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FOREWORD

Human resources are the most vital component of an organization. Their skills, attitudes and values invariably determine its success or failure in accomplishing its goals. Hence, it cannot be gainsaid that the brand of service an organization gives is reflective, first and foremost, of the quality of its manpower resource.

In the same vein, the negative scenario painted by media regarding incompetence, lack of commitment, corruption and other forms of disvalues in government may be symptomatic of the quality of service rendered by government officials and employees.

Cognizant of its share in shaping a better image for Philippine bureaucracy, the Administration has embarked in a humble effort to improve its recruitment, selection and promotion process in order to attract and retain the best and the brightest in public service. This will further reinvigorate and professionalize the civil service, in general, and the parole and probation services, in particular.

This body of rules and procedures would not have been realized were it not for the cooperation, diligence and commitment of all officials and employees involved in its preparation and refinement, particularly the Committee to which the task was entrusted.

GREGORIO F. BACOLODAdministrator

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CONTENTS

Page

FOREWORD - - - - - - - - - - - - - - - - - - - - - - i

I. INTRODUCTION

A. BACKGROUND - - - - - - - - - - - - - - - - 1

B. PREMISES - - - - - - - - - - - - - - - - - 1

C. GOAL, OBJECTIVES AND SCOPE - - - - - - - - 6

II. THE SELECTION BOARD - - - - - - - - - - - - - 7

A. Constitution/Composition - - - - - - - - - 7

B. Prohibition and Alternates - - - - - - - - 7

C. Duties and Responsibilities - - - - - - - 8

III. CRITERIA AND PROCEDURES FOR SELECTION OF PERSONNEL

A. Requirements for Selection - - - - - - - - 9

B. Procedure for Selection - - - - - - - - - 9

C. Mechanics of Written Examination - - - - - 10

D. Mechanics of PsychologicalEvaluation for Selection - - - - - - - - 12

E. Mechanics of Background InvestigationFor Selection - - - - - - - - - - - - - - 13

F. Mechanics of Interview for Selection - - - 13

G. Mechanics of Rating for Selection - - - - 13

IV. CRITERIA AND PROCEDURES FOR PROMOTION OF PERSONNEL

A. Preliminary Considerations - - - - - - - - 16

B. Screening Procedure for Promotion - - - - 17

C. Mechanics of Personnel Assessment - - - - 19

D. Mechanics of Practitioner’s WrittenTest - - - - - - - - - - - - - - - - - - - 19

E. Mechanics of Psychological EvaluationFor Promotion - - - - - - - - - - - - - - 20

F. Mechanics of Background InvestigationFor Promotion - - - - - - - - - - - - - - - 20

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G. Mechanics of Interview for Promotion - - - 21

H. Mechanics of Rating for Promotion - - - - - 21

V. TRANSITORY PROVISIONS - - - - - - - - - - - - - 25

VI. EEFECTIVITY - - - - - - - - - - - - - - - - - - 25

ANNEXES

A. Definition of TermsB. Guidelines for Determining Vacancies

and Classifying Vacant PositionsC. Guidelines for Conducting Background

Investigation for Selection of Applicants

FORMS

PSP Form 01 - The Interview SchedulePSP Form O2 - Interview Assessment FormPSP Form 03 - Comparative Assessment Form for

Selection of Personnel (Summary)PSP Form 03.1 - Evaluation and TrainingPSP Form 03.2 - Experience and Outstanding

AccomplishmentPSP Form 03.3 - Psychological EvaluationPSP Form 03.4 - Written Examination for First LevelPSP Form 03.5 - Written Examination for Second LevelPSP Form 04 - Personnel Assessment Form for

PotentialPSP Form 05 - Personnel Assessment Form for

Physical Characteristics and Personality Traits

PSP Form 06.1 - PerformancePSP Form 06.2 - Summary Ratings for PotentialPSP Form 06.3 - Summary of Ratings for Physical

Characteristics and PersonalityTraits

PSP Form 06.4 - Practitioners’ Written TestPSP Form 06.5 - Psychological Evaluation

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INTRODUCTION

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A. BACKGROUND

Since its inception the Parole and Probation Administration has utilized various procedures for the selection and promotion of personnel in the Agency. The last set of procedures applicable to all personnel which continues to be applied today is provided in PPA Memorandum Order No. 04, S. 90 which was issued on May 28, 1990. A series of issuance’s governing the screening specifically of Supervising Probation and Parole Officers for promotion to Chief Probation and Parole Officer also came out within 1991-1992. Since 1990, however, many regional Offices have supplemented M O # 04, S.90 with additional criteria and procedures for the selection/promotion of personnel in their respective regions. Some have also adopted certain aspects of the national promotional screening for SPPOs, applying the same to the screening of applicants for other positions.

While there are similarities in many factors used by different regions to assess the qualifications and suitability for employment and promotion of personnel, these factors are assigned varied weights by the regional offices, or are assessed in different ways. This situation has resulted to a lack of uniformity in the area of personnel recruitment and promotion. Unfortunately, it also bred suspicions of partiality or manipulation on the part of the administering officers.

In a bid to strengthen the PPA selection and promotion processes and to harmonize the different criteria and procedures now used within the Agency, then OIC now Administrator Gregorio F. Bacolod issued Special Order No. 163 on July 19, 1995, creating the Task Force on Personnel Selection and Promotion Guidelines and Procedures, and charging it with the “formulation of uniform guidelines and procedures for the selection and promotion of personnel in the agency, taking into consideration the different systems currently implemented in the Regions and in the Central Office.” In this connection, all Regional Directors/OICs were directed under PPA Memorandum Order No. 15 dated July 19, 1995 to submit to the Task Force a copy of their existing selection/promotion systems. Thus, in framing these rules, the Task Force used as initial working papers the systems submitted by the following regions: CAR, I, II, III, IV, NCR, VI, VII, IX and X.

D. PREMISES

1. BASIC PRINCIPLES UNDERLYING THE PROPOSED RULES

a. WE AIM TO GET THE BEST AND THE BRIGHTES.

The criteria and screening procedures of the Parole and Probation Administration should:

- result to the selection/promotion of the best and the brightest for the position(s) to be filled;

- provide the Agency with a pool of highly qualified personnel; and

- contribute to the empowerment and development of human resources.

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b. WE BELIEVE IN THE STRENTH AND CREDIBILITY OF WELL-FORMULATED SELECTION AND PROMOTION POLICIES, STANDARDS AND PROCEDURES.

- as such, recommending/appointing authorities will also be provided with safeguards against liability by ensuring proper procedures.

c. WE BELIEVE IN GIVING ALL INTERESTED AND QUALIFIED PERSONS EQUAL OPPORTUNITY TO COMPETE AND JOIN THE PPA.

d. WE ADHERE TO THE PRINCIPLE OF TRANSPARENCY OF PROCEDURES AND DELIBERATIONS, AND OBJECTIVITY AND FAIRNESS IN THESE PROCESSES AS A TOOL FOR PROMTING PEACE AND HARMONY IN THE ORGANIZATION.

- thus, we promote employee morale and pride in one’s job and create a positive attitude among personnel toward agency policies on personnel action.

e. WE ESCHEW ABUSE OF AUTHORITY AND DISCRETION, AND UNDUE POLITICAL INTERVENTION IN THE SELECTION AND PROMOTION OF PERSONNEL.

f. WE UPHOLD AND SUPPORT THE LONG-STANDING PRINCIPLE OF SELECTION AND PROMOTION THROUGH MERIT AND FITNESS AND MORAL INTEGRITY.

g. WE BELIEVE IN GIVING THE PPA EMPLOYEES DUE PROTECTION AND OPPORTUNITY FOR PROFESSIONAL GROWTH AND DEVELOPMENT IN THE AGENCY. THUS,

- from among the most qualified, preference should be given to personnel who are already within the agency;

- localization of recruitment shall be implemented as far as practicable;

- opportunities for career pathing and professional growth shall be provided; and

- deserving personnel shall be rewarded.

h. WE BELIEVE THAT PROPER SELECTION AND PROMOTION OF PERSONNEL WILL REDOUND TO GREATER EFFECTIVENESS AND EFFICIENCY IN THE DELIVERY OF THE AGENCY’S PROGRAMS AND SERVICES.

- thereby, also enhancing the image of the agency and its credibility and worthiness for accreditation by the Civil Service Commission

2. AGENCY EXPECTATIONS OF HIRED AND PROMOTED PERSONNEL

a. Hired and Promoted Personnel are expected to:

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i. Perform their duties and functions and achieve performance targets with outstanding and very satisfactory ratings;

ii. Adopt behavior resulting to outstanding and very satisfactory ratings in the behavioral dimensions affecting performance;

iii. Comply with Government and Agency policies, rules, regulations and other lawful orders;

iv. Manifest adaptability, flexibility and the ability to adjust to changes in policies, procedures, case situations and office needs;

v. Abide by RA 6713 and the Agency’s Code of Ethics;

vi. Understand clearly the vision, mission, and operations of the Agency;

vii. Walk the extra mile and take the road less traveled in pursuit public service and professional growth; and

viii. Show willingness and capacity to learn.

b. In addition, hired Personnel must:

i. Possess potential to accept greater responsibilities.

c. Furthermore, Promoted Personnel are expected to:

i. Serve as role models;

ii. Show loyalty to the Agency;

iii. Develop their potentials by accepting greater responsibilities;

iv. Develop management leadership qualities guided by the principle that “the greatest leader is the servant of all”; and

v. Possess greater degree of skills, deeper insights and broader perspectives.

