merit selection plan (icwd-msp) i. …irigacitywater.gov.ph/main_pdf/msp.pdf · 66 iriga city water...

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IRIGA CITY WATER DISTRICTMERIT SELECTION PLAN (ICWD-MSP)

I. INTRODUCTION/OBJECTIVE

The IRIGA CITY WATER DISTRICT aims toachieve Level 2 (Integrated HRM) in the Program toInstitutionalize Meritocracy and Excellence in HumanResource Management (PRIME-HRM) by 2020. To achievethis end, this MSP seeks to provide all employeesinformation on the policies, flow and processes involved inrecruitment, selection and placement of talents.

Iriga City Water District recognizes that EqualEmployment Opportunity is a matter of employmentobligation, social justice and legal responsibility. It alsorecognizes that prohibiting discriminatory policies andprocedures is sound management practice.

Iriga City Water District is an equal opportunityemployer and will provide equality in employment for allpeople employed or seeking employment.

Every person will be given a fair and equitable chanceto compete for appointment, promotion or transfer, and topursue their career as effectively as others.

Employment decisions relating to appointment,promotion and career development will be determinedaccording to individual merit and competence.

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II. COVERAGE

The Iriga City Water District MSP shall cover allpositions in the first and second level includingexecutive/managerial positions.

There shall be no discrimination in the selection ofemployees on account of age, sex, sexual orientation andgender identity, civil status, disability, religion, ethnicity orpolitical affiliation.

III. DEFINITION OF TERMS

The following terms and phrases, as used in this MSP,are hereby defined, described and qualified, for betterunderstanding and appreciation. Some of these terms arealready mentioned or used in existing Civil ServiceCommission (CSC) policies and shall remain as defined ordescribed.

1. Accredited Agency (Level II) – refers to theaccreditation status of an agency whose core HRsystems, practices and HRMO competencies areconfirmed by the Commission to be at theMaturity Level 2 (Process-Define HRM). Theagency demonstrated readiness in exercisingdelegated HR functions. It can be given Level IIaccreditation status and enjoy certain privileges,e.g. the authority to take final action on

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appointments. This shall include revalidated andaccredited agencies under the PRIME version 1.

2. Agency-refers to the Iriga City Water District.3. Career Service-positions in the civil service

characterized by (1) entrance based on merit andfitness to be determined as far as practicable bycompetitive examination, or based on highlytechnical qualifications; (2)opportunity for advancement to higher careerpositions; and (3) security of tenure.

4. Closed Career Positions – refers to positions thatare scientific, or highly technical in nature; theseinclude the faculty and academic staff of statecolleges and universities, and scientific andtechnical positions in scientific or researchinstitution which shall establish and maintaintheir own merit systems.

5. Comparatively at Par - pre-determinedreasonable difference or gap between point scoresof candidates for appointment established by theHRMPSB.

6. Deep Selection-the process of selecting a candidatefor appointment who is not next-in-rank butpossesses superior qualifications and competence.

7. Developmental interventions-refers to HRDinterventions such as coaching, mentoring, crossposting program, job rotation, temporary

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assignment, secondment, team building,knowledge sharing and learning session,shadowing and counseling.

8. Downgrading– is a form of reclassificationinvolving a downward change in salary gradeallocation with or without change in position title.

9. Discrimination-is a situation wherein a qualifiedapplicant is not included in the selection line-upon account of gender, civil status, pregnancy,disability, religion, ethnicity, or political affiliation.

10. District-refers to the Iriga City Water District11. Executive Managerial – refers to the professional,

technical and scientific positions, the functions ofwhich are managerial in character, exercisingmanagement over people, resource, and/or policyand exercising functions such as planning,organizing, directing, coordinating, controllingand overseeing the activities of an organization, aunit thereof or of a group, requiring some degreeof professional, technical or scientific knowledgeand experience, application of managerial skillsrequired to carry out basic duties andresponsibilities involving leadership, functionalguidance and control.

12. First Level Positions-shall include clerical, tradesand crafts, and custodial service which involve

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sub-professional work in a non-supervisory orsupervisory capacity.

