1 | Page LGU-TRINIDAD, BOHOLtrinidad-bohol.gov.ph/wp-content/uploads/2017/10/CB-MSP-TRINIDAD.pdfVacant positions marked for filling shall be published in accordance with Republic Act

1 | P a g e L G U - T R I N I D A D , B O H O L

Pursuant to the provisions of Section 32, Book V of the Administrative Code of 1987 (Executive Order No. 292) and CSC Memorandum Circular No. 24, series of 2017 (2017 Omnibus Rules on Appointments and Other Human Resource Actions, this LGU-TRINIDAD, BOHOL COMPETENCY-BASED MERIT SELECTION PLAN (CB-MSP) is hereby established for the guidelines of all concerned.

The LOCAL GOVERNMENT UNIT OF TRINIDAD upholds Equal Employment Opportunity Principle (EEOP): “that there shall be no discrimination in the selection of employees on account of age, school, gender, civil status, disability, religion, ethnicity, social status, income class, paternity and filiation, political affiliation or other similar factors/personal circumstances which run counter to the principles of merit, fitness for the job, and equal opportunity. In this pursuit, the LGU-TRINIDAD COMPETENCY-BASED MERIT SELECTION PLAN (CB-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 and non-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 in the Local Government Unit of Trinidad.

Serve as one of the bases for the expeditious processing and approval of appointments, and for elevation to higher level CSC accreditation.

This LGU-Trinidad CB-MSP shall cover positions in the first and second level and shall also include original appointments and other human resource actions.


AGENCY Shall mean the LOCAL GOVERNMENT UNIT OF TRINIDAD, BOHOL.

BEHAVIORAL EVENT INTERVIEW (BEI)

This is an interview which is anchored on the principle that past behaviour/performance predicts future behaviour/performance.

CAREER SERVICE

Positions in the civil service characterized by:

entrance based on merit and fitness to be determined as far as practicable by competitive examination, or based on highly technical qualifications;

opportunity for advancement to higher career positions; and security of tenure.

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.

CB-MSP Competency-Based Merit Selection Plan

COMPARATIVE AT PAR

Predetermined reasonable difference or gap between point scores of candidates for appointment established by the HRMPSB.

COMPETENCY ASSESSMENT

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

DEEP SELECTION

The 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.

FIRST LEVEL POSITIONS

Shall include clerical, trades and crafts, and custodial service which involve sub-professional work in a non-supervisory capacity.

FUNCTIONAL RELATIONSHIP

Shall mean the correlation between the current position and the position to be considered next-in-rank taking into consideration the duties and responsibilities of both positions.

JOB REQUIREMENTS

Requisites not limited to the qualification standards of the position, but may include skills, competencies, potential, physical and psychosocial attributes necessary for the successful performance of the duties required of the position.

HUMAN RESOURCE ACTION 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.

HUMAN RESOURCE MERIT PROMOTION AND SELECTION

BOARD A duly constituted body created to assist the Municipal Mayor or the Municipal Vice Mayor in the exercise of her/his wide latitude of discretion as appointing authority.

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.

MHRMDO

Municipal Human Resource Management and Development Officer

NEXT-IN-RANK POSITION Refers to a position which by reason of the hierarchical arrangement of positions in the agency is determined to be in the nearest degree of relationship to a higher position as contained in the LGU-Trinidad’s System of Ranking Positions (SRP).


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

entrance on bases other than those of the usual tests of merit and fitness

utilized for the career service; and which is co-terminus with that of the appointing authority or subject to

his pleasure, or which is limited to the duration of particular project for which purpose employment was made or positions co-terminus with project activities.

OPEN POSITIONS

Refer to those positions in each occupational group that do not have any positions next-in-rank or residual positions to each level or group which may be filled by lateral/vertical entry.

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.

PROMOTIONAL LINE-UP

Is a listing of incumbents of position next-in-rank to a vacancy as well as those who, though not next-in-rank are deemed qualified and competent together with all necessary information about each incumbent.

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 SRP (approved by the head of agency and the CSC) and who meets the requirements for appointment to the next higher position.

