a co-terminous/primarily confidential position in the government.

A person appointed to a coterminous/primarily confidential position who reaches the age of 65 is considered automatically extended in the service until the expiry date of his/her appointment or until his/her services are earlier terminated.

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Sec. 13. Unless allowed by the Commission in meritorious cases, heads of oversight agencies and their staff are prohibited from transferring or being appointed to any position in the department/agency/office/local government unit which their unit is assigned or designated to oversee within one year after the termination of such assignment or designation.

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Sec. 14. No person appointed to a position in the non-career service shall perform the duties properly belonging to any position in the career service.

Sec. 15. No consultant, contractual or non-career employee shall be designated to position exercising control or supervision over regular and career personnel.

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Sec. 16. No discrimination shall be exercised, threatened or promised against, or in favor of, any person examined or to be examined or employed, by reason of his political or religious opinions or affiliations, sex or civil status.

Sec. 17. No changes in designation or nomenclature of positions resulting in promotion or demotion in rank or increase or decrease in compensation shall be allowed to LGUs, except when the position is actually vacant

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Sec. 18. Unless otherwise provided by law, no officer or employee shall engage directly or indirectly in any private business or profession without a written permission from the head of agency. Provided that this prohibition will be absolute in the case of those officers or employees whose duties and responsibilities require that their entire time be at the disposal of the government: Provided further, that if an employee be granted permission to engage in outside activities, the time devoted outside of office hours should be fixed by the head of the agency so that it will not impair in any way the efficiency of the officer or employee nor pose a conflict or tend to conflict with the official functions. [Provided under CSC MC No. 15, s. 1999]

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Sec. 19. 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 leave.

if promoted, the effectivity date of the promotional appointment shall be on the assumption to duty.

[CSC MC No. 3, 2001]

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RULE XIICERTAIN MODES OF SEPARATION

DOCUMENTS REQUIRED FOR RECORD PURPOSES

Sec. 1. Resignation – The following documents shall be submitted to the Commission for record purposes:

a. Voluntary written notice of the employee informing the appointing authority that he is relinquishing his position and the effectivity date of said resignation; and

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b. The acceptance of resignation in writing by the agency head or appointing authority which shall indicate the date of effectivity of the resignation.

An officer or employee under investigation may be allowed to resign pending decision of his case without prejudice to the continuation of the proceedings until finally terminated.

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Sec. 2. Dropping from the Rolls. Officers and employees who are either habitually absent or have unsatisfactory or poor performance or have shown to be physically and mentally unfit to perform their duties may be dropped from the rolls subject to the following procedures:

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2.1 Absence Without Approved Leavea. An officer or employee who is continuously

absent without approved leave (AWOL) for at least thirty (30) working days shall be considered on absence without official leave (AWOL) and shall be separated or dropped from the rolls without prior notice. However, when it is clear under the obtaining circumstances that the official or employee concerned, has established scheme to circumvent by incurring substancial absences though less than thirty working (30) days 3x in a semester such that a pattern is already apparent, dropping from the rolls without notice may likewise be justified.

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b. If the number of unauthorized absences incurred less than thirty (30) working days, a written Return-to Work order shall be served on the official or employee at his last known address on record. Failure on his part to report for work within the period stated in the order shall be ground to drop him from the rolls. [As amended by CSC MC No. 13, s. 2007]

2.1 Absence Without Approved Leave

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2.2 Unsatisfactory or Poor Performance

a. An official or employee who is given two (2) consecutive unsatisfactory ratings may be dropped from the rolls after due notice. Notice shall mean that the officer or employee concerned is informed in writing of his unsatisfactory performance for a semester and is sufficient warned that a succeeding unsatisfactory performance shall warrant his separation from the service. Such notice shall be given not later than 30 days from the end of the semester and shall contain sufficient information which shall enable the employee to prepare an explanation.

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2.2 Unsatisfactory or Poor Performance

b. An official or employee, who for one evaluation period is rated poor in performance, may be dropped from the rolls after due notice. Due notice shall mean that the officer or employee is informed in writing of the status of his performance not later than the 4th month of that rating period with sufficient warning that failure to improve his performance within the remaining period of the semester shall warrant his separation from the service. Such notice shall also contain sufficient information which shall enable the employee to prepare an explanation.

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2.3 Physically and Mentally Unfit

a. An officer or employee who is continuously absent for more than one (1) year by reason of illness may be declared physically unfit to perform his duties and the head of office in the exercise of his sound judgment may consequently drop him from the rolls.

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b. An officer or employee who is intermittently absent by reason of illness of at least 260 working days during a 24-month period may also be declared physically unfit by the head of office.

c. An officer who is behaving abnormally for an extended period which manifests continuing mental disorder and incapacity to work as reported by his co-workers or immediate supervisor an confirmed by the head of office, may likewise be dropped from the rolls.

2.3 Physically and Mentally Unfit

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For the purpose of the three (3) preceding paragraphs, notice shall be given to the employee containing a brief statement of the nature of his incapacity to work.

2.4 The officer or employee who is separated from the service through any of the above modes has the right to appeal his case to the Commission or its regional office within fifteen (15) days from receipt such order or notice of separation.

