Republic of the Philippines
BASILAN STATE COLLEGE
GRADUATE STUDIES
Main Campus Sumagdang, Isabela City, Basilan
www. Bassc.edu.ph
PA 206 – Public Personnel
Administration
Lesson No. 3
Salient Features of the Omnibus Rules on
Appointments and Other Human
Resource Actions (ORAOHRA), Revised
Rules on the Administrative Cases in the
Civil Service (RRACCS) and the
Omnibus Rules on Leave
In our previous lessons, we learned how
Personnel Administration evolved from the
cottage industries and tailed by the changes
of the Industrial Revolution in the late 18th
and early 19th century. The cottage industries
were managed by the master craftsmen in
their individual households. As the factory
system started to emerge, cottage industries
eventually lost domination and the center of
trades transferred to the factory sites.
The emergence of factories created various
management problems since managers had
to deal with more workers as compared to
the cottage industries with fewer members.
These factors paved the way for some
scholars such as by Frederick W. Taylor
(Scientific Management), Elton Mayo, F.J.
Roethlisberger, William J. Dickson (Human
Relations Movement), Kurt Lewin (Group
Dynamics) and B.F. Skinner (Behavioral
Sciences) flagged their management theories
with high hopes that the problems arising
from the human resources of organizations
be given an answer.
At this point, we shall forward our
discussion to the practices and principles of
today involving the realm of Personnel
Administration. If we talk about Personnel
Administration, the agency popularly known
as the lead promoter of human resources
management in the government would be
the Civil Service Commission (CSC).
The Civil Service Commission (CSC) by
virtue of P.D. 807 was designated as the
central personnel agency of the government.
As future PA practitioners, it is inevitable to
get rid of personnel discussions involving
the government. Hence, our discussion for
this lesson will revolve around the salient
features of the following legal policies:
1. Omnibus Rules on Leave
2. Omnibus Rules on Appointments
and Other Human Resource Actions
(ORAOHRA)
3. Revised Rules on Administrative
Cases in the Civil Service
(RRACCS)
1. Omnibus Rules on Leave (Rule
XVI of the Omnibus Rules
Implementing Book V of EO 292)
First on the list is the Omnibus Rules on
Leave. As government officials/employees,
it is key that we have a good grasp of our
basic leave privileges. What are leave
privileges and what benefits can we get from
these?
1.1 Entitlement to leave privileges
In general, appointive officials up to the
level of heads of executive departments,
heads of departments, undersecretaries and
employees of the government whether
permanent, temporary, or casual, who render
work during the prescribed office hours,
shall be entitled to 15 days vacation and 15
days sick leave annually with full pay
exclusive of Saturday, Sundays, Public
Holidays, without limitation as to the
number of days of vacation and sick leave
that they may accumulate.
1.2 Types of Leave
a. Paternity Leave
Paternity leave of seven (7)
days shall be non-cumulative and
strictly non-convertible to cash.
 Republic of the Philippines
BASILAN STATE COLLEGE
GRADUATE STUDIES
Main Campus Sumagdang, Isabela City, Basilan
www. Bassc.edu.ph

b. Expanded Maternity Leave

The Expanded Maternity Leave
under R.A. No. 11210 is an act
increasing the maternity leave period
to one hundred and five (105) days
for female workers with pay and an
option to extend for an additional
thirty (30) days without pay. This
also grants extension of fifteen (15)
days for solo mothers, and for other
purposes.
c. Special Leave Privilege
In addition to the vacation,
sick, maternity and paternity leave,
officials and employees, except
teachers and those covered by
special leave laws, are granted the
three (3) days of special leave
privileges.
d. Monetization of leave credits
Officials and employees in
the career and non-career service
whether permanent, temporary or
casual who have accumulated fifteen
(15) days of vacation leave credits
shall be allowed to monetize a
minimum of ten (10) days. Provided,
that at least five (5) days is retained
after monetization and provided
further that a maximum of thirty (30)
days may be monetized in a given
year.
Terminal leave is applied by
an official or employee who intends
to sever his connection with his
employer.
g. Study Leave
Officials and employees,
excluding those in the teaching
profession who are covered by
different provisions of law, may be
entitled to study leave.
1.3 Application for vacation leave
All applications for vacation
leave of absence for one (1) full day or
more shall be submitted on the
prescribed form for action by the
proper head of agency five (5) days in
advance, whenever possible, of the
effective date of such leave. The grant
of vacation leave shall be at the
discretion of the head of agency.
1.4 Application for sick leave
All applications for sick leave
of absence shall for one (1) full day or
more shall be made on prescribed form
and shall be filed immediately upon
employee’s return from such leave.
Application for sick leave in excess of
five (5) successive days shall be
accompanied by a proper medical
certificate.