SECOND LEVEL

Involve professional, technical and scientific work in a non-supervisory or supervisory or supervisory capacity up to Division Chief level or its equivalent.


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

SELECTION LINE-UP

Is a listing of qualified and competent applicants for consideration to a vacancy which includes, but not limited to, the comparative information of their education, experience, training, civil service eligibility, performance rating, relevant work accomplishments, physical characteristics, psycho-social attributes, personality traits and potential.

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

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:

a. Organizational structure; b. Salary grade allocation; c. Classification and functional relationship of positions; and d. Geographical location

Selection and promotion of employees for appointment in the government

service shall be open to all qualified men and women according to the principle of merit and fitness.

There shall be equal employment opportunity for men and women at all levels of position in the Local Government Unit of Trinidad, provided they meet the minimum requirements of the position to be filled.

The Merit Selection Plan shall cover in the first and second level and shall also include original appointments and other related human resource actions.


There shall be no discrimination in the selection of employees on account of age, school, gender, civil status, disability, religion, ethnicity, social status, income class, paternity and filiation, political affiliation or other similar factors/personal circumstances which run counter to the principles of merit, fitness for the job, and equal opportunity.

When a position in the first and second level becomes vacant, applicants for

employment who are competent, qualified and possess appropriate eligibility shall be considered for such vacancy.

In addition to the required qualifications, applicants must possess the appropriate competencies.

Vacant positions marked for filling shall be published in accordance with Republic Act 7041 (Publication Law) not less than fifteen (15) calendar days pursuant to Section 80 (a), Title Three, Book I of RA No. 7160.

List of vacant positions authorized to be filled and their corresponding qualification standards and plantilla item numbers (CS Form No. 9, Revised 2017) shall be submitted in electronic copy and printed copies to the Civil Service Commission Field Office (CSCFO).

The published vacant positions shall also be posted in at least three (3) conspicuous places in the LGU-Trinidad and in the official website for at least fifteen (15) calendar days. Other appropriate modes of publication such as in newspaper, job search, facebook page and others shall be considered.

Filling of vacant positions shall be made only after fifteen (15) calendar days from the publication.

The following positions are exempt from the publication and posting requirement:

Primarily confidential positions

Those that require a high degree of trust and confidence and close intimacy with the appointing authority which ensures free and open communication without embarrassment or freedom from misgivings of betrayal of personal trust or confidential matters of state. (Sec. 1 (aa), Rule I, Amended Rules and Regulations Governing the Exercise of the Right of Government Employees to Organize


Positions which are policy-determining

Those that have authority to lay down principal or fundamental guidelines or formulate methods of action for government or any of its subdivisions.

Highly technical positions

Those which require technical skills that may have been acquired through appropriate education and /or training in a supreme or superior degree. This includes faculty and academic staff of Trinidad Municipal College which has a separate merit system.

Co-terminus with that of the appointing officer/authority including other non-career positions such as contractual and casual identified under Section 9, Subtitle A, Title I, Book V of EO No. 292.

Reappointment (change of status to permanent) of those appointed on temporary status for Category II positions under CSC MC No. 11, series of 1996, as amended.

Those to be 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 the LGU.

Vacant executive/managerial positions in the second level that are authorized to be filled, together with their corresponding qualification standards and plantilla item numbers, shall be posted in three conspicuous places of the LGU and submitted to the CSC-Examination, Recruitment and Placement Office (ERPO) for publication in the CSC website and the Philjobnet as provided under CSC MC No. 11, series of 2007.

All positions occupied by holders of temporary appointments, except positions under Category II of CSC MC No. 11, series of 1996, as amended, shall be continuously posted in 3 conspicuous places in the LGU and published in the CSC Bulletin of Vacant positions until filled by permanent appointees.

The publication of a 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 LGU has to cause the re-publication and re-posting of the vacant position.

Anticipated vacancies based on the LGU’s succession plan may be published. In care of retirement, resignation, or transfer, the publication should not be earlier that 60 days prior to retirement, resignation or transfer.

Selection and screening of qualified applicants for purposes of filling up vacant positions in the LGU-Trinidad shall commence after fifteen (15) calendar days from publication as long as there are qualified candidates who have submitted the required documents for evaluation.