3. QUALITIES AND SKILLS DESIRED IN PPA PERSONNEL

GENERAL. All hired and promoted personnel are expected to be:

a. Well-integrated personalities with good moral values and sound physical and mental health;

b. Conscientious, honest, fair and incorruptible;

c. Prompt and reliable;

d. Creative and resourceful;

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e. Patient, selfless and self-disciplined;

f. Decisive;

g. Able to think for themselves; able to listen to arguments on all sides of an issue and to respond with good judgement, not to emotional appeal; able to reason clearly and apply what they know to unfamiliar situations;

h. Able to communicate effectively;

i. Industrious and with good work habits;

j. Well-organized to make judicious use of limited time;

k. Able to prioritize, analyze, plan and schedule workload;

l. Cooperative; willing to work with a team;

m. Sensitive to others’ needs;

n. Approachable and with good personal and public relations;

o. Socially poised;

p. Aware of their own biases; with adequate understanding of and ability to handle themselves;

q. Alert, flexible and can adjust to unexpected changes and demands;

r. Able to handle personal and professional problems and crisis situations;

s. With a positive outlook and happy disposition ( I’m OK- You’re OK);

t. Intelligent and practical, and imbued with idealism balanced by realism;

u. Determined to learn;

v. Respectful of authority; and

w. Potential leaders.

SPECIFIC. Aside from the general qualities that the hired and promoted personnel should possess, the following are specifically required:

a. Chief Probation and Parole Officers and Division Chiefs

i. Management of work

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Capacity to plan and prioritize office activities, assign work properly, set appropriate work standards, establish monitoring systems, streamline office operations and make prompt and sound decisions.

ii. Management of People

Capacity to promote career and professional growth of subordinates, observe fairness and impartiality, maintain discipline, motivate staff for productivity, and give effective feedback on their performance.

iii. Management of Resources

Capacity to ensure proper disbursement of funds and the proper use and maintenance of office equipment and other facilities.

iv. Management of Linkages

Capacity to work effectively with other officials/units in the Agency, department, other government agencies, local government units, political representatives and non-government organizations towards the accomplishment of office goals and objectives or the effective delivery of services.

v. Management of Constraints

Capacity to recognize and overcome office difficulties and problems.

vi. Innovativeness

Capacity to initiate and implement new or improved policies/programs/projects/activities other than those already identified and pursued by his office and to take risks in program implementation.

b. Field Officers

i. Working knowledge of the Probation Law, Indeterminate Sentence Law, and related statutes.

ii. Counseling skills

iii. Capacity to analyze and evaluate

c. Clerks

i. Good typing skills

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C. GOAL, OBJECTIVES AND SCOPE

1. GOAL

It is the goal of these Rules to attract the best and the brightest and maintain a highly competent and qualified, dedicated and motivated workforce that will manage the Agency’s operations in the pursuit of its mandate of administering the parole and probation systems.

2. OBJECTIVES

It is the policy of the Parole and Probation Administration that all appointments in this office be made only according to merit and fitness. Therefore, this Personnel Selection and Promotion Rules and Procedures (PSPRP) aim to:

a. Evolve a screening process which shall include tests of fitness in accordance with standards and guidelines set by the Civil Service Commission;

b. Create equal access to opportunities for public service and advancement to all qualified and competent applicants/aspirants;

c. Establish the criteria for evaluation, conduct of tests or interviews, and systematic assessment of training and experience.

3. SCOPE

This PSPRP shall serve as the official guide to be adopted by all Selection Boards in the recruitment, selection, and promotion of personnel in the Agency. It shall cover all positions in the Central, Regional and Field Offices classified under the first and second levels of the Career Service. It shall also apply to the regional level screening and rating of candidates for the position of Chief Probation and Officer.

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THE

SELECTION BOARD

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II. THE SELECTION BOARD

A. CONSTITUTION/COMPOSITION

1. Pursuant to Civil Service Memorandum Circular #38, Series of 1990, the Selection Board shall be constituted in each region to be composed of the following:

a. Director I, or any ranking Officer designated by the Regional Director as Chairman

b. The Administrative Officer or any Officer of equivalent rank as secretary/member

c. A representative of the personnel in the 1st level position as member

d. A representative of the personnel in the 2nd level position as member

2. In the Central Office, the Selection Board shall be composed of the following:

a. Deputy Administrator or any ranking Officer designated by the Administrator as Chairman

b. Chief, Administrative Division or any Officer of equivalent rank as secretary/member

c. A representative of the personnel of the 1st level position as member

d. A representative of the personnel of the 2nd level position as member

e. Chief of Division or any unit in which the vacancy occurs.

The representative of the rank and file personnel, one for the first level and another for the second level, shall be chosen by the duly accredited Employees’ Association if there is one. Where there is none, the representative shall be chosen at large by the employees through a general election. Only employees holding 1st level positions shall be qualified to elect the 1st level representative. Likewise, only employees holding 2nd level positions shall be qualified to elect their representative.

The representative of the 1st level position shall sit in the screening of the candidates where vacancies in the 1st level exist while the representative of the second level shall sit in the screening of candidates where vacancies in the second level exist.

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B. PROHIBITIONS AND ALTERNATES

A member of the Selection Board shall inhibit himself from sitting in the deliberations thereof under any of the following circumstances:

1. He is a candidate for promotion for the vacant position being deliberated upon;

2. He is related by consanguinity or affinity within the fourth civil degree (MO#5,s.1999 dtd Feb. 23, 1999) to any candidate for selection or promotion; or

3. He is not a disinterested party as may be determined by the Board.

In the above instances, the disqualified member shall be substituted by an alternate who shall be as follows:

1. For 1st or 2nd level representative, the employee who has garnered the second highest number of votes in the last election of representatives or who was chosen in an election held for the purpose; and,

2. For the Board Chairman or Secretary/Member, the officer designated as alternate by the Administrator for the Central Office Selection Board, and by the Regional Director for the Regional Selection Board.

C. DUTIES AND RESPONSIBILITES

The Selection Board shall be guided by the Personnel Selection and Promotion Rules and Procedures in the performance of its duties and responsibilities.

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CRITERIA AND PROCEDURES

FOR

SELECTION OF PERSONNEL

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III. CRITERIA AND PROCEDURES FOR SELECTION OF PERSONNELIIIIVA. REQUIREMENTS FOR SELECTION

1. Age Requirement

On the day of filing the application, applicants for first level positions should not be more than 35 years old, and for second level positions should not be more than 45 years old.

2. Educational Qualification

2.1 Applicants to the position of Probation and Parole Officers shall be full-fledged degree holders of any of the following courses:

2.1.1 Bachelor’s degree in Social Work, Sociology, Psychology, Criminology, Penology, Corrections, Police Science, Police Administration or related fields (PD 968)

2.1.2 Bachelor of Science in Elementary Education (BSEED)

2.1.3 Bachelor of Science in Elementary Education (BSEED) or Bachelor in Elementary Education (BEED), Bachelor of Science in Education (BSE) or Bachelor in Secondary Education (BSED), Bachelor of Arts (AB) or Bachelor of Science (BS) with major/s in:

a) Guidance and Counselingb) Community Developmentc) Anthropologyd) English/Journalism/Mass or Development Communicatione) Special Educationf) Public Administrationg) Asian/Philippine Studies (MC No. 25 s. 1994 dtd Sept. 1, 1994)h) Philosophy/Pol. Science (MC No. 59, s.1999 dtd Dec. 21, 1999)i) Inverted Course in Educ (MC No. 59, s.1999 dtd Dec. 21, 1999)

2.1.4 Masteral or Doctoral Degree major in the above-mentioned fields, items a to f (MC No. 21 s. 1994 dtd July 11, 1994)

2.1.5 Masters of Arts in Educational Management (MC No. 59 s.1999 dtd.Dec. 21, 1999

2.1.6 Bachelor of Laws (MC No. 16 s. 1995 dtd November 17, 1995)

2.2 Applicants for other positions in the PPA must meet the educational requirements as provided in the CSC-Qualification Standards Revised 1997 and the PPA-QS (Unnumbered Memo dtd. Feb. 11, 1992 and MC No.02 s. 1996 dtd. Jan. 23, 1996)

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3. Documents to be Submitted (duly authenticated)

3.1 The following should be attached to the letter of application:

3.1.1 Proof of civil service eligibility (1 copy)3.1.2 Diploma (1 copy)3.1.3 Form 138, for positions not requiring a college degree3.1.4 Transcript of Records (TOR) with Special Order for private school

graduates (1copy) 3.1.5 Latest CSC Form 212 duly accomplished with ID pictures (4 copies) 3.1.6 If any, Certificates of Training within the last five (5) yrs.(1 copy ea.) 3.1.7 If any, Proof of honors/awards received (1 copy each)

3.1.8 Verified Affidavit indicating willingness to be assigned anywhere in the region for field positions (1 copy)

3.2 Other Documents as may be required by the PSB 3.2.1 Waiver for BI 3.2.2 Duties and functions from previous employment 3.2.3 Performance Rating for the last 2 Rating Periods or its equivalent, if transferee

Failure to submit any of the above requirements on the deadline set by the Selection Board shall disqualify the candidate/applicant.

3.3 Before Appointment

3.3.1 Medical Certificate issued by a government physician 3.3.2 Drug Test 3.3.3 Neurological Examination

3.3.4 Certificate of Authority to Transfer (if government employee)3.3.5 Clearance from previous government employment3.3.6 NBI Clearance

Drug Test and Neurological Examination results are part of the documents to be submitted and retained/filed in the Agency and formed part of the 201 File of the candidate/applicant (Rule VIII, Sec. 1.b, MC No. 40 s. 1998 dtd Dec. 14, 1998 of the Revised Omnibus Rules on Appointments and Other Personnel Actions).

Delay in the submission of the above requirements shall defer the

appointment of the candidate/applicant.

B. PROCEDURE FOR SELECTION

1. Initial Screening

The Selection Board of the Central/ Regional Office shall determine who among the candidates meet the minimum requirements for education, experience, age, health, and civil service eligibility based on the documents submitted.

