Docsity
Log inSign up
Docsity
Prepare for your exams
Prepare for your exams

Study with the several resources on Docsity

Earn points to download
Earn points to download

Earn points by helping other students or get them with a premium plan

Guidelines and tips
Guidelines and tips
Sell on Docsity
Sell on Docsity
Log inSign up

Prepare for your exams

Study with the several resources on Docsity

Find documents

Prepare for your exams with the study notes shared by other students like you on Docsity

Search Store documents

The best documents sold by students who completed their studies

Search through all study resources
Docsity AINEW

Summarize your documents, ask them questions, convert them into quizzes and concept maps

Explore questions

Clear up your doubts by reading the answers to questions asked by your fellow students

Earn points to download

Earn points by helping other students or get them with a premium plan

Share documents
download point icon20 Points

For each uploaded document

Answer questions
download point icon5 Points

For each given answer (max 1 per day)

All the ways to get free points
Get points immediately

Choose a premium plan with all the points you need

Study Opportunities

Choose your next study program

Get in touch with the best universities in the world. Search through thousands of universities and official partners

Community

Ask the community

Ask the community for help and clear up your study doubts

University Rankings

Discover the best universities in your country according to Docsity users

Free resources

Our save-the-student-ebooks!

Download our free guides on studying techniques, anxiety management strategies, and thesis advice from Docsity tutors

From our blog

Exams and Study
Go to the blog

Civil Service Classification and Appointment Processes, Study notes of Human Resource Management

Davao Doctors College (DDC)Human Resource Management

An in-depth explanation of the classification of positions in the civil service, including career service and non-career service. It also covers concepts such as deep selection, coterminous appointments, entry-level positions, and the human resource merit promotion and selection board (hrmpsb). Various disqualifications for appointment, prohibitions against nepotism, and void appointments. It also includes information on the system of ranking positions (srp) and the selection process for appointments.

Typology: Study notes

2022/2023

Uploaded on 04/01/2024

archie-m-sarmiento
archie-m-sarmiento 🇵🇭

1 document

1 / 16

Toggle sidebar

This page cannot be seen from the preview

Don't miss anything!

bg1
DEFINITION OF TERMS
1. Classification of positions in the Civil Service — may either be any one of the
following:
a. Career Service - refers to positions in the civil service characterized by 1) entrance
based on merit and fitness to be determined, as far as practicable, by competitive examinations
or based on highly technical qualifications; 2) opportunity for advancement to higher career
positions; and 3) security of tenure.
b. Non-career service — refers to positions expressly declared by law to be non-career
service, or those whose entrance in the service is characterized by: 1) entrance on bases other
than those of the usual tests of merit and fitness utilized for the career service; and, 2) tenure
which is limited to a period specified by law, or which is coterminous with that of the appointing
authority or subject to his pleasure.
2. Deep Selection — refers to the process of selecting for appointment a candidate who is
not next-in-rank but possesses superior qualifications and competence.
3. Department —refers to DOH and its offices.
4. Employment status — refers to the category/classification of employment which is determined
by the appointment issued and can be any of the following:
a. Permanent- issued to a person who meets all theminimum qualification requirements of
the position to which he is being appointed, including the appropriate eligibility prescribed.
b. Temporary - issued to a person who meets the educational, work experience, and
training requirements of the position to which is being appointed but not the appropriate Civil
Service eligibility.
c. Substitute appointment — issued to a person when the regular incumbent of a position is
temporarily unable to perform the duties of the position, as when the incumbent is on approved
leave of absence, under suspension, on scholarship gant or on secondment. This is effective
only until the return of the incumbent. A substitute appointment is allowed only if the leave of
absence of the incumbent is at least three (3) months.
d. Coterminous—an appointment issued to a person whose tenure is limited to aperiod
specified by law or whose continuity in the service is based on the trust and confidence of the
appointing officer/authority or of the head of the organizational unit where assigned which may
be any of the following:
i. Coterminous with the appointing offcer/authority — an appointment is coexistent with the
tenn/tenure of the appointing offcer/authority.
ii. Coterminous with the head of organizational unit where assigned an appointment is
coexistent with the term/tenure of the head of the organizational unit to which he/she is
assiY1ed, who is not the appointing officer/authority.
iii. Coterminous (primarily confidential in nature) — an appointment to positions determined
by law or declared by the Commission to be primarily confidential in nature, the duties and
responsibilities of which imply not only confidence in the aptitude of the appointees but primarily
pf3
pf4
pf5
pf8
pf9
pfa
pfd
pfe
pff