13. Gender Identity – refers to the personal sense ofidentity as characterized, among, others, bymanners of clothing, inclinations, and behavior inrelation to masculine or feminine conventions. Aperson may have a male or female identity withthe physiological characteristics of the oppositesex. (Senate Bill 1022 – An Act ProhibitingDiscrimination on the Basis of Sexual Orientationand Gender Identity and Providing PenaltiesTherefor)

14. Geographical Location – refers to the area withinthe jurisdiction of an agency, in the case ofNGAs/SUCs/GOCCs, where an employee may bereassigned from the Central Office/Main Campusto Regional/Field Office/Campus provided thatthe office of the reassignment is existing in theorganizational structure of the agency.

15. Hard to fill vacancies- refer to vacancies for whichagencies found difficulties in recruitment forreason such as, lack of skills of applicants,inadequate experience, applicants’ expectation ofhigh salary, lack of professional license,competition with private sectors and overseasjobs. (Occupation shortages and surpluses, 2013-2014 Integrated Survey on Labor and

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Employment, Philippine Statistics Authority,LABSTAT Updates, March 2016)

16. Highly Specialized Positions – refers to positionswith highly specialized and unique dutiesrequiring specialized education, training or skillswhich may not be acquired through formaleducation, training programs, or experiencegained from service-wide positions.

17. Hiring Quota-is the pre-determined ratio ofapplicants for appointment to ensure that onegender does not fall short of the desiredpercentage of the selection rate for the othergender in equivalent positions at every level,provided they meet the minimum requirement ofthe position.

18. Illegally separated employee - refers to a personwho has been previously appointed to a positionin the career service and who has, through nodelinquency or misconduct, been separatedtherefrom.

19. Job Requirements-requisite not limited to thequalification standards of the position, but mayinclude skills, competences, potential, physicaland psycho-social attributes necessary for thesuccessful performance of the duties required ofthe position.

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20. Next-in-Rank Position -refers to a position whichby reason of the technical arrangement ofpositions in the agency or in the government isdetermined to be in the nearest degree ofrelationship to a higher position as contained inthe agency’s System of Ranking Positions (SRP).

21. Non-Career Service-positions expressly declaredby law to be in the non-career service or thosewhose entrance in the service is characterized by(1) entrance on bases other than those of the usualtests of merit and fitness utilized for the careerservice; and (2) tenure which is limited to theduration of a particular project for which purposeemployment was made.

22. Officer-in-Charge – is considered merely as acaretaker of the office while the regular incumbentis on leave of absence. An OIC does not possessthe power to appoint, and if he does, such as isnull and void ab initio. An Officer-in-Charge doesnot exercise powers involving discretion of theregular incumbent. The rights and privileges ofthe latter do not normally descend upon theformer unless specifically indicated or stated inthe designation.¹

23. Personal Actions-any action denoting themovement or progress of personnel in the civilservice such as original appointment, promotion,

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transfer, reinstatement, reemployment, detail,reassignment, secondment and demotion.

24. Promotion-is the advancement of an employeefrom one position to another with an increase induties and responsibilities as authorized by lawand usually accompanied by an increase in salary.

25. Psycho-Social Attributes-refer to thecharacteristics or traits of a person which involvedboth psychological and social aspects.Psychological includes the way he/sheperceives things, ideas, beliefs and understandingand how he/she acts and relates these things toothers and in social situations.

26. Qualifications Standards-is a statement of theminimum qualifications for a position which shallinclude education, experience, training, civilservice eligibility, and physical characteristics andpersonality traits required in the performance ofthe job.

27. Qualified Next-in-Rank-refers to an employeeappointed on a permanent status to a positionnext-in-rank to the vacancy as reflected in the SRPby the head of the agency and who meets therequirements for appointment to the next higherposition.

28. Recategorization – is a form of reclassificationinvolving a change in the level/category of the

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government entity which will bear on the level ofkey positions, e.g. President and Vice-Presidentpositions in state universities and colleges (SUCs)and General Manager, Assistant General Manager,and other Managerial positions in Local WaterDistricts.

29. Regular Appointments – refer to appoints issuedin government agencies based on the authorizedpositions found in the Plantilla of Personnel orLump Sum appropriation under PersonnelServices, or those occupying the positions in theDBM-approved contractual staffing pattern of theagencies concerned, all of which are submitted tothe CSCFO for attestation.

30. Second Level Positions-involve professional,technical and scientific work in a non- supervisorycapacity up to Division Chief Level or itsequivalent.

31. Selection-is the systematic method of determiningthe merit and fitness of a person on the basis ofqualifications and ability to perform the dutiesand responsibilities of the position.