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2.5 The order of separation is immediately executory pending appeal, unless the Commission on meritorious grounds, directs otherwise;

2.6 This mode of separation from the service for unauthorized absences or unsatisfactory or poor performance or physical and mental incapacity is non-disciplinary in nature and shall not result in the forfeiture of any benefit on the part of the official or employee nor in disqualifying him from reemployment in the government;

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2.7 The written notice mentioned in the preceding paragraphs may be signed by the person exercising immediate supervision over the official or employee. However, the notice of separation shall be signed by the appointing authority or head of office.

Sec. 3. Dismissal. A Certified true copy of the decision rendered where the penalty of dismissal was imposed shall be submitted to the Commission.

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Sec. 4. Other Modes. For other modes of separation such as termination/expiration of temporary appointment, retirement, or death, a notice stating the date of such separation shall be submitted to the Commission.

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RULE XQUALIFICATION STANDARDS

PART I. General Policies [CSC MC No. 12, s. 2003 CSC MC 6, s. 2004,

MC 17, S. 2005 and MC 14, s. 2006]

1. Qualification Standards are the minimum and basic requirements for positions in the government. These shall serve as the basic guide in the selection of personnel and in the evaluation of appointments to all positions in the government.

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2.Qualification Standards shall be established for all positions in the Index of Occupational Services (IOS) or positions subsequently created and approved in accordance with existing laws, policies, rules and regulations. Qualification Standards , which have been established and approved by the Commission for positions in a particular sector, may be adopted for the same position titles in other government sectors.

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Appointments to positions in government without qualification standards approved by the Civil Service Commission (CSC) shall be disapproved or invalidated.

Agencies are encourage to set specific or higher standards for their positions. These standards shall be submitted to the Commission for approval, and once approved, they shall be adopted by the Commission as qualification standards in the attestation of appointments of the agency concerned.

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3. Qualification Standards that are subsequently prescribed by a special law shall prevail.

4. Qualification Standards for positions with generic or specific titles shall be established based on the set of duties and responsibilities indicated in the Position Description Form (PDF), which the Department of Budget and Management (DBM) used in the classification and salary grade allocation of the positions.

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5. Appointees to career service positions must meet the education, training, experience, and eligibility requirements prescribed in the Qualification Standards Manual, unless otherwise determined by the Commission.

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6. Appointees to casual, contractual, and co-terminous positions that are not primarily confidential in nature must meet the education, training, and experience requirements prescribed in the Qualification Standards Manual. Eligibility is not required for appointment, but preference should be given to the civil service eligibles. However, if the duties of the positions involve the practice of a profession regulated by the Philippine Bar/Board laws, and/or require licenses such as those required for positions listed under Category IV of MC No. 11, s. 2006, the corresponding professional license and/or certificate of registration shall be required.

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7. The Commission may allow agencies to established qualification standards for their positions belonging to the following categories:a. Positions declared by the Commission as

primarily confidential in nature are exempted from the qualification standards requirements prescribed in the Qualification Standards Manual, except those whose duties involve the practice of a profession regulated by the Philippine BAR/Board laws and/or require licenses such as those required for positions listed under Category IV of CSC MC 11, s. 1996.

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b. Highly specialized positions with highly specialized and unique duties requiring specialized education, training or skills which may not be acquired through formal education, training programs, or experience gained from service-wide positions.

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c. Highly skilled positions are those listed in Category II of MC 11, s. 2006 and those that may be subsequently determined by the Commission.

Highly skilled positions is one that requires skills acquired through specialized education or training for which no skills test is available. These skills cannot be measured by the usual paper and pencil test, but through actual work performance and other tests of merit and fitness.

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8. Incumbents of position under permanent status who are reappointed to the same or comparable positions during reorganization are considered having met the qualification standards for the positions.

9. There shall be no reclassification and/or

upgrading of positions except when the position is actually vacant , and its filling-in shall be subject to approved qualification standards.

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Exemptions:

Teaching group

School, college and university librarian group

Faculty members

[CSC MC No. 6, s. 2004]

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10. Unless otherwise provided by law or exempted by the Commission, the education requirement for division chief positions is a master’s degree earned from a reputable institution recognized by CHED.

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In case the master’s degree was obtained from an institution not included in any of the CHED listings, the concerned parties are required to secure a certification from CHED that said institution is classified as a reputable college or university.

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Part II. On Education

Education refers to the formal or non-formal academic, technical, or vocational studies that will enable the candidate to successfully perform the duties and responsibilities in the Position Description Form (PDF) of the position to be filled.

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Part II. On Education

For one to meet the two years studies in college requirement in the Qualification Standards Manual, one must have earned from a CHED recognized institution at least 72 academic units leading to a degree or has completed a two-year collegiate technical course with at least 9 units in either English or Mathematics or a combination of both in the curriculum.

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Illustration

Graduation from two-year vocational courses, such as Diesel Mechanic, Computer Technician, Radio Operator and Technician, Refrigerator Technician courses with 9 units in either English or Mathematics or a combination of both, or completion of 72 academic units leading to any bachelor’s degree is equivalent to completion of two years studies in college.