Partial preview of the text

Download Civil Service Classification and Appointment Processes and more Study notes Human Resource Management in PDF only on Docsity!

DEFINITION OF TERMS

  1. Classification of positions in the Civil Service — may either be any one of the following: a. Career Service - refers to positions in the civil service characterized by 1) entrance based on merit and fitness to be determined, as far as practicable, by competitive examinations or based on highly technical qualifications; 2) opportunity for advancement to higher career positions; and 3) security of tenure. b. Non-career service — refers to positions expressly declared by law to be non-career service, or those whose entrance in the service is characterized by: 1) entrance on bases other than those of the usual tests of merit and fitness utilized for the career service; and, 2) tenure which is limited to a period specified by law, or which is coterminous with that of the appointing authority or subject to his pleasure.
  2. Deep Selection — refers to the process of selecting for appointment a candidate who is not next-in-rank but possesses superior qualifications and competence.
  3. Departmen t —refers to DOH and its offices.
  4. Employment status — refers to the category/classification of employment which is determined by the appointment issued and can be any of the following: a. Permanent- issued to a person who meets all theminimum qualification requirements of the position to which he is being appointed, including the appropriate eligibility prescribed. b. Temporary - issued to a person who meets the educational, work experience, and training requirements of the position to which is being appointed but not the appropriate Civil Service eligibility. c. Substitute appointment — issued to a person when the regular incumbent of a position is temporarily unable to perform the duties of the position, as when the incumbent is on approved leave of absence, under suspension, on scholarship gant or on secondment. This is effective only until the return of the incumbent. A substitute appointment is allowed only if the leave of absence of the incumbent is at least three (3) months. d. Coterminous—an appointment issued to a person whose tenure is limited to aperiod specified by law or whose continuity in the service is based on the trust and confidence of the appointing officer/authority or of the head of the organizational unit where assigned which may be any of the following: i. Coterminous with the appointing offcer/authority — an appointment is coexistent with the tenn/tenure of the appointing offcer/authority. ii. Coterminous with the head of organizational unit where assigned an appointment is coexistent with the term/tenure of the head of the organizational unit to which he/she is assiY1ed, who is not the appointing officer/authority. iii. Coterminous (primarily confidential in nature) — an appointment to positions determined by law or declared by the Commission to be primarily confidential in nature, the duties and responsibilities of which imply not only confidence in the aptitude of the appointees but primarily

close intimacy which insures freedom of discussion, delegation and reporting without embarrassment or freedom from misgivings or betrayals ofpersonal trust. Appointees to primarily confidential positions are exempt from the qualification requirements, except those whose duties involve the practice of a profession regulated by the Philippine Bar/Board or special laws and/or require licenses. iv. Coterminous with the Lifespan of the agency — appointment to a position which is co- existent with the lifespan ofthe agency based on the agency's Staffing Pattern as approved by the Department of Budget and Management (DBM) or Commission for GOCCs (GCG). e. Contractual — an appointment issued to a person whose employment in the government is in accordance with a special contract to undertake local or foreign-assisted projects or a specific work or job requiring special or technical skills not available in the employing agency, to be accomplished within a specific period. This includes appointments to positions that are coexistent with the duration of a particular project based on the agency's Staffing Pattern as approved by the DBM or the GCG. f. Casual — an appointment issued only for essential and necessary services where there are not enough regular staff to meet the demands of the service and for emergency cases and intennittent period not to exceed one year.