A Human Resource Merit Promotion and Selection Board (HRMPSB) shall be established in the Local Government Unit of Trinidad to evaluate and screen all candidates for appointment to the 1st and 2nd level positions. The board shall have the following compositions:

Local Chief Executive - Chairperson

If the vacant position is in the Office of the Municipal Vice Mayor and and/or in the Office of the Sangguniang Bayan:

Municipal Vice Mayor

SB, Chairman Committee on Personnel - Member & Policies

Municipal Human Resource Management & - Member Development Officer

Municipal Budget Officer - Member

Representative from the 2nd Level - Member Employees and his/her alternate

Representative from the 1st Level - Member Employees and his/her alternate

Head of Office where the vacancy - Member exist or his/her designated alternate


First level representative shall participate during the screening of candidates for vacancies in the first level; the second level representative shall participate in the screening of candidates for vacancies in the second level. Both rank-and-file representatives shall serve for a period of two (2) years.

The Local Chief Executive as head of the Local Government Unit of Trinidad shall issue an Executive Order identifying the principal members of the HRMPSB and their designated alternates. The CSCRO and CSCFO should be furnished with a copy of the Order.

The HRMPSB shall serve as the recommending body for appointment. However, final decision on whom to appoint shall be with the appointing officer/authority.

The HRMPSB shall be primarily responsible for the judicious and objective selection of candidates for appointment in the Local Government Unit of Trinidad in accordance with the approved LGU-Trinidad MSP and shall recommend to the appointing officer/authority the top five (5) ranking candidates deemed most qualified for appointment to the vacant position.

The appointing officer/authority shall assess the merits of the HRMPSB’s recommendation for appointment and in the exercise of sound discretion, select from among the top five ranking applicants deemed most qualified for appointment to the vacant position.

The appointing officer/authority may appoint an applicant who is ranked higher than those next-in-rank to the vacant position based on the assessment of qualifications/competence evidenced by the comparative ranking.

The Local Chief Executive as head of the Local Government Unit of Trinidad shall, as far as practicable, ensure equal opportunity for men and women to be represented in the HRMPSB for all levels of positions.

The memberships of the HRMPSB can be modified, provided it conforms with the prescribed composition. Agencies may add a reasonable number of members, but the prescribed composition may not be reduced. The HRMPSB members must be duly designated and their names posted in the LGU bulletin board. Any change in the composition of the HRMPSB should be reported to the CSC Regional or Field Office concerned.

The MHRMD Office shall perform secretariat and technical support functions to the HRMPSB for the comparative assessment and final evaluation of candidates. It shall also evaluate and analyze results of structured background investigation for all positions.


The MHRMDO, as member of the HRMPSB, shall not act as secretariat to the HRMPSB. The Local Chief Executive as head of the Local Government Unit of Trinidad shall designate an employee from other departments to act as the secretariat.

The HRMPSB including alternate representatives shall under orientation and workshop on the LGU selection/promotion process and CSC policies on appointments.

The HRMPSB shall be represented by at least the majority of its members during the deliberation of candidates for appointment.

The HRMPSB shall maintain fairness and impartiality in the assessment of candidates for appointment. Towards this end, the HRMPSB may employ the assistance of external/independent resource persons and may initiate innovative schemes in determining the best and most qualified candidates.

The deliberation of the HRMPSB shall not made earlier than fifteen (15) calendar days from the date of publication and posting of vacant positions. An appointment issued in violation of this rule shall be disapproved/invalidated.

Candidates for the following appointments shall no longer be subject to the screening of the HRMPSB:

Substitute appointment due to their short duration and emergency nature;

Appointment of faculty members and academic staff of Trinidad Municipal College who belong to the closed career service;

Reappointment to change the employment status from temporary to permanent upon meeting the deficiency or to renew the appointment of a temporary employee. If upon publication there are no qualified applicants and his/her performance rating is at least VERY SATISFACTORY for two (2) periods; or

Appointment to primarily confidential positions.

An employee should have obtained at least Very Satisfactory performance rating for one year in the present position before being considered for promotion.

