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CSC Approved HR Mechanism

hr mechanism

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Mark Christopher Guardaquivil Olegario
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731 views

CSC Approved HR Mechanism

hr mechanism

Uploaded by

Mark Christopher Guardaquivil Olegario
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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i afm ores [Sender [JOAN LAGUNDa [Subject ci Date / Time Received fost 17,2019 - foct 17,2019 i139 AM. 1:45 AM OCT 17 2019 Ole42 pm ORD _4 oct id" 7p 2019-10-17 1-290 nmRepublic of the Philippines Department of Environment and Natural Resources Department of Environment and Natural Resources Regional Office XIl Aurora St, Cor. Quezon St. Koronadal City, South Cotabato, 9508 Tel No. (083) 228 6225 email: [email protected] Races Date Tine Bae tine Lof {ADMIN - REC Joct 17, 2019 JorrD 1021 AM 2019-10-17, 1:35 pmRepublic ofthe Philippines Visayas Avenue, Dillman, Quezon City © a ee F Sa DEPARTMENT OF ENVIRONMENT AND NATURAL RESOURCES & — 4 o 0 Tol. No, 920.66-28 MEMORANDUM To + ALL REGIONAL EXECUTIVE DIRECTORS. ALL BUREAU DIRECTORS. FROM:THE ASSISTANT SECRETARY Human Resource Development, Information Systems and Loxislative ATtits SUBIECT CIVIL SERVICE COMM} HR MECHANISMS, HON APPROVED Date 24 Seplember 2019 view of revisions made with our HR mechasisms. please he infirmed that the meines have been approved by dhe Civil Service Comission 1. DENR Grievanee Machinery 2. _DENR Stray Performance Management System (SPMS) DENR Mert Selection and Promotion Plan (MSP) In this regard, wo wil he seraing electron capes ofthe abwve-enumerate ides Aheough e-mai Youare requested 1 oryunuze orientation ativities to inform all employees ut these sccat policies For your guidance. ANA. LADUNDA.. Let's Go Green!!! 17 yur eT 18 29 erdm- ae n| Reon aynDENR GRIEVANCE MACHINERY Management Servis | PENR Office stant Regn | Dict or Mangement + Tecnica Seve | PENRO Seve feet Rona Dim fr Fh Servic Page 23 of 44{63 The IPCR Commitment submitted by the ferent individuals. shall be reviewed and approved by the following authorities concerned as follows: ‘OFFICE L REVIEW J Ge fie othe Secretary (Catal Offe) ‘Secretary's Office T Head Executive | Assistant Secretary Chie of Stall / Secreta ‘Supervising, Undorecretary Supervising Assan? Secreta ‘Offic of the Chie of Siar Offic ofthe [i Oiecior ar Supervising Diner ‘Staff Bureaus (6M, FMB, 1B) — =| ‘Suufolthe Oficeot the | Ass&tant Bureau Director Dinwtor ‘Chie of Division [= Staff of the Director ‘Sta ofthe (NAMRIA) ‘Sta ofthe Branch Head) NAMRIA) iS Sta ofthe Executive Director (PCSD, NWRB) ‘Stal of the Assistant/ [Staff of the Assistant ional Director Stall ofthe Divisions ‘Assistant Division Chiel/ Sexton Chie(omc Salo the PENRO Division Chit ew EMB and MGB Central Office ‘Tasiant Division Oiel/ ‘Chiet ‘Safe the Bureau Director Regional ‘Stat of the Assistant Director ‘Assistant Dinoctor | Bivsiom Chi Environmental IV. Review and Approval of [ Management Unit (PEMU) | Staff of the Regionst Director a a ‘Staff of the Divisions | Secilon Chie concerned | Division Chick EMB Provincial, ogonal Director OPCR/DPCRVIPCR Accomplishments The OPCR Accomplishments submitted by the different offices shall be reviewed and approved by the following authorities concerned 3 follows: Office ofthe HEA, Chick of | DENE PMT Say Staff DENT Sera DENR PMT) Saporvning ~ . | | Umrscrtary Office othe Diretor | DENR PMT Supervising I Unierertary Seat areas (8, FRDB, FOB, CMB) ines Sitar eect ny DENIER [Sevag Undersecretary ‘Gc of the Director of | DENR PMT Coordinating Offices (MBCO,CCO, PPPO, | | RBCO, CARP) La a ‘Attached Agencies (NAMRIA, NWI, PCSD) ‘Administrator (NAMRIA) | DENR PNT ‘Bxccutive Director (PCSD. | DENR PMT WRB) I DENA Regional Offices ‘Regional Decor DER PMT L as __Loperatione Page 28 of 4ENR Regional OFfcee Stal of the Ofc ofthe Regional Diewetoe _ ‘Stall ofthe Office of the ‘asant Regional Assistant Regional Director Director (Management ana Technical) eee Bia of thc Divisions | Asistant Diiian Chie | Chica Bison Section Chit [Saitatiie Offa nef PENR Officer i PENR Offi Chet of Division TPENRoiticer Stal of the CEN Oice TERR ———| Line Bureaus (EMB and MGB Central Office) Staff of the Office ofthe | T Bureau Dinctor Bureau Dito - [Parent ier | Sta ofthe Office ofthe | Rasitant Bars Director Assistant Bureau Dgstoe ___| Stal of the Divisione | Asstt Divison Chit7 | Chil ol Biviion Section Chie J Bureou Director Regional Director Sal of the Divisions sistant Division Chit | Chet of Division Section Chie [EM Provincial | Regional Dnecior Environmenial Management Unit (PEMU) \V. SPMS Implementation ‘The SPMS shall be implemented! through the following activities 1. Conduct of DENR-wide orientation/ workshop on the establishment and implementation of SPMS participated by Administrative/Personne/ Planning Officers and Head of the PMT. 2 Conduct of orientation and re-orientation workshops on the new and revised policies on SPMS forall employes. This is to promote awareness and interest on the system, generate employees’ appreciation for the DENR SPMS as a management tool for performance planning, control ‘anc improvement, ane guarantee employees’ internalization of their €o- “employees in meeting organizational performance goal Page 28 of 43. Periodic review, enhancement of the DENR SPMS ane! submit the same to CSC for review /approval. PART 3: Miscellaneous Provisions Technical Assistance The DENR shall request technical assistance frum the | C5C Central/Rogjonal/Field Offices concerned on the implementation or refinement of the DENR SPMS. TL Sanctions Uniess justified and accepted by the PMT, non-submission of the OPCR Form to the Program Monitoring and Evaluation Division and Planning, and Programming Division, and the IPCR forms to the Personnel Division/Section/ Unit within the specified dates shall be aground for: a