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To meet the relevant bachelor’s degree requirement in the Qualification Standards Manual, the appointee must have completed from a CHED-recognized college or university a bachelor’s degree whose curriculum either includes, or is supplemented by, 12 academic units of the subject or course, which will enable the candidate to successfully perform the duties and responsibilities of the position to be filled listed in the Position Description Form.

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ILLUSTRATION 1

A graduate of any bachelor’s degree with 12 units in Accounting, Mathematics, or Economics in the curriculum may be appointed to position of Financial Analyst, Fiscal Examiner, or Licensing Officer.

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ILLUSTRATION 2

A graduate of Bachelor of Science in Nursing who has earned the 12 units in Accounting may be considered for appointment to position of Budget Officer or Cashier.

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Certification issued by CHED that a one-year diploma post-graduate course acquired from foreign or local institutions is equivalent to a master’s degree shall be considered appropriate for meeting the education requirement for appointment to division chief positions.

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Completion of the degrees of Bachelor of Laws and Doctor of Medicine from a CHED-recognized institution shall be considered appropriate education for appointment to division chief positions or positions requiring a master’s degree the duties of which do not involve practice of profession covered by bar/board laws.

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Persons who were conferred first and second level civil service eligibilities when substitution of experience and training for deficiency in education was allowed (last Qualifying Examination was held on June 17, 1979) shall be considered having met the education requirement for appointment to the corresponding level of positions. Those who were allowed to take the CSC Prof and SubProf on as before November 29, 1992 shall be considered or having met the education requirement for appointment to corresponding level of position not covered by bar/board law [CSC MC No. 6, s. 2004]

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ILLUSTRATION 1

A person who possess a Career Service Professional (Qualifying) eligibility who has not earned a bachelor’s degree may be appointed to the position of Administrative Officer II provided he/she meets the experience and training requirements of the position.

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ILLUSTRATION 2

A high school graduate with Career Service Sub-Professional (Qualifying) eligibility may be appointed to the position of Secretary II provided he/she meets the experience and training requirements of the positions.

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The following positions are exempt from the master’s degree requirement:

a. Division Chief positions whose duties and responsibilities belong to the same occupational group or functionally related positions as that of the professions regulated by bar or board laws. An RA 1080 eligible may be appointed thereto even without a master’s degree. However, for an non-RA 1080 eligible to be appointed to a division chief position in the same occupational group or functionally related position, he/she must have master’s degree. [CSC MC No. 17, s. 2005]

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ILLUSTRATION No. 1

An RA 1080 (CPA) eligible who does not have a master’s degree can be appointed to the position of Financial and Management Officer II (SG 24). A division chief position. However, a relevant master’s degree shall be required if a non-CPA will be appointed to FMO II position.

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Part III. On Experience

1. Relevant experience refers to previous employment or jobs or volunteer work on a full time basis in either the government or private sector, whose duties, as certified by the Human Resource Management Officer or authorized officials of the previous employer, are functionally related to the duties in the Position Description Form of the position to be filled.

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2. Experience in first level positions may be considered for meeting the experience requirement of second level positions when acquired in the same occupational group or functionally related positions.

ILLUSTRATION

Experience as Engineering Assistant may be considered as relevant for purposes of meeting the experience requirement for Engineer II position.

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3. Relevant experience acquired through a designation covered by an Office or Memorandum Order may be considered for meeting the experience requirement in the Qualification Standards Manual.

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Part IV. On Training

1. Relevant training refers to formal or non-formal training courses such as seminars, workshops, and others that will enhance one’s knowledge, skills, capabilities, and attitude, and enable the candidate to successfully perform the duties and responsibilities as indicated in the Position Description Form of the Position to be filled.

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2. Human Resource Development (HRD) interventions or non-formal interventions, such as coaching, mentoring, job rotation, and others that are supported by certificates issued by the HRMO or authorized official from the government or private sector shall be considered training for meeting the training requirements in the Qualification Standards Manual, provided they are relevant to the position to be filled.

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3. Training acquired from any CSC-accredited institution shall be considered for meeting the training requirement in the Qualification Standards Manual, provided it is relevant to the position to be filled.

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4. The Commission may consider training acquired from non-accredited training institutions under any of the following meritorious cases:

a. Not available in CSC-accredited training institutions;

b. Conducted by reputable local/foreign institutions; or

c. Other cases considered meritorious by the Commission.

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Part V. On Eligibility

Eligibility refers to the result of passing a merit and fitness test which may be determined as far as practicable by competitive examination, or based on highly technical qualifications or other tests of merit and fitness conducted by the Civil Service Commission, or other examinations jointly designed and coordinated by the departments or agencies with the assistance of or in coordination with the CSC, or the Professional Regulation Commission (PRC) conducted board examinations, the Supreme Court conducted bar examinations, the CESB conducted CES examinations, or TESDA conducted crafts and trades examinations.

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First level eligibilities are appropriate for appointment to positions in the first level. They do not apply to those covered by bar/board/special laws, and other special eligibilities as may be determined by the Commission or those that require licenses such as those positions listed under Category IV of CSC MC 11, S. 1996 as amended.