  1. Entry-Level Positions — refer to positions that are normally designed for recent gaduates of a given course or field ofstudy and traditionally require no experience or prior experience in the field of profession.
  2. Hard to fill vacancies — refer to vacancies where there is diffculty in recruitrnent owing, among others, to dearth category, and unique or highly specialized nature of the position.
  3. Heads of Office — refer to the Director in the Bureau/Service in the Central Offce (CO), Regional Offces)/Centers for Health Development and Bureau of Quarantine (BOQ), Director General of the Food and Drug Administration (FDA), Medical Center Chief, Chief of Hospital in the Medical Centers or Hospitals or Treatment and Rehabilitation Centers (TRCs).
  4. Human Resource Actions — refer to any action denoting the movement or progress of offcials and employees in the civil service which shall include appointment, promotion, transfer, reappointment, reinstatement, reemployment, reclassification, detail, designation, reassignment, secondment, demotion, and separation from the service.
  5. Human Resource Merit Promotion and Selection Board (HRMPSB) — refers to the body primarily responsible for systematic assessment of competencies and qualifications of candidates for appointment in the Department in accordance with the CSC- approved DOH Merit Selection Plan (MSP).
  6. Level of positions — refers to the class or rank of the positions in the government which may be any of the following: a. First level — includes clerical, trades and crafts and custodial service positions which involve non-professional or sub-professional work in a non-supervisory or supervisory capacity requiring less than four (4) years of collegiate studies.

g. Demotion the movement of an employee from a higher posiüon to a lower position where he/she qualifies, if a lower position is available. The demotion entails reduction in duties, responsibilities, status or rank, which may or may not involve a reduction in salary. h. Reclassification a fonn of staffing modification and/or position classification action which is applied only when there is a substantial change in the regular duties and responsibilities of the position.

  1. Next-in-rank refers to a position, which by reason of the hierarchical arrangement of positions in an agency or in the government, is determined to be in the nearest degree of relationship to a higher position in the System of Ranking Position (SRP).
  2. Performance — refers to the work performance rating of the employee which must at least be Very Satisfactory obtained in two consecutive rating periods immediately preceding the selection process.
  3. Policy determining positions refers to positions where the occupant is vested with the power to formulate policies for the government, or any of its agencies or instumentalities. The holders of these positions, together with those whose functions are normally considered as managerial or highly/primarily confidential in nature, fall under the category of high-level employees.
  4. Qualified next-in-rank — refers to an official or employee appointed on a permanent status to a position next-in-rank to the vacancy as reflected in the SRP approved by the head of agency and who meets the requirements for appointlnent to the next higher position.
  5. Qualification standards — refers to the minimum requirements for a class of position expressed in terms of education, training and experience, civil service eliØbi1ity, physical fitness, and other qualifications required for successful performance.
  6. System of Ranking Positions (SRP) — refers to the hierarchical arrangement of positions from highest to lowest which shall be used as guide in determining which position is next-in-rank, taking into consideration the following: a) organizational structure; b) salary grade allocation; c) classification and ftnctional relationship of positions; and, d) geogaphical location. v. GUIDING PRINCIPLES AND POLICIES A. On Appointments
  7. Essentially discretionary power 1.1 Appointment is an essentially discretionary power and must be performed by the officer in which it is vested according to his best lights, the only condition being that the appointee should possess the qualifications required by law (Luego vs CSC 143 SCRA 327; CSC vs De la Cruz, G.R 158737, August 31, 2004 citing Salles vs Francisco, 206 SCRA 621). If he does, then the appointment cannot be faulted on the yound that there are others better qualified and should be preferred. (Offce of the Ombudsman vs CSC, GR No. 159940, February 16, 2005 citing Lopez vs CSC 194 SCRA 269 (1991); PCSO vs CSC, GR SP No. 98800, August 12, 2008). 1.2 While the appointing authority has the discretion to choose whom to appoint, the choice is subject to the caveat that the appointee possesses the required qualifications. (Abella vs CSC, GRNo. 152574, November 17, 2004: Caringal vs PCSO, GR No. 161942, October 13, 2005).