Employee's disqualification from performance-based personnel actions which would require the rating forthe given period such as promotion, training or scholarship grants and performance enhancement bonus, if the failure of the submission of the report form is the fault of the employees. b. An administrative sanction for violation of reasonable office rules and regulations and simple neglect of duty for the supervisors or employees responsible for the delay ar non-submission of the office andl individual performance commitment and review report Failure on the part of the Division Chief/Head of Office to comply with the required notices to their subordinates for their unsatisfactory or poor performance during a rating period shall be a ground for an administrative offense for neglect of duty (Section 50 under CSC Resolution No. 1701077) ML, Appeals a, Office performance assessment as discussed! in the performance review ‘conference shall be final and not appealable. Any issuc/appeal on the initial performance assessment of an office shall be discussed and decided during the performance review conference. Page 29 of 4‘Annex Office Performance Commitment and Review Form ‘OFFICE PERFORMANCE COMMITMENT AND REVIEW (OPCR) C esd othe. com ever and agree to be ated on the ataeeent ‘te Towing rats in acordance wih he nied mesures or te pind te a Final Average Ring ajc Rating assessed by ; Feat Rag og [on aa —_ Ta a agen: 1-cy 2 Rewny 3m tog Page 33 of 48Annex G FIXED OR NON-EXCEEDABLE TARGETS 1. Workand Financial Plan ofthe succeeding year submitted on the prscibed date 2 Annual Procurement Plan (APP) ofthe succeeding year submitted to Procurement Service-DBM on Navember30, copy furnished the BAC Chairperson of DENR. Central Office, for consolidation Project Procurement Management Pian (PPMP) based on Revised Implementing, Rules and Regulations of RA 9184 (Government Procurement Reform Act) submitted on January 31 4, Monthly Accomplishment Reports submittel every St day of the succeeding ‘month 5. Regional/Burcau/ Attached Agencies Quarterly Budget and Financial ‘Accountability Reports (BFARs) submitted on the 15" day of the succeeding ‘month after the end of the quarter 6. Consolidated financial statement per Section 41 of PD No, 1445 submitted to COA, ‘on April 30 7. Monthly Financial Monitoring, Reports (FMR) submitted every 5% day ofthe succeeding month, except FMR No. 3 (Ageing of Due and Demandable (Obtigations) 8. FMR No.3 (Ageing of Due and Demandable Obligations) submitted on prescribed period 9. Actions on Documents (inclualng eferal, replies, acknowledgements et.) 10, Liquidation of Cash Advances submitted 11 OPCR/DPCR/IPCR submited 12. SALN submitted 18. Annual L&D Plan based on LNA submitted 14. Citizen's Charter processes updated 15. Network infrastructure/ maintained 16. Databases maintained 17. Meotngs attend! 18. Gender and Development indicator Page 38 of 44Performance Monitoring and Coaching Journal Name of Division Division Chief AaiY TOneom | Group) Memo | (ta, | Remake One z Specify) Monitoring Coaching Immediate Supervisor Head of Office ([Ceandacied by] Bass [Nes iat |Performance Rewarding and Development (Tracking Tool for Monitoring Targets Template) Major Final | Tasks | A*6"¢ | uration | Week Output “fi, axe 40 of 44Performance Rewarding and Development (Tracking Too! for Monitoring Assignments Template) amet Performance Monitoring Form “Subject [Action | Output [Date ne otter ant sot Ana | rome | tere acti | a te Artist | Str mama | pla My | Themed spontigte Taken fom | Sayer Awe sre Page 41 of 44Summary List of Individual Performance Ratings ‘Agency: Annex K No. of Employees Average ratings of staf: T._Name of Employee No. of Employees: Average ratings of staff: [No.of Employees: | average ratings of staf Page 42 of 4Annex L Performance Rewarding and Development Professional Development Plan Date: “Target Date Review Date ‘Achieved Date Page a3 of 4Bac DBM ‘CENRO HR ICR Is M&E MFO. orcr Opes OPI PoP PENRO PMED 332323 PRAISE RD ARD SLPR PMs ‘ACRONYMS Bids andl Awards Comm Department of Budget and Management ‘Community Environment and Natural Resources Officer Civil Service Commission Division Performance Commitment and Review Human Resource Individual Performance Commitment and Review Individual Performance Evaluation Information System “Monitoring and Evaluation Major Final Outpt Office Performance Commitment and Review Office Performance Evaluation System Organizational Performance Indicator Framework Philippine Development Plan Provincial Environment and Natural Resources Officer Program Monitoring and Evaluation Division, Planning and Programming Division Performance Management Group Performance Management System Performance Management Team Policy and Planning Office Policy and Planning Service Program on Awards and Incentives for Service Excellence Rogional Director Assistant Regional Director ‘Summary List of Individual Performance Ratings Strategic Performance Management System Pope 4 of 44Human Resource Development Service DENR MERIT SELECTION AND PROMOTION PLAN IMSPP] | 2019 aFable of Contents IV. DEFINITION OF TERMS. sn “ 2 V. HUMAN RESOURCE MERIT PROMOTION AND SELECTION BOARD (HRMPSB) - —— ae ‘A. Composition e ere 6 BB. Nomination and Tenure of Representatives from the Employees ‘Association /Union and Gender and Development Focal Point System... 9 . Functions and Responsibilities nc rnsns ° VI. SELECTION PROCESS. se se n ‘A. Publication and Posting of Vacant Positions u B, General List of Applicants... se ona C. Proofs of Qualification 13 D. Long List of Qualified Applicants ses 18 E. Assignment of Points for Qualifications beyond the Prescribed Standards 16 F. Computation of Scores. snneesne VF ©. Short List of Qualified Applicants Eero) H, Selection of Appointee 9 VII. ISSUANCE OF APPOINTMENT PAPERS... 20 vin, PROTEST. 