9/15/2010 CSC Resolution No.

010114 - January 10, …

Republic of the Philippines

CIVIL SERVICE COMMISSION

MERIT PROMOTION PLAN (MPP)

Revised Policies on Merit Promotion Plan
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RESOLUTION NO. 010114

WHEREAS, the State shall ensure and promote the Constitutional mandate that
appointments in the civil service shall be made only according to merit and fitness;

WHEREAS, Section 3, Article XIII of the 1987 Constitution states that "the State shall
afford full protection to labor, local and overseas, organized and unorganized, and promote full
employment and equality of employment opportunities for all";

WHEREAS, Section 12, Rule VI of the Omnibus Rules Implementing Book V of the
Administrative Code of 1987 mandates government agencies to establish a Merit Promotion
Plan which stipulates their systems and procedures in the selection and promotion of
employees and officials;

WHEREAS, in the implementation thereof, the Commission, as the central personnel

agency of the government, has issued rules, regulations, policies, guidelines and standards to
ensure the orderly and strict adherence thereto by government agencies;

WHEREAS, through the years of implementation, some of these rules, regulations and
policies have been revised, updated and modified to be relevant and responsive to the needs of
the bureaucracy;

WHEREAS, to keep abreast with the changing thrusts and needs of the bureaucracy, the
Commission, through a series of consultation with different government sectors, proposed to
revise the existing policies on merit selection and promotion;

NOW THEREFORE, the Commission RESOLVES to revise the existing policies on merit
selection and promotion as follows:

1. Selection of employees for appointment in the government service shall be open to all
qualified men and women according to the principle of merit and fitness.

There shall be equal employment opportunity for men and women at all levels of
position in the agency, provided they meet the minimum requirements of the position to
be filled.

2. The Merit Promotion Plan shall cover positions in the first, second and third level and
shall also include original appointments and other related personnel actions.

There shall be no discrimination in the selection of the employees on account of

gender, civil status, disability, religion, ethnicity, or political affiliation.

3. When a position in the first, second or third level becomes vacant, applicants for
employment who are competent, qualified and possess appropriate civil service eligibility
shall be considered for permanent appointment.

In addition to the required qualifications, applicants for third level positions must
possess executive and managerial competence.

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4. Vacant positions marked for filling shall be published in accordance with Republic Act
7041 (Publication Law). The published vacant positions shall also be posted in at least
three (3) conspicuous places in the agency for at least ten (10) calendar days. Other
appropriate modes of publication shall be considered.

Filling of vacant positions in the national government agencies (NGAs), government

owned and controlled corporations (GOCCs) and state universities and colleges (SUCs)
shall be made after ten (10) calendar days from their publication; in the local government
units (LGUs), it shall be made after fifteen (15) calendar days from their publication.

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

5. The following positions are exempt from the publication requirement:

a. Primarily confidential positions

b. Positions which are policy determining
c. Highly technical positions
d. Other non-career positions
e. Third level positions (Career Executive Service)
f. Positions to be filled by existing regular employees in the agency in case of
reorganization.

6. A Personnel Selection Board (PSB) for first and second level positions shall be
established in every agency, preferably with the following composition:

a. As Chairperson

a.1 Agency Head or the authorized representative;

a.2 Local Chief Executive for LGUs or the authorized representative;

a.3 Vice-Governor/Vice-Mayor or the authorized representative if the vacant

position is in his/her Office or in the Office of the Sanggunian;

b. Division Chief or the authorized career service representative of the organizational

unit where the vacancy is;

c. Human Resource Management Officer or the career service employee directly

responsible for personnel management;

d. Two representatives of the rank-and-file career employees, one from the first level
and one from the second level, who shall both be chosen by the duly accredited
employee association in the agency.

In case there is no accredited employee association in the agency, the

representatives shall be chosen at large by the employees through a general
assembly. The candidate who garnered the second highest votes shall
automatically be the alternate representative. Any other mode of selection may
be conducted for the purpose.

The first level representative shall participate during the screening of

candidates for vacancies in the first level; the second level representative shall
participate in the screening of candidates for vacancies in the second level. Both
rank-and-file representatives shall serve for a period of two (2) years. For
continuity of operation, the agency accredited employee association may
designate an alternate.