1.3 Employees holding positions next-in-rank to the vacated position do not enjoy any vested right thereto for purposes of promotion (Umoso vs. CSC, 234 SCRA 617).

  1. Requirement of Vacancy 2.1 There can be no appointment to a non-vacant position. The incumbent must first be legallyremoved,or his appointment validly terminated before another one can be appointed to succeed her (Aquino vs CSC, G.R. No. 92403, April 22, 1992).
  2. Disqualifications for Appointment 3.1 An appointment shall not be issued to a person who has been dismissed for cause as enunerated in Section 50 (A), Rule 10 of the 2017 Rules on Adminisfrative Cases in the Civil Service (RACCS ) or has been found guilty of a crime where perpetual/ temporary disqualification from appointment is attached as accessory penalty, unless an executive clemency has been granted; or in case an appointment has been issued, the same shall be disapproved/invalidated by the CSC.
  3. Prohibition Against Nepotism 4.1 In the national government, there is nepotism if an appoinånent is issued in favor of a relative within the third civil degree of consanguinity or affinity ofthe appointing authority, recommending authority, chiefofthe bureau or office, or the person exercising immediate supervision over him (Section 59 [11, Book VofEO 292). 4.2 The rule of nepotism presupposes that the identified/enumerated relative ofthe appointee is appointed ahead than the appointee. (BERSALES, Beta Bianca S., CSCDecision No. 120137datedFebruary27$ 2012). 4.3 The proscription against nepotism covers not only original appointrnent but also subsequent personnel actions of an employee such as promotion, transfer, reemployment and the like (CSC Resolution No. 090953 dated February 7, 2009, Nonato, Alejandro Jr.); and applies to all modes of appointment, irrespective of status: (CSC Resolution No, 93150 datedApril 22, 1993, Mate, Uldarico). 4.4 Exempted from the rule of nepotism are persons employed in confidential capacity, tcachcrs, physicians and members of the Armed Forces of the Philippines (Section 59 [21, Book VofEO 292). 4.5 The prohibitive mantle on nepotism includcs designation because what cannot be done directly cannot be done indirectly (Laurel vs. CSC 203 SCRA, 208-209; Debulgado vs. CSC, supra).
  4. Void Appointments 5.1 Where there is fraud in the issuance of an appointment, the same is to be considered null and void, thus, revocation of such appointment is valid. However, the appointing authority cannot motu propio (at its own initiative) recall, revoke or withdraw an appointment already accepted by the appointee. Civil service rules require the appointing authority to make the necessary request with the CSC for the revocation of an appointment due to fraud. (TUBALLAS, Conchita, et al., CSC Decision No. 130508 dated May 17, 2013 citing Section 10, Rule Mllofthe Revised Omnibus Rules on Appointments and Other Personnel Actions).

b) The vacant position is a lone or entrance position as indicated in the agency staffng pattern. c) The vacant position is hard to fill, such as Accountant, Medical Officer/Specialist, Attorney or Information Technology Officer/Computer Programmer positions. d) The vacant position is unique or highly specialized such as actuarial/Airways Communicator positions. e) The candidates passed through a deep selection process, taking into account the candidates' superior qualifications with respect to: educational achievements, specialized trainings, relevant work experience, and consistent high performance rating/ranking. f) Other meritorious cases, such as: i. When the appointee is the lone applicant who meets all the requirements of the position and passed through the deep selection process. ii. When the next-in-rank position as identified in the DOH SRP is vacant. iii. When the next-in-rank employee/s is/are not qualified. iv. When the qualified next-in-rank employees did not apply. v. When the qualified next-in- rank employees waived in wHting their right over the vacant position. 9.3 The limitation applies only to promotions within the agency and not to the following human resource actions which involve the issuance of an appointment: a) Transfer incidental to promotion provided that the appointee was subjected to deep selection b) Reappointment involving promotion from non-career to career provided that the appointee was subjected to deep selection c) Reappointment from career to non-career position d) Reemployment 9.4 In the selection process, the head of offce is enjoined to strictly observe the 3-salary grade limitation rule to avoid disapproval or invalidation of promotional appointments. 9.5 To facilitate review and evaluation of appointments, the SRP shall be submitted by the agency to the CSC Reøonal/Field Office concerned. 9.6 The SRP shall be used as one of the bases for determining agency compliance with the 3-salary grade limitation on promotion. 9.7 Employees who have been found guilty and meted the corresponding penalties imposed have the following limitations/disqualifications on promotion. a) Demotion: disqualification from promotion for one (1) year b) Suspension: disqualification for promotion corresponding to the period of suspension c) Fine: disqualification for promotion for the same period the respondent is fined