32. Selection Line-Up-is a listing of qualified andcompetent applicant for consideration to avacancy which includes, but not limited to, thecomparative information of their education,experience, training, civil service eligibility,

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performance rating, performance rating (ifapplicable), relevant work accomplishments,physical characteristics, psycho-social attributes,personality traits and potential.

33. Superior Qualifications-shall mean outstandingrelevant work accomplishments, educationalattainment and training appropriate for theposition to be filled. It shall include demonstrationof exceptional job mastery and potential in majorareas of responsibility.

34. System of Ranking Positions-is the hierarchicalarrangement of positions from highest to lowestwhich shall be a guide in determining whichposition is next-in-rank, taking into considerationthe following:

a. Organizational structure;b. Salary grade allocation;c. Classification and functional relationship of

positions; andd. Geographical locations

35. Term – refers to the time during which the officermay claim to hold office as of right, and fixes theinternal after which the several incumbents shallsucceed one another².

36. Tenure – refers to the term during which theincumbent actually holds the office. The term ofoffice is not affected by the hold-over. The tenure

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may be shorter than the term for reasons within orbeyond the power of the incumbent³.

37. Third Level Position -generally requires eitherCareer Service Executive Eligibility (CSEE) orCareer Executive Service Eligibility (CES). Thisincludes Undersecretary, Assistant Secretary,Bureau Director, Assistant Bureau Director,Regional Director, Assistant Regional Director,Chief of Department Services and other officers ofequivalent rank.

IV. POLICIES AND PROCEDURES

The Iriga City Water District Recruitment, Selection andPlacement Process Flow

There shall be no discrimination in the selection ofemployees on account of age, sex, sexual orientation andgender identity, civil status, disability, religion, ethnicity orpolitical affiliation.

1. On Publication of Vacancies

a) The HR Unit/Division/Office/Department shallcomply with the provisions of RA No. 7041 alsoknown as the Publication Law, and other existingpolicies on publication of vacancies. All positions,except those which are co-terminous to theappointing official, shall be published in the Bulletinof Vacant Positions or newspaper of general

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circulation using CS Form No. 9, series of 2017(Request for Publication of Vacant Positions).

b) Dissemination of vacancies may also be madethrough the Bulletin Boards in all Departments;Agency website; PhilJobNet; flag raising ceremonyannouncements; and, other modes deemedappropriate and responsive.

c)Announcements for job openings shall contain thestatement “We are an equal opportunity employer andall qualified applicants will receive consideration foremployment without regard to age, sex, sexualorientation and gender identity, civil status, disability,religion, ethnicity, political affiliation, disability status orany other characteristic protected by law.”

d) Iriga City Water District encourages applicants toreport to the management through the HROffice/Department any apparent discrimination inthe selection process.

2. On Receipt and Evaluation of Applications/Candidates.

a) Once a position becomes vacant and uponpublication thereof, all interested applicants(external or internal) shall signify their interest inwriting to the HR Unit/Division/Department/Office, for inclusion in the assessment.

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b) For vacancies in the first and second level positions,all qualified-next-in-rank employees shall beautomatically considered candidates for promotion.

c) The qualified next-in-rank and other internal orexternal applicants who expressed interest to theposition in writing shall be considered in theassessment phase. “Annex A”.

d) Applicants with pending administrative cases shallnot be disqualified from applying for a vacantposition during the pendency of the case.

e) An employee may apply for a higher position onlyafter having performed the duties andresponsibilities of the position he/she currentlyholds for at least a year provided he/she got aperformance rating of at least Very Satisfactory (VS)in the last two rating periods prior to application.

f) Employees who have retired, resigned or transferredto other government offices shall undergo theregular process of assessment to be considered forreemployment in the office. This is to ensure thatthese employees are assessed based on thecompetencies required of the position.

g) Applicants who are on scholarship, study grant,training (either local or foreign) on bar or boardreview, on approved leave of absence (to includebut not limited to maternity leave, prolonged sick

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leave or vacation leave), may file their applicationsand undergo assessment should they be foundqualified.

h) The HR Unit/Division/Department/Office shallinform applicants of the evaluation results of theirapplications within three (3) working days from theevaluation. “Annex B, B1”.