e. Five-days forced/mandatory
leave

All officials and employees

with ten (10) days or more vacation
leave credits shall be required to go
on vacation leave whether
continuous or intermittent for a
minimum of five (5) days annually.

f. Terminal Leave
 Republic of the Philippines
BASILAN STATE COLLEGE
GRADUATE STUDIES
Main Campus Sumagdang, Isabela City, Basilan
www. Bassc.edu.ph
2. Omnibus Rules on Appointments
and Other Human Resource
Actions (ORAOHRA)
2.1 Employment Status
The employment status in the civil
service shall be determined by the
appointment issued, which can be
any of the following:
a. 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.
b. 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.
c. Substitute – an appointment
issued when the regular incumbent
of a position, as when the
incumbent is on approved leave of
absence, under suspension, on a
scholarship grant or is on
secondment. This is effective only
until the return of the incumbent.
d. Coterminous – an appointment
issued to a person whose tenure is
limited to a period specified by law
or whose continuity in the services
is based on the trust and
confidence of the appointing
officer/authority or of the head of
the organizational unit where
assigned.
e. Fixed term – an appointment
issued to a person with specified
term of office, subject to
reappointment as provided by law,
such as Chairperson and members
of the commissions and boards,
SUC Presidents, and Head of
Agency appointed by the Board.
f. 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 with a
specified period.
g. 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.
2.2 Nature of Appointment
a. Original – the initial entry into the
career or non-career service
b. 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.
c. Transfer – the movement of an
employee from one position to
another in the same department or
agency or from one department or
agency to another.
d. 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.
e. Reappointment – the issuance of
an appointment as a result of
reorganization, devolution, salary
standardization or similar events
 Republic of the Philippines
BASILAN STATE COLLEGE
GRADUATE STUDIES
Main Campus Sumagdang, Isabela City, Basilan
www. Bassc.edu.ph
including the issuance of
appointment from temporary to
permanent and the renewal of
temporary appointments.
f. Reinstatement (to comparable
position)– the restoration of a
person, as a result of 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.
However, restoration to a position
that is still available does not
require the issuance of an
appointment.
g. 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 and rank.
h. 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.
2.3 Qualification Standards (QS)
The qualification standards are the
minimum and basic requirements for
position in the government in terms of
education, training, experience, Civil
Service eligibility, physical fitness and
other qualities required for successful
performance of the duties of the
position. These shall serve as the basic
guide in the selection of the employees
and in the evaluation of appointments to
all positions in the government.
2.3.1 Education
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 Position Description Form (PDF) of
the position to be filled.
2.3.2 Experience
Experience refers to the previous jobs in
either the government or private sector
whether full-time or part-time, which, as
certified by the Human Resource
Management Officer or authorized officials
of the previous employer, are functionally
related to the duties in the PDF of the
position to be filled. Relevant experience
acquired through a Job Order or Contract of
Service covered by a contract or a
Memorandum of Agreement may be
considered for meeting the experience
requirement.
2.3.3 Training
Training refers to formal or non-formal
training courses and HRD interventions such
as coaching, mentoring, job rotation,
seminars, workshops, and others that are
part of the employee’s individual
development plan/career development plan.
2.3.4 Eligibility
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 examination
jointly designed and coordinated by the
departments or agencies with the assistance
of or in coordination with the CSC and other
examination such as PRC-conducted board
examinations, the SC-conducted bar
examinations, or the CEDB-conducted CES
examination.
2.4 Modes of Separation
 Republic of the Philippines
BASILAN STATE COLLEGE
GRADUATE STUDIES
Main Campus Sumagdang, Isabela City, Basilan
www. Bassc.edu.ph