d) The penalty ofreprimand shall not carry any accessory penalty e) Wamingor admonition is not considered a penalty 9.8 Except as otherwise provided by law, promotion within six (6) months prior to compulsory retirement shall not be allowed. 9.9 Except in meritorious cases as may be authorized by the CSC, agencies shall not fill up vacancies r•ulting from promotion ultil the promotional appointments have been by the CSC.

  1. Performance Rating Required 10.1 For appointment by promotion or transfer, the performance rating of the appointee in the last rating period prior to the date of assessment or screening should be at least Very Satisfactory. 10.2 Those who are on scholarship or training grant or on official leave of absence/maternity leave are eligible for promotion provided that the performance rating in the last rating period prior to the grant or leave of absence should at least be Very Satisfactory. 10.3 If promoted, the effectivity date of appointment shall be on the assumption to duty or upon return from official leave of absence/matemity leave, scholarship, or training grant. 10.4 The performance rating of at least Very Satisfactory (VS) in the last rating period shall not be required for promotion from the first to second level entry positions. 10.5 The performance rating prior to the reclassification of the position shall be considered as performance rating in the reclassified position for purposes of promotion. B. On Protest
    1. In protest cases, the only issue to be resolved is whether or not the protestee meets the qualification requirements of the position to which he was appointed (CSC vs Saturnino dela Cruz, G.R. No. 158737, August 31, 2004).
  2. Only a qualified next-in-rank official or employee may file a protest against an appoinfrnent made in favor of another who does not possess the minimun qualification requirements of the positions to which he/she has been appointed.
  3. The protest/appeal shall be filed initially with the agency head, then to the CSRO, and then to the Civil Service Commission Proper.
  4. The protest shall be filed within fifteen (15) days from the announcement and/or posting of the protested appointment.
  5. All appointments or promotions shall be announced and/or posted in bulletin boards or at conspicuous places in the Department within thirty (30) days from the issuance of the appointment as provided in this MSP.
  6. A protest shall not render the appointment ineffective or bar the approval thereofby the CSC Field/Regional Offce or the Commission, as the case may be, but the approval shall be subject to the final outcome of the protest.

PAD/Section/Unit shall, within three (3) calendar days from the occurrence of any of these circumstances, notify the Head of Office on the existence of the vacancy and the need to publish and post the same. B. Announcement of Vacancies Through Publication and Posting