3. On Performance Ratings

a) Applicants for promotion and transfer should havea performance rating of at least Very Satisfactory(VS) for the last two rating periods preceding theassessment.

b) Applicants who are on scholarship, study grant,training (either local or foreign) on bar or boardreview, on approved leave of absence (to includebut not limited to maternity leave, prolonged sickleave or vacation leave), shall use the performanceratings of the last rating periods before the grant orleave of absence.

4. On Assessment Tools and Methods

a) Assessment forms, tools and procedures for thedifferent positions shall assess competencies,motivational and organizational fitness to ensure astandard measure across applicants and offices.

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b) The HR Unit/Division/Department/Office shallensure that assessment tools, methods andprocedures are complied with, in accordance withthese guidelines.

c) The HR Unit/Division/Department/Office mayinvolve heads of offices in developing assessmenttools and establishing databank of test items.

d) The HR Unit/Division/Department/Office shalladminister competency-based written examinationto the applicants. The Ethics Oriented PersonalityTest (EOPT) shall also be required for each applicantin coordination with the Civil Service CommissionRegional Office or from a reputable testingagency/office as prescribed in CSC MC No. 6, s.2017.“Annex C”.

e) Only those applicants who gathered a rating of 3 inthe written exam, using the following rating guide:1- Much Development Needed; 2- MinimalDevelopment Needed; 3-Proficient; 4-VeryProficient; and, 5- Shows Strength, shall proceed tothe next phase of assessment which is the conduct ofBehavioral Event Interview (BEI).“Annexes D, D1”.

f) For skills and trades and crafts positions, worksample test shall be administered to applicantsbefore the written examinations.

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g) The HRMPSB shall conduct the BEI to theshortlisted applicants using the BEI Guidedeveloped for the purpose. After the BEI, theHRMPSB shall have a consensus rating for eachapplicant.

h) The HR Unit/Division/Department/Office shallconduct the Background Investigation (BI) on thetop three (3) assessed candidates, if applicable. Thisis to elicit additional information and facts fromtheir supervisors, subordinates, peers at work,either through conduct of interviews or responses toa prepared questionnaire or feedback form. Forapplicants with no work experience yet, the BI shallbe done on school officials and references providedby the candidates.

i) The appointing authority shall assess the merits of theHRMPSB’s assessment and recommendation andappoint the applicant deemed best qualified for theposition.

j) The first choice of the appointing authority shall berequired to undergo medical assessment prior to theissuance of appointment in cases of originalappointment, transfer and reemployment. Shouldthe medical assessment results show that theapplicant is unfit to work, the appointing authorityshall select a second choice who shall be required toundergo medical assessment and offered theposition if found fit to work as certified by a

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government physician using CS Form No, 211,Revised 2017.

5. On Participation of the Heads ofOffices/Departments/Division/Unit with Vacancies

The Head of Office/Department/Unit where thevacant position exists shall:

a) Participate in the development of assessment toolsand suggest or offer examination questions or testitems that may be specific to the office vacancy; and

b) Participate in assessment activities i.e. HRMPSBdeliberations for all positions.

6. On Assessment Forms

The HR Unit/Division/Department/Office shallprepare the following forms to guide the appointingauthority in the judicious selection of applicants.These forms are attached for reference:

a. A Profile which contains basic information asfollows: education, computation of relevantsupervisory training and experienced as required,and eligibility; results of the Ethics OrientedPersonality Tests and other essential informationplaced under the REMARKS column. “Annex E”.

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b. The Background Investigation Form which focuseson additional information gathered on theapplicant’s work history (positions held, past andpresent employer/s, leave, performance anddisciplinary records, achievements, etc.)competencies and functional areas, personal andwork values, interpersonal relationships, medicalhistory and other information that may affect orforecast performance. The BEI shall be used togather these data. “Annex F, F1”.

c. Comparative Assessment Results which summarizeall information about the applicants including theratings in the various competencies, the ranks andother relevant information about the applicants.“Annex G”.

V. Selection Criteria

1. Pre-Qualifying Criteria

The EETE and the performance ratings are the basiccriteria that will determine whether an applicant willproceed to the actual assessment.

a. EETE stands for Education, Experience, Trainingand Eligibility which the applicant must initially

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meet. Below are the elements to be considered inthe evaluation of the EETE:

ElementsEducation 1. Achievement

2. RelevanceExperience 1. Number of Years

2. Relevancea. For Non-Supervisory: Functional Areab. For Supervisory and

Executive/Manageriali. Supervisory and Managementii. Functional Area

Training 1. Relevance2. Number of Hours3. Recency

Eligibility Licenses/Certifications

a.1. Education refers to the formal or non-formalacademic, technical, or vocational studies that willenable the candidate to successfully perform theduties and responsibilities indicated in thePosition Description Form of the position to befilled.

