2013 PROPOSED PROMOTION AND REGULARIZATIONREVIEW OF QUALIFICATIONS BY ADMINISTRATIVE PERSONNEL COUNCIL

Per “MC No. 03, s. 2001” dated January 26, 2001 of the Civil Service Commission embodying the “Revised Policies on Merit Promotion Plan”

Per Memo from the Management dated October 11, ON MATTERS PERTAINING TO ADMINIRTRATIVE PROMOTION AND REGULARIZATION

Salient Points of Revised Policies on MPP

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.

Salient Points of Revised Policies on MPP

2. First level – shall include 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 (4) years of collegiate studies;

Second level – shall involve professional, technical, and scientific work in a non-supervisory or supervisory capacity requiring at least (4) years of collegiate work up to Division Chief level or its equivalent;

Salient Points of Revised Policies on MPP

3. 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.

Salient Points of Revised Policies on MPP

4. 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.

Salient Points of CSCRevised Policies on MPP

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

Salient Points of Revised Policies on MPP

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

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 VERY SATISFACTORY.B. EDUCATION and TRAININGC. EXPERIENCE and OUTSTANDING D. ACCOMPLISHMENTSE. PSYCHO-SOCIAL ATTRIBUTES and PERSONALITY TRAITSF. POTENTIAL

ADMIN EMPLOYEE RANKING SYSTEM

MAJOR COMPONENTS MAXIMUM POINTS

SELF-EVAL

VALIDATED POINTS(AdPC)

VALIDATED POINTS(PSB)

A. Performance Rating 29

B. Education & Training 66

C. Experience & Outstanding Accomplishments

30

D. Physical & Mental fitness 5

E. Potential 5

TOTAL 135

Promotion Regulation Process

Tasks Schedule and Venue STATUS

1. General Orientation (All Admin Officers and Employees

 

October 19, 2012, 1:00 – 2:00

HPSB Room 701

DONE

2. Posting of Vacancies Funded in 2012 and List of Eligible Employees for Promotion and Regularization

October 19, 2012 DONE

3. Validation/Certification of Documents with the HRMO and Submission of the Duly Accomplished Self-Rating Form with the HRMO

Oct 22 – 26, 2012Last Day: October 26,

2012

IN-PROCESS

Promotion Regulation ProcessTasks Schedule and Venue STATUS

4. Validation of the Self-Rating Form by the Administrative Personnel Committee (APC)

TBA

5. Panel Interview(Candidates for Plantilla Items higher than Salary Grade 8 shall undergo panel interview with the Administrative Personnel Committee (APC) and Management Committee. For candidates to officer level positions and those presently designated to the positions of Director, Section Head and Coordinator, an action plan relating to their present work and functions shall be prepared and presented during the

 

HS Integration RoomPanel Interview by the 

Administrative Personnel Committee (APC)

 

MANCOM Conference Room, HPSB 5th FloorPanel Interview by the 

Management Committee

TBA

Promotion Regulation ProcessTasks Schedule and Venue STATUS

4. Validation of the Self-Rating Form by   the Administrative Personnel Committee (APC)

TBA

5.      Panel Interview(Candidates for Plantilla Items higher than Salary Grade 8 shall undergo panel interview with the Administrative Personnel Committee (APC) and Management Committee. For candidates to officer level positions and those presently designated to the positions of Director, Section Head and Coordinator, an action plan relating to their present work and functions shall be prepared    and    presented   during panel interview to provide the administrative committee and the management basis for objective assessment of one’s potential to assume higher positions. 

 

HS Integration RoomPanel Interview by the 

Administrative Personnel Committee (APC)

  

MANCOM Conference Room, HPSB 5th FloorPanel Interview by the 

Management Committee

TBA

Promotion Regulation Process

Tasks Schedule and Venue STATUS6. PSB Deliberation   TBA7. Posting of the Final Results   TBA

8. EXCOM Approval  

8. Transmittal of the Proposed Appointments to the City Personnel and CSC.