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Second level eligibilities are appropriate for appointment to positions in the second and first level. They do not apply to those covered by bar/board/special laws, and other special eligibilities as may be determined by the Commission or those that require licenses such as those positions listed under Category IV of CSC MC 11, S. 1996 as amended.

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Third level eligibilities are appropriate for appointment to all levels of positions, except those covered by bar/board/special laws and those that require other special eligibilities as may be determined by the Commission.

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Eligibilities resulting from passing the bar/board examinations shall be required for appointment to positions the duties of which constitute the practice of profession(s) regulated by the Philippine BAR/Board laws.

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Eligibilities resulting from bar/board examinations which require completion of a bachelor’s degree shall be considered appropriate to positions for which the examinations were given, and to other first and second level positions not covered by bar/board/special laws and/or those that require other special eligibilities as may be determined by the Commission or those that require licenses such as those positions listed under Category IV of CSC MC 11, s. 1996 as amended.

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The Barangay Official Eligibility shall be considered appropriate for appointment to first level positions in the career service including those in the Fire and Jain Bureaus, except positions covered by board laws and/or those that require other special eligibilities as determined by the Commission or those that require licenses such as those positions listed under Category IV of CSC MC 11, s. 1996 as amended.

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Passing the Napolcom examination shall be considered as appropriate only for appointment to uniformed personnel positions in the PNP. This does not confer a civil service eligibility.

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CSC-NCR Information Technology Group GJ

MERIT SELECTION PLAN (MSP)(REVISED POLICIES)

CIVIL SERVICE COMMISSION - REGION 4

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BASIC POLICIES

1. Selection for appointment

open to all qualified men and women

in accordance with the principle of merit and fitness

equal employment opportunity for men and women provided, they meet the minimum requirement of the position


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Rule V, Chapter 5 of EO #292PERSONNEL POLICIES AND

STANDARDS

Sec. 21. Recruitment and Selection of Employees. - (1) Opportunity for government employment shall be open to all qualified citizens and positive efforts shall be exerted to attract the best qualified to enter the service. Employees shall be selected on the basis of fitness to perform the duties and assume the responsibilities of the positions.


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Art. 165. Recruitment and Selection. – Opportunity for employment in an LGU shall be open to all qualified candidates. Utmost effort shall be exerted to attract the best qualified to enter the local government service. Employees shall be selected on the basis of merit and fitness.


Rule XXI, IRR of RA 7160

[Local Government Code]

Human Resource Management and Development

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BASIC POLICIES NO DISCRIMINATION

in the selection on account of

gender

civil status

disability

religion

ethnicity

political affiliation

Coverage of the MPP

all levels of position

original appointments

other related personnel actions


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a) The first level shall include clerical, trades, crafts, and custodial service positions which involve non-professional or subprofessional work in a non-supervisory or supervisory capacity requiring less than four years of collegiate studies;


Sec. 8. Classes of Positions in the Career Service. - (1) Classes of positions in the career service appointment to which requires examinations shall be grouped into three major levels as follows:

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(b) The second level shall include professional, technical, and scientific positions which involve professional, technical, or scientific work in a non-supervisory or supervisory capacity requiring at least four years of college work up to Division Chief level; and

c) The third level shall cover positions in the Career Executive Service.


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When a vacancy occurs in a position in the first level of the Career Service as defined in Section 6, the employees in the department who occupy the next lower positions in the occupational group under which the vacant position is classified, and in other functionally related occupational groups and who are competent, qualified and with the appropriate civil service eligibility shall be considered for promotion.


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When a vacancy occurs in a position in the second level of the Career Service as defined in Section 8, the employees in the government service who occupy the next lower positions in the occupational group under which the vacant position is classified and in other functionally related occupational groups and who are competent, qualified and with the appropriate civil service eligibility shall be considered for promotion.


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If the vacancy is not filled by promotion as provided herein the same shall be filled by transfer of present employees in the government service, by reinstatement, by re-employment of persons separated through reduction in force, or by appointment of persons with the civil service eligibility appropriate to the positions.


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BASIC POLICIES

Consideration for permanent appointment first, second and third level position applicants

COMPETENT, QUALIFIED AND

CIVIL SERVICE ELIGIBLEadditional requirement for third level positions

EXECUTIVE AND MANAGERIAL COMPETENCE


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BASIC POLICIES

Publication of vacant positions in accordance with RA 7041

published vacant positions by posting in 3 conspicuous places

other modes of publication (CSC Bulletin of Vacant Positions, newspaper, internet, etc.)


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BASIC POLICIES

Filling of vacant positions

NGAs, GOCCs, SUCs - after 10 calendar days from date of publication

LGUs - after 15 calendar days from date of publication

Validity of publication: 6 months after publication


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Rule XXII, IRR of RA 7160 Human Resource Management and

Development

Art. 167. Public Notice of Vacancy. – Whenever a local chief executive decides to fill a vacant career position, notices of vacancy shall be posted in at three (3) conspicuous public places for a period of not less than fifteen (15) days and published once in a newspaper of general circulation in the LGU concerned.