The Local Government Unit of Trinidad shall not fill up vacancies resulting from promotion until the promotional appointments have been approved/validated by the CSC, except in meritorious cases, as may be authorized by the Commission.


An employee maybe promoted to a position which is not more than three (3) salary grade, pay or job grades higher than the employee’s present position. All appointments issued in violation of this policy shall be disapproved/invalidated, except when the promotional appointment falls within the purview of any of the following exceptions:

The position occupied by the person is next-in-rank to the vacant position as identified in the Merit Selection Plan and the System of Ranking Positions (SRP) of the LGU.

The vacant position is a lone or entrance position, as indicated in the LGU staffing pattern.

The vacant position is hard to fill, such as Accountant, Medical Officer/Specialist, Attorney, or Information Technology Officer/Computer Programmer positions.

The vacant position is unique and/or highly specialized, such as Actuarial, Airways Communicator positions.

The candidates passed through a deep selection process, taking into consideration the candidates’ superior qualifications in regard to:

Educational achievements Highly specialized trainings Relevant work experience Consistent high performance rating/ranking

The vacant position belongs to the closed career system, i.e. 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 institutions, all of which establish and maintain their own merit system.

Other meritorious cases, such as:

When the appointee is the lone applicant who meets all the requirements of the position and passed through the deep selection process

When qualified next-in-rank employees waived their right over the

vacant position in writing


When the next-in-rank position, as identified in the LGU SRP is vacant

When the qualified next-in-rank employees did not apply

The tree-salary grade limitation shall apply only to promotion within the agency. This prohibition shall not apply to the following human resource actions which involve issuance of an appointment:

a. Transfer incidental to promotion provided that the appointee was

subjected to deep selection b. Reappointment involving promotion from non-career to career

provided the appointee was subjected to deep selection c. Reappointment from career to non-career position d. Reemployment e. Reclassification of position

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

EDUCATION

Refers to the formal or non-formal academic, technical, or vocational studies that will enable the candidate to successfully perform the duties and responsibilities indicated in the PDF.

EXPERIENCE

Refers to the previous jobs in either the government or private sector, whether full-time or part-time, which, as certified by the HRMO or authorized officials of the previous employer, are functionally related to the duties in the PDF of the position to be filled.

TRAINING

Refers to formal or non-formal training courses and HRD interventions such as coaching, mentoring, job rotation, seminars, workshops, and others that will enable the candidate to successfully perform the duties and responsibilities as indicated in the PDF.


ELIGIBILITY

Refers to 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 tests of merit and fitness conducted by the Civil Service Commission, or other examinations jointly designed and coordinated by the departments or agencies with the assistance of or in coordination with the CSC, and other examinations such as the PRC-conducted board examinations.

PERFORMANCE For appointment by promotion, the performance rating of the

appointee for the last two (2) consecutive rating periods prior to the effectivity date of the appointment should be at least Very Satisfactory.

For appointment by transfer, the performance rating for the last two

(2) consecutive rating periods immediately preceding the transfer from the former office or agency should be at least Very Satisfactory.

PRE-EMPLOYMENT APTITUDE TEST Measures an individual's aptitude, or ability to solve problems, digest and apply information, learn new skills, and think critically.

POTENTIAL AND PERSONALITY TRAITS

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. It also includes the pattern of collective character, behavioral, temperamental, emotional, and mental traits of a person. Distinctive qualities of a person, especially those personal characteristics that make one socially appealing.

BEHAVIOURAL EVENT INTERVIEW

This is an interview which is anchored on the principle that past behaviour/performance predicts future behaviour/performance. Measures the relevant competencies and psycho social attributes, personality traits and potential of the applicant in discharging the task and functions of the position.


The STAR method is a structured manner of responding to a behavioral-based interview question by discussing the specific situation, task, action, and result of the situation you are describing.

COMPETENCY ASSESSMENT

Measurement of applicants’ core, leadership or technical competencies based on the standard required by the position.

An employee who is on local or foreign scholarship or training grant or on secondment or on maternity leave may be considered for promotion.

For this purpose, performance rating to be considered shall be the rating immediately prior to the scholarship or training grant or secondment or maternity leave.