20 1X. OTHER PROVISIONS 21 X. REPEALING AND AMENDING CLAUSE... eee aa Xd, EPFECTIVITY coon —— 22 XML. ASSURANCE snes : 22yy Department of Environment and Natural Resources MERIT SELECTION AND PROMOTION PLAN Pursuant to the provisions of Section 22, Book V of the Administrative Code of 1987 (Executive Order No. 292), Civil Service Commission (CSC) Memorandum Circular No. 14 s. 2018 (2017 Revised Omnibus Rules on Appointments and Other ‘Human Resource Actions, Revised July 2018), and other pertinent issuances of the CSC oon the selection and promotion process, this DENR Merit Selection and Promotion Plan (MSP?) is hereby adopted m1. BASIC POLICIES ‘A. Transparency and accountability shall be observed in all stages of selection and promotion B. Selection and promotion of employees in the DENR shall be open to all ‘qualified applicants based on principles of merit and fitness. . The equal employment opportunity principle (EEOP) shall be strictly ‘observed in the recruitment, selection and promotion of employees in the DENR. As such, there shall be no discrimination in the screening, sclection and promotion of applicants on account of age, sex, sexual crientation and gender identity, civil status, disability, religion, ‘ethnicity, or political affiliation. D. The agency head shall, as far as practicable, ensure equal opportunity for men and women to be represented in the Human Resource Merit Promotion and Selection Board for all levels of position. opyective ‘The DENR MSPP aims to establish a system which shall sorve as a guide for human resource actions related to the filling of vacancies through the selection and promotion of officers and employees. Score ‘The DENR MSPP shall cover career positions in the first and second levels, including executive/ managerial positions in the second level in the DENR Central Office, Regional Offices and its sub-units, Bureaus and Attached Agencies. It may also include non-career positions Page of 2IV. DEFINITION OF TERMS A ‘Awards and Outstanding Achievements - special recognition and distinctions received by the candidate in the field relevant to the position from the DENR and other recognized and prestigious awarding bodies such as the Office of the President, Civil Service ‘Commission and the Regional Development Counei, chat demonstrate ‘competence and capability to perform the duties and responsibilities of the position. Career Service ~ positions in the civil service characterized by: (1) entrance based on merit and fitness to be determined as far as practicable by competitive examination, or based on highly technical qualifications; (2) opportunity for advancement to higher position; and @) security of tenure. DENR ~ refers to the central office, bureaus, attached agencies and regional offices and their subordinate units, End-User ~ the head of the office where the vacancy exists or their designated representative. To be specific, the end-user is defined in the following manner: Orginal Ca WE i = Oe ofthe Seetry SSSR oda’ ie iis Uaerseny | rea Offs othe Assan Saaeiy ——[ Anist Sear [fcr afte Seve Diator—[sovie esa |i of th DEN Reo Dino | DEN Riga DRS Offs of i Baas Doster peas De Tela fie oe area Regia DES Techn Conran Gia PENRO Fan Other Sts othe CENTO GRR Of Bisior Senn cher For PENR Officer positions, the Undersecretary for Field Operations shall serve as end-user. ‘Executive/Managerial Positions - includes professional, technical and scientific positions the functions of which are managerial in character,which is limited to the duration of a particular project for which purpose employment was made. Pecformance ~ the ability to perform function ofa particular position 2s evidenced/ supported by a rating fora given period. Potential - employee's capability not only to perform the duties and assume the responsibilities of the positon to be filled but also those of higher and more responsible positions, determined based on the ‘competency requirements of the postion. Promotion - is the advancement of an employee from one position to another with an increase in duties and responsibilities as authorized by Jaw and usually accompanied by an increase in salary. Peychosocial Attetbutes- the characteristics or traits of a person which involve both psychological and socal aspects. Peychologicalatributes include the way he/she perceives things, ideas, beliefs and ing and how he/she acts and relates these things to others and in social situations. ‘Qualification Standards - are the minimum and basic requirements of & position in terms of education, experience, training, civil service eligibility, physical fitness and other qualities required for the succesful performance ofthe duties ofthe postion. Qualified Nextin-Rank ~ an employee appointed on a permanent status to a position nextin-ank to the vacancy as reflected in the System of Ranking Positions (SRP) approved by the head of agency and who meets the requirements for appointment to the next higher position. Relevant Education ~ the formal or non-formal academic, technical, or ‘vocational studies that will enable the candidate to. successfully perform the duties and responsibilities in the Position Description Form (PDF) of the positon tobe filled. Relevant Eligibility ~ the result of passing a merit and fitness test which may be determined, as far as practicable, by competitive ‘examination, or based on highly technical qualifications or other merit and fitness tests conducted by the CSC, or other examinations such as the PRC-conducted board examinations, the Supreme Court- ‘administered bar examinations or the CESB-conducted examinations/ assessment. Page 4 of 22‘organization, a unit thereof or of a group, requiring same degree of professional, technical or scientific knowledge and experience, application of managerial skills required to carry out basic duites and responsibilities involving leadership, functional guidance and control. ‘These positions require intensive and thorough knowledge of specialized field. First Level Positions include clerical, trades and crafts, and custodial service which involve