It is the process of selecting a candidate for appointment who is not next in rank but who possesses superior qualifications and competence compared to the next-in-rank/ other candidate.

First level positions refer to clerical, trades, crafts and custodial service positions which involve non-professional or sub-professional work in a non-supervisory and supervisory capacity requiring less than four years of collegiate studies. In most cases, it requires a Civil Service Sub-professional eligibility.

Second level positions refer to 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 collegiate work up to Division Chief level. It requires a Civil Service Professional eligibility or equivalent such as Professional Board Licenses.

It is 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 of developing and enhancing the potentials of people in the organization by exposing them to the other work functions of the agency. The duration of the job rotation shall be determined by the head of agency but shall not exceed twelve (12) months.

The MSP is a system used by the University to provide basis for objective selection of candidates for promotion and other personnel actions. It provides a common instrument for the assessment of the relative qualification of candidates to guarantee that merit and fitness principle is observed at its best in the selection process.

CSC MC No. 26, s. 1997 (Prohibiting the Designation of Consultants, Contractuals and Non-Career Employees to Positions Exercising Control and Supervision over Regular and Career Personnel). Likewise, in CSC Resolution No. 97-3970 dated October 5, 1997, the Commission reiterates , adopts, and promulgates the policy of prohibiting the designation of consultants, contractuals and non-career employees as officer-in-charge, executive directors or supervisors who exercise control or supervision over regular and career personnel in the hiring Agency. Such prohibition is reiterated again in Section 15, Rule XIII (Prohibitions) of CSC MC No. 40, s. 1998 (Revised Omnibus Rules on Appointment and Other Personnel Actions).

add Memorandum no. / issued November 2021

A designated Officer-in-Charge is considered merely as a caretaker of the office while the regular incumbent is on leave of absence. An OIC does not possess the power to appoint, and if he does, such act is null and void. An Officer-in-Charge does not exercise powers involving discretion of the regular incumbent. The rights and privileges of the latter do not normally descend upon the former unless specifically indicated or stated in the designation. (add memo)

Yes. Based on the principle of merit and fitness, the appointing authority may promote an employee even if he is not the next-in-rank provided his appointment went through the “Deep Selection” process.

A next-in-rank employee who is competent and qualified and who feels aggrieved by the promotion or appointment of another, may file his protest within fifteen (15) days from the notice of issuance of the appointment.

No. All original appointments of qualified persons to positions in the career service shall be proposed as permanent. However, it is understood that the first six (6) months of service will be probationary in nature, during which time he shall undergo a thorough character investigation.

Yes, on the basis of the following:

1. If the duties of the Division chief position involves practice of profession regulated by bar/board laws in which case, only the corresponding Professional Board License shall be required. Ex. Chief Accountant, Architect V, etc.

2. Through the CSC- Certification Program or CPro. It is an alternative mode in satisfying the educational requirement for division chief and executive/managerial positions.

No. contractual and casual employees belong to non-career positions. As such, they cannot exercise control or supervision over employees under career positions.

No. Substitution shall not be allowed for deficiencies in education and experience requirement of the position.

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 Civil Service Commission for record purposes.

Yes. Appointment involving demotion which is not disciplinary in nature shall be submitted to the Civil Service Commission, accompanied by the following:

a. Certification of the agency head that the demotion is not the result of an administrative case;
b. Written consent by the employee that he interposes no objection to his demotion.

The date of signing by the appointing authority determines the effectivity date of an appointment. It may be made effective on or after the date of signing but not earlier.

No. The following personnel movements do not require issuance of an appointment but nevertheless require an office order by duly authorized official:

a. Reassignment
b. Detail
c. Job rotation

Yes, if an executive clemency has been granted.

Yes. For purposes of promotion the performance rating of the employee for the last two rating periods prior to scholarship, special detail or secondment shall be used as the basis for promotion. The effectivity date of such promotion shall not be earlier that the official report for duty of the employee.

After he has served for two semesters in order to satisfy the requirement of performance ratings (at least Very Satisfactory) for the last two rating periods.
This will also apply to those newly promoted employees.

