Exercise 1.

Page 5

1. Define or explain what is personnel administration.

Personnel administration is the management function that deals with

the recruitment, selection, placement, training and development of
organization members. (Stoner, 1987:319)

The operative functions involved are personnel or human resource

planning, recruitment, selection and placement, training and
development, performance rating, compensation, maintenance and
labor relations to accomplish individual, organizational and societal
objectives.

Personnel management is a management function. All managers are

involved in the efficient management of employees. But the primary
responsibility of coordinating all personnel related activities within an
organization rests upon the office of the personnel manager or human
resource officer or manager.

2. Explain what is the importance of personnel administration.

According to surveys and studies, the increasing attention accorded to

human resource management is due to a number of reasons such as
the following:

o Complicated Jobs od Managers

- The advent of new and advances technology coupled with the
computer revolution has caused the jobs of managers to be
more complicated and demanding. Personnel managers or
human resource officers have to assist managers especially
on matters pertaining to the recruitment, compensation,
discipline, performance evaluation, training, morale and
safety of employees.

o Compliance with Labor Laws

- All organizations have to comply with established ruled and
procedures within its environment. In our country, they have
to abide by the provisions of the Labor Code of the
Philippines, the Social Security System Law, MEDICARE,
Employee Compensation and Pag-ibig Laws. They have also
to comply with collective bargaining agreements they have
entered into with their employees.
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 Violations of these laws could foster strikes which could, in
the end, be more damaging to both employer and employee.

o Changing Attitudes of Both Employees and Employers

- A typical Filipino employee today wants better living
conditions, financial security and comforts of living.
Employers must satisfy these needs so that their employees
would perform efficiently in their work.

o Need to Maintain Equity and Consistency

- If you are an employee of an organization, I suppose that you
expect your employer to adopt the same procedures,
philosophy and personnel actions as regards to changes in
status, recruitment, selection, discipline and comprehension.
Inconsistency of management of employers would lead t
demoralization of employees and other unnecessary
personnel problems.

o Sophisticated Methods Used in Personnel Activities Require

Expertise
- Organizations are becoming more complicated with the use
of sophisticated procedures and methods for carrying out
personnel activities.

o Cost or Expenses Involved in Handling Personnel Problems

- Most organizations today spend much on labor cost. Normal
labor cost is usually made higher because of personnel
problems such as tardiness, absenteeism, labor turnover and
misunderstandings between non-managerial and managerial
employees in organizations.

3. What are the functions of the personnel office or human resource

department?

The following are the functions of the personnel office or human

resource department:
o Recruits, screens and refers qualified applicants to the
appointing officer who will decide whom to employ.
o Assists line managers on matters involving personnel changes
such as transfer, promotions, demotions and separation.
o Assists managers in the field of employee relations, collective
bargaining agreements, wage and salary administration,
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handling complaints and grievances, morale, training and

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disciplinary actions.

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o Helps in the provision of personnel services such as recreation,
pension and insurance, profit sharing, mental dental, etc.
o Conducts employee research, job evaluation, job analysis, wage
analysis, labor market survey, organizational planning and
development, prepares employee manuals, human resource
development programs and personnel audit.

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Exercise 2. Page 11

1. Give and explain the four basic steps in human resource planning.

The four basic steps in human resources planning are the following:

a. Planning for future needs

- The problem that should be addressed is: How many people
with what skills are needed by the organization to be operational
for the next foreseeable future?

b. Planning for future balance

- The question that should be asked under this step s: Of the
presently employed people in the organization, how many are
anticipated to stay? The difference between the needed number
and the expected number who will stay would lead us to the
next step.

c. Planning for recruitment or for laying off

- The problem is how to bring in the number of people needed or
how to dispense off with the excess employee.

d. Planning for development

- Planning is geared how training and movement of personnel
within the organization be managed so that the organization will
be assured of a continuous supply of competent workers.

2. Discuss the common methods of recruiting applicants used by most

companies.

The following are the methods of recruiting usually used by most

companies:

a. Advertising
- This is the most common and convenient way of attracting
applicants. What is being done is to advertise vacant positions
in widely circulated newspapers which have the advantage of
reaching the maximum number in the shortest period.

b. Employment agencies
- Additional screening can be effected through the utilization of
employment agencies, both public and private. There are
various agencies specializing in certain fields whether skilled or
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unskilled operative jobs. It is a common practice now of many

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 firms and individuals to just ring up an employment agency for
their manpower needs.

c. Schools and Colleges

- Jobs in many establishments have become increasingly
technical and complex. Consequently, many forms have
established and maintain contacts with colleges and university
administration and faculty. The primary intention is to attract
the top caliber graduates of these schools.

3. Explain the difference between recruitment and human resource

planning.

Recruitment is the process of attracting or persuading people to apply

for employment in the company or organization. The purpose is to
provide large enough number of applicants from which the company
can select the most qualified to fill manpower needs.

While human resource planning is the estimation of an organization’s

future manpower needs, making an inventory of existing skills with
dues consideration of the labor market and deciding on strategies on
how to satisfy present and future manpower needs.