sub-professional work in a non-supervisory capacity requiring less than four (4) years of collegiate studies. General List of Applicants ~ isthe listing of ll applicants and nextin- rank for the vacant postions prepared by the Personnel Division/Section. Human Resource Mert Promotion and Selection Board (HRMPSP) — 4 duly constituted body which shall be responsible forthe judicious and objective selection of candidates for appointment inthe agency in sccordance with the approved DENR Mert Selection and Promation Pian and forthe submission to the appointing authority of the list of names of screened applicants for which a selection for appointment may be made. ‘The DENR shall constitute two (2) HRMPSBs - one for the first and second level positions and another for executive/ managerial postions (PENRO®). Long List of Qualified Applicants - isa listing of qualified applicants {or consideration toa vacancy prepared by the Human Resource Merit Promotion and Selection Board (HRMPSB) secretariat which includes, but is not limited to, the comparative information of their education, experience, taining, career service eligibility, performance rating, relevant experiences, written examination and interview result. ‘Next-in-Rank Position ~a position which, by reason ofthe hierarchical arrangement of positions in the DENR, is determined to be in the ‘nearest degree of relationship to a higher position as contained in the _DENR’s System of Ranking Positions (SRP). [Non-Career Service ~ positions expressly declared by law to be in the oncareer service; or those whose entrance in the service is characterized by (1) entrance on bases other than those of the usual tests of merit and fitness utilized by the career service, and (2) tenure ‘which is Limited to a period specified by law, or which is coterminous with that of the appointing authority or subject to his pleasure, or Page 3 0f 22Relevant Work Experience - previous employment or jobs or volunteer work, whether full time or part-time, in either the ‘goverment or private sector, whose duties, as cerified by the Human ‘Resource Management Oificer or authorized officials of the previous ‘are functionally related to the duties in the Position ‘Description Form (PDF) ofthe position to be filled [Relevant Training ~ formal or non-formal training courses, and other Position Description Form (PDF) ofthe position to be filled. For division chief and executive/managerial positions, only ‘supervisory/management learning and intervention undertaken within the last five (6) years reckoned from the date of issuance of appointment shall be considered. Second Level Positions ~ positions which involve professional, technical and scientific work in @ non-supervisory or supervisory ‘capacity requiring at least completion of a Bachelor's Degree. Tt also includes professional, technical and scientific position, the functions of ‘which require application of managerial skills required to carry out basic duties and responsibilities involving leadership, functional guidance and control. Selection - is the systematic method of determining the merit and fitness of an applicant/candidate on the basis of qualifications and their ability to perform the duties and responsibilities ofthe position. Short List of Qualified Applicants - isa listing of top five (6) ranking applicants as determined by the HRMPSB. Superior Qualifications - 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 nextin-rank, taking into consideration the following: 1. organizational structure; 2. salary grade allocation; PageS of 2v. 3. lassification and functional relationship of position; and 4 goographical location. HUMAN RESOURCE MERIT PROMOTION AND SELECTION BOARD (HRMPSB) A. Composition 1. DENR Central Office (1 and 2 Level Positions) ‘Chairperson: Assistant Secretary exercising supervision over the Human Resource Development Service Members Director, Human Resource Development Service End-User (as provided under Section IV.D hereof) Representative/ Alternate, Accredited ‘Employees Union or Association ‘+16 level representative/alternate (if ‘vacancy is a 1* level position) + 2 level representative/altemate (if vacancy is a2 level position) Representative/ Alternate, Gender and Development Focal Point System Secretariat : Personnel Division 2. EMB/MGB Central Office (I* and 2! Level Positions) Chairperson: Assistant Director Vice-Chair : Chie, Administrative —_Division/ ‘Administrative, Finance and Management Division Members : End-User (as provided under Section IV.D hereof) + 1 level representative/alterate (if ‘vacancy is a1" level positon) © 2nd level representative/alterate (if ‘vacancy is a2 level position) Secretariat: Personnel Section Page 6 of 223. Ecosystems Research and Development Bureau (1 and 2! Level Positions) Chaisperson: Vice-Chair: Members Secretariat: 4 Land ‘Assistant Director (Chief, Finance and Administrative Division End-User (as provided under Section 1V.D ‘hereof Representative/Altemate, Gander and Development Focal Point System Representative/ Alternate, Accredited Employees Union or Association + level represertative/alterate (i ‘vacancy is a1 level postion) ‘+ 2otleve representative/ alternate (f ‘vacancy is & 2 level postion) Persona Seton Burean/ Forest Management Bureau/ Biodiversity Management Bureau (1* and 2 Level Positions) (Chairperson: Members Secretariat : Assistant Director End-User (as provided under Section IV.D hereof) Administrative Officer V Representative/Alterate, Gender and Development Focal Point Representative/ Alternate, Accredited, Employees Union or Association ‘© Wlevel representative/alternate (if ‘vacancy is a 1* level position) ‘+ 2eFlevel representative/alternate (If ‘vacancy is 8 2%! level position) Bureau Personnel staff designated by the Director 5. DENR Regional Offices (1* and 2 Level Positions) (Chairperson: Vice-Chair Members ‘Assistant Regional Director (ARD) for Management Services ‘Assistant Regional Director (ARD) for ‘Technical Services End-User (as provided under Section 1V.D hereof) Chief, Administrative Division Representative/ Alternate, Gender and Development Focal Point System Page7 of 22Representatve/ Altemate, Accredited Employees Union or Association ‘level epresentative/alterate (i vacancy isa 1 level postion) 4+ Detlevel epresentative/alternate (if vacancy is #2 level postion) Secretariat Personnel Section 6. EMB/MGB Regional Offices (1* and 2» Level Positions) Vice-Chair : Chief, Administrative and Finance Division/ ‘Administrative Division Members : End-User (as provided under Section 1V.D hereof) Representatve/Altemate, Gender and Development Focal-Pint System Representatve/ Alternate, Accredited ‘Employees Union or Asociation * level represenative/alterate (if vacancy isa 1* level postion) + 2ad level representative/alternate (if vacancy sa 2 level position) Secretariat Personnel Section 7. Attached Agencies Chairperson: Deputy Administrator/ Deputy Executive Director/ Assistant General Manager Vice- Chai (Chief, Administrative Division Members End-User (as provided under Section IV.D hereof) Representative/ Alternate, Gender and 3 Focal-Point Representative/ Alternate, Accredited “Employees Union or Association + 18 level representative/altemate (if ‘vacancy is a level postion) © 2st level ropresentative/ alternate vacancy is a2 level position) Secretariat : Personnel Section. 8, Executive/Managerial Positions in the Second Level Chairperson: Undersecretary exercising supervision over the ‘Human Resource Development Service Page of 2Members ‘Assistant Secretary exercising supervision over the Human Resource Development Service Direcor, Human Resour “Development End-User (as provided under Section IV.D hereof) ‘Chairperson, DENR National Gender and Development Focal Point System President, DENR Association of Career Bxceutives Secretariat Personnel Division, B, Nomination and Tenure of Representatives from the Employees ‘Association/Union and Gender and Development Focal Point System 1. The accredited Employees Union/ Association must, through a resolution, name its first and second Ievel representatives and their respective alternates to became member ofthe HRMPSB. No other Union member of the accredited Employees Union/ Association may atlend or represent the designated representative ‘without such resolution, |. First level representative ancl alternate must be incumbents of first level positions while the second level representative and alternate must be incumbents of second level 4, The first level representative shall sit only during SPB meetings for frst level positions. fii. The second level representative shall sit only during SPB ‘meetings for second level positions. 2. The GAD Fool Point representative shall be nominated through a Memorandum issued by the National GAD Focal Point and her counterpart in the regional ofces/bureaus/attched agencies, The GAD Foca Point representative shall sit asa regular mernber ofthe HIRMPS®. Permanent alternate representative shall be designated fn case the GAD Focal Point is already the applicant or an HRMPSB member in any other capacity. 3. The rankand-file representatives and the GAD Focal Point representatives, and their alternates, shall serve for a maximum period of two (2) years. C. Functions and Responsibilities 1L. The HIRMPSB shall be primarily responsible in the judicious and objective assessment of candidates for appointment in accordance Page 9 of 22‘with the herein provisions. It shall require presence of quorum in all its meetings and other related actions as it performs the following fanctions and responsibilities: 4. conduct assessment of candidates for appointment in the ‘agency, in accordance with the DENR MSPP; fi, undergo orientation and workshop on the agency selection/ promotion process, CSC polices on appointments, and methods of assessment on selection and promotion; lll. conduct assessment, such as panel interview, of qualified applicants for positions with Salary Grades 15 ~ 24 using the following criteria: 1 Paycho-Social Attributes and Personality Traits (10%) b. Potential (10%) iv. submit to the appointing authority the list of names of screened applicants for which a selection for appointznent may be made. 2. ‘The Chief of the Personnel Division/Section shall: i. review thoroughly and check the completeness of all the requirements and supporting papers in connection with all cases, of appointments; fi, ensure that the Personal Data Sheet (CS Form 212 rev. 2017) is accomplished properly and completely; ii ensure that the Chairperson of the HRMPSB has signed the certification at the back of the appointment paper, when applicable; and iv. give the original appointment document to the appointee and 3. The End-user shall: 4. prepare and/or administer the appropriate instrument/tools to assess the level of job knowledge/skills of the applicant and score the applicant's examination, test results; fi, conduct one-on-one interview with applicants for positions below $6 15; and Page 10 of 22iii, assist the HRMPSB in determining the relevance of work ‘experience and training of the applicants, in relation to the job requirements ofthe vacancy. 