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2. Qualifying Written Test (QWT)

2.1 General Provisions

2.1.1 The Central Office Test Committee (COTC) shall only requests for examinations to corresponding positions with actual vacancies or with projected vacancies within six (6) months from the administration of the test shall be entertained by the COTC provided the COTC shall not release the results for the latter until actual vacancies occur (MO #19 s. 2001 dtd. Nov. 29, 2001).

2.1.2 Requests for examinations shall be made separately for each type of examination using the QWT/PWT Request Form.

Considering that the criteria and procedures for promotion or selection of personnel cannot be mixed due to differences in factors and weights to be evaluated, promotion shall, therefore, take precedence over selection in the release of the results.(M.O. No. 13 S.2000 dtd August 15, 2000).

2.1.3 The passing score for the QWT is hereby fixed at 60% of the total score.(M.O. 15 s. 2001 dtd May 23, 2001).

2.1.4. The QWT shall have a weight of 30%of the overall score.

V 2.1.5 The test result shall be filed and retained for a period of three (3) years (MO No. 15 s. 2000 dtd.Aug. 24, 2000).

2.2 Mechanics of the Written Examination

The contents and weight of the Qualifying Written Test (QWT) for the first level positions shall differ from those of the second level.

2.2.1 The contents of the QWT for first level positions are:

SUBJECT AREAS WEIGHTS

2.2.1.a. Verbal Ability 202.2.1.b Reading Comprehension 152.2.1.c Logical Reasoning 152.2.1.d Practical Test 402.2.1.e General Information 10

TOTAL 100

2.2.2. The contents of the QWT for 2nd level positions are:

Subject Areas Weights

2.2.2.a Verbal Ability 202.2.2.b Reading Comprehension 202.2.2.c Logical Reasoning 202.2.2.d Probation Work/Human Behavior 30

Social Environment2.2.2.e General Information 10

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TOTAL 100

2.2.3 Supplementary Materials for Cross-Reference

In addition to the test prepared by the COTC, the following materials shall be accomplished by the examinees of the QWT – second level on the day of the examination.

2.2.3.a Essay on “WHY I WANT TO WORK IN PROBATION”2.2.3.b Autobiography

These materials shall not be graded, but shall serve as reference for the Panel Interview and as cross-reference for the Background Investigation and as basis to validate the Psychological Evaluation. The Selection Board shall allot a total of forty (40) minutes for this part of the examination. (M.C. No. 18 S. 2000 dated August 14, 2000)

2.3 Test Construction (will look for the creation of COTC/Test Construction)

The Regional Directors and Division Chiefs shall submit questions on the contents of the examinations. A test committee shall be constituted at the Central Office which shall collate the questions and formulate several test forms for the first and second level positions and shall be called the Central Office Test Committee (COTC). The Selection Board of the Central or Regional Offices shall then request from the COTC the test forms they need for their own written examination.

2.4 Administration

Utmost care should be exercised to safeguard confidentiality of test questions, prevent leakage in the formulation and conduct of the examination, and ensure objectivity and fairness in scoring/checking the answer sheets. The COTC, Regional Heads and Selection Boards share responsibility in this regard.

2.4.1. Responsibilities of the COTC

2.4.1.a Upon receipt of the duly accomplished test request form, the COTC shall prepare the QWT, with copies corresponding to the specified number of examinees. The COTC shall ensure that the formulation and reproduction of test questions are done with utmost confidentiality.

2.4.1.b The test materials shall be sealed in an envelope duly signed on the back flap cover by the COTC Chairman. The envelope shall be marked “CONFIDENTIAL” and shall be addressed to the requesting Regional Director.

2.4.1.c Appropriate instructions for the administration of the test shall be enclosed for the guidance of the Selection Board.

2.4.1.d The key to correction shall be retained and properly secured by the COTC.

2.4.1.e Only the COTC is authorized to score/check the QWT answer sheets, grade the test papers, provide the equivalent weights and determine

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those who passed or failed. The scoring/checking of the test papers shall be done within a reasonable time from receipt thereof. The following shall be observed;

e.1 The envelope containing the answer sheets and the key to correction shall be opened in the presence of at least three (3) members of the COTC.

e.2 Each member shall check the answer sheets and compute the scores,as well as re-check the answer sheets corrected by other members.

e.3 Correctors shall affix their signatures and date of correction on the answer sheets.

e.4 After all answer sheets have been checked and graded, the COTC shall tabulate the results which include the equivalent weights for the passing scores only.

2.4.1.f The official results containing the test scores and equivalent weights corresponding to the examinees’ codes, will be sent to the Regional Director and Selection Board copy furnished the Chief, Administrative Division.

2.4.2 Responsibilities of the Regional Head and the Selection Board

2.4.2.a The test materials shall be properly secured and sealed until the day of the test examination.

2.4.2.b The Selection Board shall open the test materials at the start of the examination in the presence of all examinees.

2.4.2.c Only the Selection Board of the Central Office or Regional Offices is authorized to conduct the examination. It shall implement the following procedures:

c.1 At the start of the examination, the examinee shall write his own five-

character code on the space provided in the test/answer sheet. The code shall be prefixed with “Q” .

Ex.Q-1364A; Q-ZXT07; Q-09852; Q-klmty

c.2 After all examinees have submitted their answer sheets, the corresponding codes shall be noted down by the Board and sealed in an envelope, duly signed and dated on the flap cover by the Board Secretary, other Board Members and at least one (1) examinee as witness. The envelope shall then be stamped or labeled “CONFIDENTIAL” and placed in the custody of the Board Secretary or as the Board may determine. This will not be opened until the test results are received from the COTC.

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c.3 All answer sheets and test questions shall also be sealed in an envelope which shall be signed and dated by the examiner and other Board members, together with at least one (1) examinee as witness. The envelope shall also be stamped and labeled “CONFIDENTIAL”.

c.4 Within twenty four hours, the Board shall mail or deliver the sealed answer sheets and test questions direct to the Chairman of the COTC.

c.5 The Board shall convene upon receipt of the test results from the COTC. The sealed envelope containing the results will be opened only in the presence of the Board. The sealed envelope with the examinees’ code will also be opened. The Secretary shall then record the results, duly certified by all members of the Board, and shall be responsible for notifying the examinees and for posting the same on the bulletin board of the Regional Office.

c.6 The Board shall submit an official report on the test results, together with its recommendations, to the Regional Director.

c.7 It shall also furnish copies of the results to the COTC, the Chief of the Administrative Division of the Central Office, and the Administrative Officer of the region for reference purposes.

NOTE: The test results shall include the following: lists of examinees with their code-names and test scores.

3. PSYCHOLOGICAL EVALUATION

Those who pass the written examination shall be notified of the date of the psychological evaluation.

3.1 Mechanics of the Psychological Evaluation

The contents of the evaluation and the corresponding points are:

3.1.a. work attitude and values - 35 pts.3.1.b. behavioral dynamics and

emotional and stress tolerance - 35 pts.3.1.c. intellectual capacity and aptitude - 30 pts.

---------- 100 pts.

3.2 Administration

The psychological evaluation shall be conducted by the central or regional psychologists or accredited psychological testing centers. To ensure the integrity of the process, the Board and the administering psychologist shall adopt the measures provided in the administration of the QWT. This evaluation shall have a maximum weight of 25% and a cut-off equivalent weight of 15%.

3.2.1 Conduct of Psychological Testing and Evaluation

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3.2.1.a To ensure fairness, uniformity and confidentiality of psychological evaluation, the same shall be administered and evaluated by the PPA Clinical Services Division’s authorized examiners only.

3.2.1.b However, in special cases when the said psychological evaluation is to be conducted by other testing centers or psychologists, the latter shall furnish the Clinical Services Division with a listing of test battery they are using for each of the job positions. For purposes of uniformity and convenient validation, the independent testing centers or psychologist shall be required to observe the same scoring procedures in qualifying applicants for selection.

3.2.2 Testing and Validation Procedure

3.2.2.a To validate test results, routine interview, the essay and the properly accomplished autobiography as well as other relevant data will be used.

Applicants will also be required to submit their CSC Form 212 with ID picture for identification.

3.2.2.b For applicants/examinees who have hearing and reading difficulties or impairments, they should be advised to bring with them at the time of the

scheduled psychological testing their necessary gadgets to facilitate/aid them during the examination.

3.2.2.c Photocopying of test materials particularly those being used in the regions, and which applicants/examinees found to be blurred should be strictly discouraged and reported as this is a violation of the Philippine Psychological Corporation Terms and Conditions Governing the Sale of Tests, quoted as follows:

“The test purchaser and the school/company agree that they will not cause these test materials, in whole or in part, to be reproduced, redistributed, translated, adapted, modified, published, printed, transmitted in any way or by any means whether electronic or mechanical, or recorded on any information, storage or retrieval system.”

Further, “Any breach of contract or violation of any of the foregoing terms and conditions shall entitle Philippine Psychological Corporation without further notice, to terminate and/or rescind the accreditation given the test purchaser and the school/company, and shall render the offender liable for damages, whether actual or otherwise, under the Provisions of Presidential Decree No. 49 otherwise known as the “Decree on the Protection of Intellectual Property” and other pertinent laws”.

3.2.2.d Accordingly, as a possible consequence of violating the terms and conditions in the sale of Psychological testing materials, the PPA Clinical Services Division and the accredited psychologists shall be dropped from accreditation list and will be banned from purchasing the said materials.( par. II & III, M.O. No. 20, S. 1999 dated August 31, 1999,)

4. Background Investigation

The Guidelines for Conducting Background Investigation shall be adopted (see Annex C and PSP Form 01). The background investigation shall have no weight in the overall

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rating but shall be used to screen out candidates who have serious derogatory records or questionable moral character.