If promoted, the effectivity date of the promotional appointment shall be upon the assumption to duty after the scholarship or training grant or maternity leave.

The approved LGU-Trinidad Competency-Based Merit Selection Plan shall be used as one of the bases for the expeditious approval of appointments, for attestation and accreditation and final action on appointments.

The first phase in the employment procedure is Recruitment. It is the process of finding, screening and selecting the best-qualified person for placement/hiring. The following procedures shall be observed in filling any vacant positions whether in the first and second level in the career service:


IDENTIFICATION OF VACANT POSITIONS

The selection process begins when a position becomes vacant or a new position is created. When a position in the first, second, or managerial executive level becomes vacant, applicants for employment who are competent, qualified and possess appropriate eligibility shall be considered for such vacancy. Once the workforce needs for the vacant position has been determined, the process of selecting new employees can begin. Selection is comprised of several steps, beginning with employee recruitment and ending with job placement.

PUBLICATION OF VACANCY

The MUNICIPAL HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT OFFICE (MHRMDO) who in-charge of personnel matters shall publish the vacant position.

Vacant positions marked for filling shall be published in accordance with Republic Act 7041 (Publication Law) not less than fifteen (15) calendar days pursuant to Section 80 (a), Title Three, Book I of RA No. 7160.

List of vacant positions authorized to be filled and their corresponding qualification standards and plantilla item numbers (CS Form No. 9, Revised 2017) shall be submitted in electronic copy and printed copies to the Civil Service Commission Field Office (CSCFO).

The published vacant positions shall also be posted in at least three (3) conspicuous places in the LGU-Trinidad and in the official website for at least fifteen (15) calendar days. Other appropriate modes of publication such as in newspaper, job search, facebook page and others shall be considered.


FILING OF APPLICATION

All interested applicants/candidates including those next-in-rank must submit a letter of application to the Office of the Municipal Mayor thru the Municipal Human Resource Management and Development Officer together with the required supporting documents within the specified period, as indicated in the announcement of vacancy. The Letter of application should be addressed to the Municipal Mayor or the Municipal Vice Mayor, as the case maybe, attention the Municipal Human Resource Management and Development Officer.

In case a person with PHYSICAL DISABILITIES applied for a declared vacant position, his/her application will be received at the Public Assistance Counter and Complaint Desk (PACCD) situated at the Ground Floor of the Municipal Hall and the same will be assessed on the same day by the MHRMD Officer.

For applicants who are SPEECH IMPAIRED, HEARING IMPAIRED and

VISUALLY IMPAIRED, the LGU-Trinidad will seek technical assistance from the Department of Education (DepEd) through their Special Education Teachers to help in the assessment through linguistic communication (e.g. sign language and braille).

PRELIMINARY EVALUATION OF CANDIDATES

a. The Municipal Human Resource Management and Development Officer

(MHRMDO) shall make a comparative list of candidates taking into consideration the minimum qualification requirements of the vacant position.

b. Those initially found qualified shall undergo PRE-EMPLOYMENT APTITUDE

TEST with a duration of twenty (20) minutes). The MHRMDO shall inform the applicants on the schedule of the test.


c. For Persons with Disabilities (PWD) they shall be given the option when to take the test with a time duration of forty (40) minutes.

d. Interested applicants who do not submit the requirements as per set deadline

shall be excluded from the evaluation.

PREPARATION OF THE SELECTION LINE-UP

The Municipal Human Resource Management and Development Officer (MHRMDO) shall prepare the selection line-up reflecting the comparative competence and qualification of candidates on the basis of the following criteria:

A. EDUCATION

Refers to the formal or non-formal academic, technical, or vocational studies that will enable the candidate to successfully perform the duties and responsibilities indicated in the PDF.

B. EXPERIENCE

Refers to the previous jobs in either the government or private sector, whether full-time or part-time, which, as certified by the HRMO or authorized officials of the previous employer, are functionally related to the duties in the PDF of the position to be filled.

C. TRAINING

Refers to formal or non-formal training courses and HRD interventions such as coaching, mentoring, job rotation, seminars, workshops, and others that will enable the candidate to successfully perform the duties and responsibilities as indicated in the PDF.