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Exercise 3. Page 30

1. Give the steps involved in the recruitment, selection and hiring process
and explain each briefly.

a. Studying the Different Jobs in the Company and Writing the Job
Description and Specification
- Before the recruitment process begins, the first thing that
should be done is to know the kind of man that the job needs.
Hence, there is a need to know (1) the exact nature of the job to
filled; (2) the duties and responsibilities; (3) the steps taken to
perform those duties and responsibilities; (4) the tools and
equipment needed; (5) the working conditions under which the
specific job is performed; (6) the amount of authority delegated
to the job; (7) the supervision involved in the job; (8 the
requirements of the job such as education, skill and physical
demand; and (9) the environment of the job.

b. Requisition for New Employee

- This is usually done through the accomplishment of a formal
requisition form indicating the facts and information about the
vacancy to be filled, such as the date when the new employee
is needed, his rate of pay, the required qualifications of the
employee, the job description and job specifications, approval
of the responsible official of the firm and other data.

c. Recruiting Qualified Applicants

- Recruitment is the process by which prospective applicants are
induced to apply to the company in order that their
qualifications for present and anticipated vacancies can be
evaluated through sound screening and selection procedures.

d. Reception of Applicants
- There is no truth that perception that all applicants actually
undergo the entire process of selection. Some of them are
already eliminated during the preliminary screening or “sight
screening” whereby the undesirable applicants are eliminated
on the basis of a rapid appraisal of their apparent
characteristics such as age, height, years of experience,
physical condition, educational attainment, etc.

e. Application Form
- During the screening process, applicants are classified under
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two categories; (a) those who will be given examinations and

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further interviews and (b) those who should not be considered

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 anymore. A preliminary interview is conducted to determine
those who are clearly qualified for the vacancy. Those chosen
to be given examinations and further interviews are asked to
fill up an application form in their own handwriting as
application form for the purpose.

f. Testing
- The purpose of the testing is to measure the applicant’s ability.
These tests are given to supplement the interviews and to
determine the applicant’s abilities which cannot be gauged
through interviews.

g. Checking the Applicant’s Work Experience, School Records and

Personal References.
- After checking the tests, the application form of those who
passed are then reviewed for the veracity of the data they have
provided. Various checks on applicant’s background and
references are used such as through telephone calls, letters of
inquiry or sending letters to the applicant’s former employer,
teachers or individual references.

h. Interview
- An initial interview is usually conducted to make a quick
evaluation of the applicant’s suitability for the particular job.
In effect, this initial interview determines for both the applicant
and the interviewer whether the selection process should
proceed.

i. Matching the Applicant with the job

- This step involves the matching of the qualifications of the
applicant against the requirements of the job as indicated in
the job description and the job specifications. This matching
process will enable the employment officer to determine if the
applicant can perform the job satisfactorily.

j. Final Selection by Immediate Supervisor or Department Head

- The supervisor must decide if the applicant is the kind of man
who can work with him in his team. The supervisor must look
into his personality and see if he is able to work well with the
members of his team. The supervisor or head of the unit
making the request for a new employee makes the final choice
from among the applicants who have passed screening by the
employment office.
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 k. Physical and Medical Examination
- The selected applicant is required to pass a physical and
medical examination. In small companies the applicant may be
referred to a company physician or to a medical consultant for
the medical and physical check-up.

l. Hiring
- When a candidate has passed all the selection requirements
and is chosen, he is finally sent to the personnel department
for the hiring process.

2. Enumerate the different types of interview and discuss in brief the

use/purpose of each.

o Directive Interview
- The interviewer asks for specific information. A printed form
is used to record the answers to specific questions about the
background of the applicant. The questions give more
emphasis on the habits and character traits of the person.

The reason is that a person’s behavior is determined to a

large extent by his habits or character traits which were
developed early in life and because they are so deeply rooted
that they are hard to change.

o Non-Directive Interview
- Non-directive questions are broad, open-ended, and require a
narrative answer. They permit the applicant to narrate his
experiences and to express his interests with minimum
guidance from the interview.

o Group Interview
- The Group interview is used by some companies. This kind of
interview is conducted by a panel or committee of three or
five interviewers sitting as a panel. This may be done when
considering applicants for supervisory or higher positions.

o Team Method
- A team of three interviewers may interview an applicant
separately and then compare notes afterwards. The team
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may use different types of questions which they have

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previously formulated in eliciting the information they want

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 to emphasize. The interviewer take note of the following: (1)
emotional maturity; (2) dependability; (3) self-confidence; (4)
attitude towards the job; (5) creativeness; (6) attitude
towards other person; (7) value system and (8) critical
attitude.

The interview serves other purposes. It can be an opportunity

for the applicant to be given more information about the
requirements of the job such as duties, responsibilities and
traits which the job requires.

3. What are the types of test commonly required by companies for job
applicants to undergo? Enumerate them and explain each in brief.

o Mental alertness test

- This is commonly used in personnel selection to measure a
person’s ability to quickly learn those jobs which involve
memory, reasoning, abstracting, analyzing and solving
problems and reading comprehension. This test can also
determine the ability to visualize relationship of objects or
space, to think ahead and to judge accurately which are
manifestation of a person’s intelligence.

o Clerical Aptitude Test

- This test measures the person’s speed and accuracy in
dealing with similarities and clerical relationship such as
numbers and names of persons or places.

o Shop arithmetic test

- This test measures how well an individual can work out
mathematical problems that come up frequently in the shop.

o Mechanical aptitude test

- This test measures the mechanical abilities or skills either
natural or acquired.

o Space relations test

- This test measures the ability of a person to visualize a
constructed object from a picture or a pattern.

o Proficiency, trade or achievement test

- This test is design to test the person’s proficiency on the job
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or trade in which he has prior experience or is presently

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engaged in.

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 o Vocational interest test
- This test is designed to discover the pattern of employee
interest and thus suggest what types of work may be
satisfying to the individual.

o Dexterity and manipulation test

- This test is designed for jobs requiring manual skills
especially the use of fingers.

o Personality test
- This test is used to measure the personality characteristics
which are required to be the basis of success in the job
particularly for managerial and supervisory positions.

4. Explain the “Rule of Three” as applied in the final selection process.

Rule of Three
- After considering all applicants for the job, the three best
qualified, as determined by the employment officer are
referred to the supervisor who needs the new employee. The
supervisor then interviews the three and makes his final
choice among them himself. This method gives the line
supervisor, who will have direct responsibility over the
prospective appointee, the opportunity to choose from among
the applicants certified by the personnel office.