4. The Secretariat shall: 4. maintain records of the selection process which must be made accessible to interested parties upon written request and approval of the HRMPS8 Chairperson and for inepection and audit by the CSC; ii. conduct structured background investigation ofthe top five (6) applicants; and fil, post a duly certified reproduction copy of the appointment and the list of appointments issued in three (3) conspicuous places of the office premises. VL SELECTION PROCESS ‘A. Publication and Posting of Vacant Positions 1. The Personnel Division/Section shall publish the vacant pesitons, including vacant executive/managerial positions in the second level that are authorized to be filed, together with their corresponding qualifcation standards and planta tem numbers, Jn the CSC Bulletin of Vacant Positions. The same shall also be published and posted in three (3) conspicuous place in the DEN {ora period ofa least ten (10) calendar days, in accordance with the provisions of Republic Act 7D and its implementing guidelines, ‘The HIRMO shall submit alist of vacant positions authorized to be filled and their corresponding qualification standards and plantila item numbers (CS Form No. 9, Revised 2018) in electronic and printed copies to the CSC Field Office concerned pursuant to Section 25, Rule VIL of CSC Resolution No. 1800692, To attract more qualified applicants, other modes of publication ‘such 25 ina newspaper of general circulation, on the DENK ‘website, or online job search engines may also be used, in addition ‘to the mandatory publication/ posting requirements. 2. The following positions are exempt from the publication requirement: 4. Primarily confidential; Page 11 of 22fi, Policy determining: fii, Coterminous with the appointing authority including other non- ‘career positions suchas contractual and casual identified under Section 9, Subtitle A, Tide I, Book V of Executive Order 92; iv. Reappointment (change of status to permanent) of those appointed on temporary status for Category Ml postions under CSCMC No. 11 5. 1996, as amended; \¥. Highly technical positions which includes scientific and technical positions in scientific and research institutions with established merit systems; and ‘vi Those tobe filled by existing regular employees in the agency in case of reorganization/ rationalization: provided, the approved staffing pattern is posted in the agency bulletin boards and other ‘conspicuous places in its central and regional/feld offices 3. ‘The publication of « particular vacant position shall be valid until filled but not to extend beyond nine (9} months reckoned from the date the vacant position was published. Should no appointment be issued within the nine-month period, the agency has to cause re- publication and re-posting of the vacant position. ‘4. The deliberation by the HRMPSB shall not be made earlier than ten (20) calendar days from the date of publication and posting. of vacant positions. 5. A vacancy resulting from promotion shall not be posted until the promotional appointment has been approved/validated by the CSC, except in meritorious cases, as may be authorized by the Commission, 6. Publication of anticipated vacancies in case of retirement, resignation or transfer shall not be eazlier than thirty (30) prior to such event. B, General List of Applicants 1L. The Personnel Division/Section shall prepare the general list of applicants to include the following: 4. allnestinrank employees: and fi. allother applicants for he vacancy. Page 12 of 222. An employee who is on local or foreign scholarship or training grant of who is on authorized leave of absence may be included in ‘the line-up provided that they applied for the vacancy; 3. A written notification shall be sent to all nextin-rank employees. . Proofs of Qualification 1. Education L Two years studies in college requirement must meet at least seventy-two (72) academic units leading to a bachelor’s degree ‘or to a degree under the Expanded Tertiary Education Equivalency and Accreditation Program (ETEEAP]; fi, Bachelor's degree must have been obtained from a CHED- recognized college/ university, supported with an authenticated Certificate of Completion and Transcript of Academic Records isoued by the College/University Registrar; fii, Relevance of the bachelor’s degree will be determined by the HIRMPSB Secretariat from the authenticated ‘Transcript of ‘Academic Records that should show at least twelve (12) units of the subject or course, which will enable the candidate to ‘successfully perform the duties and responsibilities of the Position to be filled as stated in the Postion Description Form; iv, For division chief positions that do not involve the practice of profession covered by Bar or Board laws, the following shall be considered equivalent to a master's degree requirement for division chief positions: ‘&. Certificate in Leadership and Management (C-Pro) from the sc 1b. Career Executive Service (CES) Eligiblty; Bachelor of Laws; and d. Doctor of Medicine. ¥. RA 1080 eligibles shall be exempt from the master’s degree requirement for division chief and executive/managerial positions, the duties and responsibilities of which involve ‘Practice of profession or belong to the same occupational group ff functionally related positions as that of the professions regulated by Bar or Board laws. Page 13 of 22‘vi. Certification from CHED shall be required for one-year diploma post-graduate course acquired from foreign or local institutions to show that such is equivalent toa master’s degree; vii, Certification from CHED shall be required for a degree obtained from foreign schools to show that it is equivalent to a bachelor's cor master’s degree. 2 Experience i. Certification of employment issued by the Human Resource Management Officer or authorized official of previous employer/s; ii Office Order or Memorandum on designation or specific assignment; fil. Service Record issued by the Human Resource Management Officer; iv. Job Order, Contract of Service, Memorandum of Agreement specifying the Terms of Reference: of ¥. Duly accomplished Work Experience Sheet (Attachment to CSC Form 212 rev. 2017). 