D. ELIGIBILITY

Refers to 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 tests of merit and fitness conducted by the Civil Service Commission, or other examinations jointly designed and coordinated by the departments or agencies with the assistance of or in coordination with the CSC, and other examinations such as the PRC-conducted board examinations.

E. PERFORMANCE For appointment by promotion, the performance rating of the

appointee for the last two (2) consecutive rating periods prior to the effectivity date of the appointment should be at least Very Satisfactory.

For appointment by transfer, the performance rating for the last two

(2) consecutive rating periods immediately preceding the transfer from the former office or agency should be at least Very Satisfactory.

The result of the Pre-Employment Aptitude Test will also be included in the comparative assessment.

NOTIFY ALL APPLICANTS OF THE OUTCOME OF THE PRELIMINARY EVALUATION.

QUALIFIED APPLICANTS ARE ADVISED TO APPEAR BEFORE THE HRMPSB DELIBERATION EN BANC.

SUBMIT THE SELECTION LINE-UP TO THE HRMPSB FOR DELIBERATION EN BANC.


HRMPSB DELIBERATION EN BANC

The HRMPSB members make a systematic assessment of the competence and qualification of candidates for appointments to the corresponding level of positions. Evaluate and deliberate en banc the qualifications of those listed in the selection line-up and shall also:

Assess the POTENTIAL AND PERSONALITY TRAITS of the

Applicants;

Conduct BEHAVIORAL EVENT ENTERVIEW (BEI) to the qualified applicants ; and

Assess the COMPETENCY of the applicants.

Further assessment such as skills test and hands-on examination may be conducted as deemed necessary by the HRMPSB.

The following are the criteria for the assessment and evaluation:

CRITERIA PERCENTAGE WEIGHT (%)

1. Education 10 % 2. Experience 10 % 3. Training 10 % 4. Eligibility 10 % 5. Performance 15 % 6. Pre-Employment Aptitude Test 10 % 7. Potential and Personality Traits 10 % 8. Behavioral Event Interview 10 % 9. Competency Assessment 15 %

TOTAL SCORE 100% Promotional and non-promotional appointments shall have the same criteria and scoring system.


The top 5 applicants shall be subjected to BACKGROUND INVESTIGATION (BI).

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/neighborhood.

AS A WORKER Information about the work performance, values and attitudes 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 peers, subordinate and/or supervisor.

SUBMIT A LIST OF CANDIDATES, INCLUDING THE REPORTS OF BACKGROUND INVESTIGATION TO THE APPOINTING AUTHORITY FROM WHICH SHE/HE SHALL CHOOSE THE APPLICANT TO BE APPOINTED. The list of candidates should specify the top 5 ranked candidates whose over-all point scores are comparatively at par based on the assessment/evaluation criteria. Ensure that minutes of all deliberations are recorded, properly filed and maintained, which must be made accessible to interested parties upon written request and for inspection and audit by the CSC, if necessary.


FINAL SELECTION OF APPOINTEE

Guided by the HRMPSB’s comprehensive evaluation report, the appointing authority shall, in the exercise of sound discretion, select, in so far as practicable, from among the top five (5) applicants deemed most qualified for appointment to the vacant position.

The appointing authority shall issue the appointment in accordance with the provisions of the LGU-Trinidad Competency-Based Merit Selection Plan.

ANNOUNCEMENT

A day after the issuance of the appointment, the MHRMDO shall post a notice in three (3) conspicuous places in the municipal hall and the LGU-Trinidad Official website for at least fifteen (15) calendar days announcing the appointment of an employee. (CSC MC No. 03, series of 2001) The date of posting shall be indicated in the notice.

The HRMPSB through the MHRMDO shall notify all applicants of their individual rating.


No elective official shall be eligible for appointment in any capacity to any public office or position during his/her tenure. Pensions and gratuities shall not be considered as additional, double or indirect compensation.

A person who lost in an election, except Barangay election, shall not be eligible for appointment or reemployment to any office in the government or government-owned or controlled corporation within one year following such election.

An employee who resigned from the government service during the three (3)-month period before any election to promote the candidacy of another shall not be reemployed during the six-month period following such election.