The rule of three removes the objection to the centralization

of the hiring process through the personnel department
because it does not deprive the line supervisor of his
authority to make the final choice of the men under him.

5. Discuss the different categories of employees.

o Regular Employee
- This is one who already passed the probationary period of
employment. A regular employee is sometimes called a
permanent employee or is employed without a definite period
and the employer may not terminate his services except for a
just cause or when authorized by law.
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o Probationary Employee

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 - One who is hired to occupy a permanent or regular position
in the company for a specified trial period to prove if he is
acceptable for the job. The probationary period is usually
from three to six months, to determine the employee’s fitness
for the job.

o Temporary Employee
- One who is hired to perform work in specific project, job or
period, upon completion of which the worker’s employment is
terminated.

o Contractual Employee
- One who is hired on an individual employment contract
basis to perform work on a specific project/s. the duration of
such employment is indicated in the employment contract
which may not exceed six months.

o Casual Employee
- A person who is hired for only a few days or a few months at
a time to perform a unit of work or to fill a gap in the
absence of another employee, or a worker who is hired
occasionally and intermittently specially during peak
production periods. A casual employee is sometimes given
the name emergency worker.

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Exercise 1. Page 37

1. What are the objectives of an induction program? Enumerate them and

discuss the importance of each.

The objectives of orientation or induction are the following:

o Create in the new employee a favorable attitude and to adjust

him to his new environment
- The methods used for this purpose include: (a) welcoming
the new employee and introducing him the employee with
whom he will work; (b) informing him about the people he is
responsible to and to whom he can go for whatever
information or help he may need

o Provide the new employee with basic information relative to the

requirement of his job.
- His duties and responsibilities should be clearly explained to
him. He should be helped to understand the relation of his
job to the other jobs and the effect of his work on the work of
others.

o Acquaint him the company policies and regulations discipline,

safety, hours of work, incentives, promotions, transfers and the
like
- He should be told his basic salary, the probability of overtime
and its corresponding pay and related matters.

o Arouse the employee’s interest in the importance of the

business and the products of the company.
- The new employee is eager to know the points where the
products or services of the company excel.

o Follow-up on his performance.

- The beginner should be checked to find out if he is doing his
job well or if he needs assistance. If he needs further training
or guidance, the supervisor should endeavor to extend help.

2. Explain why induction programs are important to new employees.

Employees who are new in the job usually desire to know the details
of their work, what they are supposed to do, how they do it and what
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are expected of them, the policies and rules of the company, facilities
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 and services, terms of employment, pay rates and other benefits that
the company extends to its employees through induction program.

3. What are the topics/subjects that should be discussed during the

induction program? Explain their importance?

Subjects to be discussed during induction program:

o The company/ agency history and development, its philosophy,
its business, products and services, its organizational structure
and it’s officials.
- This body of information will show the stability of the firm,
its reputation, its plans, expectations and projections.

o Personnel programs involving what the new employee expects

from the company and what the company expects from him,
what the company gives in the form of employee benefits and
welfare plans, off-the-job activities, and self-improvement and
opportunities.
- These employee benefits are explained to him so that he will
fully understand them.

o Terms of employment and other rules and policies to enable him

to understand the conditions under which he will work.

4. Discuss the different methods used by most companies to create in the

new employee a favorable attitude and to adjust to his new
environment.

The methods used by most companies to create in the new employee a

favorable attitude and to adjust to his new environment is through
induction and orientation.

Orientation is a planned and guided program to introduce the new

employee to the company and the company to him. It is a formal
procedure for introducing the new employee to the company, its
history, objectives, organization and operation policies and
procedures, rules and regulations, benefits and services for the
employees, relations with the union, if any, etc.

Induction and orientation programs aim to reduce anxiety of new

employees by providing information on the job environment and
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supervisors.
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Exercise 2. Page 45

1. Among the different types of training, which do you think are the most
practical and effective? Give at least four and explain why you think so.

The four most practical and effective types of training are the
following: (1) On-the-job training; (2) Apprenticeship training in
industry; (3) vestibule training; (4) Special seminars.

On-the-job-training is a method which combines instruction, guidance

and demonstration on the work so that the employee may acquire or
develop the desired skills, techniques and attitudes toward his job. It
makes the employee learn to do his job in a manner that fits the
company’s specifications.

Apprenticeship training in industry the apprentice regularly receives

wages that increase in uniform amounts as the training progresses. In
other words, through this program, the manipulative skills, job
judgement, and general work knowledge of qualified young people are
developed through actual employment in industry in a recognized
apprenticeable occupation.

In vestibule training, the trainee can master the new skill or operation
in an environment conducive to learning and under supervision of an
instructor. The trainee must reach an adequate level of proficiency
and skill before he is placed on the actual job.

In special seminar, it encourage the exchange of ideas and

experiences among the participants themselves and between the
participants and the people in charge of the courses and discussions.

2. Differentiate training from development.

The Labor Code of the Philippines defines training as any systematic

development of attitude, knowledge, skill and behavioral patterns
required for the efficient performance of a given job or task.
Development, on the other hand, refers to the learning experiences of
an employee which is of longer duration and less structured than
conventional training processes.

Training programs are directed toward maintaining and improving

current job performance, while development programs seek to develop
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skills for future jobs.

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3. Which of the methods of identifying training needs are most appropriate
in the public sector? Give at least three and explain why?

The three most appropriate methods of identifying training needs in

the public sector are the following: (1) tests; (2) analysis of job
requirements and (3) survey of human resources.