  1. For First and Second Level Positions a) In the Central office, PAD will send to the Heads of Office the Job Vacancy Form (JVF) [Annex A] for their confirmation. If no response is received within five (5) calendar days from receipt, such inaction shall be construed as conformity or concurrence to the publication and posting of the vacant position/s in their respective offices. The PAD shall accordingly cause their publication for ten (10) calendar days in the CSC Bulletin of Vacant Positions (Annex B), E-jobs for Health (Annex B-1), social media or in newspapers of general circulation, and posting for ten (10) calendar days in three (3) conspicuous places in the premises of the Department. For offces with submitted JVF, the PAD shall post the vacancy within three (3) calendar days from receipt. b) In the Regional Offces/Centers for Health Development, DOH Hospitals, and Treatment and Rehabilitation Centers, the Personnel Unit/Section shall be responsible for the publication and posting of the first and second level vacancies. Publication shall be in the CSC Bulletin of Vacant Positions, E-jobs for Health, social media or in newspapers of general circulation; and posting shall be in three (3) conspicuous places in the premises of the office concerned,
  2. For Executive/Managerial Positions in the Second Level Simultaneously for ten (10) calendar days, the following shall be undertaken for all vacant executive/managerial positions in the second level: i. Publication in the E-Jobs for Health, social media or in newspapers of general circulation, and CSC website; ii. Posting in 3 conspicuous places in the premises of Department; iii. Dissemination through Department Circular.
  3. Where there is a lone applicant for items (1) and (2) above, the following rules shall be observed a) The vacancy shall be automatically published. Simultaneous to the publication, the HRMO shall evaluate the qualifications of the lone applicant. b) If after the lapse of ten (10) calendar days from the date of re-publication, there are still no other applicants, the lone applicant, if found to be qualified by the HRMO during its initial evaluation and is shown not to suffer from any disqualification, shall within three (3) calendar days from the last day of re-publication, be informed by the HRMO of his/her qualification for the vacant position and shall be made to undergo the usual evaluation process. c) If the lone applicant passed the evaluation conducted by the HRMPSB, the Board shall issue a Resolution within three (3) calendar days from the completion of the evaluation, specifying the following: i. Despite the re-publication, there are no other applicants for the position; and ii. The lone applicant is qualified as shown from the Summary of his/her qualification vis-å-vis the

Qualification Standards prescribe for the vacant position, and does not suffer from any disqualification. AND submitting the name of the lone applicant to the appointing authority for issuance of appointnent. d) Within three (3) calendar days from receipt of the HRMPSB Resolution, the appointing authority shall instruct the HRMO to prepare the corresponding appointment (In the name of lone applicant) for his/her signature. e) The HRMO shall send a letter to the concerned applicant-proposed appointee requiring the submission of the documentary requirements listed therein, as a condition for the preparation and issuance of his/her appointment. f) The HRMO shall prepare the appointment paper within three (3) calendar days upon receipt of complete documentary requirements from the appointee. g) Within three (3) calendar days from preparation of the appointnent paper, the HRMO shall submit the same to the appointing authority for hismer signature. h) Failure of the appointing authority to sign the appointment within three (3) calendar days from receipt thereof without any justifiable reason shall be a yound to hold him/her administratively liable for Neglect of Duty under existing Civil Service Law, rules and regulations. C. Filing of Applications I. All interested applicants for first and second level positions shall submit to PAD/Section/Unit their applications with updated Personal Data Sheet and other supporting documents indicated in the Announcement on or before the deadline set for filing of applications. Only applications with complete supporting documents filed within the deadline shall be processed.

  1. Applications for executive/managerial positions in the second level shall be submitted to the Secretary of Health through the Chairman of the HRMPSB. D. Preliminary Evaluation Notification of Result of Preliminary Evaluation PAD/Section/Unit shall consolidate the qualifications of applicants who applied for the vacant position. The HRMO in-charge shall conduct a preliminary evaluation of the qualifications of all candidates. A Report of Documentary Review (RDR) [Annex C] shall be submitted to the end- user for appropriate action. Failure of the end-user to submit its comment within three (3) days from receipt shall be considered as concurrence thereto. The candidates shall be advised as to whether they are qualified or not as determined from the RDR. Comments received during the 3-day period shall be subject to re-evaluation by PAD/Section/Unit. In case of difference in opinion between the end-user and PAD, the same may be raised to the concerned CSC for resolution. The candidate shall be informed of his/her qualification or non-qualification based on CSC evaluation.

