Competency-Based Merit Selection Plan of Davao del Norte

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BASTA DAVNOR, THE BEST!

COMPETENCY-BASED MERIT SELECTION PLAN OF THE PROVINCIAL GOVERNMENT OF DAVAO DEL NORTE Recruitment & Selection Policies & Procedures Personnel Selection Board Functions & Responsibilities Definition of Terms


FOREWORD The Provincial Government of Davao del Norte has adopted the Resource-based Management Approach where it puts premise on people as potent asset in attaining its developmental strategy dubbed as “BEST PEOPLE”. “BEST PEOPLE”, an acronym for specific goals required to achieve sustainable and equitable development, stands for: UBLIC INFRASTRUCTURE ALANCED ECOLOGY

DUCATION AND SPORTS

NHANCED AGRI- AQUACULTURE

PTIMUM HEALTH AND SOCIAL SERVICES

USTAINABLE TOURISM

UBLIC-PRIVATE PARTNESHIP

RANSFORMATIVE LEADERSHIP

INK TO THE WORLD MPLOYMENT AND LIVELIHOOD OPPORTUNITIES

With these goals in mind, the provincial government espouses a governance mantra called, “ABILIDAD and MALASAKIT” or “AMA”, to create a culture of excellence based on competency and compassion. ‘AMA” aims to build a provincial government workforce that could transform departmental mandates and individual functions into efficient and life-changing public services. It is on this context where this Competency-based Merit Selection Plan is formulated. This plan is composed of policies and procedures in recruitment and selection anchored on merit and fitness, giving strong emphasis on attracting, selecting and appointing people with required leadership, technical competencies and desirable values. This administration is bent to push hard all efforts towards uplifting the quality of life of all Dabaonons. As such, we are committed to implement this plan so that every provincial government employee will significantly contribute in attaining “BEST PEOPLE”, our vehicle towards sustainable and equitable development. BASTA DAVNOR....THE BEST.

ANTONIO RAFAEL G. DEL ROSARIO Governor, Davao del Norte


cONTENTS 06

Section 1: Basic Policies

11

Section 2: Objectives

12

Section 3: Scope

12

Section 4: Definition of Terms

19

Section 5: Procedures

28

Section 6: Grievance

29

Section 7: Composition of the Personnel Selection Board

30

Section 8: Functions & Responsibilities

34

Section 9: Effectivity

34

Section 10: Commitment


COMPETENCY-BASED MERIT SELECTION PLAN

OF THE PROVINCIAL GOVERNMENT OF DAVAO DEL NORTE Pursuant to the provisions of Section 32, Book V of the Administrative Code of 1987 (Executive Order No. 292), CSC Memorandum Circular No. 3, s. 1979 as amended by CSC Circular No. 18, s. 1988 and CSC Memorandum Circular No. 38, s. 1989, as further amended by CSC Memorandum Circular No. 40, s. 1998, CSC Memorandum Circular No. 15, s.1999, CSC Memorandum Circular No. 8, s. 1999, and CSC Memorandum Circular No. 3, s. 2001, this Competency-based Merit Selection Plan (CB-MSP) is hereby established for the guidelines of all concerned.

Section 1: Basic Policies

4

1

Selection of employees for appointment in the Provincial Government of Davao del Norte shall be open to all qualified men and women according to the principles of merit and fitness. There shall be equal employment opportunity for men and women at all levels of position, provided they meet the requirements of the position to be filled.

2

The CB-MSP shall cover career positions in the first and second level and shall include original appointments and other related personnel actions.

Competency-Based Merit Selection Plan


3

There shall be no discrimination in the selection of employees on account of gender, civil status, disability, religion, ethnicity, or political affiliation.

4

When a position in the first and second level becomes vacant, applicants for employment who are competent, qualified and possess appropriate civil service eligibility shall be considered for permanent appointment.

5

6

Vacant positions marked for filing shall be published in accordance to Republic Act No. 7041, otherwise known as the Publication Law and Republic Act No. 7160, otherwise known as the Local Government Code of 1991. The published vacant positions shall also be posted in at least three (3) conspicuous places in the Provincial Government of Davao del Norte for at least fifteen (15) calendar days. Other appropriate modes of publication shall be considered. Filling of vacant positions shall be made after fifteen (15) calendar days from their publication. The publication of a particular vacant position shall be valid until filled-up but not to extend six (6) months reckoned from the date the vacant position was published.