2.4.1 Resignation – is an act of an

official or employee by which
he/she voluntarily relinquishes in
writing his/her position effective
on a specific date which shall not
be less than thirty (30) days from
the date of such notice or earlier
as mutually agreed upon by the
employee and the appointing
authority.
2.4.2 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.
2.4.3 Other Modes – Separation from
service as a result of dropping
from the rolls,
termination/expiration of
temporary appointment,
coterminous, contractual or
casual appointment, retirement,
or death.
 Republic of the Philippines
BASILAN STATE COLLEGE
GRADUATE STUDIES
Main Campus Sumagdang, Isabela City, Basilan
www. Bassc.edu.ph
3. Revised Rules on Administrative
Cases in the Civil Service
(RRACCS)
Filing an Administrative Case?
a. Complaint
Administrative proceedings may be initiated
by the disciplining authority motu proprio or
upon complaint of any other person. No
complaint against an official or employee
shall be given due course. unless the same is
in writing, subscribed and sworn to by the
complainant. In cases initiated by the proper
disciplining authority or an authorized
representative, a show-cause order is
sufficient.
The complaint shall contain the following:
 full name and address of the
complainant;
 full name and address of the person
complained of as well as his/her
position and office;
 a narration of the relevant and
material facts which shows the acts
or omissions allegedly committed;
 certified true copies of documentary
evidence and affidavits of his/her
witnesses, if any; and
 certification or statement of non-
forum shopping
No anonymous complaint shall be
entertained unless the act complained of is
of public knowledge or the allegations can
be verified or supported by documentary or
direct evidence.
b. Preliminary Investigation
A Preliminary Investigation is a mandatory
proceeding undertaken to determine whether
a prima facie case exists to warrant the
issuance of a formal charge/notice of charge.
When the complaint is initiated by the
disciplining authority, it or its authorized
representative shall issue a show-cause order
directing the person complained of to
explain within the same period why no
administrative case should be filed against
the said person. The failure to submit a
comment/counter-affidavit/explanation shall
be considered a waiver thereof and the
preliminary investigation may be completed
even without the counter
affidavit/comment/explanation.
c. Issuance of Formal Charge
After a finding of a prima facie case,
the disciplining authority shall
formally charge the person
complained of who shall now be
called as respondent. The formal
charge shall contain a specification
of charge, a brief statement of
material or relevant facts, which may
be accompanied by certified true
copies of the documentary evidence,
sworn statements covering the
testimony of witnesses, a directive to
answer the charge in writing, under
oath in not less than three (3) days
but not more than ten (10) days from
receipt thereof, an advice for the
respondent to indicate in the answer
whether or not a formal investigation
is demanded, and a notice that
respondent may opt to be assisted by
a counsel.
d. Answer
The answer, which is in writing and
under oath, shall be specific and shall
contain material facts and applicable
laws, if any, including original or
certified copies of documentary
evidence, sworn statements covering
testimonies of witnesses, if there be any,
in support of one's case. When the
disciplining authority determines that the
answer is satisfactory, the case shall
be dismissed. Otherwise, the
investigation shall proceed.
e. Preventive Suspension
 Republic of the Philippines
BASILAN STATE COLLEGE
GRADUATE STUDIES
Main Campus Sumagdang, Isabela City, Basilan
www. Bassc.edu.ph
Preventive suspension is not a penalty. It is
designed merely as a measure of precaution
so that the respondent may be removed from
the scene while the case is being
investigated.
f. Formal Investigation
A formal investigation shall be conducted
where the merits of the case cannot be
decided judiciously without conducting such
investigation or when the respondent elects
to have one, in which case, the investigation
shall be held not earlier than five (5) days
nor later than ten (l 0) days from receipt
of the respondent's answer or upon the
expiration of the period to answer. Said
investigation shall be finished within thirty
(30) days from the issuance of the Formal
Charge unless the period is extended by the
disciplining authority or its authorized
representative, or heads of agencies, or the
Commission in meritorious cases.
g. Decision
The disciplining authority shall decide the
case within thirty (30) days from receipt of
the Formal Investigation Report. A decision
rendered by the disciplining authority or
CSC ROs whereby a penalty of reprimand,
or suspension for not more than thirty (30)
days or a fine in an amount not exceeding
thirty (30) days' salary is imposed, shall not
be appealable. It shall be final and executory
unless a motion for reconsideration is
seasonably filed. However, the respondent
may file an appeal or petition for review
when the issue raised is violation of due
process.
Classification of Offenses