Under section 17, Rule VI of the Omnibus Rules on Appointment and Other Human Resource Actions, the date of appointment shall not fall on a Saturday, Sunday or Holiday, except in cases where the date of issuance is specifically provided in a special law.

You can still indicate the date that falls on Saturday or Sunday if the last day of your appointment falls on either Friday or Saturday.

It should be the last two (2) Very Satisfactory (VS) Performance Ratings prior to the promotion. Hence, if he/she has garnered one (1) Satisfactory rating, he/she cannot be promoted.

According to Section 117, Rule XII of the 2017 Omnibus Rules on Appointments and Other Human Resource Actions: "Sec. 117. 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/her position."

There is no specific number of days specified by rules or laws within which we can process an appointment up to the issuance thereof. But in the exigency of the service and other essential factors/elements, the agency issuing an appointment can set deadlines for the filling up of positions, submission of requirements, etc. The time of processing of appointments can also be affected by different factors.

An appointment shall be submitted to the Commission within 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 30 days prior to the date of submission to CSC.

As provided for in the 2017 Omnibus Rules on Appointments and Other Human Resource Actions (ORAOHRA), the certification on the publication and posting of the vacant position including the date the deliberation was conducted by the Human Resource Merit Promotion and Selection Board (HRMPSB) should be duly signed by the authorized HRMO. Further, the 2017 ORAOHRA also provides that the HRMPSB deliberation in the NGAs, GOCCs with original charters, and SUCs (for their administrative and support staff) shall commence not earlier than ten (10) calendar days from the date of posting and publication of vacant positions; and in the local government units (LGUs) it shall not be made earlier than fifteen (15) calendar days from the date of posting and publication of vacant positions.
Pursuant to the above provisions, if a vacant position was re-published then it should only be the date of the re-publication that served as the basis in the counting of the minimum 10 day period (15 days for LGUs) before the deliberation of the HRMPSB, which should be indicated in the certification of publication portion of the corresponding appointment paper.

No, since you have not been found guilty of any offense. However, you should answer 'Yes' to the question 'Have you been criminally charged in court?' in filling-up your Personal Data Sheet (PDS). Accomplishment of PDS is required when applying to a government position.

There is no such prohibition.

Article IX, Section IX of the Constitution says that “no elective or appointive public officer or employee shall receive additional, double, or indirect compensation, unless specifically authorized by law.” Section 7(b) of Republic Act No. 6713 also prohibits government employees from private practice.
However, CSC Resolution No. 020790 clarifies that contract of services "are not covered by Civil Service laws, rules and regulations, but covered by Commission on Audit (COA) rules." That resolution and CSC Resolution No. 020790 both state that contract of services do not create an employer-employee relationship and are not considered government service. It can be interpreted as saying that they are not government employees (being self-employed instead, which is their classification under BIR tax rules) and should therefore be free to pursue other work.

No. The holding of two government positions by an employee would be tantamount to double compensation specifically prohibited by Section 8, Article IX of the Constitution which provides that "no elective or appointive public officer or employee shall receive additional, double, or indirect compensation, unless specifically authorized by law.". Thus, the only exception to this prohibition is if its specifically authorized by law.

For appointments involving practice of profession, a person may be promoted provided that he/she had a valid professional license. In legal parlance, a license is valid if the same is appropriate for the position and at the same is not yet expired.

For proper guidance, please be informed that the rules on dual citizenship may be found under CSC Memorandum Circular No. 23. s. 2016 (Policy on Employment in the Government Service of Filipino Citizens with Dual Citizenship) and CSC Memorandum Circular No. 8, s. 2017 (Clarification on the Policy on Employment in the Government Service of Filipino Citizens with Dual Citizenship).

*Eligible if the employee has been with UP for 20 years based on the employee's Service Record (HRDO), eligible personnel will be awarded every 5 years succeeding their initial awarding. After 40 years in service, the eligible personnel will receive the award every year until separation of service.
*Cut-off of endorsement of list of awardees is every December 31 of the year, while awarding of the eligible personnel listed from December 31 will have their program commence on the following year. (e.g. if you're 25 years in service at CY 2021, the awarding of certificate and token/s will commence at CY 2022.)
*Compulsory and Optional retirees will also have their certificate of appreciation