4.1 RATIONALE

The purpose of the BI is to gather useful, reliable and valid data or information about the applicant in order to determine further said applicant’s fitness to perform the duties and assume the responsibilities of the position that he or she is applying for. This shall help to ensure that the subject applicant possesses good moral character, is of good repute and probity in the community, has desirable work habits and can get along well with co-workers and other people.

4.2 WHO WILL CONDUCT THE BI

At the Regional Level, the CPPO who has jurisdiction over the place or resident or workplace of the applicant, or others designated by the Regional Director, shall personally conduct the BI.

At the Central office, the Administrative officer or others designated by the Administrator, shall personally conduct the BI.

No delegation of the task shall be allowed in view of the sensitivity of much of the information to be gathered and, therefore, the relative skills and expertise of CPPOs/Administrative Officer or those specifically designated in this regard are of indispensable value.

4.2 THE INSTRUMENT

An interview schedule (PSP Form 1) is designed for this purpose. It is a set of open-ended questions that will elicit unlimited information from informants or respondents.

Four major factors or variables have been identified to compose the data to be looked into. These factors are:

1) Personal Reputation – includes all impressions which the applicant projects in his environment. Particularly, this refers to his physical fitness and mental/emotional stability, honesty, dependability and overall moral character. The applicant’s former employer/s, teachers or any other responsible members of the community maybe interviewed for these data;

2) Work Ethics – covers the applicant’s job attitude, industriousness, reliability and initiative either as a student or as a worker. The applicant’s former teachers or employer/s, as the case may be, are the best source of information in this regard;

3) Community Leadership – refers to the applicant’s involvement in community affairs. Barangay or community officials can best give reliable information on this matter; and

4) Interpersonal Relationship - refers to the applicant’s public relations. Members of applicant’s family, applicant’s peers in work and elsewhere and other credible sectors of the community may be consulted in this regard.

As a general rule, in screening entry positions, BI should be conducted only for those applicants who pass the first three (3) stages of the screening: Initial screening of documents, QWT and PE.

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Conducting the BI after these three stages will be more economical for the Agency since candidates who do not qualify therein will already be eliminated, thereby, considerably reducing the number of people to be investigated.

The results of the first three (3) stages particularly the Psychological Evaluation may bring to light facets of the candidates’ personality, relationships and/or behavior which will require verification during the BI.

5. Interview

The Interview Assessment Form (PSP Form 02) will be adopted. The rating of the Selection Board of the Central or Regional Offices is weighted 15% while the rating of the Regional Director or Division Chief is weighted 10%.

Those who have no serious derogatory records shall be notified of the date of the panel interview to be conducted by the Board together with the concerned Division Chief or Regional Director.

6. Comparative Assessment

The Board shall accomplish the Comparative Assessment Form for Selection (See PSP Form 03) for those who passed the interview.

7. Ranking

Using the Comparative Assessment Form, the Board shall rank the applicants who passed the interview from highest to lowest and submit the ranking with its recommendations to the appointing/recommending authority for his appropriate action. For this purpose, the overall cut-off score is 70%.

The ranking shall have a life of one (1) year. Should vacancies arise after the one-year period, applicants who passed the previous screening may compete again, with the option to retain their score therein or undergo the new screening.

A notice announcing the names of applicants who passed the screening shall be circularized to all personnel and posted on the bulletin board by the Chief, Personnel Section or by the Administrative Officer/Assistant. Applicants shall also be informed individually of the results of the screening.

The Board shall maintain records of deliberations which shall be available for inspection by duly authorized representatives of the CSC.

C. MECHANICS OF RATING

The Selection Board of the Central or Regional Offices shall use the Comparative Assessment Form (PSP Form 03-03.6) for Selection to reflect the ranking. The following factors and points shall be used to rank the candidates as reported in the comparative form:

FACTORS POINTS

C.1 Education (not to exceed 15 points) 15Relevant Bachelor’s degree - 10Relevant Masteral degree - 13Relevant Doctoral degree - 15Another relevant bachelor’s Degree - 1

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Finished 18 units - .125 36 units - .250 72 units - .500 108 units - .750 144 up - 1.000

Another relevant masteral degree - 2.000Academic requirements Completed for Masteral degree(w/o diploma) - 1.500For every 18 Masteral or doctoral Units - 1.000

3 masteral/doctoral units - .1706 masteral/doctoral units - .3309 masteral/doctoral units - .500

12 masteral/doctoral units - .570 15 masteral/doctoral units - .830 18 masteral/doctoral units– 1.000

Another relevant doctoral degree - 2.000Academic requirements completedfor doctoral degree (w/o diploma) - 1.500

C.2 Training (not to exceed 2 points) 2

Include only relevant training within the last 5 years. The five-year period should be reckoned by the inclusive years not by the inclusive months or days, thus, for a screening conducted in December 1998, all related trainings from 1994 will be credited regardless of the specific dates of each training, (PSPRP Bulletin, MC#38 dtd 6-30-99)

40 hours and above - 2.00035–39 - 1.75030-34 - 1.50025.29 - 1.25020.24 - 1.00015-19 - 0.75010-14 - 0.500 9 and below - 0.250

C.3 Experience (not to exceed 1 point) 1

Include only relevant experience within the last 5 years

3 years or more - 1.0002 years or more but below 3 yrs. – 0.7501 year or more but below 2 yrs. - 0.5006 mos. or more but below 1 yr. - 0.250below 6 mos. - 0.000

NOTE: Gabrieles Committee – assigned to study if committee work can be considered relevant experience

C.4 Outstanding Accomplishment 2

1. Outstanding Rank/Academic Honors

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Board/Bar/Licensure Exam Top 10 - 1.000Summa Cum Laude - 0.750Magna Cum Laude - 0.500Cum Laude - 0.250

2. GO AwardsOffice of the President - 1.000National - 0.750Regional - 0.500Provincial/City - 0.250

3. NGO AwardsInternational - 1.000National - 0.750Regional - 0.500Provincial/City - 0.250

It should be noted that awards should come from legitimate award giving bodies and should not be solicited.

C.5 Psychological Evaluation 25

C.6 Written Examination 30

C.7 Interview 25

1. Selection Board - 152. Regional Director/Division Chiefs - 10

___ OVERALL TOTAL SCORE: 100

PASSING SCORE: 70

GUIDELINES IN THE RECRUITMENT, SELECTON AND PROMOTION PROCEDURES FOR PPA-CENTRAL OFFICE

1. Initial Screening

Upon receipt of the application for any position in the Central Office, the Selection Board sees to it that the applicant for promotion meets the minimum requirements based on the Qualification Standards.

A candidate must not have a case filed against him and should have at least a very satisfactory rating for the two preceding rating periods in his present position. The Selection Board Chairperson then refers said application to the Chief of the Division where the applicant is applying for comment/recommendation.

2. Practitioner’s Written TestUpon receipt of the comment/recommendation from the Division Chief concerned, the Selection Board Chairperson requests the COTC to prepare the test for the position under consideration.

Results of the said examination are then submitted to the Chief, Administrative Division. Afterwards, notice is sent to the applicants informing them of the results.

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3. Psychological EvaluationAn applicant who passed the Practitioner’s Written Test will be scheduled to undergo the psychological evaluation.

4. InterviewUpon passing the psychological evaluation, the applicant shall undergo the panel interview to be conducted by the Selection Board and the Division Chief concerned.

5. Personnel AssessmentThe Personnel Assessment Form for Potential (BSP Form No. 4) and the Physical Characteristics and Personality Traits (BSP Form No.5) shall be accomplished by the concerned Division Chief, Section Chiefs and co-employees with whom the applicant/s have worked for the past three years.

6. Comparative AssessmentThe Selection Board shall accomplish the Comparative Assessment Form for Promotional Screening (BSP Form No.6) as provided in the PSPRP.

7. RankingThe Selection Board shall rank the applicant/s who passed the stages of the screening from the highest to the lowest and submits to the Administrator the names of qualified candidates who met the Overall Cut-off Score of 70%.

The applicants who passed the screening shall be recommended and appointed to the position.(M.C. No. 20 S. 2001 dated April 30, 2001)

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CRITERIA AND PROCEDURES

FOR

PROMOTION OF PERSONNEL

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I. CRITERIA AND PROCEDURES FOR PROMOTION OF PERSONNEL

A. PRELIMINARY CONSIDERATIONS

1. Whenever a position in the first and second level in the Central Office becomes vacant, the officers and employees in the Central Office who occupy the next lower positions in the occupational group under which the vacant position is classified, as well as those in related functional occupational groups who are competent, qualified, and with the appropriate civil service eligibility shall be considered for promotion. If the vacant position shall occur in the region, those who are considered next-in-rank, including those in related functional occupational groups, who are qualified and competent within the region shall be considered for promotion thru deep selection.

In filling new positions except at the lowest level, existing positions in the Agency which are similar or allied to the new position shall be considered next-in-rank to the new position.

Where there is no position considered next-in-rank or where the incumbents of the positions next-in-rank are not competent and qualified and/or do not possess the appropriate civil service eligibility, any officer or employee of the Agency who meets the qualification standard may be considered for promotion thru deep selection.

2. The system of ranking positions shall not be confined to the positions existing within the division/unit deemed to be next-in-rank to a higher position but shall include positions in other divisions or units, taking into consideration the functional relationship and the salary and/or grade allocation between the higher position in the other divisions/units.

3. In cases where the qualifications of the next-in-rank employees at the Central Office are comparatively at par, preference shall be given to the employee in the division/unit where the vacancy exists. However, in the case of the regional offices, selection of employees for promotion shall be made on a regionwide basis through a ranking of all employees who are incumbents of the next-in-rank positions.

8. In the case of SPPOs competing for CPPO positions, selection is on a nationwide basis and is done by the National Screening Committee. The result of the Regional Assessment of SPPO’s shall bear a seventy (70%) weight on the National Screening score pursuant to par. 1 of PPA Memo Order No. 17, s. 2000 dated September 19, 2000.