The Secretariat of the HRMPSB shall inform the applicants of the interview schedule. Failure to appear on the scheduled date of the interview shall be as waiver to be considered for the position. The interview sheets (Annex E) shall be used for this purpose. H. Scoring criteria The following are the criteria for selection with the corresponding

1. For Entry Level Position in the First and Second Level Criteria Maximum Points Percentage **Allocation

  1. Documents Review** 1.1 Education  Meet the minimum QS  With another relevant degree of the same category  With Master's degree or relevant 1.2 Relevant Work Experience  Meet the minimum QS  Additional 2 points for every year of relevant experience 1.3 Training  Meet the minimum hours of training requirements  Additional 2 points for every 8 hours of relevant trainings attended 40 points 20 points 10 points 10 points 30 points 20 points 10 points 30 points 20 points 10 points

2. Written Examination  General Examination  Technical Examination 30 points 12 points 18 points

3. Target Selection Interview 35 points 35% 4. Background Investigation 15 points 15% Total 100%

2. For Promotion/Transfer in the First and Second Level Criteria Maximum Points Percentage **Allocation

  1. Documents Review 1.1 Education**  Meet the minimum QS  With another relevant degree of the same category  With Master's degree or relevant 1.2 Relevant Work Experience  Meet the minimum QS  Additional 2 points for every year of relevant experience 1.3Training  Meet the minimum hours of training requirements  Additional 2 points for every 8 hours of relevant trainings attended 40 points 20 points 10 points 10 points 30 points 20 points 10 points 30 points 20 points 10 points

2. Written Examination  General Examination  Technical Examination 30 points 12 points 18 points

3. Target Selection Interview 30 points 30% 4. Background Investigation 10 points 10% 5. Performance Evaluation Ratings Outstanding Very Satisfactory 10 points 8 points

Total 100%

3. Executive/Managerial Positions in Second Level Criteria Maximum Points Percentage **Allocation

  1. Documents Review 1.1 Education**  Meet the minimum QS  With another Masteral degree or equivalent  With another Fellow/Diplomate  With relevant Doctoral degree 1.2 Experience  Meet the minimum QS  Additional 1 points for every year 1.3 Training  Meet the minimum QS  For position involving practice of 10 points 5 points 2 points 1 point 2 points 20 points 15 points 5 points 3 points

The report shall also specify the top five (5) candidates or less (depending upon the number of candidates), whose over-all points are comparatively at par based on the comparative assessment of candidates. If, however there are several vacancies involving same position titles, the number of ranking candidates to be submitted to the appointing authority is increased. Thus, for example, when there are two (2) vacant Health Program Officer I (SG-11) positions, the HRMPSB shall submit to the appointing authority the names of the top six (6) candidates. For vacant executive/managerial positions in the second level, the results of the assessment shall be valid for a period of two (2) years from the date of its attestation by the HRMPSB secretariat. Where the validity period has not yet expired, internal candidates applying for the same vacant position in the same office/unit have the option to avail of the assessment results or undergo another evaluation process. If he chooses the latter, the evaluation results thereof shall prevail. L. Selection and Issuance of Appointment The appointing authority shall assess the merits of the HRMPSB report and, in the exercise of his/her discretion, select from among the top five (5) candidates deemed most qualified for appointment to the vacant position. The third and fourth paragraphs of Item (J) hereof shall likewise be observed if applicable. Upon selection by the appointing authority, the HRMPSB Secretariat shall submit to the PAD the HRMPSB Minutes of Meeting of deliberation with the decision of the appointing authority on whom to appoint. The PAD shall prepare the appointment paper and transmit the same to the appointing authority for his/her signature. In case the choice of the appointing authority declines his/her proposed appointment, the appointing authority shall select from among the remaining top candidates submitted by the HRMPSB. In the event that the appointing authority decides to re-publish the vacant position, previous applicant/s shall automatically be included in the selection line up and shall no longer undergo further evaluation. Only one republication is allowed. M. Posting of notice of Announcement of the Appointment A Notice announcing the appointment of an employee shall be posted in three (3) conspicuous places in the DOH a day after the issuance of the appointment for at least fifteen (15) calendar days. The date of posting should be stated in the Notice. VII. Exempt positions FROM THE HRMPSB SCREENING

  1. Substitute appointment due to its short duration and emergency nature.
  2. Reappointment to change the employment status from temporary to permanent upon meeting the deficiency or to renew the of a temporary employee if upon publication, there are no qualified applicants and his/her performance ratings are at least Very Satisfactory for two (2) rating periods.
  3. Appointments to non-career positions.