THE RECRUITMENT, SELECTION AND PLACEMENT PLAN
CITY HUMAN RESOURCE AND MANAGEMENT OFFICE CALBAYOG CITY
AGENCY – refers to departments, agencies, bureaus of the national government, government-owned-and controlled corporations with original charters, state universities and colleges and local government unit.
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.
DEEP SELECTION – the process of selecting a candidate for appointment who is not next-in-rank but possesses superior qualifications and competence.
PERMANENT – an appointment issued to a person who meets all the qualification requirements of the position to which he/she is being appointed to, including the appropriate eligibility, in accordance with the provisions of law, rules and standards promulgated in pursuance thereof.
TEMPORARY – an appointment issued to a person who meets the education, experience and training requirements for the position to which he/she is being appointed to, except for the appropriate eligibility. A temporary appointment may only be issued in the absence of a qualified eligible actually available who is willing to accept the appointment, as certified by the highest official in charge of human resource management.The appointment shall not exceed twelve months, reckoned from the date it was issued but the appointee may be replaced sooner if a qualified eligible who is willing to accept the appointment becomes actually available.
SUBSTITUTE – an appointment issued when the regular incumbent of a position is temporarily unable to perform the duties of the position, as when the incumbent is on an approved leave of absence, under suspension, on a scholarship grant or is on secondment.This is effective only until the return of the incumbent. A substitute appointment is allowed only if the leave of absence of the incumbent is at least three (3) months, except in the case of teachers.
COTERMINOUS – an appointment issued to a person whose tenure is limited to a period specified by law or whose continuity in the service is based on the trust and confidence of the appointing officer/authority or of the head of the organizational unit where assigned.
CONTRACTUAL – an appointment issued to a person whose employment in the government is in accordance with a special contract to undertake local or foreign-assisted projects or a specific work or job requiring special or technical skills not available in the employing agency, to be accomplished within a specific period.
CASUAL – an appointment issued only for essential and necessary services where there are not enough regular staff to meet the demands of the service and for emergency cases and intermittent period not to exceed one year.
ORIGINAL – the initial entry into the career or non-career service.
PROMOTION – the advancement of a career 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.
TRANSFER – the movement of employee from one position to another which is of equivalent rank, level or salary without gap in the service involving the issuance of an appointment. The transfer may be from one organizational unit to another in the same department or agency or from one department or agency to another: Provided, however, that any movement from the non-career service to the career service and vice versa shall not be considered as a transfer but reappointment.
REEMPLOYMENT – the appointment of a person who has been previously appointed to a position in the government service but was separated therefrom as a result of reduction in force, reorganization, retirement, voluntary resignation, or any non-disciplinary action such as dropping from the rolls and other modes of separation. Reemployment presupposes a gap in the service.
REAPPOINTMENT – the issuance of an appointment as a result of reorganization, devolution, salary standardization, re-nationalization, recategorization, rationalization or similar events.
REINSTATEMENT (to comparable position) – the restoration of a person, as a result of a decision, to a career position from which he/she has, through no delinquency or misconduct, been separated but subject position is already abolished, requiring the issuance of an appointment to a comparable position to the separated employee.
DEMOTION – the movement of an employee from a higher position to a lower position where he/she qualifies, if a lower position is available.The demotion entails reduction in duties, responsibilities, status or rank, which may or may not involve a reduction in salary.
RECLASSIFICATION – a form of staffing modification and/or position classification action which is applied only when there is a substantial change in the regular duties and responsibilities of the position.This may result in a change in any or all of the position attributes: position title, level and/or salary grade. It generally involves a change in the position title and may be accompanied by an upward or downward change in salary. Reclassification is the generic term for changes in staff/position classification which includes upgrading, downgrading, and recategorization.
REASSIGNMENT – movement of an employee across the organizational structure within the same department or agency, which does not involve a reduction in rank, status or salary.
DETAIL – temporary movement of an employee from one department or agency to another which does not involve a reduction in rank, status or salary.
DESIGNATION – movement that involves an imposition of additional and/or higher duties to be performed by a public official/employee which is temporary and can be terminated anytime at the pleasure of the appointing officer/authority.Designation may involve the performance of the duties of another position on a concurrent capacity or on full-time basis.
RESIGNATION – is an act of an official or employee by which he/she voluntarily relinquishes her/his position effective on a specific date which shall not be less than 30 days from the date of such notice or earlier as mutually agreed upon by the employee and the appointing officer/authority. To constitute complete operative resignation of an official or employee, there must be a written intention to relinquish the office, the acceptance by the appointing officer/authority and a written notice of such acceptance duly served to the official or employee concerned.
DISMISSAL – is the termination or the act of being discharged from employment or service for cause. It is the definite severance of an officer or employee from government service on the initiative of the agency or office, CSC, Ombudsman, or regular courts.
ADMINISTRATIVE SUPPORT POSITIONS – are those which perform work requiring competencies to use office tools, and machines and equipment, to file and maintain records and to provide coordination, administrative services and support to executive, managerial, supervisory and even technical staff.