The following positions are exempt from the publication requirements:

a. Primarily confidential positions;

b. Positions which are policy-determining;

c. Highly technical positions;

d. Other non-career positions; and,

e. Positions to be filled by existing permanent employees in case of reorganization.

Section 1: Basic Policies

5


7

A Personnel Selection Board (PSB) shall be established, the composition and functions of which are provided under Section VII of this Plan.

8

The PSB members including alternate representatives for first and second level positions shall undergo orientation and workshop on the selection/promotion process and CSC policies on appointments.

9

All candidates for appointment to first and second level positions shall be screened by the PSB. However, appointment to the following positions shall no longer be screened by the PSB:

6

a. Appointment to entry laborer positions; b. Appointment to personal and primarily confidential positions; and, c. Renewal of temporary appointment issued to the incumbent personnel.

10

As far as practicable, men and women shall have equal representation in the Personnel Selection Board in all levels.

11

For vacancies in the first and second levels, all qualified next-in-rank employees shall be automatically considered candidates for promotion to the next higher position.

Competency-Based Merit Selection Plan


12

13

The PSB shall maintain fairness and impartiality in the assessment of candidates for appointments. Toward this end, the PSB may employ the assistance of external or independent resource persons and may initiate innovative schemes in determining the best and most qualified candidate.

The appointing authority shall assess the merits of the PSB’s results of screening and in the exercise of sound discretion, select, in so far as practicable, from among the top five (5) ranking applicants deemed most qualified for appointment to the vacant position.

14

The appointing authority may appoint an applicant who is not next-in-rank but possesses superior qualification and competence, and has undergone selection process.

15

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

a. Performance a.1. For appointment by promotion, the performance rating of the appointee for the last two (2) rating periods prior to the effectivity date of promotion should be at least very satisfactory. a.2. For appointment by transfer, the performance rating for the last rating period immediately preceding the transfer from the former office or agency should be at least very satisfactory.

b. Education and Training

c. Experience and Outstanding Performance

d. Psycho-social Attributes and Personality Traits

e. Potential Section 1: Basic Policies

7


16

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

17

An employee should have rendered at least very satisfactory service for the last two (2) rating periods in the present position before being considered for promotion.

18

An employee who is on local or foreign scholarship or training grant or on maternity leave may be considered for promotion. For this purpose, the performance ratings to be considered shall be last two (2) rating periods prior to the scholarship or training grant. If promoted, the effectivity date of the promotional appointment shall be on the assumption to duty.

19

8

Promotion within six (6) months prior to compulsory retirement shall not be allowed except as otherwise provided by law.

20

A notice announcing the appointment of an employee shall be posted in three conspicuous places in the Provincial Government of Davao del Norte after the issuance of the appointment for at least fifteen (15) calendar days.

21

This C-BMSP shall be used as one of the bases for the expeditious approval of appointments, for attestation, and accreditation to take final action on appointments.

Competency-Based Merit Selection Plan


Section 2: Objectives It is the policy of the Provincial Government of Davao del Norte to strictly adhere to the principles of merit, fitness, and equality. The selection of employees shall be based on their relative qualifications and competence to perform the duties and responsibilities of the position. There shall be no discrimination in the selection of employees on account of gender, civil status, disability, religion, ethnicity, or political affiliation. In this pursuit, this MSP aims to:

Establish a system that is characterized by strict observance of the merit, fitness, and equality principles in the selection of employees for appointment to positions in the career service in all levels;

Create equal opportunities for employment to all qualified men and women to enter the government service and for career advancement of workforce in the Provincial Government of Davao del Norte; and,

To provide a guide for the speedy and fair adjudication of protest of employees against promotions.

Section 2: Objectives

9


Section 3: Scope This MSP shall cover career positions both in the first and second level in the Provincial Government of Davao del Norte.