On Education, achievement refers to the minimumlevel of education that is required for thesuccessful performance of the position. Relevance

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refers to the appropriate or specific educationrequirement for the position.

a.2 Experience refers to previous jobs in either thegovernment or private sector, whether full-time orpart-time, as certified by the HRMO or authorizedofficials of the previous employer, which arefunctionally-related to the duties in the PDF of theposition to be filled.

a.3 Training refers to formal or non-formal trainingcourses & HRD interventions that are part of theemployee’s Individual Development Plan/CareerDevelopment Plan.

On Training, the number of hours of trainingprograms attended that are relevant to the dutiesand responsibility of the position is considered.The relevance refers to the specific trainingprograms that are functionally related to theduties and responsibilities of the position. Therecency refers to the length of time from the datethe relevant training program, was attended to thepresent, to keep abreast with the latest technologyand trends.

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a.4 Eligibility refers to the result of passing a meritand fitness examination which may be determinedas far as practicable by a competitive examination,or based on highly technical qualifications or othertests of merit and fitness conducted by the CSC orrecognized as such by law, like the ProfessionalRegulations Commission (PRC) – conducted boardexaminations, the Supreme Court (SC) –conducted bar examinations or the TechnicalEducation and Skills Development Authority(TESDA)-conducted crafts and tradesexaminations.

a.5 Performance refers to the numericalscore/adjectival description of the applicant’saccomplishment for the last two rating periods,which should be at least VS, prior the date ofassessment and the date of issuance ofappointment.

2. Assessment Criteria

The Assessment Criteria for all levels ofpositions, either supervisory, technical,administrative support and skills, trades and craftsare as follows:

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Criteria WeightAllocatio

n

Assessment Strategies(to include a combination of the

following strategies)I. Competencies 70% Written Exams which may

include the following: Competency-Based

Written Exam Technical Knowledge

and Skills TestWork Sample TestBehavioral Event InterviewOther Assessment strategies thatmay be deemed appropriate

II. Performance 30% Performance ReviewTotal 100%

Though not to be rated, the EOPT shall beadministered to provide additional basis indetermining job fitness of an applicant. Backgroundinvestigation shall likewise be conducted tosupplement or validate competency assessment andmotivational fitness of an applicant.

3. Required Competencies

These policies provide the competencies ofevery position or group of positions based on thenature of work and functions to be performed. Thegroups of positions are:

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a. executive and managerialb. supervisoryc. non-supervisory or technicald. administrative supporte. skills, trades and crafts

The technical competencies consider thefunctions of the vacant position to be filled and arereflected in the Job Description Form and theTechnical Competency Tables. The grouping ofpositions and the required competencies are shownbelow:

a. Executive and Managerial Positions refer to thosepositions above Division Chiefs or comparablepositions that are categorized under the supervisorygroup.The Iriga City Water District Managerial Positioninclude: General Manager

Applicants to executive and managerial positionsneed to meet the following leadership competenciesfor the bureaucracy under MC No. 12, s. 2016-“Annex H”:

1. Thinking Strategically and Creatively2. Leading Change

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3. Building Collaborative, Inclusive WorkingRelationships

4. Managing Performance and Coaching for Results

5. Creating and Nurturing High PerformingOrganization.

Technical

competencies, though not rated, shall be considered indetermining qualifications and fitness of an applicantto an executive and managerial position.

Competencies WeightAllocation

Core 30%Exemplifying Integrity

Solving Problems and Decision MakingDelivering Service Excellence

Leadership 70%Thinking Strategically and Creatively

Leading ChangeBuilding Collaborative, Inclusive

Working RelationshipsManaging Performance and Coaching

for ResultsCreating and Nurturing High

Performing OrganizationTotal 100%

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b. Supervisory Positions refers to those positionswhich includes professional, technical and scientificfunctions and have the responsibility of overseeingthe work of an organizational unit charged withmajor and specialized activity.


