An employee who wishes to resign from the University should submit to his/her immediate superior a written notice at least thirty (30) days (REPS and administrative employees) and sixty (60) days (Faculty) before the date of the intended resignation. Each resigning employee shall fill up an exit interview form from the HRDO. Also, the employee should apply for clearance prior to the date of resignation at the unit level.

​​​​​​​Droppi​​​​​​​ng from the Rolls

An officer or employee who was dropped from the rolls by reason of his/her absence without Basic Administrative Policies and Procedures 27 approved leave (AWOL) or of unsatisfactory or poor performance or of mental and/or physical incapacity may move for the reconsideration of the decision separating him/her from the service within fifteen (15) days from receipt thereof (“Amendment of the Rules on Filing of Motion for Reconsideration in Dropping from the Rolls Cases”, CSC MC No.12 s.2010).

Absence without approved leave

If the number of unauthorized absences is less than thirty (30) working days, a written Return-to-Work order shall be served on the official or employee at his/her last known address on record. Failure on his/her part to report to work with in the period stated in the order shall be a valid ground to drop him from the rolls. An officer or employee who is continuously AWOL for at least thirty (30) working days shall be separated from the service or dropped from the rolls without prior notice. He/She shall however be informed of his/her separation from the service not later than five (5) days from its effectivity which shall be sent to the address appearing on his/her 201 file or to his/her last known address.

Any member of the academic staff, officer, or employee of the University shall be dropped from the service for unexplained absence of at least thirty days after the expiration of the period of leave granted. (Section 6.9.5., UP Faculty Manual 1989).

Unsatisfactory or Poor Performance

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 sufficiently warned that a succeeding unsatisfactory performance shall warrant his/her 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 the explanation. (MC 40, s. 1998)

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/her performance not later than the 4th month of that rating period with sufficient warning that failure to improve his/ her performance within the remaining period of the semester shall warrant his/her separation from the service. Such notice shall also contain sufficient information which shall enable the employee to prepare the explanation.

Physically and Mentally

Unfit 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/her duties , and the head of office in the exercise of his/her sound judgment may consequently drop him/her from the rolls. (MC 40, s. 1998)

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

An officer or employee who is behaving abnormally for an extended period and who manifests continuing mental disorder and incapacity to work as reported by his/her coworkers or immediate supervisor and confirmed by the head of office and by a competent medical opinion, may, likewise, be dropped from the rolls.

There are two (2) kinds of retirement under the “GSIS Act of 1997 Implementing Rules and Regulations” (RA 8291):

Compulsory – for an employee who has reached the age of sixty-five (65) and has rendered at least fifteen (15) years of service in the government.

Optional – for an employee who is at least sixty (60) years of age and has rendered at least fifteen (15) years of service in the govern