Section 4: Definition of Terms BEHAVIORAL EVENT INTERVIEW (BEI)

1 2

This is an interview technique which is anchored on the principle that past behavior/performance predicts future behavior/ performance. Its primary goal is to collect detailed and complete information about the candidate’s past accomplishment/ experiences that will determine how he/she will perform or what behaviors will he/she manifest and also fail in similar situations in the future.

CAREER SERVICE This is a category of service in the Philippine Civil Service characterized by entrance to positions based on merit and fitness to be determined, as far as practicable, by competitive examinations or based on highly technical qualifications and there is opportunity for advancement and security of tenure.

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Competency-Based Merit Selection Plan


COMPARATIVE AT PAR It is a predetermined reasonable difference or gap between point scores of candidates for appointment established by PSB.

COMPETENCY ASSESSMENT This is a measurement of applicants’ core, leadership and/or technical competencies based on the competency standard of the position where he/she is to be considered.

DEEP SELECTION This is a process of selecting a candidate for appointment who is not next-in-rank but possesses superior qualifications and competence.

DISCRIMINATION is a situation wherein a qualified applicant is not included in the selection line-up on account of gender, civil status, pregnancy, disability, religion, ethnicity, or political affiliation.

Section 4: Definition of Terms

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FIRST LEVEL POSITIONS shall include clerical, trades and craft, and custodial services which involve sub-professional work in a nonsupervisory or supervisory capacity requiring less than the four (4) years of college studies.

HIRING QUOTA is the predetermined ratio of applicants for appointment to ensure that one gender does not fall short of the desired percentage of the selection rate for the other gender in equivalent positions at every level, provided they meet the minimum requirements of the position.

JOB REQUIREMENTS requisites not limited to the qualification standards of the position, but may include skills, competencies, potential and psycho-social attributes necessary for the successful performance of the position.

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Competency-Based Merit Selection Plan


NEXT-IN-RANK POSITIONS refer to the positions which, by reason of hierarchical arrangement of position in an office, is in the nearest degree of relationship to a higher position, taking into consideration the following:

1 2 3 4

Organizational Structure and Staffing Pattern; Salary Grade; Classification of Positions based on the Index of Occupational Services (IOS) in the Local Government Unit pursuant with Local Budget Circular No. 61, dated 18 March 1996 issued by the Department of Budget and Management (DBM); and, Geographical Location.

NON-CAREER SERVICE positions expressly declared by law to be in the noncareer service; or those whose entrance in the service is characterized by:

1

Entrance on the bases other than those of the usual tests of merit and fitness utilized for the career service; and

2

Tenure which is limited to the duration of a particular project for which purpose of employment was made.

Section 4: Definition of Terms

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PERSONNEL ACTIONS any action denoting the movement or progress of personnel in the civil service such as original appointment, promotion, transfer, reinstatement, reemployment, detail, reassignment, secondment and demotion.

PERSONNEL SELECTION BOARD (PSB) a duly constituted body created to assist the Provincial Governor or the Vice Governor in the exercise of his wide latitude of discretion as appointing authority.

PROMOTION is 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.

PSYCHO-SOCIAL ATTRIBUTES refer to the characteristics or traits of a person which involved both psychological and social aspects. Psychological includes the way he/she perceives things, ideas, beliefs and understanding and how he/she acts and relates these things to others and in social situations.

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Competency-Based Merit Selection Plan


QUALIFICATION STANDARDS is a statement of the minimum qualifications for a position which shall include education, experience, training, civil service eligibility, and physical characteristics and personality traits required in the performance of the job.

QUALIFIED NEXT-IN-RANK refers to an employee appointed on a permanent status to a position next-in-rank to the vacancy as reflected in the approved SRP and who meets the requirements for appointment to the next higher position.

SECOND LEVEL POSITIONS refer to professional, technical, and scientific work in a nonsupervisory or supervisory capacity requiring at least four (4) years of college studies up to the P.G. Department Head Position.

SELECTION is the systematic method of determining the merit and fitness of a person on the basis of qualifications and competency to perform the duties and responsibilities of the position.

Section 4: Definition of Terms

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SELECTION LINE UP is a listing of incumbents to a next-in-rank position subject to be filled-up, as well as those who although not incumbents to next-in-rank positions, signify their intentions in written form and likewise found to possess the qualifications required vacant position.