In the local government career service, no appointment shall be made in favor of a relative of the appointing or recommending officer/authority within the fourth degree of consanguinity or affinity. However, for non-career service, the prohibition extends to the third degree either of consanguinity or of affinity of the appointing or recommending officer/authority, or head of office, of or the person exercising immediate supervision over the appointee. The following are exempted from the operation of the rules of nepotism: Persons employed in a confidential capacity Teachers Physicians Members of the Armed Forces in the Philippines Science and technology personnel under RA No. 8439 Other positions as may be provided by law

Nepotism rule covers all kinds of appointments whether original, promotion, transfer, and reemployment regardless of status, including casual, contractual and coterminous but are not primarily confidential.


The appointing officer/authority shall not withdraw or revoke an appointment already accepted by the appointee. Such appointment shall remain in full force and effect until disapproved/invalidated by the Commission. However, in case an appointment is void from the beginning due to fraud on the part of the appointee or because it was issued in violation of law, the proper appointing officer/authority may request the Commission for its withdrawal or revocation. Provided that if a protest on the appointment is filed, the Rules on Protest under the 2017 RACCS shall apply.

No person who has been dismissed or perpetually excluded/disqualified from government service shall be appointed or reemployed unless he/she has been granted executive clemency by the President of the Philippines upon recommendation of the Commission.

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

No person has reached the compulsory retirement age of 65 years can be appointed to any position in the government, except to primarily confidential position.

A person appointed to primarily confidential position who reaches the age of 65 is considered automatically extended in the service until the expiry date of his/her appointment or until his/her services are earlier terminated. The extension of service of a person who will reach the compulsory retirement age of 65 years maybe allowed for a period of six (6) months and in meritorious circumstances may be extended for another six (6) months. However, for one who will complete the fifteen (15) years of service required under the GSIS Law, a maximum period of two (2) years maybe allowed.

No person with dual citizenship shall not be appointed in the government unless he/she renounces his/her foreign citizenship pursuant to the provisions of Republic Act No. 9225. However, if he/she has renounced his/her foreign citizenship, continues to use his/her foreign passport in travelling after renunciation, he/shall not be considered for appointment in the government service.

This rule shall not apply to Filipino citizens whose foreign citizenship was acquired by birth.


An applicant/qualified next-in-rank who wants to contest the appointment made in favor of another may file a protest to the Local Chief Executive if such appointment was made under any of the following conditions:

Non-compliance with the selection process;

Discrimination on 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 Competency-Based Merit

Selection Plan.

Only a qualified next-in0rank official or employee may file a protest against an appointment made in favor of another who does not possess the minimum qualification requirements. Rule 18 (Protest and Revocation of Appointments), Section 89 of 2017 RACCS.

A qualified next-in-rank employee shall have the right to appeal initially to the Local Chief Executive, then to the CSC RO 7, and then to the Civil Service Commission Proper. Rule 18 (Protest and Revocation of Appointments), Section 90 of 2017 RACCS.

Protest may be filed within fifteen (15) days from the announcement and/or posting of appointments subject of protest. Rule 18 (Protest and Revocation of Appointments), Section 91 of 2017 RACCS.

A protest shall not render an appointment ineffective or bar the approval/validation thereof, by the CSC FO, CSC RO of the Commission, as the case may be, but the approval/validation shall be subject to the final outcome of the protest. Rule 18 (Protest and Revocation of Appointments), Section 92 of 2017 RACCS.


A protest is deemed filed, in case the same is sent by registered mail or private courier service, on the date stamped on the envelope or courier pack which shall be attached to the records of the case, and in case of personal delivery, on the date stamped by the agency or the Commission. Rule 18 (Protest and Revocation of Appointments), Section 93 of 2017 RACCS.

A protest or an appeal in this case may be withdrawn at any time as a matter of right. The withdrawal of the protest or appeal shall terminate the protest case. Rule 18 (Protest and Revocation of Appointments), Section 94 of 2017 RACCS.