Through tests, it will be able to determine whether a problem is

caused by deficiency of knowledge or skill, or a matter of work
attitude. While on analysis of job requirements, the skills or
knowledge specified in the job description are examined and those
employees without necessary skills or knowledge become candidates
for a training program. Through survey of human resources,
managers as well as non-managers are asked to describe what
problems they are experiencing in their work and what actions they
believe should be taken to solve them.

4. Explain the rationale why there is a need for training even for
experienced employees.

Training is necessary even for experiences employees because they

must maintain and improve current job performance. Moreover, they
must learn new skills, and since their motivation is likely to be high,
they can be acquainted relatively easily with the skills and behavior
expected in their position.

5. Explain the difference between vestibule training from the on-the-job

training.

Vestibule training is organized to give rapid training to employees who

are about to be assigned to special machines and operations while on-
the-job training is a method which combines instruction, guidance
and demonstration on the work so that the employee may acquire or
develop the desired skills, techniques and attitudes toward his job.

One big advantage of the vestibule training is that it is fast and can be
put under better control than training on the job.
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Exercise 1. Page 50

1. Discuss the differences of the three major classifications of positions in

the civil service.

o First Level
- This includes clerical, trades, crafts and custodial service
positions that involved duties requiring less than four years
of collegiate studies and in a supervisory or non-supervisory
capacity.

o Second Level
- This includes professional, technical or scientific work in
supervisory or non-supervisory capacity requiring at least
four years of college work up to Division chief.

o Third Level
- Covers positions in the Career Executive Service.

2. Give and explain each of the positions classified under the career
service.

The career service in the government comprised the following:

o Open Career Positions

- Passing an appropriate examination is required for
appointment.

o Closed Career Positions

- Scientific or highly positions which may not require the
passing of a civil service examination. This includes faculty
and academic staff of state colleges and universities as well
as technical positions in scientific or research institutions
which have their own merit systems.

o Career Executive Service

- This constitutes the highest level of the career service and
serves as a poll of career administrators who are classified
according to ranking which in turn is based on broad level of
responsibility, personal qualifications and manifest
competence.
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o Career Officers other than those in the Career Executive Service

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 -These are appointed officials by the President for Foreign
Service under the Department of Foreign Affairs.
o Commissioned Officers and Enlisted Men of the Armed Forces
- Recruitment into the military is also based on the merit
system which is administered by the Department of National
Defense

o Personnel of Government-Owned or Controlled Corporations

- These are employees of state-owned or controlled
corporations performing government or proprietary functions
not under the career service.

o Permanent Laborers, whether skilled, semi-skilled or unskilled

3. Give and explain the positions under the non-career service.

The following are positions classified under the non-career positions:

o Elective Officials and their Personal or Confidential Staff

- Examples are the Mayors, Governors, Member of the House
of Representatives, Senators, Barangay Chairman.

o Secretaries and Other Officials of Cabinet rank who hold

position at the pleasure of the President and their personal or
confidential staff
- Examples are the Press secretary, Department Secretaries
and Executive Secretary

o Chairperson and Members of Commissions and Boards

- These are persons appointed to such with fixed terms of
office and their personal and confidential staff.

o Contractual Personnel
- Refers to those whose employment in the government is
covered by special contracts to undertake specific works or
jobs which require special or technical skills not available in
the employing agency.

o Emergency and Seasonal Personnel

- Those employed on a contractual basis to render services
that are occasionally needed by the public.
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4. Explain the following concepts:

a. Entrance based on merit and fitness

- It refers to 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 career positions; and (3) security of tenure.

Merit System is a system by which entrance and advancement

in the civil service is based on merit and fitness to be
determined by competitive examinations and other objective
criteria.

b. Security of tenure

- It is a legal guarantee that no employee can be dismissed from

work except for a just or authorized cause, and only after due
process.

c. Career service

- Section 7 and 8 of Executive Order 292, Book V, discussed

about Career Service.

SECTION 7. Career Service.—The Career Service shall be

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 career positions; and
(3) security of tenure.

The Career Service shall include:

(1) Open Career positions for appointment to which prior
qualification in an appropriate examination is required;

(2) Closed Career positions which are scientific, or highly

technical in nature; these include the faculty and
academic staff of state colleges and universities, and
scientific and technical positions in scientific or research
institutions which shall establish and maintain their own
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merit systems;
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(3) Positions in the Career Executive Service; namely,
Undersecretary, Assistant Secretary, Bureau Director,
Assistant Bureau Director, Regional Director, Assistant
Regional Director, Chief of Department Service and other
officers of equivalent rank as may be identified by the
Career Executive Service Board, all of whom are
appointed by the President;

(4) Career officers, other than those in the Career Executive

Service, who are appointed by the President, such as the
Foreign Service Officers in the Department of Foreign
Affairs;

(5) Commissioned officers and enlisted men of the Armed

Forces which shall maintain a separate merit system;

(6) Personnel of government-owned or controlled

corporations, whether performing governmental or
proprietary functions, who do not fall under the non-
career service; and

(7) Permanent laborers, whether skilled, semi-skilled, or

unskilled.
SECTION 8. Classes of Positions in the Career Service.

(1) Classes of positions in the career service appointment to

which requires examinations shall be grouped into three
major levels as follows:

(a) The first level shall include clerical, trades, crafts, and
custodial service positions which involve non-professional
or subprofessional work in a non-supervisory or
supervisory capacity requiring less than four years of
collegiate studies;
(b) The second level shall include professional, technical,
and scientific positions which involve professional,
technical, or scientific work in a non-supervisory or
supervisory capacity requiring at least four years of
college work up to Division Chief level; and
(c) The third level shall cover positions in the Career
Executive Service.