SUPERIOR QUALIFICATIONS shall mean outstanding relevant work accomplishments, educational attainment and training appropriate for the position to be filled. It shall include demonstration of exceptional job mastery and potential in major areas of responsibility.

SYSTEM OF RANKING POSITIONS (SRP) is the hierarchical arrangement of positions from highest to lowest, which shall be a guide in determining which position is next-in-rank, taking into consideration the following:

1 2 3 4

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organizational structure salary grade allocation classification and functional relationship of positions; and, geographical location

Competency-Based Merit Selection Plan


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Section 5: Procedures Publish the vacant position in the CSC Bulletin of Vacant Position, Davao del Norte Website and in the Labor Market Information System of the Public Employment Service Office (PESO), this Province. Said vacant position shall also be posted in three (3) conspicuous places in the Provincial Government of Davao del Norte within fifteen (15) calendar days. Vacant positions which are not filled within six (6) months should be re-published. However, the following positions are exempt from the publication requirements: •

Primarily confidential positions;

Positions which are policy-determining;

Highly technical positions;

Other non-career positions and

Positions to be filled by existing regular employees in the Provincial Government of Davao del Norte in the case of reorganization.

2

List candidates aspiring for the vacant position, either from within or outside the agency, including qualified next-in-rank employees. In the process, the following should be considered: •

The pre-determined ratio of applicants for appointment or hiring quota;

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

An employee who is on local or foreign scholarship or training grant or on maternity leave may be considered for promotion. For this purpose, the performance ratings to be considered shall be last two (2) rating periods prior to the scholarship or training grant. If promoted, the effectivity date of the promotional appointment shall be on the assumption to duty.

Promotion within six (6) months prior to compulsory retirement shall not be allowed except as otherwise provided by law. Section 5: Procedures

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3 •

Conduct preliminary evaluation of the qualification of all candidates. Those initially found qualified shall undergo further assessment, details of which are found in Section 5, Item 6 of this plan. After which, selection line-up shall be prepared.

The selection line-up shall reflect the comparative competence and qualification of candidates on the basis of:

PERFORMANCE

EDUCATION & TRAINING

For appointment by promotion, the performance ratings of the appointee for two (2) rating period prior to the effectivity date of the appointment should be at least very satisfactory.

include educational background, successful completion of training course accredited by the Civil Service Commission, scholarships, training grants and others which must be relevant to the duties of the position to be filled.

For appointment by transfer, the performance rating for the last rating period immediately preceding the transfer from the former office or agency should be at least very satisfactory.

PSYCHO-SOCIAL ATTRIBUTES & PERSONALITY TRAITS refer to the characteristics or traits of a person which involved both psychological and social aspects. Psychological includes the way he/ she perceives things, ideas, beliefs and understanding and how he/she acts and relates these things to other and in social situations.

EXPERIENCE

& OUTSTANDING ACCOMPLISHMENTS include occupational history, relevant work experience acquired either from the government or private sector, and accomplishments worthy of special commendation.

POTENTIAL refers to the capacity and ability of a candidate to assume the duties of the position to be filled and those of higher or more responsible positions.

Note: A greater percentage weight shall be allocated to performance.

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Competency-Based Merit Selection Plan


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6

Notify all applicants of the outcome of the preliminary evaluation.

Submit the selection line-up to the PSB for deliberation en banc. Appointment to the following positions shall no longer be screened by the PSB:

5

Appointment to entry laborer positions;

Appointment to personal and primarily confidential positions; and

Renewal of temporary appointment issued to the incumbent personnel.