In case the decisions on protest is appealed to the Commission, the Local Chief Executive shall forward his/her comment and the records of the case within five (5) days from receipt of the copy of the protest. The records shall be systematically and chronologically arranged, paged and securely bound to prevent loss and shall include the following:

a. Statement of duties or job description of the contested position; b. Duly accomplished and updated Personal Data Sheet of the parties with

certified statement of service records attached; c. Certified copy of the protested appointment; and d. Comparative assessment of the qualifications of the protestant and

protestee. Rule 18 (Protest and Revocation of Appointments), Section 95 of 2017 RACCS.

A protest shall be dismissed on any of the following grounds: a. The protestant is not qualified next-in-rank; b. The protest is not directed against a particular protestee but to “anyone

who is appointed to the position” or directed to two or more protestees; c. No appointment has been issued; or d. The protest is filed outside of the fifteen (15) day reglementary period.

Rule 18 (Protest and Revocation of Appointments), Section 965 of 2017 RACCS.


THE MHRMDO The Municipal Human Resource Management and Development Officer (MHRMDO) shall have the following functions and responsibilities: Disseminate copies of this CB-MSP and its annexes to all municipal employees after

its approval by the Civil Service Commission Regional Office VII. The Municipal Human Resource Management and Development Office shall conduct and orientation for all municipal employees within six (6) months upon approval of this CB-MSP. This orientation is meant to ensure awareness and understanding of the Plan.

Develop a System of Ranking Positions which will be submitted for approval of the appointing authority, copy furnished the Civil Service Commission and its Field Office concerned, for reference purposes;

Develop a Plan which shall set forth the number, knowledge and skills of personnel

needed to achieve the organization’s goals, objectives and programs.

Develop and maintain an updated qualification database of employees of the LGU-Trinidad to include education, training, experience, skill, competencies, and other similar information.

Develop a program to fast track the career movement of employees with superior

qualifications. Develop a Staffing Plan. Develop a Recruitment Plan. Develop a Turn-Around Time. Develop a Manual that details the process, procedures and standards in the

implementation of the CB-MSP. Publish and post vacant positions. Notify all applicants of the outcome of the preliminary evaluation.


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

Submit the selection line-up to the HRMPSB for deliberation en banc.

THE EMPLOYEES

The employees shall be responsible for updating their Personal Data Sheet annually and submit supporting documents thereto to the Municipal Human Resource Management and Development Office.

THE HRMPSB

Review the CB-MSP including its annexes as need arises and 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 positions.

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 municipal

employees. 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. Maintains fairness and impartiality in the assessment of candidates. Towards this end, the HRMPSB may employ the assistance of external or independent resource persons and may initiate innovative schemes in determining the best and the most qualified candidate.

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 that top 5 ranking candidates whose over-all point scores are comparatively at par based on the herein-prescribed comparative assessment.

Maintain records of deliberations which must be made accessible to interested parties upon written consent and for inspection and audit by the CSC.

Orient municipal officials and employees pertaining to policies relative to human

resource actions, including the gender and development dimensions of this CB-MSP.

THE APPOINTING AUTHORITY The appointing authority shall have the following functions and responsibilities:

Establish a Human Resource Merit Promotion and Selection Board (HRMPSB) and see to it that the 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 employment opportunity for men and women to be represented in the HRMPSB for 1st and 2nd levels.

Assess the merits of the HRMPSB’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 (5) applicants deemed most qualified to the position.

Applicants who have undergone deep selection and found to possess superior

qualifications. Ensure the efficient implementation of the provisions of this CB-MSP, including that

of its annexes.


This LGU-Trinidad Competency-Based Merit Selection Plan (CB-MSP) and subsequent amendments thereto shall take effect immediately after the approval of the Civil Service Commission.

I hereby commit to implement and abide by the provisions of this LGU-Trinidad Competency-Based Merit Selection Plan (CB-MSP) including its annexes. It is understood that this LGU-Trinidad CB-MSP) shall be the basis for expeditious approval of appointments.

Documents

1 | Page LGU-TRINIDAD, BOHOLtrinidad-bohol.gov.ph/wp-content/uploads/2017/10/CB-MSP-TRINIDAD.pdfVacant positions marked for filling shall be published in accordance with Republic Act