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ESTABLISHMENT OF PSB

Rule XXII, Art. 166 of IRR of RA 7160. Personnel Selection Board. – (a) There shall be established in every province, city, or municipality a personnel selection board to assist the local chief executive or where applicable the presiding officer of the sanggunian, in the judicious and objective selection of personnel for employment as well as for promotion.


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Personnel Selection Board

Rule XXII, Art. 169 of IRR of RA 7160

Promotions – (a) Promotions in local government career service shall be made in accordance with civil service law, rules and regulations.

(b) No promotion shall be made unless recommended by the personnel selection board.


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I. BASIC POLICIES

Establishment of PSBComposition (for FIRST & SECOND LEVELS)

a. Chairperson

Agency head or the authorized representative

Local chief executive for LGUs or the authorized representative

Vice-governor/vice-mayor or the authorized representative if the vacant position is in the Office of the VG/VM or in the Office of the Sanggunian


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BASIC POLICIES

PSB COMPOSITION ( for FIRST & SECOND LEVELS )

b. Division Chief or authorized career service representative of the organizational unit where the vacancy is

c. HRMO or the career service employee directly responsible for personnel management

d. Two representatives of the rank-and-file career employees

one from the 1st level employees and one from the 2nd level BOTH CHOSEN by the accredited employee association


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I. BASIC POLICIES


Rank-and-file representatives

if no accredited employee association

chosen through general assembly

- candidate with the second highest number of votes will be the ALTERNATE

other mode of selection may be conducted (secret balloting; etc.)


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BASIC POLICIES


Rank-and-file representatives

1st level – participates in the screening of candidates for 1st level positions

2nd level – participates in the screening of candidates for 2nd level positions

Both shall serve for a period of two (2) years


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BASIC POLICIES

The PSB members including the alternate representatives shall undergo an orientation and workshop on the selection and promotion process and CSC policies on appointments


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PERSONNEL SELECTION BOARD in LOCAL GOVERNMENT UNITS

Rule XXII, Art. 166 of IRR of RA 7160.

The personnel selection board shall be composed of the local chief executive or his duly authorized representative as chairman, and members to be determined by resolution of the sanggunian concerned in accordance with pertinent civil service law, rules and regulations. A representative of CSC, if any, and the local human resource management officer or his equivalent in the LGU concerned, shall be ex officio members of the board.


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COMPOSITION OF THE PSB

A. Chairperson - preferably the highest career executive service officer responsible for personnel administration

B. Members - career executive officers to be designated by the head of agency.

For third level positions (in NGAs, GOCCs, SUCs):

HRM Unit shall act as the Secretariat

for the PSB for all levels CIVIL SERVICE COMMISSION - REGION 4

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Membership of the Personnel Selection Board can be modified, provided it conforms to the composition prescribed in CSC MC No.3, s. 2001.

Agencies MAY ADD a reasonable number of members, but the prescribed composition may not be reduced.

Any change in the composition of the PSB should be reported to the CSC Regional Office or Field Office concerned. (CSC Resolution 050059 dated January 18, 2005)


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PSB members must be duly designated and their names posted in the agency bulletin board. (CSC Resolution 050059 dated January 18, 2005)

The agency head shall ensure equal representation of men and women in the PSB.


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MAJOR FUNCTION OF THE PSB(Policy No.12 of CSC MC No. 3, s. 2001

AS AMENDED by MC No.4 s. 2005)

The PSB shall assist the appointing authority in the judicious and objective selection of candidates for appointment in the agency in accordance with the approved Agency Merit Selection Plan (MSP).


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Functions of PSB in LGUs

Rule XXII, Art. 166 of IRR of RA 7160

The personnel selection board shall formulate screening procedures and shall adopt criteria for evaluating candidates for employment or promotion in the first and second levels of the local government career service

(d) The personnel selection board shall formulate policies on employee welfare in accordance with civil service law, rules and regulations.


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Functions and Responsibilities of the Personnel Selection Board (PSB)

(As amended by CSC Resolution No. 050059 dated January 18, 2005)

a. Follow strictly the process on the selection of employees for appointment in the government service;

b. Submit a comprehensive evaluation report of

candidates screened for appointment so that the appointing authority will be guided in choosing the candidates who can efficiently discharge the duties and responsibilities of the position to be filled.


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The evaluation report should not only specify whether the candidates meet the qualification standards of the position but should also include observations and comments on the candidates’ competence and other qualifications that are important in the performance of the duties and responsibilities of the position to be filled.

Likewise, information about the candidate’s preference of assignment should be mentioned in the report;


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c. Comply with the policy on the three (3)-salary grade limitation on promotion intended to minimize possible abuse of

discretion in the appointment process and

to exercise greater scrutiny in the screening of candidates.


(As amended by CSC Resolution No. 050059 dated January 18, 2005).


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. the policy on the 3-salary grade limitation

shall APPLY ONLY to PROMOTION ;

shall NOT apply to transfer, reemployment,

reappointment and reclassification/upgrading;

those who will be appointed for the first time, either to a career or non-career service position;




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incumbents of non-career service positions who are appointed to career service positions. Once promoted, said policy will apply;

Promotion from career service position to non-career service position


(As amended by CSC Resolution No. 050059 Dated January 18, 2005).