(2) Except as herein otherwise provided, entrance to the first

two levels shall be through competitive examinations, which
shall be open to those inside and outside the service who
meet the minimum qualification requirements. Entrance to a
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higher level does not require previous qualification in the

lower level. Entrance to the third level shall be prescribed by
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the Career Executive Service Board.

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 (3) Within the same level, no civil service examination shall
be required for promotion to a higher position in one or more
related occupational groups. A candidate for promotion
should, however, have previously passed the examination for
that level.

d. Non-career service

- Section 7 and 8 of Executive Order 292, Book V, discussed

about Career Service.

SECTION 9. Non-Career Service.—The Non-Career Service shall

be characterized by (1) entrance on bases other than those of
the usual tests of merit and fitness utilized for 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 which is limited to the
duration of a particular project for which purpose employment
was made.

The Non-Career Service shall include:

(1) Elective officials and their personal or confidential staff;

(2) Secretaries and other officials of Cabinet rank who hold their
positions at the pleasure of the President and their personal or
confidential staff(s);

(3) Chairman and members of commissions and boards with

fixed terms of office and their personal or confidential staff;

(4) Contractual personnel or those whose employment in the

government is in accordance with a special contract to
undertake a specific work or job, requiring special or technical
skills not available in the employing agency, to be accomplished
within a specific period, which in no case shall exceed one year,
and performs or accomplishes the specific work or job, under
his own responsibility with a minimum of direction and
supervision from the hiring agency; and

(5) Emergency and seasonal personnel.

5. Explain the advantage of lateral entry or accession.

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Through lateral accession it allows the entry of qualified and

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competent people in government. Lateral accession ignites a positive

and invigorating effect on promotion policies and procedures. High

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achievers can be placed to higher positions upon entering the
government service. They do not have to start from the lowest level.

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Exercise 2. Page 60

1. Discuss the recruitment and selection process in the civil service.

The term recruitment refers to the process of locating, finding or

searching and screening potential applicants, interviewing them and
finally selecting the best qualified for hiring and placement (Civil
Service Commission).

The process of recruitment in the Civil Service involves three phases:

(1) open recruitment; (2) recruitment for military service; (3)
recruitment for members of the faculty and other academic staff.

In Open recruitment, this scheme provides opportunity to any

qualified aspirant for government employment.

Recruitment for Military Service, as the term implies, it refers to the

commission or enlistment for members to the military. Not anyone can
apply for military service unless he/she is a graduate of a four year
course.

2. Explain the difference between first level and second level position

First level positions includes clerical, trades, crafts and custodial

service positions that involved duties requiring less than four years of
collegiate studies and in a supervisory or non-supervisory capacity
while Second level positions includes professional, technical or
scientific work in supervisory or non-supervisory capacity requiring at
least four years of college work up to Division chief.

3. Explain the following

a. Specialized examination

- This examination is conducted for Personnel Officer,

Agrarian Reform Officer, Commercial Attache, Medicare
Officer, Foreign Service Officer, Meteorologist.

b. General CS examination

- It is an annual eligibility exam for individuals who want to

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pursue a career in the government. It is conducted by

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the Civil Service Commission (CSC), the constitutional

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 commission responsible for overseeing the government
services, as a way to screen and select prospective civil
servants. Passing the CSE is required for everyone who
wants a job in the government.

c. Computer assisted testing (CAT)

- It is a software program designed to administer the
Commission’s Career Service Professional and
Subprofessional examinations. Applicant’s can now take the
examination anytime they want and know the results
immediately rather than to wait for the regular schedules to
take the examinations.

d. Special walk-in career service examination

- Under this scheme, the top 20 of graduating students can
take the examination. Those who passed are conferred their
certification of eligibility by a representative of the CSC
during the graduation ceremony

4. Give examples of first level position and second level position

o Examples of first level position

- Driver, Secretary, Clerk, Carpenter, Telephone operator,
plumber, carpenter, skilled & non-skilled laborer.

o Examples of second level position

- Veterinarian, Med. Technologist, Teacher, Human Resource
Management Officer, Personnel Officer, Administrative
Officer, Accountant, Board Secretary

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Exercise 3. Page 68

1. Give and explain the five uses of qualification standards.

The following are the five uses of qualification standards:

a. Basis to determine whether one is qualified for Civil Service

Examination.

b. Guide for the issuance of appointments.

c. Basis in resolving contested appointments.

d. As a guide in determining training needs.

e. As a basis in preparing personnel program.

2. Give and discuss the merits of at least two of the latest policy
issuances on qualification standards.

Some salient provisions of MC No. 46 S.1993 are the following:

o Appointments to entrance positions in agencies not require

training and experience

o Passing of board or bar (RA 1080) will be required only to

positions that require one. Example: Accountants, Doctors,
Lawyers, etc.

3. Enumerate all the requirements for appointment in the Civil Service and
discus the importance of each.

Requirements for appointment in the Civil Service the following

documents must be attached:

a. Personal data sheer (CS Form 212)

b. Job description form (C Form 122-D)

c. Certification by the appointing authority or his/her representatives

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attesting that all requirements have been complied with, evaluated

and found to be in order
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 d. Certified True Copy of the decision in any administrative or
criminal case or any official records of the appointee

e. Clearance
- NBI Clearance and Medical Certificates are required for
original appointments
- In case of reinstatement or reemployement the following are
required:
- NBI Clearance
- Clearance from financial obligation and property
accountability from previous employer
- In case of promotion, the Performance Rating during the last
two evaluation period should be submitted (the rating
should be at least Very Satisfactory)

f. For original appointments to:

- Positions involving maintenance of peace and order and the
protection of life and property, a neuro-psychiatric test is
required
- Position as radio/radio-phone operator, license from the from
the National Telecommunication Commission is required