9. The appointing authority may promote an employee who is not next-in-rank but who possesses superior qualifications and competence compared to a next-in-rank employee who merely meets the minimum requirements for promotion to the position.

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10. Lack of confidence shall not be accepted as a special reason for disqualifying an employee from promotion. The special reason must be real and substantial to be considered sufficient for his disqualification.

11. An employee who has a pending administrative case shall be disqualified for promotion during the pendency thereof.

12. The Chief of the Office/Division/Unit where the vacancy exists or where the promoted personnel may be assigned shall submit his remarks or recommendations to the Selection Board as a guide to its deliberations.

13. The Chief, Personnel Section or the Administrative Officer/Assistant, on the basis of the approved System of Ranking Positions and the personnel qualification index and other relevant employee credentials, shall identify other employees in the Central Office or in the Region where the vacancy is who are deemed qualified and competent for promotion to the vacant position. He shall make a preliminary evaluation of the qualifications of all candidates and submit a promotional line-up to the CO/Regional Selection Board.

B. SCREENING PROCEDURE FOR PROMOTION

1. Initial Screening

a. Listing of qualified candidates : The RSB identifies and makes a list of the candidates for promotion who meet the minimum requirements on the basis of the Qualifications Standards. A candidate must have no pending administrative case and should have at least a Very Satisfactory rating for the two (2) immediately preceding rating periods in his present position.

Upon receipt of the application for any position in the Central Office, the Selection Board sees to it that the applicant for promotion meets the minimum requirements based on the Qualification Standards. A candidate must not have a case filed against him and should have at least a very satisfactory rating for the two preceding rating periods in his present position. The Selection Board Chairperson then refers said application to the Chief of the Division where the applicant is applying for comment/recommendation.(MC #20 s. 2001 dated April 30, 2001)

b. Notice : The RD sends notices/SOs to qualified candidates for promotion and directs interested employees to submit to the Regional Offices their credentials as well as an affidavit signifying interest in the position and willingness to be assigned anywhere in the region. The notice shall also include the date of the written examination to be administered by the Board.

c. “In case none of the next-in-rank candidates pass the screening, the Regional Director may exercise his/her discretion as to whether or not to schedule another screening, for the aforesaid candidates and when to do so. For highly justifiable reasons the regional head may opt to conduct deep selection in accordance with the provision of the PSPRP and Civil Service Rules, with prior permissions thereto secured from the Administrator (Par. VI-2 of MO #05, S. 99 dated February 23, 1999)

2. Personnel Assessment

The RD/DC, CPPOs/Section Chiefs and peers of qualified candidates shall assess the latter’s potential, physical characteristics and personality traits during the two preceding rating periods.

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3. Practitioner’s Written Test

Candidates who pass the initial screening shall take the Practitioner’s Written Test (PWT) for the position under consideration.

“In order, therefore, to ensure that candidates for promotion will all have the same opportunity of successfully undergoing the Practitioner’s Written Test (PWT), the passing score for this test is hereby amended and fixed at Fifty percent (50%) of the Highest possible Score (HPS), regardless of the number of examinees or vacancies. This passing score shall be applied henceforth until such time that a validated cut-off score can be determined from the results of the ongoing study of the PWT. (MO #13 S. 2000 dated August 15, 2000)

4. Psychological Evaluation

Those who pass the practitioner’s written test shall undergo the psychological evaluation.

The PSPRP allows a one (1) year life span for the Psychological Evaluation (PE)of applicants who successfully met the cut-off score. Nevertheless, for those individuals who failed to meet the cut-off score, they may take anew the test after the lapse of six (6) months, pursuant to par. I of Memo Order No. 20, S.’99, dated August 31, 1999.

However, in the promotion of SPPO to CPPO position and in cases where there is urgency in the filling-up of vacant position, the candidate who was not able to meet the cut-off score may retake the examination after three (3) months upon the recommendation of the Regional Selection Board, but after six (6) months under other condition, pursuant to Par. 3 of Memo Order No. 17, S. 2000 dated September 19, 2000.

5. Background Investigation

Candidates who passed the psychological evaluation shall be subjected to a background investigation (BI) only if highly derogatory information about them comes up or if they have a known previous highly derogatory activity.

6. Interview

Those who passed the psychological evaluation and have no serious derogatory record shall undergo the panel interview to be conducted by the Regional Selection Board and the Regional Director/Division Chief.

7. Comparative Assessment

The Board shall accomplish the Comparative Assessment Forms for Promotion (see PSP Forms 06-06.5), and PSP Forms 03.1, 03.2 and 03.6) for those who passed the interview.

8. Ranking

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Using the Comparative Assessment Forms, the Board shall rank the candidates who passed the interview from highest to lowest, and submit the ranking with its recommendations to the recommending/appointing authority. For this purpose, the overall passing score is 70%.

ELIGIBILITY FOR POSITIONS BELOW CPPO

The agency is aware of the anxieties and demoralization among personnel aspiring for advancement as a consequence of having to undergo promotional screening repeatedly, notwithstanding their having qualified in a previous process, only because the one (1) year lifespan of their ranking has already prescribed. This repetitive process is also costly and burdensome on the Agency and, therefore, prejudicial to the Parole and Probation Service.

Accordingly, as a remedial measure, it shall be the established policy of this Agency that all candidates who qualify in any promotional screening for any position shall be considered eligible for the said position. This eligibility shall apply to all personnel found qualified for the next higher position as a result of the ranking of candidates in any of the following promotional screening processes, viz:

1. Ongoing promotional screenings and those which shall henceforth be conducted;

2. Screenings conducted in accordance with the PSPRP beginning March 18, 1996; and

3. Screenings completed before March 18, 1996 the resulting ranking of which were in the process of implementation during the PSPRP transition period as provided under Memorandum Order No. 09 dated March 12, 1996, or specifically from March 18, 1996 to March 18, 1997.

The successful candidates shall be included in the list of eligibles qualified for appointment to the next higher position in their respective region where the vacancy occurs, provided they meet the minimum CSC and PPA qualification standards, and maintain a Very Satisfactory performance rating from the time the ranking of the pertinent screening was issued/published by the Regional Selection Board or Regional Office, up to the time of appointment, subject to the results of a psychological evaluation which may be required as circumstances warrant.

Other provisions governing the rule on eligibility which are currently applied to Supervising Probation and Parole Officers who are CPPO eligibles, are hereby adopted for all the other positions.

DECLARATION OF ELIGIBILITY

In order to ensure uniformity of standards in the grant of eligibility, the same shall be made only by virtue of an order issued by the Administrator. The procedures stated below shall be followed:

1. The Selection Board shall submit to the Regional Director the list of qualified promotional candidates recommended for the grant of eligibility, together with the complete set of documents in support thereof as provided under Part IX of this Order.

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2. There shall be one list for each group of qualified candidates who were screened at one time for the same position. Those who have been promoted as a result of the aforesaid screening shall no longer be included in the list.

3. The Regional Director shall endorse the same with his/her recommendation to the Administrator, Attn.: National Screening Committee (NSC).

4. In line with its mandated functions, the NSC shall periodically review applications for eligibility, and submit recommendations thereon to the Administrator.

For this purpose, Regional Directors may send their initial recommendations to the NSC on or before April 30, 1999. The NSC is hereby directed to submit to the undersigned the first list of qualified eligibles by May 31, 1999 (par. I & II, M.O. No. 5, s. 1999 dated February 23, 1999).

A notice announcing the name of applicants who passed the screening shall be circularized and posted on the bulletin board by the Chief, Personnel Section or by the Administrative Officer/Assistant. Applicants shall also be informed individually of the results of the screening.

The Board shall maintain records of deliberations which shall be available for inspection by duly authorized representatives of the CSC.

C. MECHANICS OF PERSONNEL ASSESSMENT

The RD/DC, respective CPPOs/Section Chiefs and respective peers of qualified candidates shall individually accomplish the Personnel Assessment Forms for Potential and for Physical Characteristics and Personality Traits (see PSP Form 04 and Form 05). The assessments shall be held confidential. The Board shall determine the equivalent points and collate the results for each candidate, which shall then be entered in the Summary of Ratings for Potential (PSP Form 06.2) and in the Summary of Ratings for Physical Characteristics and Personality Traits (PSP Form 06.3). The final ratings shall each have a maximum weight of 10% in the ranking.

D. MECHANICS OF THE PRACTITIONERS’ WRITTEN TEST (PWT)(MC 18, S.2000 dated August 14, 2000)

1. Contents

a. Reading Comprehensionb. Verbal Ability Testc. Mathematical Reasoningd. Practical test appropriate to the positione. Other relevant subject matter

SUBJECT AREAS WEIGHTSa. VERBAL ABILITY 20b. READING COMPREHENSION 15

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c. LOGICAL REASONING 20d. PRACTICAL TEST 30e. OTHER RELEVANT SUBJECT MATTER 15

TOTAL 100

2. Test Construction

The Regional Directors and Division Chiefs shall submit to the Central Office Test Committee (COTC) questions on the contents of the PWT. The COTC shall collate, evaluate and validate the questions and formulate several test forms for the first and second level positions. The C.O./R.O. Selection Boards shall then request for the Test Form they need for their own PWT.

3. Administration

Follow Administration, Mechanics of Written Examination for Selection, pp. 11-12, except that the passing rate for the PWT is 50% of the highest possible score. This shall have a weight of 15% in the ranking.(per M.O. No. 13 S. 2001 dated May 23, 2001)

E. MECHANICS OF PSYCHOLOGICAL EVALUATION FOR PROMOTION

1. ContentsThe contents of the evaluation and the corresponding scores are:

a. work attitude and values - 30 pts.a. behavioral dynamics and emotional

and stress tolerance - 30 pts.c. intellectual capacity - 20 pts.

d. aptitude appropriate for the position - 20 pts. -----------

TOTAL SCORE - 100 pts.