Make a systematic assessment of the competence and qualifications of candidates for appointment to the corresponding level of positions. Evaluate and deliberate en banc the qualifications of those listed in the selection lineup. The following are the criteria for the assessment and evaluation:

PROMOTIONAL APPOINTMENT CRITERIA

SCORE

1. Performance Rating

20

2. Competency Assessment

20

3. Behavioral Event Interview

10

4. Relevant Experience

10

5. Relevant Education

10

6. Relevant Training

10

7. Relevant Eligibility

10

8. Relevant Work Accomplishment

10

TOTAL SCORE

100

Section 5: Procedures

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1

PERFORMANCE RATING (20 pts)

based on the average numerical rating of the last two Individual Performance Commitment and Review (IPRC) ratings. The system of scoring are as follows: AVERAGE NUMERICAL RATING OF THE LATEST TWO (2) IPCRs

SCORE

4.90 and Above

20

4.70 - 4.89

19

4.50 - 4.69

18

4.31 - 4.49

17

4.00 - 4.30

16

2

COMPETENCY ASSESSMENT (20 pts)

measurement of applicants’ core, leadership or technical competencies based on the standard required by the position. The scoring shall be based on the average assessment score of the Core, Leadership and Technical Competencies for supervisory and managerial positions. For non-supervisory positions, the score shall be based on the average assessment score of the core and technical competencies. The following are the system of scoring per Competency Standard:

RATING PER COMPETENCY STANDARD A. Standard - BASIC

B. Standard - INTERMEDIATE

CRITERIA

SCORE

CRITERIA

SCORE

Superior

20

Superior

20

Advanced

18

Advanced

18

Intermediate

15

Intermediate

10

Basic

10

Basic

0

C. Standard - ADVANCED

20

D. Standard - SUPERIOR

CRITERIA

SCORE

CRITERIA

SCORE

Superior

20

Superior

20

Advanced

10

Advanced

0

Intermediate

0

Intermediate

0

Basic

0

Basic

0

Competency-Based Merit Selection Plan


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BEHAVIORAL EVENT INTERVIEW (10 pts)

shall measure the relevant competencies and Psycho-social attributes, personality traits and potential of the applicant in discharging the tasks and functions of the position. The BEI criteria shall be as follows: CRITERIA

SCORE

1. Relevance of STAR Experience

4

2. Personal Bearing

2

3. Clarity & Alertness of Response

2

4. Projection of Voice

2

4

RELEVANT EXPERIENCE (10 pts) shall be determined through the evaluation of service records and other relevant documentary sources, the basis of scoring are as follows: CRITERIA

SCORE

1. Complied more than 150% of years of experience required by the position

10

2. Complied more than 100% of years of experience required by the position but not more than 150%

7

3. Complied the minimum years of experience required by the position

5

Section 5: Procedures

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5

RELEVANT EDUCATION (10 pts) determined through the evaluation of valid and authentic school credentials issued by educational institutions recognized by Commission on Higher Education (CHED). Basis of scoring are as follows: CRITERIA

RATING

1. Completion of relevant master's degree relevant to the job

10

2. Bachelor's degree relevant to the job

7

3. Completion of relevant education required by the position

5

6

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RELEVANT TRAINING (10 pts) based on training attended within five (5) years reckoned from current year as evidenced by training certificates issued by training institutions accredited by the Civil Service Commission. The basis of evaluation are as follows: CRITERIA

SCORE

1. Complied more than 150% of hours of relevant training required by the position

10

2. Complied more than 100% of hours of relevant training required by the position but not more than 150%

7

3. Complied minimtum relevant training hours required by the position

5

Competency-Based Merit Selection Plan


7

APPROPRIATE ELIGIBILITY (10 pts) based on the examination rating achieved by the applicant as evidenced by valid and authentic rating result issued by the appropriate agency/institution. Basis of scoring are as follows: CRITERIA

8

SCORE

1. Examination Rating is 5% above the passing rate.

10

2. Examination Rating is 2% higher than the passing rate.

7

3. Examination Rating is passing rate.

5

RELEVANT WORK ACCOMPLISHMENT (10 pts)

based on work accomplishment as evidenced by certificate of recognition or award given by the Provincial Government of Davao del Norte or recognized institution. The scoring is based on the following levels of recognition/award: CRITERIA

RATING

1. International

10

2. National / Nationwide

7

3. Local (Regional / Provincial / Municipal)

5

Section 5: Procedures

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NON-PROMOTIONAL APPOINTMENT CRITERIA

SCORE

1. Relevant Experience

20

2. Relevant Education

20

3. Skills Test/Actual Demonstration (if any)

20

4. Relevant Training

10

5. Relevant Eligibility

10

6. Behavioral Event Interview (Competency-Based)

10

7. Relevant Work Accomplishment

10

TOTAL SCORE (With Test/Actual Demonstration) TOTAL SCORE (Without Test/Actual Demonstration)

100 80

The scoring systems of the above-stated criteria, except for the Skills Test/Actual Demonstration are the same with that of the promotional appointment. In any given Test or Actual Demonstration, the highest score shall be twenty (20) and the lowest shall be five.