4. Discuss at least five reasons why appointments may be disapproved.

The appointment of a potential employee can be disapproved by the

Commission on the following grounds:

o The person was found guilty of a crime involving moral

turpitude or of infamous, disgraceful conduct, addiction to
narcotics, dishonesty, etc.
o Dismissed from the service for cause unless he/she was granted
executive clemency
o Fraud or deception is involved in his/her appointment
o The appointment has violated existing Civil Service Laws, rules
and regulations

5. Enumerate the different status of appointments and discuss each.

Under the career service there are three status of appointments

namely:
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o Permanent Appointment
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 - Granted to individuals who satisfied all the requirements for
the position including the appropriate eligibility.

o Temporary Appointment
- Granted to those who meet all the requirements for the
position but lack the appropriate eligibility.

o Substitute Appointment
- This type of appointment is issued in case a regular
employee is on official leave for a considerable period of time,
on educational leave or under training and cannot therefore
perform the duties and responsibilities of the position.
For those in the teaching profession, the Magna Carta for Public
School Teacher applies:
o Regular or Permanent
- Issued to applicants who satisfied the education and
eligibility requirements of the teaching position they have
applied for.

o Regular (Substitute)
- Issued to those who satisfied the education and eligibility
requirements but the position they have been appointed to is
temporarily vacated.

o Provisional
- This is granted to those who satisfy the education
requirement but have not passed the licensure examination
for teachers.

o Provisional (Substitute)
- Granted to applicants who satisfied the minimum
educational qualification but lack eligibility and are
appointed on a substitute capacity.

o Temporary
- Issued to those who lack the minimum educational
requirements with or without teaching eligibility.

o Permanent
- Issued to those who have rendered ten years of continuous
satisfactory and faithful service as provisional teachers.
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Under the non-career category positions are qualified as follows:

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a. Co-terminous

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 - Appointment is based on trust and confidence of the
appointing authority and the length of service is upon
his/her pleasure and discretion.
Co-terminous status can be classified into the following:
o Co-terminous with project
- This kind of appointment lasts only during the duration of
certain project for which the purpose of employment was
made.

o Co-terminous with the appointing authority

- Th appointment is co-existent with the tenure of the
appointing official or the service is upon his/her pleasure
and discretion.

o Co-terminous with the incumbent

- This kind of appointment is co existent with the appointee

b. Contractual
- This appointment is issued to a person to perform a specific
job for a limited period which should not exceed on year.

c. Seasonal/ Emergency and Casual Employment

- This type of appointment is employed when certain services
are considered essential and necessary and the regular
workforce is not adequate to perform those services.

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Exercise 4. Page 73

1. Give at least five personnel actions and explain each.

The following are some of the personnel actions:

a. Appointment through certification

- Granted to a person from the list of eligibles, certified by the
Commission. Aside from his eligibility he/she also meets the
requirements of the position.

b. Demotion
- Involves the movement of an employee from one position to
another with reduction in duties, responsibilities, status and
rank. This may not necessarily involve a reduction in salary.

c. Separation
- Refers to the termination of employment of a person due to
either voluntary or involuntary reasons.

d. Promotion
- Refers to the increase in duties and responsibilities and
usually with a corresponding increase in salary.

e. Transfer
- Refers to the movement of an employee without break in
service from one agency to another unit/office in the same
organization.

2. Explain/discuss why all those prohibitions on appointments in the

public service have to be imposed.

All limitations and prohibitions on appointments in public service

must be impost in order to avoid abuse of powers, nepotism and to
prove to the people that public service is a public trust.

3. Compare and contrast the following terms:

a. Reinstatement vs. reemployment

Reinstatement refers to the reappointment of a person who has

28

been in the civil service but was separated provided the cause of
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separation was not due to delinquency or misconduct while

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 reemployment pertains to the reappointment of a person who
formerly holds a permanent position in the career service but
whose service was terminated due to extreme lining of the
organization, reorganization or through voluntary resignation.

b. Reassignment vs detail

Reassignment refers to the movement of an employee from one

office or unit to another in the same organization without a
reduction in rank, salary or status while detail the employee maybe
assigned to another agency or department without reduction in
status, rank and salary in the exigency of the service.

c. Secondment vs transfer

Secondment refers to the movement of an employee from one

agency to another which may involve a reduction or increase in the
salary while transfer Refers to the movement of an employee
without break in service from one agency to another unit/office in
the same organization.

4. Explain why nepotism is not applicable in the teaching service,

appointment of confidential staff, physicians and members of the
armed forces.

Nepotism is not appliable in the teaching service, appointment of

confidential staff, physicians and members of the armed forces
because of the limitations/prohibitions on appointment.

No appointment is allowed in favor of a relative of the appointing

authority or recommending authority, chief or head of the office or
bureau or the persons exercising immediate supervision over her/him.

The word “RELATIVE” refers to immediate members of the family and

those related within the third degree of consanguinity or affinity. In
the case of career service in the local government units, this extends
to the fourth degree of consanguinity or affinity. The rule, however,
exempts the following:
1. Teachers
2. Physicians
3. Appointments to confidential positions
4. Members of the Armed Forces of the Philippines.
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Exercise 1. Page 78

A. Discuss/explain the following concepts:

a. Mandatory Leave
- It is a leave that employees are required to take.

b. Leave of Absence
- It is generally defined as a right granted to officials and
employees not to report for work with or without pay as may
be provided by law and as the rules prescribe in Rule XVI
hereof.

c. AWOL
- Absence without approved leave is considered AWOL or
Absence without Leave which is an adequate reason for an
employee to be dropped from service.

d. Monetization of Leave credits

- An employee who has earned at least fifteen days of
vacation/sick leave maybe allowed to monetize a maximum
of twenty days once in a year.

e. Leave without pay

- Absence incurred by the employee in excess of the allowed
vacation and sick leave will be charged as leave without pay.

f. Paternity Leave
- This benefit allows the married male employee (government
and private) to go on leave with pay for a period of seven days
immediately before or after child’s birth.