ASSESSMENT – is a measurement process or method which involves multiple evaluation techniques, including various forms of job-related simulations and may include interviews and psychological tests and other forms of job screening activities, like the participation of Special Education practitioners for applicants with special needs.On this regard, the HR Section shall enter into a memorandum of agreement with these practitioners/Department of Education for the purpose intended to.
BEHAVIORAL EVENT INTERVIEW – is an interview technique which is anchored on the principle that past behavior/performance predicts future behavior/performance. Its primary goal is to collect detailed and complete information about the candidate’s past accomplishments/experiences that will determine how he/she will perform or what behaviors will he/she manifest and also fail in similar situations in the future.
COMPETENCIES – are observable, measurable and vital knowledge, skills and attitudes that are translations of capabilities deemed essential for organizational success. Knowledge is the understanding acquired through learning; skills are the capabilities acquired through practice; and attitudes are beliefs, feelings and values which predispose people to act in certain ways.
ETHICS ORIENTED PERSONALITY TEST (EOPT) – is an assessment instrument that determines behavioral tendencies and personal profile of an applicant. It operationalizes the five-factor model which organizes personality traits into five broad traits or domains, namely emotional stability, extraversion, openness to experience, agreeableness and conscientiousness.
MANAGERIAL POSITIONS – refer to professional, technical and scientific positions, the functions of which are managerial in character, exercising management over people, resource, and/or policy and exercising functions such as planning, organizing, directing, coordinating, controlling and overseeing the activities of an organization, a unit thereof or a group, requiring some degree of professional, technical or scientific knowledge and experience, application of managerial skills required to carry out basic duties and responsibilities involving leadership, functional guidance and control. These positions require intensive and thorough knowledge of a specialized field.
NEXT-IN-RANK – refers to a position which, by reason of the hierarchical arrangement of positions in the Commission, is determined to be in the nearest degree of relationship to a higher position.
SUPERVISORY POSITIONS – refer to professional, technical and scientific positions in the agency which have the responsibility of overseeing the work of an organizational unit charged with a major and specialized activity. For this purpose, a supervisor shall be one who plans, programs, delegates task and evaluates performance of employees, monitors work outputs, maintains morale, discipline and teamwork among employees, develops cooperation and ensures a well-coordinated workforce, and coordinates and cooperates with other organizational units within the CSC.
TECHNICAL or NON-SUPERVISORY POSITIONS – refer to positions that require work with some level of difficulty, requiring moderate to high level degree of analysis, judgment and creativity. These positions require a bachelor’s degree and a career service professional or second level eligibility or passing the board/bar examination for positions covered under special laws.
TALENT SOURCING – is locating qualified individuals and labor markets from which to recruit.
WORK SAMPLE TESTS – require a candidate to perform observable work tasks or job-related behaviors to predict future job success; to include encoding, the use of word processing, spreadsheet presentation, PowerPoint database system and management, soft wares, computer troubleshooting, management tools reading and interpretation, system installation, concept paper design, report of recommendation for problem solution, judgment and decision making test, processing of mathematical data, evaluating hypothesis, oral fact finding, role playing of customer contacts, writing business correspondences, oral directions, traffic lights reading, and driving skills testing.
Vacant positions may also be published through:
Other information for publication shall include:
The Human Resource Management Office of LGU Calbayog City shall undertake continuous proactive talent sourcing. As such, this agency shall actively search for highly talented eligible by joining career fairs, campus recruitment, partnering and networking, and other innovative modes of sourcing.
(1) ON PUBLICATION AND POSTING OF VACANCIES
(2) ON RECEIPT AND EVALUATION OF APPLICATIONS/CANDIDATES
(2) ON RECEIPT AND EVALUATION OF APPLICATIONS/CANDIDATES
(4) ON ASSESSMENT TOOLS AND METHODS
(5) ON PARTICIPATION OF THE HEADS OF DEPARTMENT/DIVISION WITH VACANCIES
(6) ON ASSESSMENT FORMS
Training may be acquired from any of the following institutions:
- Any CSC accredited learning and development institutions;
- Government training institutions;
- Non-accreditedprivate traininginstitution offeringtrainingofhighly technical/specialized nature;
- Local training institution that is internationally acclaimed for meeting the global standards of excellence in training;
- Institution recognized by Commission on Higher Education (CHED) as Center of Excellence (COE) or Development (COD);
- Foreign institution that offers training for scholarship purposes or for personal advancement of participants; or
- Other institutions that partner with the Civil Service Commission in building capabilities of civil servants.
EVALUATION OF APPLICATIONS/CANDIDATES
As earlier stated in this policy, the HRM shall:
These Policies repeal all other existing issuances of this Office that are inconsistent herewith.
These enhanced guidelines shall take effect immediately upon approval of the Civil Service Commission and the same shall be posted in the agency bulletin boards and be disseminated to officials and employees.
I HEREBY COMMIT to implement and abide by the provisions of this Recruitment and Selection Placement Plan (RSPP). These policies shall likewise be subjected to periodic review every three (3) years or earlier when necessary.