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dd. Check the approved Agency System of Ranking Positions (SRP) in identifying the next-in-rank positions to be considered in filling a vacant position. e. Ensure that the minutes of all deliberations are recorded, properly filed and maintained, which must be made accessible to interested parties upon written request, and for inspection and audit by the CSC, if necessary;




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f. Through the HRM Unit, make accessible the following information or documents upon written request;

Screening procedure and criteria for selection, and its amendments;

Policies relative to personnel actions, including the gender and development dimensions of the Merit Selection Plan; and




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g. Notify all applicants assessed by the PSB of their individual rating on the basis of education, training, experience, eligibility and interview, as well as of the outcome of the evaluation of the PSB; and

h. Provide information about the individual rating of a particular applicant upon written request subject to the approval of the appointing authority.




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BASIC POLICIES

Exempted from PSB Screening

substitute appointment; however, if the position is to be filled by regular appointment, candidates should be screened by PSB

entry laborer positions

personal and confidential positions

renewal of temporary appointment

PSB Screening Candidates for First and Second level positions - PSB

Candidates for Third level positions - PSB for 3rd level composed of three (3) career executive service officials


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BASIC POLICIES

Vacancies in first and second levels Qualified next-in-rank shall

automatically be considered for promotion

PSB Assessment Fairness and impartiality

Employment of external or independent resource persons


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BASIC POLICIES

SELECTION OF CANDIDATE FOR APPOINTMENT

The appointing authority shall be guided by the PSB’s comprehensive evaluation report of candidates screened for appointment.

In the exercise of sound discretion, he/she shall select, in so far as practicable, from among the TOP FIVE applicants deemed most qualified for appointment to the vacant position.


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Appointing authority may appoint an applicant who is not next-in-rank but possesses superior qualification and competence and has undergone selection process


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I. BASIC POLICIES

Bases for comparative assessment of competence and qualification of candidates for appointment

performance

appointment by promotion

at least very satisfactory rating for the last rating period prior to the effectivity date of appointment

appointment by transfer

at least very satisfactory rating for the last rating period immediately preceding the transfer


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I. BASIC POLICIES

successful completion of training courses accredited by the CSC,

scholarships, training grants and others which are relevant to the duties

of the position to be filled.


EDUCATION AND TRAINING – include educational background,

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I. BASIC POLICIES

EXPERIENCE AND OUTSTANDING ACCOMPLISHMENTS occupational history,


relevant work experience acquired from the public or private sector, and

accomplishments worthy of special commendation

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PSYCHO-SOCIAL ATTRIBUTES AND PERSONALITY TRAINTS – refer to the characteristics or traits of a person which involve both psychological and social aspects.

Psychological includes the way the

person perceives things, ideas, beliefs and understanding and how he/she acts and relates these things to others and in social situations.

I. BASIC POLICIES


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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.

I. BASIC POLICIES


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PROMOTION - An employee may be promoted to a position which is not more than three (3) salary, pay, or job grades higher than the employee’s present position

EXCEPT: if vacant position is next-in-rank as identified in the System of

Ranking Positions (SRP) approved by the agency head; or

the lone or entrance position indicated in the agency’s staffing pattern

I. BASIC POLICIES


245


POLICY ON THE THREE SALARY GRADE LIMITATION

shall apply only to PROMOTION.

EXEMPT Transfer Reemployment Reappointment Reclassification Original appointment Promotion from career service to non-career

service Positions belonging to the dearth category, such

as Medical Officer/Specialist & Attorney positions Unique and/or highly specialized positions, such

as Actuarial and Airways Communication positions

Vacant positions which belong to the closed career system.


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I. BASIC POLICIES

Performance rating before being considered for promotion

- at least VS for the last rating period in the present position

Employees on local or foreign scholarship, training, maternity leave may be considered for promotion

Performance rating to be considered shall be the rating immediately prior to the scholarship or training or maternity leave

if promoted, effectivity date of appointment is on the assumption to duty


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I. BASIC POLICIES

posting in 3 conspicuous places a day after issuance of the appointment for at least fifteen (15) calendar days

Promotion within six months prior to compulsory retirement shall not be allowed

Announcement of appointment


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I. BASIC POLICIES

Uses of the approved agency MPP

expeditious approval of appointments

attestation

accreditation to take final action on appointments


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I. BASIC POLICIES

Submission of MPP to the CSC and all subsequent amendments to take effect immediately upon approval

Adoption of a name or title for the agency MPP


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IV. PROCEDURE Person Responsible

1. Publication HRMO primarily confidential

policy determining

highly technical

other non-career

positions to be filled by existing regular employee in case of reorganization

positions exempted from publication


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Listing of candidates aspiring for the vacant position, either from within or outside the agency including qualified next in rank employees

HRMO

Considerations:

hiring quota - predetermined ratio of applicants

3 salary, pay or job grades limitation

employees on local or foreign scholarship, training, pregnant or on maternity leave

promotion prior to compulsory retirement


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Conduct preliminary evaluation of all candidates’ qualifications