B. Essay/Discussion

a. If there is any other leave benefit that the government should grant
to each employees, what should that be? Explain why.

- The other benefit that the government should grant to each

employee is the bereavement leave. It is a paid leave which is
available to an employee at the time of death or funeral of a
member of the employee's immediate family. This kind of leave
must be granted to the employees for them to have enough time
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to mourn for the death of their family member.

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b. Of the leave benefits discussed which one should be
revised/modified or improve? Explain the improvement that should
be taken.

- The paternity leave must have an additional seven days paid

leave for the father to have enough time to help the recovering
wife from child delivery.

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Exercise 2. Page 83

A. True or False. Write True if the statement is correct and False if the
statement is incorrect on the space before the statement.

False a. A member can avail of Calamity Loan even when he/she is not
a resident of the locality declared as calamity area

False b. A GSIS member who rendered at least five years of service in

the government is entitled to the five months salary loan.

False c. A member who is separated from the service but have rendered
15 years of service is entitled to a separation pay equivalent to one
month salary for every year of service.

True d. Mr. Juan has completed 40 months of government service he is

therefore entitled to two months salary loan.

False e. A member can claim for burial benefits if one of his/her

dependents died.

True f. A member who was dismissed for cause is entitled only to half
of the cash surrender value of his/her insurance.

False g. Disability benefit is available to all members of the GSIS

regardless of number of years rendered.

True h. The term used to refer the retirement scheme wherein the age
and the length of service of a member when added is equal to 87.

True i. The services of an employee who reached the mandatory

retirement age, may, in the exigency of service be extended of the CSC.
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Exercise 4. Page 91

A. Simple Recall: Enumerate what is asked in the following:

1. Give all the benefits under the PHILHEALTH program

o Inpatient Benefits
- These benefits are paid to the accredited Health Care
Institution (HCI) through All Case Rates
- The case rate amount shall be deducted by the HCI from the
member’s total bill, which shall include professional fees of
attending physicians, prior to discharge
- The case rate amount is inclusive of hospital charges and
professional fees of attending physician

o Outpatient Benefits
1. Day Surgeries (Ambulatory Or Outpatient Surgeries) Are
Services That Include Elective (Non-Emergency) Surgical
Procedures Ranging From Minor To Major Operations,
Where Patients Are Safely Sent Home Within The Same Day
For Post-Operative Care
2. Radiotheraphy
3. Hemodialysis
4. Outpatient Blood Transfusion
5. Primary Care Benefit
Disease Conditions:
- Asthma
- Acute Gastroenteritis (AGE) with no or mild dehydration
- Upper Respiratory Tract Infection (URTI)
- Pneumonia (minimal and low risk)
- Urinary Tract Infection (UTI)

Benefit Inclusions:
- Consultation
- Visual inspection with acetic acid
- Regular BP measurements
- Breastfeeding program education
- Periodic clinical breast examinations
- Counseling for lifestyle modification
- Counseling for smoking cessation
- Body measurements
Digital rectal examination
 Diagnostic Examinations (as recommended by the doctor)
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- Complete blood count

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- Urinalysis

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 - Fecalysis
- Sputum microscopy
- Fasting blood sugar
- Lipid Profile
- Chest x-ray
6. Expanded Primary Care Benefit

o Z Benefits
- Acute Lymphocytic / Lymphoblastic Leukemia (standard
risk)
P500,000
- Breast Cancer
(stage 0 to IIIA)
P100,000
- Prostate Cancer
(low to intermediate risk)
P100,000
- End-stage renal disease eligible for requiring kidney
transplantation (low risk)
P600,000
- Coronary Artery Bypass Graft Surgery (standard risk)
P550,000
- Surgery for Tetralogy of Fallot in Children
P320,000
- Surgery for Ventricular Septal Defect in Children
P250,000
- Cervical Cancer:
Chemoradiation with Cobalt and Brachytherapy (low dose) or
Primary surgery for Stage IA1, IA2 – IIA1
P120,000

Chemoradiation with Linear Accelerator and Brachytherapy

(high dose)
P175,000
- Z-MORPH (Mobility,
Orthosis, Rehabilitation, Prosthesis Help)
- first right and/or left below the knee
P15,000

- both limbs
P30,000
- Expanded Z-MORPH
- Selected Orthopedic Implants
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1. Implants for Hip Arthroplasty

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- Implants Hip Prosthesis, cemented*

P103,400

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 - Total Hip Prosthesis, cementless**
P169,400

- Partial Hip Prosthesis, bipolar

P73,180

*cemented: 66 years old and above

** cementless: 65 years and 364 days old and below
2. Implants for Hip Fixation
- Multiple screw fixation (MSF)*** 6.5mm cannulated
cancellous screws with washer
P61,500

***59 years and 364 days old and below (both displaced and
undisplaced fracture); 60 years old and above (undisplaced
fracture)
3. Implants for Pertrochanteric Fracture
- Compression Hip Screw Set (CHS)
P69,000

- Proximal Femoral Locked Plate (PFLP)

P71,000
4. Implants for Femoral Shaft Fracture
- Intramedullary Nail with Interlocking Screws
P48,740

- Locked Compression Plate (LCP) – Broad / Metaphyseal /

Distal Femoral LC
P50,740
- “PD First” - for End-Stage Renal Disease Requiring
Peritoneal Dialysis
P270,000 per year
- Colon and Rectum Cancer
Colon Cancer
Stage I-II (low risk) – P150,000
Stage II (high risk) – III – P300,00