3. Training i. Cettfcate of training acquired from any of the following. institutions: {. Inchouse DENR initiated or in-service training/learning and development intervention b. Any CSC-accredited learning and development institutions; Government taining institutions: Non-sccredited private training institution offering training of highly technical/specialized nature; Local training institution that is internationally acclaimed for ‘meeting the giobal standards of excellence in training; {Institution recognized by the CHED as Center of Excellence ‘or Development; ‘& Foreign institutions that offer training for scholarship purposes or for personal advancement of participants: or hh Other institutions that partner with the CSC in building capobilities of civil servants. Page 14 of 22fi, Attendance in annual agency planning sessions/ workshops/ conferences a8 a requirement for operations and/or services rendered as faciitator/resource person in seminars/ workshops/training shall not be considered for meeting the training requirement. iii, The requirement of forty (40) hours of supervisory/managerial learning and development intervention for division chief or comparable positions should have been undertaken within the last five (8) years reckoned from the date of issuance of ‘appointment. iv, Management training shall include courses, workshops, seminars and other learning and development interventions that develop and/or enhance knowledge, skills and attitude to ‘enable successful performance of management functions such as planning, organizing, directing, controlling, coordinating and ‘overseeing the activities of an organization, a unt thereof or @ group. It is intended to develop/enhance leadership ‘competencies to prepare managers in managing people and ‘work. ¥. The requirement of one hundred twenty (120) hours of ‘supervisory / managerial learning and development intervention for executive/managerial positions should have been ‘undertaken within the last five (6) years reckoned from the date of issuance of appointment. Bligibiity Authenticated copy of the certificate of eligibility and Board/Bar Rating, if applicable, shall be required. For positions that involve practice of profession, a valid license shall also be required. Performance Rating, 4. For appointment by promotion and transfer, the Performance Rating/s of the appointee in the last rating period prior to the date of assessment or screening, which should be at least Very ‘Satisfactory, shall be required. i, The Performance Rating in the last rating period prior to the offical leave of absence ‘maternity leave, scholarship or training grant, which should be at least Very Satisfactory, shall be used as basis for promotion of thase who are on official leave of absence/materity leave, scholarship or training grant. Page 15 of 2if promoted, the effectivity date of the promotional appointment shall be on the assumption fo duty or upon retum form. scholarship/ training grant or official eave. D. Long List of Qualified Applicants 1. The Personnel Division/Section shall conduct preliminary ‘evaluation of the qualification ofall applicants based on the CSC ‘Qualification Standards and prepare the Candidates Evaluation ‘Sheet (Annex A) based on submitted proofs of qualifications. 2. Those found qualified shall undergo examination as follows: Position | ‘Type of Bam | Administered by Personnel Division/ Skilled positions | Sills test coeur Standard Bram : Personnel Division/ Allother positions | 65 Knowledge | Section Test/ Exam, "The aoc exation la pet x ating onde or rao Koleie” equaled 15%, 3. The Personnel Division/Saction/Unit shall conduct background investigation of the top five (5) qualified applicants that have completed assessment, using the Employment Reference Check (Annex B) and/or other tool, as necessary. E. Assignment of Points for Qualifications beyond the Prescribed ‘Standards ‘The candidates’ scores shall be summarized in the Comprehensive Evaluation Results (Annex C) sheet, based on the following: ‘9.25 and below ‘CRITERIA neo Bacation 2 Performance 3 ‘Training e Experience 5 ‘Written Bxam/Job Knowledge 5 Paychosocial Attributes and Personality Traits | 10 Page 16 0f 22Potential 0 Tout “Aadaitional Points Awards and Outstanding Achievements ENR Officer Education Performance Relevant Training Relevant Experience ‘Written Exam/Job Knowledge Peychosocial Attributes and Personality Trait Potential Toul “Additional Poinis ‘Awards and Outstanding Achievements F, Computation of Scores (CRITERIA POINTS RELEVANT EDUCATION In excess ofthe minimum, Educational requirements Bachelor Master's 36 units or more 24.35 units 12-24 units ‘Less than 12 units Centficate/Diploma Course Doctoral ‘More than 75% of total units completed 25% -75% of total units completed Less than 25% of total units completed 2 Page 17 of 22CRITERIA, POINTS PERFORMANCE Performance rating in the lst rating period shall be given ‘corresponding weight, as follows: ‘Computed Performance Score | Equivalent Points 5.00 30, 6-4 15 426-475, 10 400-425, 3 RELEVANT TRAINING Training ~ (Sumber fining Hour. ¢%) 100 a0 neces of minima ting hors reared ‘RELEVANT WORK EXPERIENCE Work Experense = Numba of Year] (15%) 10) . inex of msm yor of work experienc repre 5 WRITTEN/SKILL EXAMINATION * Written Fxam/Job Knowledge Test + Skills Test fr skilled positions 15 PSYCHOSOCIAL ATTRIBUTES AND PERSONALITY TRAITS Feston Applic for ineniew [SG 15nd above | HIRMPSB Panel interview End Uscrend Pose [powscis | Eiuicn/Seaeetoareiew POTENTIAL Position Applied for Thierview 3G Sand above | HRMPSB Panel interview aa “End-User and Personnel Division/Section Interview 10 700. ‘ADDITIONAL POINTS: ‘AWARDS AND OUTSTANDING ACHIEVEMENTS National Awards = 3 points (with President or CSC (Chairperson as signatory) LOthers (DENB, BDC C3Q)___-_2.pointe Page 18 of 22G. Short List of Qualified Applicants 4. Bosed on the assessment results, the HRMPSB shall determine the top five (9) ranking applicants during a deliberation meeting. i, The HRMPSB Secretariat shall thereafter conduct structured background investigation of the top five (8) applicants, results of Which shall be attached to the deliberation documents for ‘submission tothe appointing authority 4ii. The HRMPSB shall sign a resolution submitting all relevant records ‘of assessment and deliberation to the appointing authority, and the list of names of screened applicants for which a selection for appointment may be made. H. Selection of Appointee 1 The appointing authority shall assess the merits of the assessment documents submitted by the HRMPSB's and, in the exercise of sound discretion, select insofar as practicable, from among the top five @) ranking candidates deemed most qualified for the vacant position based on the assessment of qualifiations/competence ‘evidenced by the comparative ranking. 