HRMO

Further assessment for those initially found qualified

written examination

skills test

interview

others


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Notification of applicants of the outcome of the preliminary evaluation

HRMO Selection line-up

Bases for the selection line up

• PERFORMANCE EDUCATION AND TRAINING

• EXPERIENCE AND OUTSTANDING ACCOMPLISHMENTS

• PSYCHO-SOCIAL ATTRIBUTES AND PERSONALITY TRAITS

• POTENTIAL

GREATER PERCENTAGE WEIGHT SHALL BE ALLOCATED TO PERFORMANCE

HRMO


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Submission of selection line-up to PSB for deliberation en banc

Comparative Assessment of the competence and qualifications of candidates

HRMO

PSB

Ranking of qualified candidatesPSB

Recommended candidates

top five ranking candidates whose over-all point scores are comparatively at par

COMPARATIVELY AT PAR is the predetermined reasonable nearness

between point scores of candidates for appointment

established by the PSB


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Submission of list of recommended PSBcandidates for appointment to theappointing authority

Assessment of merits of Appointing authorityPSB’s recommendation

Issuance of appointment Appointing authority

Posting Announcement of appointment HRMO


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GRIEVANCE

A qualified next-in-rank employee may present his/her grievance

All complaints or grievances pertaining to selection and evaluation of applicants shall be submitted to the Agency Grievance Committee. (CSC Resolution No. 050059 dated January 18, 2005)


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GRIEVANCE

Conditions:

non-compliance with the selection process

discrimination on account of gender, civil status, disability, pregnancy, religion, ethnicity, or political affiliation

disqualification of applicant for lack of confidence of appointing authority

other violations of the provisions of the Merit Selection Plan


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Human Resource Management Officer (HRMO)


OTHER FUNCTIONS AND RESPONSIBILITIES

Disseminate copies of the agency Merit Selection Plan

Conduct Orientation within six months of MSP approval

Prepare a report Develop a system of Ranking Positions Identify vacant position that may be

enrolled in the BBP.

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Human Resource Management Officer (HRMO) Develop a plan which shall set forth the number,

knowledge and skills of personnel needed to achieve the organization’s goal, objectives and programs

Develop and maintain an updated qualification database of employees.

Develop programs to fast track the career movement of employees with superior skills.

Prepare list of candidates aspiring for the vacant position within 15 days from completion of preliminary evaluation



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Employee Submit an Updated PDS annually, if deemed

necessary and supporting documents to HRD.

PSB for 1st, 2nd and 3rd levels: Adopt a formal screening procedure Formulate criteria for evaluation of candidates Disseminate screening procedure and criteria

for selection to all officials, employees and interested applicants

Maintain records of deliberations Orient agency officials and employees on

policies relative to personnel actions



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Appointing authority Establish a Personnel Selection Board (PSB). See to it that all PSB members undergo

orientation/workshop on selection/promotion process.

Assess the merits of PSB’s recommended top five ranking applicants for appointment

Issue appointment in accordance with the agency Merit Selection Plan.


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Closed career positions which include those of faculty and academic staff of state colleges and universities together with scientific and technical positions in scientific research institution.


GUIDELINES ON HOW TO PREPARE SYSTEM

OF RANKING POSITIONS

SCOPE

The ranking system shall include all positions in the Department/Bureau/Agency classified under the first and second level of the open career service whether filled or vacant. The following positions should not be in the ranking system:

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Positions in the Career Executive Service and other positions of career officers who are appointed by the President.

Positions of commissioned Officers and unlisted men of the Armed Forces of the Philippines.

Permanent laborer positions

Positions in the non-career service such as confidential, emergency and seasonal personnel.


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NECESSARY DOCUMENTS

In preparing the system of ranking positions, the following documents are needed as references

The organizational and functional chart of the department/bureau/agency showing all the offices and other organizational units therein.

The organizational and functional chart of the department/bureau/agency showing all the offices and other organizational units therein.


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Position chart and/or staffing pattern of the department/bureau/agency indicating all positions.

PROCEDURE IN RANKING OF POSITIONS

The ranking system shall have the following captions

Position to be Filled

Location

Pay Grade

Position/sNext-inRank

Location

PayGrade


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Group the positions according to their respective occupations. Functionally-related occupational groupings should be clustered.

Example: All positions in the Accounting, Budgeting, Cashiering and financial may be grouped together.


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Rank the positions, not the officers and employees occupying them. Forget the qualifications of the incumbents.

Determine which positions are next-in-rank to another considering the hierarchical arrangement of the position taking into account Organizational structure as reflected in the approved organizational chart.


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Determine positions in other occupational groups which are functionally related to that where the position belongs and which are more or less in the same level in the hierarchy.

1st and 2nd level positions should not be ranked together next to another position.

Consider the salary attached to the position when ranking them.


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Take into account the geographical location of the position.

As a general rule it is desirable to make the area of selection as wide as possible. However, there are certain circumstances where it is better to restrict the area of selection to within an office or region.


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Example:

Position of Administrative Assistant III in an office may be considered next-in-rank to the Administrative Assistant IV in that office.