2. Formulation

The Central Office and Regional Office psychologists or accredited psychological testing centers shall be requested to determine the type of psychological instruments to be used.

3. Administration

The psychological evaluation shall be conducted by the Central Office or Regional Psychologists or accredited psychological testing centers. To ensure the integrity of the process, the Board and the administering psychologist shall adopt the measures provided in the administration of the PWT. This evaluation shall have a maximum weight of 10% and the passing weight point is 5%.

F. MECHANICS OF BACKGROUND INVESTIGATION FOR PROMOTION

For promotion purposes, this is discretionary on the part of the Administrator/Deputy Administrator or Regional Director, upon recommendation of the Selection Board, who shall commission the Office Ombudsman, a member of the SB, or any

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other responsible official to conduct the background investigation. The BI shall focus only on the highly derogatory information that has come up. This may also be conducted in cases where the candidate for promotion has a previous highly derogatory activity and the purpose of the BI is to find out if the candidate has reformed.

G. MECHANICS OF INTERVIEW FOR PROMOTION

The Selection Board and the RD/DC shall conduct the panel interview using the Interview Assessment Form (PSP Form 02). This shall have a weight of 5%, comprising of:

Board’s Rating - 3%RD/DC’s Rating - 2%

H. MECHANICS OF RATING FOR PROMOTION

Using the Comparative Assessment Form for Promotion, (PSP Form 06-06.5, 03.1, 03.2 and 03.6), the Board shall determine the comparative competence and qualifications of the candidates who passed the interview on the basis of the following factors and points:

FACTORS POINTS

a. Performance (average of last two rating periods in the present position) 30

“An employee can no longer use his last performance rating used recently in his promotion. The underlying reason is that the promotee must prove himself in his position for at least a reasonable period of time before he can be promoted to the next higher position”. (Par. 3 of Memo Circular No. 5 S. 97 dated February 24, 1997)

VS – not to exceed 24 points

7.501 - 8.000 = 21 8.001 - 8.500 = 22 8.501 - 9.000 = 23 9.001 - 9.499 = 24

O – from 25 to 30 points

9.500 - 9.599 = 25 9.600 - 9.699 = 26 9.700 - 9.799 = 27

9.800 - 9.899 = 28 9.900 - 9.999 = 29

10.000 = 30

b. Education 10

This must be supported by the transcript of records or diploma or certification of the school registrar. The total points shall not exceed 10.

Relevant Bachelor’s degree - 5

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Relevant Masteral degree - 8 Relevant Doctoral degree - 10Another relevant Bachelor’s degree - 1

Finished 18 units - .125 36 units - .25 72 units - .50

108 units - .75 144 units - 1.0

Another relevant Masteral degree - 2 Academic requirements completed

For Masteral degree (w/o diploma) - 1.5 For Masteral or doctoral units - 0.8/1

Units Masteral Doctoral

12 Masteral/doctoral units - 0.136 .1715 Masteral/doctoral units - 0.264 .3318 Masteral/doctoral units - 0.401 .5021 Masteral/doctoral units - 0.456 .5724 Masteral/doctoral units - 0.664 .8327 or more Masteral/

Doctoral units - 0.8 1.0 Another relevant doctoral degree - 2

Academic requirements completed For doctoral degree (w/o diploma) - 1.5

b. Training 5

Acceptable training are only those relevant to the job as determined by the SB based on the training completion report or program of instruction, accredited by the agency and attended during incumbency in the present position.

These must be supported by Certificate or other valid proof, including a certification specifying the number of hours of such training.

281 hours and above - 5 pts.201 – 280 - 4 pts.121 – 200 - 3 pts. 41 – 120 - 2 pts.

40 and below - 1 pt.

d. Experience: 3

This shall include relevant experience in the PPA, with at least one (1) year in the next-in-rank position or equivalent related position. The total points shall not exceed 3

6 years and above - 35 years or more but below 6 years - 2.5

4 years or more but below 5 years - 23 years or more but below 4 years - 1.5

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2 years or more but below 3 years - 11 year or more but below 2 years - 0.5below 1 year - 0

Additional Points:

For cumulative service as OIC with Central/Regional Office Special Order.

3 years and above - 22 years or more but below 3 years - 1.51 year or more but below 2 years - 1

6 mos. Or more but below 1 year - 0.53 mos. or more but below 6 mos. - 0.25

below 3 mos. - 0

“Experience acquired on the basis of designation shall not be considered for purposes of meeting the required experience unless said designation is covered by an Office or Memorandum Order (CSC MC No. 42, S. 1998)”.

As such, pursuant to PPA Memo Order No. 36, S. 1999, dated June 3, 1999 and quoting the reply of the CSC dated May 24, 1999, it states that “additional duties and responsibilities belonging to second level position and performed by a first level employee, can only be considered if they are supported by an Office or Memorandum Order issued by the head of Office and provided they are relevant to the position to be filled-up”.

As a matter of Agency Policy pursuant to par. IV of Memo Order No. 05, S. 99, dated February 23, 1999, the following work experience of PPA personnel are considered “related experience” for purposes of promotion to a Probation and Parole Officer position, to wit:

1) Additional Duties/Designation related to the position of a PPO – the performance by a field office clerk or other PPA personnel of duties and responsibilities related to the position of a PPO shall be credited on related experience for promotion to PPO position provided the same is carried but by virtue of a Special Order issued by the head of the region.

2) Designation in Relation to Regional Office CMRU/CSU – Any personnel designated by virtue of a Special Order issued by the head of the region, as Chief of the Case Management and Records Unit (CMRU) or Community Service Unit (CSU) in the Regional Office, or as Case Management Analyst, Community Services Analyst, Case Management and Records Officer, Community Service Officer, or other similar designation, the function of which involve the devolved duties and responsibilities previously performed by the Central Office CMRD and CSD Analyst (now called PPOs), may likewise be credited for their experience on the said position/designation.

The positions of Psychologist, Legal Officer and Social Welfare Officer are hereby officially recognized as related occupation to PPO position. This personnel appointed to such positions in the PPA may compete for promotions to the next higher PPO position provided they meet the requirements of the CSC-PPA qualifications standards and pertinent Agency rules (Par. III of PPA Memo Order No. 05, s. 1999)

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On hardship assignment, Memo Order No.05 S. 99 dated February 23, 1999 as amended by Memo Order No. 09, S. 2001 dated May 3, 2001 provides that a PPA employee who, for love of service, altruistically accept an assignment a station quite far from his/her place of residence and/or attended by great or unusual difficulties, hazards or sacrifice on his/her part, shall be given a credit in the form of additional one (1) point in top of his/her Overall Point Score (under the Modified Agency PES) or Total Weighted Score (Under the Pilot PES) at the end of every rating period for the duration of the said assignment, subject to the following condition:

1. that the assignment is not by reason of the employee’s own request;2. that he/she stays thereat for at least one (1) rating period; and3. that he/she maintains at least a satisfactory performance rating during

the aforesaid assignment.This amendment is without prejudice to those personnel who may have earned the additional two (2) points under MO #5, S. 1999.

Furthermore, the incentive provided in this amendment is separate and distinct from the additional one (1) point given for intervening activities under the pilot PES, and from other forms of rewards which the Regional Director may provide in recognition and appreciation of the sacrifice made by the concerned employee.

e. Outstanding Accomplishments 2

Outstanding Accomplish-ment shall mean an undertaking during the incumbency in the current position: 1) in the discharge of one’s functions which is worthy of commendation, over and above what is normally expected or required of the duties and functions of the position; or 2) extra ordinary public service rendered during such incumbency; 3) outstanding rank obtained in passing a bar/board/licensure exami-nation, including academic honors received.

1. GO Awards

Office of the President- 1National - 0.75Regional - 0.50Provincial/City - 0.25

2. NGO Awards

International - 1National - 0.75Regional - 0.50Provincial/City - 0.25

3. Outstanding Rank and Academic Honors

Board/Bar/Licensure ExamTop 10 - 1

Summa Cum Laude - 0.75Magna Cum Laude - 0.50Cum Laude - 0.25

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f. Potential 10

Each candidate’s total rating appearing in the Summary of Ratings for Potential (PSP Form 06.2) shall have a maximum points of 10 distributed as follows:

RD/DC’s - 3CPPOs/SC’s - 3Peers - 4

g. Physical Characteristics and Personality Traits 10

Each candidate’s total rating appearing in the Summary of Ratings for Physical Characteristics and Personality (PSP form 06.3) shall have a maximum points of 10 distributed as follows:

RD/DC’s - 3CPPOs/SC’s - 3Peers - 4

h. Practitioners’ Written Test 15

i. Psychological Evaluation 10

j. Interview 5

TOTAL SCORE: 100

PASSING SCORE: 70

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Republic of the PhilippinesDepartment of Justice

PAROLE AND PROBATION ADMINISTRATION______________________________________________________________________________

WAIVER TO CONDUCT BACKGROUND INVESTIGATION (BI)

I ___________________________________hereby authorize the Parole and Probation Administration to conduct a background investigation (BI) on my personal reputation and integrity and to look into the pertinent records in connection with my application/promotion.

_____________________________________ (Name of Applicant)

_____________________________________ (Date)

Subscribed and sworn to before me this ______day of ________, 200_, in ______________________.

______________________ Deputy Administrator/ Regional Director

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TRANSITORY PROVISIONS

AND

EFFECTIVITY

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II. TRANSITORY PROVISIONS

1. Regions which are in the process of implementing the results of an earlier ranking shall continue to do so until the implementation is completed but not to exceed one (1) year from approval of the Rules.