Core 30%Exemplifying IntegritySolving Problems & Decision makingDelivering Service Excellence

Organizational 15%Championing and Applying InnovationsPlanning & DeliveringDemonstrating Personal EffectivenessSpeaking EffectivelyWriting EffectivelyManaging Information

Leadership 5%Managing PerformanceBuilding commitmentDeveloping PeopleThinking Strategically

c. Technical or Non-Supervisory Positions refers tothose positions which includes professional,technical and scientific functions performing work

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requiring the practice of profession or application ofknowledge acquired through formal training in aparticular field or the expertise of a natural, creativeand artistic ability or talent in arts and letter Itincludes positions involved in research andapplication of professional knowledge and methodsto a variety of technological, economic, industrialand governmental functions.



Organizational 15%Championing and Applying InnovationsPlanning & DeliveringDemonstrating Personal EffectivenessSpeaking EffectivelyWriting EffectivelyManaging Information

Leadership 5%Managing PerformanceBuilding commitmentDeveloping PeopleThinking Strategically

Technical (As identified in the JD) 20%TOTAL 70%

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d. Administrative Support Positions include thosepositions in the administrative support services group.

e. Skills, Trades and Crafts Positions include thosepositions such as Administrative Aide,Administrative Assistant, with working titles asDriver, Carpenter, Painter, Aircon Technician,Gardener, Electrician and other comparablepositions.



Organizational 20%Demonstrating Personal EffectivenessSpeaking EffectivelyChampioning and Applying InnovationsPlanning & DeliveringWriting EffectivelyManaging Information

Technical 20%TOTAL 70%

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Organizational 15%Demonstrating Personal EffectivenessSpeaking EffectivelyChampioning and Applying InnovationsPlanning & DeliveringManaging Information

Technical (as identified in the JD) 25%Total 70%

VI. Selection Process

The competency based recruitment and promotionprocess is presented in a process flowchart. The phases orsteps should be progressively undertaken and successfullypassed by the applicants for them to advance or progress tothe next phases or steps.

No deliberation by the Human Resource MeritPromotion and Selection Board (HRMPSB) shall beconducted during the 10/15-day publication period of thevacant position.

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1. Evaluation of Applications/Candidates

Screening involves checking the qualificationsof the applicants against the requirements of theposition.The HR Unit/Division/Department/Officeshall then review the applicant’s Personal Data Sheet(PDS), performance ratings and other employmentdocuments to support job applications. If foundqualified, the profiles of applicants are prepared toinclude EETE and other relevant information.

Applicants shall be informed on the status oftheir application three days after evaluation thereof,as well as the instructions on the next steps. “Annex I”

2. Actual Assessment of Applicants

Assessment provides a measurement ofspecific knowledge, skills, abilities, traits, andcompetencies that have been clearly linked to jobperformance. The following assessment tools shall beused in evaluating the qualified applicants such as:

Written Exam - a tool, this can look into thetechnical capacities of the applicant skills onthe job and specific knowledge needed toperform particular job duties. It may be:

Employment Test- attempts to assess the matchbetween the applicant and the job

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requirements. E.g. typing, welding, drivingtests

Aptitude Test- test of special abilities (such asclerical, linguistic, musical and artistic abilities)that are required in specific jobs

Intelligence Test- measure an individual’sintelligence (IQ) (that is, ability to reason)

Personality Test- measure basic aspects of aperson’s personality or temperament (such aslevel of motivation, assertiveness, sociabilityetc)

Behavioral Event Interview (BEI) - A form ofstructured interview used in the process ofemployee selection to identify and assess thecompetencies of candidates for a particular jobon the premise that the person’s past behavioris the best predictor of their futureperformance.

3. Selection of Appointees, Issuance of Appointments& Release of Assessment Results

The heads of offices where vacancy exists mayrecommend their preferred candidate/s from theRoster of applicants. The Appointing Authority shalljudiciously decide on appointments based on

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competency profile and in accordance with existingCS Law and Rules.

The appointing authority shall select theappointee from among the top three (3) rankingcandidates who fully meet the competencies assessed,if applicable.

The HR Unit/Division/Department/Officeshall disseminate information on all appointmentsissued and approved by the Appointing Authority byposting on the bulletin board, agency website/socialmedia account such notice and announcementsduring flag ceremonies. All applicants shall benotified about the assessment results. “Annex K’.