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Competency-Based Merit Selection Plan


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Top five (5) ranked external applicants shall be subjected to Background Investigation. Likewise applicants to positions which have the following functions, shall be subjected to Background Investigation: •

Revenue collection and cash management;

Procurement and custody of supplies, properties or equipment; and

Any position which the PSB or the concerned PG Department Head deemed it fit to subject its applicants to Background Investigation.

Background Investigation shall cover the following roles of the applicants:

As a Person - information about the personality of the applicant as perceived or understood by people within the applicant’s community/ neighbourhood.

As a Worker - information about the work performance, values and attitude of the applicant. These information shall be gathered by interviewing applicant’s supervisor, peer and/or subordinate.

As a Peer, Subordinate and/or Supervisor information about the applicants anent his/her relationship with his/her peers, subordinate and/ or supervisor.

Section 5: Procedures

25


9

Submit a list of candidates, including the reports of Background Investigation (if applicable) to the appointing authority from which he shall choose the applicant to be appointed. The list of candidates should specify the top five ranked candidates whose over-all point scores are comparatively at par based on the assessment/evaluation criteria.

10

Issue appointment in accordance with the provisions of the MSP of the Provincial Government of Davao del Norte.

11

Post a notice announcing the appointment of an employee in three (3) conspicuous places in the Provincial Government of Davao del Norte a day after the issuance of an appointment for at least fifteen (15) days. The date of posting shall be indicated in the notice.

Section 6: Grievance

A qualified next-in-rank-employee may present the grievance with the Provincial Grievance Committee of the Provincial Government of Davao del Norte under the following conditions: • • • •

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Non-compliance with the selection process; Discrimination on the account of gender, civil status, disability, pregnancy, religion, ethnicity or political affiliation; Disqualification of applicant to a career position for reason of lack of confidence of the appointing authority; and Other violations of the provisions of this CB-MSP.

Competency-Based Merit Selection Plan


Section 7: Composition of the Personnel Selection Board The Personnel Selection Board (PSB) of the Provincial Government of Davao del Norte shall be composed of the following: •

Provincial Governor (Chairperson of the Executive Department)

Provincial Administrator (Authorized Representative of the Chairperson of the Executive Department)

Provincial Vice-Governor (Chairperson of the Legislative Department)

Staff of the Vice Governor’s Office (Authorized Representative of the Chairperson of Legislative Department)

Sangguniang Panlalawigan Member (Chairperson on Committee on Labor and Employment) - Member

P.G. Department Head (Provincial Human Resource Management Officer) - Member

2nd Level Rank and File Representative - Member

Permanent Alternate of the 2nd Level Rank-and-File Representative - Member

1st Level Rank-and-File Representative - Member

Permanent Alternate of the 1st Level Rank-and-File Representative - Member

P.G. Department Head of the Office where the Vacancy Exists - Member

The Appointment and Personnel Records of the Provincial Human Resource Management Office shall serve as the PSB Secretariat.

Section 7: Composition of the Personnel Selection Board

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Section 8: Functions & Responsibilities

1

The Provincial Human Resource Management Officer shall have the following functions and responsibilities:

Develop a system of Ranking Positions which will be submitted for approval to the appointing authority, copy furnished the Civil Service Commission and its Field office concerned, for reference purposes.

Develop a Workforce, Staffing and Succession Plans which shall set forth the number, knowledge and skills of personnel needed to achieve the organization’s goals, objectives and programs;

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Competency-Based Merit Selection Plan

Disseminate copies of this CBMSP and its annexes to all provincial government offices after its approval by the Civil Service Commission. The Provincial Human Resource Management Office shall conduct an orientation for all provincial government offices within six (6) months upon approval of this C-BMSP. This orientation is meant to ensure awareness and understanding of the Plan. A report of the same shall be submitted to the Civil Service Commission Field Office for record purposes. Develop a Manual that details the process, procedures and standard in the implementation of this C-BMSP.