2. Pending constitution of the Central Office Test Committee (COTC) and the establishment of the mechanics for construction of the Qualifying Written Test and Practitioner’s Written Test, which shall not be later than the end of August of this year, the Selection Boards shall construct and administer their own tests in accordance with these rules.

3. To ensure success in the implementation of these Rules, the Deputy Administrator and the Administrative Officer of the Central Office and the Regional director/OIC shall be responsible for explaining these rules to all personnel and for training their respective Selection Boards in their functions.

III. EFFECTIVITY

These Rules shall take effect upon approval.

APPROVED ON March 18, 1996

GREGORIO F. BACOLOD Administrator

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ANNEXES

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Annex “A”

DEFINITION OF TERMS

The terms hereunder shall be construed as follows:

Agency - means the Parole and Probation Administration

Board – means the Agency Personnel Selection Board (Central/Regional).

Career Service – is a category of service in the Philippine Civil Service characterized by:

a) entrance to positions based on merit and fitness to be determined as far as practicable by competitive examinations or based on highly technical qualifications;

b) opportunity for advancement to higher career position; and

c) security of tenure.

Committee – the National Screening Committee tasked to screen candidates for the position of Chief Probation and Parole Officer on a Nationwide basis.

Class – includes all positions in the government service that are sufficiently similar as to duties and responsibilities and require similar qualification that can be given the same title and salary and for all administrative and compensation purposes, be treated alike.

First Level – shall include clerical, trades and crafts, and custodial service positions which involve sub-professional work in a non-supervisory or supervisory capacity requiring less than four (4) years of collegiate studies.

Functional Relationship – shall mean the correlation between the position to be considered next-in-rank taking into consideration the duties and responsibilities of both positions.

Geographical Location – shall mean the location of the position to be filled and position/s to be considered next-in-rank to the same. The determination of the next-in-rank positions in the first level may be limited in a particular Region/Office/Unit where the position is. For second level positions, determination of the next-in-rank positions should be on an agency-wide basis regardless of the location of the position.

Head of Agency – means the Administrator

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Merit Promotion – is a systematic method of selecting employees for advancement or promotion on the basis of their qualifications, fitness and ability to perform the duties and assume the responsibilities of the position

being filled.Next-in-rank Position – refers to a position which by reason of the hierarchical

arrangement of positions in the Agency is in the nearest degree of relationship to a higher position, taking into account the following:

1) Organizational structure/s as reflected in the approved organization chart;

2) Salary grade allocation;

3) Classification and/or functional relationship of positions; and

4) Geographical location

The next-in-rank positions must be shown in the CSC-approved System of Ranking Positions (SRP).

Open Positions – refer to those positions that do not have any positions next-in-rank, or residual positions of each level or group which may be filled by lateral/vertical entry.

Peer – refers to all co-workers of the candidate subordinate to the Regional Director/Chief of the Office/Division/Section who have worked with him during any portion of the last two rating periods but not less than three (3) months.

Promotion – means the advancement of an employee from one position to another with an increase in duties and responsibilities as authorized by law and usually accompanied by an increase in salary.

Additionally, for purposes of this PPA Personnel Selection/Promotion Rules and Procedures, promotion shall mean advancement of an employee to a higher position within the same class of positions within the agency.

Promotion line-up - is a listing of incumbents of positions next-in-rank to a vacancy as well as those who, though not next-in-rank, are deemed qualified and competent, together with all the necessary information about each incumbent.

Qualified next-in-rank – refers to an employee appointed on a permanent basis to a position previously determined to be next-in-rank to the vacancy proposed to be filled and who meets the requisites for appointment thereto as previously determined by the appointing authority and approved by the Commission.

Second Level – shall include professional, technical and scientific positions which involve professional, technical, and scientific work in a non-supervisory or

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supervisory capacity requiring at least four (4) years of college studies up to Division Chief level.

Selection – means the process of recruiting and selecting personnel in the civil service by way of original appointment , transfer, reinstatement, reemployment, or appointment by promotion from the first level to the second level positions.

Superior Qualifications – shall mean an outstanding relevant work experience and specialized academic preparation or training appropriate for the position to be filled. It shall include an outstanding performance representing an extraordinary level of achievement and commitment in terms of quality and time, technical knowledge and skill, ingenuity, creativity and initiative, and demonstration of exceptional job mastery in all major areas of responsibility.

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Annex “B”

GUIDELINES FOR DETERMINING VACANCIES ANDCLASSIFYING VACANT POSITIONS

A. DETERMINATION OF VACANT POSITION

A vacancy is determined by reason of the creation of an additional position or as a result of promotion of a former incumbent or his separation from the service due to his retirement, resignation, death, transfer dropping from the service or dismissal therefrom as ordered by competent authorities, or automatic separation due to filing of certificate of candidacy for public office.

1. Creation of Additional Position

A vacancy is deemed created when an additional position item is provided for in the current Plantilla of Personnel of the Regional Offices and in Central Office. This may include the transfer of one position item from the Central Office to a regional office or vice versa, or from one region to another.

2. Promotion (Rule VI and Sec. 4, Rule VII of CSC Omnibus Rules Implementing Book V of EO 292)

Once a personnel is promoted, a vacancy exists on the day the promotee assumes his new office as determined by a certification issued to this effect by his immediate supervisor.

3. Retirement

A vacancy resulting from this form of separation from the service depends on whether the retirement is compulsory (at age 65) or optional (before reaching 65). In the case of the former, the date of the vacancy is the day following the birthday of the retiree concerned, while in the case of the latter, the day following the date specified in the application for the retirement as approved by the appointing or other competent authority.

4. Resignation

A position formerly occupied by a resigned personnel is deemed vacant on the day following that specified in the letter of resignation as accepted or concurred in by the appointing or other competent authority.

5. Death

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A vacancy is immediately created by the death of an incumbent once such fact is established by a death certificate issued by a government physician.

6. Transfer

In the case of vacancy occasioned by the transfer of a personnel, the date of such vacancy is reckoned on the date such transferee starts rendering service as shown in the certificate issued by the office to which he has transferred. Mere detail with, or reassignment to, another office or station does not, of course, constitute such transfer. Likewise, a vacancy is created when an employee who seeks transfer to other agency fails to do so on the specified date unless his failure is justified.

7. Dropping from the service

An officer or employee who is dropped from the service pursuant to Sec. 35, Rule XVI, CSC Rules Implementing EO No. 292, creates a vacancy thereby as of the date the required notice thereof is served on him, unless such issue of dropping from the service becomes the subject of request for reconsideration and/or is elevated to higher authorities, in which cases the immediately following paragraph No. 8 applies. Likewise, vacancies are also created by the virtue of this mode as enumerated in CSC MC No. 12 S. 1994.

8. Dismissal from the Service

The finality of an order dismissing an officer or employee from the service determines the effectivity date of the vacancy of the position from which such officer or employee is removed. Care should be exercised so that only those positions which are vacated by the finality of a final order issued by the respective competent authorities shall be considered vacant. The date of the finality of the final order which creates such vacancy is that following the 15th day from the date of receipt of a copy of such order by the officer or employee concerned. A final order is understood to mean the Order or decision of the highest tribunal or competent authority after the exhaustion of administrative remedies.

B. PUBLICATION OF VACANCIES

Once the unfilled vacant positions in the region or Central Office have been identified by the Personnel Officer or Administrative Officer, said officer shall forthwith post in three (3) conspicuous places in the said office and/or circularize a complete list of vacant positions which are considered authorized to be filled when funds thereof had been allocated (as certified by the accountant of the office concerned) and the Regional Director or Administrator, as appointing authority, signifies his intention to fill the same by signing the notice of vacancy to be posted, and without any need to wait for the grant of authority to fill even if one has been requested. (Sec. 4, CSC MC No. 27, S. 1991). The Personnel Officer/Administrative Officer shall also submit a copy of the list of said vacant positions and their corresponding qualifications standards to the Civil Service Commission not later that the 10th day of every month. (Sec. 5, CSC MC No. 27 S. 1991).

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C. CLASSIFICATION OF POSITION TO BE FILLED

1. First and Second Level Positions

a. Entry positions (as distinguished from original appointments)

a.1 Those in the Probation and Parole Officer (PPO) Category or occupational group.

a.1.1 PPO I

a.1.2 PPO II (in Regions where there is no PPOI position or where the number of PPO I incumbents are less than those of the vacancies in the PPO II vacant positions in excess of the number of PPO I incumbents are considered original positions).

a.2. Those in the Non-PPO category

a.2.1 Clerk I

a.2.2 Clerk II (In Regions/Divisions where there is no Clerk I positions or where the number of Clerk I incumbents are less than those of the vacancies in the Clerk II positions in which case, Clerk II vacant positions in excess of the number of Clerk I incumbents are considered original positions).

a.2.3 Accounting Clerk I (or higher position where there is no Accounting Clerk I position)

a.2.4 Medical Officer IV

a.2.5 Psychologist II and III

a.2.4 Medical Officer IV

a.2.5 Psychologist II and III

a.2.6 Social Welfare Officer I and II

a.2.7 Dentist II

a.2.8 Nurse II

a.2.9 Legal Officer I or II

a.2.10 Project Evaluation Officer I

a.2.11 Planning Officer I

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a.2.12 Statistician I

a.2.13 Information Officer I

a.2.14 Management and Audit Analyst Ia.2.15 Accountant I

a.2.16 Human Resource Mgt. Officer I

a.2.17 Librarian I

a.2.18 Computer Operator II

a.2.19 Secretary II and I

a.2.20 Artist Illustrator I

a.2.21 Stenographer I and II

a.2.22 Data Entry Machine Optr. I

a.2.23 Photographer I

a.2.24 Audio-Visual Equipment Optr. II

a.2.25 Statistician Aide

a.2.26 Storekeeper I

a.2.27 Human Resource Mgt. Aide

a.2.28 Driver

a.2.29 Cash Clerk I

a.2.30 Accounting Clerk I

a.2.31 Reproduction Machine Optr. II

a.2.32 Illustrator I

a.2.33 Messenger

a.2.34 Utility Worker I

a.2.35 Admin. Officer II

a.2.36 Budget Officer I

a.2.37 Accountant I

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b. Promotional Positions (as distinguished from promotional appointments)

b.1 Those in the PPO category or occupational group

b.1.1 PPO II (in Regions/Divisions where there is at least one PPO I position)

b.1.2 Senior PPO

b.1.3 Supervising PPO

b.1.4 Chief PPO

b.2 Those in the Non-PPO category or occupational group

b.2.1 Position next higher than the existing lowest/lower position in the general administrative service employees.

b.2.2 Position next higher than the existing lowest/lower position in the financial service employees.

b.2.3 Position next higher than the existing lowest/lower position in the planning service employees.

b.2.4 Position next higher than the existing lowest/lower position in the legal service employees.