2. An employee may be promoted to a position which is not more than three (3) salary grade higher than the employee's present position, except when the promotional appointment falls within the urview of any of the following exceptions: i. The position occupied by the person is nextin-rank to the ‘vacant position as identified in the Merit Selection and Promotion Plan and the System of Ranking Positions of the office; i, ‘The vacant postion is a lone or entrance position, as indicated in the agency staffing pattern; iii, The vacant position is hard to fil; iv. The vacant position is unique and/or highly specialized, such a5, Actuarial, Airways Commianicator postions; ¥. The candidates passed through a deep selection process, taking into consideration the candidates’ superior qualifications in regard to: Page 19 of 22+ Ecducational achievernents; + Highly specialized trainings; ‘+ Relevant work experience; and ‘© Consistent high performance rating/ ranking. ‘vi. The vacant position belongs to the closed career system, ie, those that are scientific, or highly technical in nature that include the faculty and academic staff of state colleges and ‘universities, and the scientific and technical positions in scientific or research insltutions, all of which establish and ‘maintain their own merit systems; Vii, Other meritorious cases, such as: + when the appointee isthe lone applicant who meets al the requirements of the position and passes through the deep selection procem + when the qualified nextin-rank employees waived their right over the vacant poston in wring ‘+ when the nextin-rank positon as identified in the agency SRP is vacant when the next-inrank employees is/are not qualified; and, ‘+ when the qualified nexinank employes dd nat apply. ‘VIL ISSUANCE OF APPOINTMENT PAPERS ‘A. Preparation of Appointment Papers ‘The Personnel Division/Section shall prepare the appointment in favor of the candidate selected by the appointing authority. The same shall be forwarded to the appointing authority for signature. B. Notice of Appointments awed ‘The Personnel Division/Section/Unit shall post a duly certified reproduction copy of the appointment and the list of appointments {issued in three (3) conspicuous places within the office premises a day following issuance and fora period of atleast thirty (30) calendar days. ‘Vm. PROTEST ‘A. Only a qualified nextin-rank employee may file a protest against an appointment made in favor of another who does not possess the ‘minimum qualification requirements. Page 20 0f 22B. A qualified nextin-rank employee shall have the tight to appeal initially to the head of agency, then to the Civil Service Commission Regional Oifice, and then tothe Civil Service Commission Proper. C. Protest may be filed within fifteen (15) days from the announcement and/or posting of appointments subject of protest. 1D. A protest shall not render an appointment ineffective nor bar the approval thereof, by the CSC Field, Regional Office or the Commission, as the case may be, but the approval shall be subject to the final outcome of the protest (Rule 18 under the 2017 Rules on ‘Administrative Cases in the Civil Service) (OTHER PROVISIONS A. Promotion within six (6) months prior to compulsory retirement shall not be allowed except as otherwise provided by law; B. The following positions are exempt from the publication requirements and candidates thereto shall no longer be subject to the screening of the ERMPSB: 1. Primarily confidential positions; 2. Policy determining postions; 3. Highly technical postions, which include selenific and technical positions; 4. Coterminous with that of the appointing offcer/authority, {including other non-creer postions such as contractual and casual positions identied under Section 8, Subsite A, Tide I, Book V of BONo. 22 5 Reappointment (change of status to permanent) of thase appointed ‘on temporary status for Category Il positions under CSC IMC No. 11,5. 19%, as amended; and 6. Those to be filed by existing regular employees in the agency in ‘ase of reorganization/rationalization, provided thatthe approved ‘staffing pattem is posted in the agency bulletin boards and other ccanspicuous places in the central and regional/ field offices. . Reappointment to change the employment status from temporary to permanent upon meeting the deficiency or to renew the appointment Of temporary employee, if upon publication there are no qualified applicants and his/her performance rating is at least Very Satisfactory for two (2 rating periods, shall no longer be subjected tothe screening, of the HRMPSB. Page 21 of 22D. Except as otherwise provided by law, pendency of an administrative ‘ase shall not disqualify respondent fram promotion and other human resource actions. For this purpose, a pending administrative case shall bbe construed as such when the disciplining authority has issued formal charge or a notice of charge tothe respondent. REPEALING AND AMENDING CLAUSE ‘The DENK, Merit Selection and Promotion Plan, as revised on 1 September 2014, is hereby superseded. All ssuances inconsistent with or contrary to this Plan are hereby repealed or modified accordingly. ERFECTIVITY The DENR MSPP shall take effect upon approval of the Civil Service Commission. Subsequent amendments to the DENR MSPP shall be submited tothe CSC Regional Office for approval. [ASSURANCE “sewith sare implement an bide by the provisions of this DEN ‘understood that this DENR MSPP shall be the basis for the approval of appartments —— ROY A. CIMATU Secretary avmmoven HTT 10ND mg Page 22 0f22

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