The HR Unit/Division/Department/Officeshall disseminate information on all appointmentsissued and approved by the head of the agency. Thiscan be done by posting on the bulletin board,announcements during flag raising ceremonies andinternal publication.

VII. HUMAN RESOURCE MERIT PROMOTION ANDSELECTION BOARD

1. Legal Basis

Section 9 Rule VI Promotion, of the RulesImplementing Book V of EO 292 provides that “To

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ensure objectivity in promotion, Selection/Promotion Boardshall be established in every department or agency whichshall be responsible for the adoption of a formal screeningprocedure and formulation of criteria for the evaluation ofcandidates for promotion.”

With the issuance of the 2017 Omnibus Rules onAppointments and other Human Resource Actions(ORAOHRA), Personnel Selection Board or theSelection/Promotion Board has been renamed toHuman Resource Merit Promotion and SelectionBoard (HRMPSB).

2. Composition

The following are the composition of the HRMPSB -“Annex L”:

Chairperson - Highest Official in-charge ofhuman resource management or his/her authorizedrepresentative.Members:

a. Head of the organizational unit where thevacancy exists or his/her authorizedrepresentative

b. Human Resource Management Officer (HRMO)or the career service employee directlyresponsible for recruitment, selection andplacement, or his/her authorized designatedalternate

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c. Two (2) regular and alternate representatives ofthe rank and file career employees, from the firstlevel and from the second level, who shall all bechosen by the duly accredited employeesassociation in the agency.

The highest official in-charge of the humanresource management may not be the HumanResource Management Officer (HRMO), but, maybe the official directly supervising the humanresource management of the agency.

In case there is no accredited employeeassociation in the agency, the representatives shallbe chosen at large by the employees through ageneral assembly. The candidate who garnered thesecond highest votes shall automatically be thealternate representative. Any other mode ofselection may be conducted for the purpose.

The first level representative or alternateshall participate during the screening of candidatesfor vacancies in the first level; the second levelrepresentative or alternate shall participate in thescreening of candidates for vacancies in the secondlevel. Both rank-in-file representatives shall servefor a period of two (2) years.

The agency head shall issue an Office Orderidentifying the principal members of the HRMPSBand their designated alternates. The CSCRO and

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CSCFO should furnished with a copy of the OfficeOrder.

The agency head shall, as far as practicable,ensure equal opportunity for men and women to berepresented in the HRMPSB for all levels ofpositions.

The membership of the HRMPSB can bemodified, provided it conforms to the prescribedcomposition. Agencies may add a reasonablenumber of members, but the prescribedcomposition may not be reduced. The HRMPSBmembers must be duly designated and their namesposted in the agency bulletin board. Any change inthe composition of the HRMPSB should be reportedto the CSC Regional Office concerned.

3. FunctionsThe HRMPSB shall serve as the recommending

body for the appointment. However, final decisionon whom to appoint shall be with the appointingofficer/authority.

The HRMPSB shall be primarily responsiblefor the judicious and objective selection of candidatesfor appointment in the agency in accordance with theapproved Agency Merit Selection Plan and shallrecommend to the appointing officer/authority thetop three (3) ranking applicants deemed most qualifiedfor appointment to the vacant position.

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The HRMPSB shall maintain fairness andimpartiality in the assessment of candidates forappointment. Towards this end, the HRMPSB mayemploy the assistance of external or independentresource persons and may initiate innovative schemesin determining the best and most qualified candidate.

4. Term of Office

Designated Chairperson and Members of theHRMPSB including the employee representatives andalternates shall serve for a period of two (2) years.

VIII. REPEALING CLAUSE

These policies repeal all other existing issuances thatare inconsistent herewith.

IX. EFFECTIVITY

The Iriga City Water District shall continually updateor enhance whenever necessary, the provisions of thesepolicies and changes thereof shall be disseminated to allunit/divisions/departments for immediate implementation.These enhanced guidelines shall take effect upon approval ofthe Civil Service Commission. The same shall be posted onthe agency’s bulletin board and an orientation be made to allits officials and employees.

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X. ANNEXES

Annexes A – Q.

ROMULO M. CORPORAL, JR.General Manager

Date Signed: 22 February, 2018

Approved/Disapproved by:

CECILIA R. NIETORegional DirectorCSC RO VDate: _____________

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merit selection plan (icwd-msp) i. …irigacitywater.gov.ph/main_pdf/msp.pdf · 66 iriga city water...

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