2. Third Level Positions

a. Director I

b. Director II

c. Deputy Administrator

d. Administrator

D. OCCUPATIONAL GROUPINGS

1. GENERAL ADMINISTRATIVE SERVICE

Administrative OfficerStenographerClerkExecutive AssistantSecretaryMessengerHuman Resource Management OfficerSupply Officer

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Records OfficerBuyerStorekeeper

2. FINANCIAL SERVICE

AccountantBudget OfficerDisbursing OfficerAccounting ClerkCashierFinancial & Management OfficerManagement & Audit AnalystBookkeeper

3. PLANNING SERVICE

Planning OfficerStatisticianProject Evaluation OfficerData Entry Machine OperatorComputer Operator

4. TRANSPORTATION, COMMUNICATION & PUBLIC UTILITIES SERVICE

Driver

5. CRAFTS, TRADES & RELATED SERVICE

Reproduction Machine OperatorUtility Worker

6. SOCIAL SERVICES & WELFARE SERVICE

Probation & Parole OfficerSocial Welfare OfficerPsychologist

7. INFORMATION, ART & RECREATION SERVICE

Information OfficerPhotographerIllustratorArtist IllustratorAudio-Visual Equipment Operator

8. MEDECINE & HEALTH SERVICE

Medical OfficerDentist

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Nurse

9. EDUCATION, LIBRARY, MUSEUM & ARCHIVAL SERVICE

Librarian

10.DEFENSE AND SECURITY OFFICER

Security Guard

11.LEGAL AND JUDICIAL SERVICE

Legal Officer

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Annex “C”

GUIDELINES FOR CONDUCTING BACKGROUND INVESTIGATIONFOR SELECTION OF APPLICANTS

I. RATIONALE

The purpose of the background investigation (BI) is to gather useful, reliable and valid data or information about the applicant in order to determine further said applicant’s fitness to perform the duties and assume the responsibilities of the position that he or she is applying for. This shall help to ensure that the subject-applicant possesses good moral character, is of good repute and probity in the community, has desirable work habits and can get along well with co-workers and other people.

II. WHO WILL CONDUCT THE BI?

At the Regional level, the Chief Probation and Parole Officer (CPPO) who has jurisdiction over the place of residence or workplace of the applicant, or others designated by the Regional Director, shall personally conduct the BI. At the Central Office, the Administrative Officer or others designated by the Administrator, shall personally conduct the BI. No delegation of the task shall be allowed in view of the high sensitivity of much of the information to be gathered and, therefore, the relative skills and expertise of CPPOs/Administrative Officer in this regard are of indispensable value.

III. THE INSTRUMENT

An interview schedule (PSP Form 01) is designed for this purpose. It is a set of open-ended questions that will elicit unlimited information from informants or respondents. Four (4) major factors or variables have been identified to compose the data to be looked into. These factors are: 1.) personal reputation, 2.) work ethics, 2.) community leadership, and 4.) interpersonal relationship.

Personal reputation includes all impressions which the applicant projects in his environment. Particularly, this refers to his physical finess and mental/emotional stability, honesty, dependability and overall moral character. The applicant’s former employer/s, teachers or any other responsible members of the community maybe interviewed for these data.

Work ethics covers the applicant’s job attitude, industriousness, reliability and initiative either as student or as a worker the applicant’s former teachers or employer/s, as the case may be, are the best source of information in this regard.

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Community leadership refers to the applicant’s involvement in community officials can best give reliable information on this matter.

Interpersonal relationships refers to applicant’s public relations. Members of applicant’s peers in work and elsewhere and other credible sectors of the community may be consulted in this regard.

FORMS

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PSP Form 01

INTERVIEW SCHEDULE

To the Respondent: The Parole and Probation Administration, Regional Office No.___, is conducting background investigation of applicants for _____________________________position. We need your cooperation in terms of honest response to the questions that we are going to ask. The truthfulness of your answers will contribute to the improvement of our bureaucracy. YOUR RESPONSES WILL BE HELD STRICTLY CONFIDENTIAL.

To the Interviewer: The faithful use of this Interview Schedule will help ensure the quality of the work force of PPA Region _______. Please encourage Respondent to be truthful and objective in his responses. Please ask probing questions if the answers seem vague. DO NOT ALLOW ANY ITEM TO BE LEFT UNANSWERED.

BEGIN HERE:

NAME OF APPLICANT: __________________________________________________

NAME OF RESPONDENTS: 1) ____________________________________________ 2) ____________________________________________ 3) ____________________________________________

AGE: 1.) ___________________ 2.)___________________ 3.) __________________

RELATIONSHIP TO APPLICANT: 1) _______________________________________ 2) _______________________________________ 3) _______________________________________

EDUCATIONAL ATTAINMENT: 1) ___________________________________________ 2) ___________________________________________ 3) ___________________________________________

OCCUPATION/POSITION 1) ___________________________________________ 2) ___________________________________________ 3) ___________________________________________

I. PERSONAL REPUTATION:

A. How do you describe APPLICANT as a person?

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1) ____________________________________________________________________2) ____________________________________________________________________3) ____________________________________________________________________

B. What can you say about APPLICANT’S:

1. Physical health/fitness?

1) _____________________________________________________________________2) _____________________________________________________________________3) _____________________________________________________________________

2. Mental/emotional stability?

1)______________________________________________________________________2)______________________________________________________________________3)______________________________________________________________________

3. Ability to handle stressful situations?

1)______________________________________________________________________2)______________________________________________________________________3)______________________________________________________________________

4. Sense of Honesty?

1)______________________________________________________________________2)______________________________________________________________________3)______________________________________________________________________

VI 5. Sense of Morality?

1)______________________________________________________________________2)______________________________________________________________________3)______________________________________________________________________

VII6. Social acceptability?

1)______________________________________________________________________2)______________________________________________________________________

VIII 3)______________________________________________________________________ IXX 7. Attitude towards authority?

1)______________________________________________________________________2)______________________________________________________________________

XI 3)______________________________________________________________________

C. 1. How does APPLICANT manage his/her financial affairs?

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1)______________________________________________________________________2)______________________________________________________________________

XII 3)______________________________________________________________________

XIII2. What can you say about his/her savings habit?

1)______________________________________________________________________2)______________________________________________________________________

XIV 3)______________________________________________________________________ XV 3. What can you say about his/her habit of borrowing money from others?

1)______________________________________________________________________2)______________________________________________________________________

XVI 3)______________________________________________________________________ XVIIXVIII 4. What can you say about his/her gambling activities, if any?

1)______________________________________________________________________2)______________________________________________________________________

3)______________________________________________________________________

II. WORK ETHICS

A. What can you say about:

XIX1. APPLICANT’S job attitude (or attitude towards his/her studies)?

1)______________________________________________________________________2)______________________________________________________________________

XX 3)______________________________________________________________________ XXI

2. His her willingness to work beyond working hours?

1)______________________________________________________________________2)______________________________________________________________________

XXII 3)______________________________________________________________________

XXIII XXIV 3. His/her reliability on assigned tasks?

1)______________________________________________________________________2)______________________________________________________________________

XXV 3)______________________________________________________________________

XXVI

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XXVII 4. What can you say about his/her gambling activities, if any?

1)______________________________________________________________________2)______________________________________________________________________

3)___________________________________________________________________XXVIIIXXIXXXXXXXI 5. His/her openness to learn from others?

1)______________________________________________________________________2)______________________________________________________________________3)______________________________________________________________________

XXXII B. How does APPLICANT use his/her leisure time?

1)______________________________________________________________________2)______________________________________________________________________3)______________________________________________________________________

III. COMMUNITY LEADERSHIP

XXXIIIA. What can you say about APPLICANT’S involvement in the affairs of the community?

1)______________________________________________________________________2)______________________________________________________________________3)______________________________________________________________________

IV. INTERPERSONAL RELATIONSHIP

A. What can you say about APPLICANT’S relationship with?

1. His/her spouse/brothers/sisters? 1)______________________________________________________________________2)______________________________________________________________________

3)______________________________________________________________________ 2. His/her co-workers/classmates?

1)______________________________________________________________________2)______________________________________________________________________3)______________________________________________________________________

3. His/her work supervisors/teachers?

1)______________________________________________________________________2)______________________________________________________________________3)______________________________________________________________________

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XXXIV 4. His /her subordinates/students/clients?

1)______________________________________________________________________2)______________________________________________________________________3)______________________________________________________________________

XXXV 5. His/her friends?

1)______________________________________________________________________2)______________________________________________________________________3)______________________________________________________________________

INVESTIGATOR’S EVALUATION OF INFORMATION GATHERED (INCLUDING HIS OBSERVATION ABOUT APPLICANT, IF ANY)

_______________________________________________________________________________

_______________________________________________________________________________

_______________________________________________________________________________

_______________________________________________________________________________

BI Conducted by:

_________________________ Name

_________________________ Office

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