Chapter 9-

SELECTION FROM
OUTSIDE THE
SERVICE

Prepared by:
JULIE ANN L. MAYOR
MERIT SELECTION PLAN

 Pursuant to the provisions of Section 32, Book V of

Administrative Code of 1987 (Executive Order No. 292),
CSC Memorandum Circular No. 3, s. 1978 as amended by
CSC Memorandum Circular No. 18, s. 1988 and CSC
Memorandum Circular No. 38, s. 1989, as further amended
by CSC Memorandum Circular No. 40, s. 1998, CSC
Memorandum Circular No. 15, s. 1999, CSC Memorandum
Circular No. 8, s. 1999, and CSC Memorandum Circular No.
03, s. 2001 this Merit Selection Plan (MSP) is hereby
established for the guidance of all concerned.
I. BASIC POLICIES
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 personne! actions.
There shall be no discrimination in the selection of
employees on account of gender, civil status, disability,
religion, ethnicity, or political affiliation.
3. When a position in the first, second or third level becomes
vacant, applicants for employment who are competent, qualified
and possess appropriate civil service eligibility shall be considered
for permanent appointment.
In addition to the required qualifications, applicants for third level
positions must possess executive and managerial competence.
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), govemment-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
The following positions are exempt from the publication
requirement:
 Primarily confidential positions;
 Positions which are policy determining;
 Highly technical positions;
 Other non-career positions;
 Third level positions (Career Executive Service); and
Positions to be filled by existing regular employees in the
agency in case of reorganization.
 A Personne! Selection Board (PSB) for first and second level positions
shall be established in every agency, preferably with the following
composition:
 As Chairperson
 a1. Agency Head = or the authorized representative;
 a2. Local Chief Executive for LGUs or the authorized representative;
 a3. 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; and
 D. Two representatives of the rank-and-file career employees, one
from the first level and one from the second level, who shall both be
chosen by the duly accredited employee association in the agency.
 In case there is no accredited employee association in the
agency, the representatives shail be chosen at large by
the employees through a general assembly. The candidate
who gamered 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.
 The PSB members including alternate representatives for
first, second and third level positions shall undergo
orientation and workshop on the selection/promotion
process and CSC policies on appointments.
 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 filed 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.
 The agency head shall, as far as practicable, ensure equal
opportunity for men and women to be represented in the
PSB for all levels.
 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.
 The PSB shall maintain fairness and impartiality in the
assessment of candidates for appointment. Towards this
end, the PSB may employ the assistance of extemal or
independent resource persons and may initiate innovative
schemes in determining the best and most qualified
candidate.
 The appointing authority shall assess the merits of the
PSB's recommendation for appointment and in the
exercise of sound discretion, select, in so far as
practicable, from among the top five ranking applicants
deemed most qualified for appointment to the vacant
position.
 The appointing authority may appoint an applicant who is
not next-in-rank but possesses superior qualification and
competence, and has undergone selection process.
 The comparative competence and qualification of
candidates for appointment shall be determined on the
basis of:
•14.1 PERFORMANCE
 14.1.1For appointment by promotion, the performance
rating of the appointee for the last rating period prior to
the effectivity date of the appointment should be at least
very satisfactory.
 14.1.2 For appointment by transfer, the performance
rating for the last rating period immediately preceding
the transfer from the former office or agency should be at
least very satisfactory.
 14.2 EDUCATION and TRAINING
 14.3 EXPERIENCE and OUTSTANDING ACCOMPLISHMENTS
 14.4 PSYCHO-SOCIAL ATTRIBUTES and PERSONALITY TRAITS
 14.5 POTENTIAL
 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.
 An employee should have rendered at least very satisfactory
service for the last rating period in the present position before
being considered for promotion.
 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. ii.
 Promotion within six (6) months prior to compulsory
retirement shall not be allowed except as otherwise
provided by law.
 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.
 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.
 OBJECTIVES
 It is the policy of the Agency to strictly adhere to the principles
of merit, fitness and equality. The selection of employees shall
be based on their relative qualifications and competence to
perform the duties and responsibilities of the position. There
shall be no discrimination in the selection of employees on
account of gender, civil status, disability, religion, ethnicity, or
political affiliation. In this pursuit, the agency Merit Selection
Plan aims to:
 1. Establish a system that is characterized by strict
observance of the merit, fitness and equality principles in the
selection of employees for appointment to positions in the
career and non-career service in all levels.
 2. Create equal opportunities for employment to all qualified
men and women to enter the government service and for career
advancement in the agency.
SCOPE

 This Merit Selection Plan shall cover career positions in the first, second, and
third level in the agency including its attached offices. It may also include
non-career positions.
THANK YOU
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