7. The PSB members including alternate representatives for first, second and third level
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positions shall undergo orientation and workshop on the selection/promotion process
and CSC policies on appointments.

8. All candidates for appointment to first and second level positions shall be screened by
the PSB. Candidates for appointment to third level positions shall be screened by the
PSB for third level positions composed of at least three (3) career executive service
officials as may be constituted in the agency.

Appointment to the following positions shall no longer be screened by the PSB;

a. Substitute 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;

b. Appointment of faculty members and academic staff of state universities and

colleges who belong to the closed career service;

c. Appointment to entry laborer positions;

d. Appointment to personal and primarily confidential positions; and

e. Renewal of temporary appointment issued to the incumbent personnel.

9. The agency head shall, as far as practicable, ensure equal opportunity for men and
women to be represented in the PSB for all levels.

10. For vacancies in the first and second levels, all qualified next-in-rank employees shall be
automatically considered candidates for promotion to the next higher position.

11. The PSB shall maintain fairness and impartiality in the assessment of candidates for
appointment. Towards this end, the PSB may employ the assistance of external or
independent resource persons and may initiate innovative schemes in determining the
best and most qualified candidate.

12. The appointing authority shall assess the merits of PSB’s recommendation for
appointment and in the exercise of sound discretion, select, in so far as practicable,
from among the top five ranking applicants deemed most qualified for appointment to the
vacant position.

13. The appointing authority may appoint an applicant who is not next-in-rank but possess
superior qualification and competence, and has undergone selection process.

14. The comparative competence and qualification of candidates for appointment shall be
determined on the basis of:

14.1 PERFORMANCE

14.1.1 For appointment by promotion, the performance rating of the appointee for
the last rating period prior to the effectivity date of the appointment should be at least
satisfactory.

14.1.2 For appointment by transfer, the performance rating for the last rating period
immediately preceding the transfer from the former office or agency should be at least
very satisfactory.

14.2 EDUCATION and TRAINING

14.3 EXPERIENCE and OUTSTANDING ACCOMPLISHMENTS

14.4 PSYCHOSOCIAL ATTRIBUTES and PERSONALITY TRAITS

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14.5 POTENTIAL

15. An employee may be promoted or transferred to a position which is not more than three
(3) salary, pay or job grades higher than the employee’s present position except in very
meritorious cases, such as: if the vacant position is next-in-rank as identified in the
System of Ranking Positions (SRP) approved by the head of agency, or the lone or
entrance position indicated in the agency staffing pattern.

16. An employee should have rendered at least very satisfactory service for the last rating
period in the present position before being considered for promotion.

17. An employee who is on local or foreign scholarship or training grant or on maternity

leave may be considered for promotion.

For this purpose, performance rating to be considered shall be the rating

immediately prior to the scholarship or training grant for maternity leave.

If promoted, the effectivity date of the promotional appointment shall be on the

assumption to duty.

18. Promotion within six (6) months prior to compulsory retirement shall not be allowed
except as otherwise provided by law.

19. A notice announcing the appointment of an employee shall be posted in three

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

20. The approved agency Merit Promotion Plan shall be used as one of the bases for the
expeditious approval of appointments, for attestation and accreditation to take final
action on appointments.

21. All government agencies shall submit their Merit Promotion Plan to the Civil Service
Commission which shall take effect immediately upon approval. All subsequent
amendments shall take effect immediately upon approval by the Civil Service
Commission.

22. An agency is not precluded from adopting a name or title for its Merit Promotion Plan.

RESOLVES further to require all government agencies to submit their Merit Promotion Plan
to the CSC Regional Offices not later than June 30, 2001 for approval.

This resolution shall take effect immediately.

Done in Quezon City, January 10, 2001.

(Sgd.) CORAZON ALMA G. DE LEON

Chairman

(Sgd.) JOSE F. ERESTAIN, JR. (Sgd.) J. WALDEMAR V. VALMORES

Commissioner Commissioner

Attested by:

(Sgd.) ARIEL G. RONQUILLO

Director III

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