Develop and maintain an updated qualification database of employees with superior qualifications; and,


Prepare list of candidates aspiring for the vacant position both internal or external, including qualified next-in-rank employees within fifteen (15) days from the completion of the preliminary evaluation. In the process, Section VI (Procedures) of this C-BMSP shall be complied.

Notify all applicants of the outcome of the preliminary evaluation.

Publish and post vacant positions in accordance with Section V, Item 1 of this C-BMSP.

Conduct preliminary evaluation of the qualification of all applicants. Those initially found qualified shall undergo further assessment such as: written examination, skills test, interview and others, after which the selection line-up shall be prepared.

Submit the selection line-up to the PSB for deliberation en banc. Appointment to the following positions shall no longer be screened by the PSB: (a) entry laborer positions; (b) personal and primarily confidential positions; and (c) renewal or temporary appointment issued to the incumbent personnel.

Section 8: Functions & Responsibilities

29


2 3

The employees shall be responsible for updating their Personal Data Sheet annually, if deemed necessary, and submit supporting documents thereto to the Provincial Human Resource Management Office.

The PSB for first and second levels shall have the following functions and responsibilities:

Review the C-BMSP including its annexes and as need arises, recommend necessary improvement. Adopt a formal screening procedure and formulate criteria for the evaluation of candidates for appointment, taking into consideration the following: •

Reasonable and valid standards and methods of evaluating the competence and qualifications of all applicants competing for a particular position;

•

Criteria for evaluation of qualifications of applicants for appointment must suit the job requirements of the position.

Disseminate screening procedure and criteria for selection to all provincial government offices. Any modification of the procedure and criteria for selection shall likewise be properly disseminated; Prepare a systematic assessment of the competence and qualifications of candidates for appointments. Maintain fairness and impartiality in the assessment of candidates. Towards this end, the PSB may employ the assistance of external or independent resource persons and may initiate innovative schemes in determining the best and the most qualified candidate;

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Competency-Based Merit Selection Plan


Evaluate and deliberate en banc the qualifications of those listed in the selection line-up; Endorse the list of candidates to the appointing authority who in turn shall choose the applicant to be appointed. The list of candidates should specify the top five ranking candidates whose over-all point scores are comparatively at par based on the herein-prescribed comparative assessment. Maintain records of the deliberations which must be made accessible to interested parties upon written consent and for inspection and audit by the CSC; and

4

Orient provincial government officials and employees pertaining to policies relative to personnel actions, including the gender and development dimensions of this C-BMSP.

The appointing authority shall have the following functions and responsibilities:

Establish a Personnel Selection Board and see to it that the PSB members undergo orientation and workshop on the selection/promotion process and CSC policies on appointments. The appointing authority shall, as far as practicable, ensure equal opportunity for men and women to be represented in the PSB for 1st and 2nd Levels; Assess the merits of the PSB’s list of candidates for appointment and in the exercise of sound discretion, select, in so far as practicable, from among the following: •

top five ranking applicants deemed most qualified to the position; and

•

applicants who have undergone deep selection and found to possess superior qualifications.

Ensure the efficient implementation of the provisions of this C-BMSP, including that of its annexes. Section 8: Functions & Responsibilities

31


Section 9: Effectivity This C-BMSP and subsequent amendments thereto shall take effect immediately after the approval of the Civil Service Commission.

Section 10: Commitment I hereby commit to implement and abide by the provisions of this C-BMSP including its annexes. It is understood that this C-BMSP shall be the basis for expeditious approval of appointments.

ANTONIO RAFAEL G. DEL ROSARIO Governor, Davao del Norte November ___, 2017 Date

Approved by: ATTY. ANNABELLE B. ROSELL Director IV, CSC Regional Office XI November ___, 2017 Date

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Competency-Based Merit Selection Plan


APPENDICES

APPENDICES

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Competency-Based Merit Selection Plan


APPENDICES

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www. davaodelnorte.gov.ph 36

Competency-Based Merit Selection Plan


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