The following rule of thumb may be followed:

• When the position is low in the hierarchy and there are many of them in one location, the area of selection may be smaller.

•When the position is high in the hierarchy and there are few of them, the area of selection should be wider.


271


Example:

Position of Administrative Assistant III in an office may be considered next-in-rank to the Administrative Assistant IV in that office.

The following rule of thumb may be followed:

• When the position is low in the hierarchy and there are many of them in one location, the area of selection may be smaller.

•When the position is high in the hierarchy and there are few of them, the area of selection should be wider.

Second level positions should be identified separately from first level position.

In no instance should a first level position be ranked next to a second level position.


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Second level positions should be identified separately from first level position.

In no instance should a first level position be ranked next to a second level position.


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Example:

Position to be

Ranked

Location

Pay Grad

e

Position/s next in Ranked

Location

Pay Grad

e

PersonnelSpecialist I

OPEN 13

A residual or the lowest position within a group is declared as an “OPEN” position when that there are no positions considered next-in-rank to it.


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After completing the ranking positions, check the position listed under Column A against the position chart/staffing pattern of the agency to ensure that all positions have been listed.

Discuss the ranking system with the different chiefs of the office/department in the agency.

Prepare in final form the proposed System of Ranking Positions.


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CSC MC NO. 20, S. 2002

REVISED POLICIES ON TEMPORARY APPOINTMENTS AND

PUBLICATION OF VACANT POSITIONS

1. The revised policies on temporary appointments shall cover all positions in the first, second and third levels of the career service.


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2. Appointees under temporary status do not have security of tenure and may be separated from the service, with or without cause. As such, they shall not be considered illegally terminated and hence, not entitled to claim back wages and/or salaries and ask for reinstatement to their position.

3. Appointees under temporary status may be terminated without necessarily being replaced by another. Temporary appointees may also be replaced within the twelve month period by qualified eligibles or even non-eligibles.


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4. Appointees to Career Executive Service (CES) positions who do not possess any CES/CSEE eligibility but who were issued permanent appointments prior to the effectivity of CSC MC No.46, s. 1993 on November 26, 1993, which require a CES eligibility for third level positions or the conversion of their positions to CES positions, enjoy vested right to the position under permanent status; provide that upon transfer or promotions to other positions which require a third level eligibilty, the rules on temporary appointments shall be apply.


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5. Appointees to CES positions who do not possess any CES/CSEE eligibility but were issued permanent appointments after effectivity of CSC MC No. 46, s. 1993 but prior to the promulgation of this Resolution, with or without a condition at the back of their appointments that they will not enjoy security of tenure are considered on a temporary status. They are not required to be issued new appointments except upon transfer or promotion to other positions which require third level eligibility. In such case, they will be issued temporary appointments.


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6. Vacant positions in all levels in the career service shall be published in the Bulletin of Vacancies in the Civil Service or through other modes of publication. Published vacant positions shall likewise be posted in at least three conspicuous places in the agency for at least ten (10) working days. For local government units, filing of vacant positions shall be made after fifteen (15) calendar days from their posting and publication as provided under RA 7160 (Local Government Code of 1991). The following positions are exempt from the publication and posting requirements:


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6

Primarily confidential positions;

Positions which are policy determining;

Highly technical positions;

Coterminous with the appointing authority or limited to the duration of a particular project; and

Positions to be filled by existing regular employees in the agency in case of reorganization.


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7. All government entities are enjoined to publish non-career positions such as casuals and contractuals including job orders and contracts of services.

8. All positions occupied by holders of temporary appointments shall be published and posted every six months, reckoned from the date the vacant position was last published, simultaneously with the other existing vacant positions.


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9. In the appointment of casual and contractual employees, agency heads are enjoined to appoint those who possess civil service eligibilities.


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“ENJOINED” means that the agency heads are STRONGLY ENCOURAGED to appoint those who possess civil service eligibilities even to casual or contractual positions.

The Commission believes that this is an effective way of ensuring merit and fitness even in the non-career service.


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CSC-NCR Information Technology Group GJCSC-NCR Information Technology Group CIVIL SERVICE COMMISSION – REGION 4

RULE XICONTRACT OF SERVICES/JOB

ORDERS

Sec. 1. Contracts of Services/Job Orders, as distinguished from those covered under Sec. 2 (e) and (f), RULE III of these Rules, need not be submitted to the Commission. Services rendered thereunder are not considered government service.

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RULE XICONTRACT OF SERVICES/JOB

ORDERS

Sec. 1. Contracts of Services/Job Orders refer to employment described as follows:

a. The contract covers lump sum work or services such as janitorial, security, or consultancy services where no employer-employee relationship exist.

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b. The job order covers piece work or intermittent job of short duration not exceeding six months on a daily basis;

c. The contracts of services and job orders are not covered by Civil Service Law, Rules and Regulations, but covered by COA rules;

d. Employees involved in the contracts or job orders do not enjoy the benefits enjoyed by government employees, such as PERA, COLA and RATA.

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csc-ncr information technology group gj 1 civil service commission - region - 4

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