Rectum Cancer
Stage I (clinical and pathologic) – P150,000
Pre-operative clinical stage I
but with post-operative pathologic
stage II-III
35

- using linear accelerator as mode of radiotherapy) - P400,000

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- using cobalt as mode of radiotherapy - P320,000

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 Clinical Stage II-III
- using linear accelerator as mode of radiotherapy) - P400,000
- using cobalt as mode of radiotherapy -P320,000

- PREMATURE and SMALL NEWBORN

Prevention of Preterm Delivery

1.Prevention of preterm delivery with severe pre-

eclampsia/eclampsia - 3,000.00

2.Prevention of preterm delivery, with preterm pre-labor

rupture of membrane (pPROM) - 1,500.00

3. Prevention of preterm delivery without pre-

eclampsia/eclampsia or rupture of membranes but with labor
or vaginal bleeding or multifetal pregnancy - 600.00

4. With coordinated referral and transfer from a lower level of

facility - 4,000.00

- Preterm and Small Newborns

(24 to < 32 weeks)

1. Essential interventions for 24 to < 32 weeks - 35,000.00

2. Essential intervention with minor ventilator support and

Kangaroo Care for 24 weeks to < 32 weeks - 85,000.00

3. Essential interventions with major ventilatory support and

Kangaroo Care for 24 weeks to < 32 weeks - 135,000.00

- Preterm and Small Newborns

(32 to < 37 weeks)

1. Essential interventions for 32weeks to < 37 weeks

-24,000.00

2. Essential interventions with mechanical ventilation and

Kangaroo Care for 32 weeks to < 37 weeks - 71,000.00
Children with Developmental Disabilities

Assessment and discharge assessment ranges from

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P3,626.00 – P5,276.00
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 Rehabilitation Therapy Sessions P5,000.00 per set*

*Eligible children with developmental disability can only avail

of a maximum of nine sets of therapies. Each set of therapies
has a maximum of 10 sessions

- Children with Mobility Impairment

Requiring assistive devices ranges from P13,110.00 –

P163,540.00

Requiring seating device, basic and intermediate wheelchair

ranges from P12,730.00 – P29,450.00

Yearly services and replacement of devices ranges from

P1,590.00 – P13,690.00

- Children With Visual Disabilities

- Children With Hearing Impairment

o SDG Related
- Outpatient Malaria Package P600.00
- Outpatient HIV-AIDS Package P30,000.00 per year
(P7,500/quarter)
- Outpatient Anti-Tuberculosis Treatment through Directly-
Observed Treatment Short-course (DOTS) Package P4,000
P2,500 – Intensive phase
P1,500 – Maintenance Phase
- Voluntary Surgical Contraception Procedures P4,000.00
- Animal Bite Treatment PackageP3,000.00

2. Types of loan granted by the GSIS

The following are the types of loan granted by the GSIS:

o Salary Loan
o Policy Loan
o Emergency or Calamity Loan
o Educational Loan
o Housing Loan
o Fly-Now-Pay-Later Plan
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 3. Types of Loan under Pag-ibig Fund

The following are the types of loan under Pag-ibig Fund:

o Short-term Loan Program
o Housing Loan Program

4. What are the requirements to qualify for PHILHEALTH benefits?

To become eligible to PhilHealth benefits, members should have

paid at least a total of nine (9) months premium contributions
within the immediate twelve (12)- month period prior to the first
day of confinement. The twelve (12)- month period is inclusive of
the confinement month.

5. Give at least five benefits granted to government employees.

The following are the other benefits granted to a government

employees:
o Clothing allowance
o Year-end bonus
o Cash gift
o Anniversary bonus
o Medical allowance

B. Discussions/Essay: Explain in brief the following:

a. Give at least two examples of treatment which may not be covered

by PHILHEALTH and explain why.

Here are conditions that are NOT Covered by Philhealth:

1. Hospitalizations without definite diagnosis and without

treatment.

Example: You had a terrible stomach pain and you were

confined. They performed expensive diagnostic tests. You stayed
in the hospital for 3 days while you wait for the results of the tests.
But they did not find what is causing your pain. Then you are
discharged because your pain subsided. You paid several
thousands of pesos because of the tests, the room rates, and the
professional fees.
38

Even if you spent a lot, cases such as this will not be covered by
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Philhealth because the doctor cannot write a definite diagnosis.

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Personnel Administration
 They need to write on the claim forms a code for your illness, but
they cannot because they don’t know what is your illness. They
cannot prove your illness using the results of your x-rays or blood
tests.

2. Initial diagnosis which did not turn out as the final diagnosis

Examples:

Suspected dengue,
Suspected pneumonia
Probable typhoid fever

b. Employees compensation commission

- Is the one responsible in the execution of the Employee’s
Compensation Program.

c. Legal dependents
- The legal dependents of a member are: 1) the legitimate
spouse who is not a member; 2) the unmarried and
unemployed legitimate, legitimated, illegitimate,
acknowledged children as appearing in the birth certificate;
legally adopted or step-children below twenty-one (21) years
of age; 3)children who are twenty-one (21) years old and
above but suffering from congenital disability, either physical
or mental, or any disability acquired that renders them
totally dependent on the member of our support; 4) the
parents who are sixty (60) years old or above whose monthly
income is below an amount to be determined by the
Corporation in accordance with the guiding principles set
forth in Article I of this Act.

d. Dividend earnings
- Fixed dividends of 7.55% per annum are distributed to all
members. This are tax free and are credited to the total
accumulated value of the employee’s contribution and
employer’s counterpart.

e. Work related illness/injury

- Those illness/ injury that is acquired during the exercise of
one’s job duties and responsibilities.
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