Administrative offenses with corresponding
penalties are classified into grave, less grave
and light, depending on their gravity or
depravity and effects on the government
service.
The following grave offenses shall be
punishable by disissal from the service:
 Serious Dishonesty;
 Gross Neglect of Duty;
 Grave Misconduct;
 Being Notoriously Undesirable;
 Conviction of a Crime Involving
Moral Turpitude;
 Falsification of Official Document;
 Physical or mental disorder or
disability due to immoral or vicious
habits;
 Receiving for personal use of a fee,
gift or other valuable thing in the
course of official duties or in
connection therewith when such fee,
gift or other valuable thing is given
by any person in the hope or
expectation of receiving a favor or
better treatment than that accorded to
other persons, or committing acts
punishable under the anti-graft laws;
 Contracting loans of money or other
property from persons with whom
the office of the employee has
business relations;
 Nepotism
 Soliciting or accepting directly or
indirectly, any gift, gratuity, favor,
entertainment, loan or anything of
monetary value in the course of one's
official duties or in connection with
any operation being regulated by, or
any transaction which may be
affected by the functions of one's
office
 Disloyalty to the Republic of the
Philippines and to the Filipino
people
The following grave offenses shall be
punishable by suspension of six (6) months
and one (1) day to one (l ) year for the first
offense and dismissal from the service for
the second offense:
 Less Serious Dishonesty;
 Oppression;
 Disgraceful and immoral
Conduct;
 Republic of the Philippines
BASILAN STATE COLLEGE
GRADUATE STUDIES
Main Campus Sumagdang, Isabela City, Basilan
www. Bassc.edu.ph
 Inefficiency and Incompetence in
the Performance of Official
Duties;
 Frequent Unauthorized Absences
(Habitual Absenteeism);
 Habitual tardiness in reporting
for duty causing prejudice to the
operations of the office;
 Loafing from Duty During
Regular Office Hours;
 Refusal to Perform Official Duty;
 Gross insubordination;
 Conduct Prejudicial to the Best
Interest of the Service;
 Directly or indirectly having
financial and material interest in
any transaction requiring the
approval of one's office.
Financial and material interest is
defined as pecuniary or
proprietary interest by which a
person will gain or lose
something;
 Owning, controlling, managing
or accepting employment as
officer, employee, consultant,
counsel, broker, agent, trustee' or
nominee in any private enterprise
regulated, supervised or licensed
by one's office, unless expressly
allowed by law;
 Disclosing or misusing
confidential or classified
information officially known by
reason of one's office and not
made available to the public, to
further one's private interests or
give undue advantage to anyone,
or to prejudice the public
interest;
 Obtaining or using any statement
filed under the Code of Conduct
and Ethical Standards for Public
Officials and Employees for any
purpose contrary to morals or
public policy or any commercial
purpose other than by news and
communications media for
dissemination to the general
public; and
 Recommending any person to
any position in a private
enterprise which has a regular or
pending official transaction with
one's office, unless such
recommendation or referral is
mandated bv (l) law, or
(2)international agreements,
commitment and obligation, or
(3) as part of the function of
one's office.
The following less grave offenses are
punishable by suspension of one (1) month
and one (l) day to six (6) months for the first
offense; and dismissal from the service for
the second offense:
 Simple Neglect of Duty
 Simple Misconduct
 Discourtesy in the Course of Official
Duties;
 Violation of existing Civil Service
Law and rules of serious nature;
 Insubordination;
 Habitual Drunkenness;
 Unfair discrimination in rendering
public service due to party affiliation
or preference;
 Failure to file sworn statements of
assets, liabilities and net worth, and
disclosure of business interest and
financial connections including those
of one's spouse and unmarried
children under eighteen (18) years of
age living in one's household;
 Failure to resign from one's position
in the private business enterprise
within thirty (30) days from
assumption of public office when
conflict of interest arises, and/or
failure to divest oneself of one's
shareholdings or interest in private
business enterprise within sixty (60)
days from assumption of public
office when conflict of interest
arises; Provided, however, that for
those who are already in the service
and conflict of interest arises, the
official or employee must either
resign or divest himself/herself of
said interest within the periods
hereinabove provided, reckoned
 Republic of the Philippines
BASILAN STATE COLLEGE
GRADUATE STUDIES
Main Campus Sumagdang, Isabela City, Basilan
www. Bassc.edu.ph
from the date when the conflict of
interest had arisen; and
 Engaging directly or indirectly in
partisan political activities by one
holding non-political office.
The following light offenses are
punishable by reprimand for the first
offense; suspension of one (l) to thirty
(30) days for the second offense; and
dismissal from the service for the third
offense:
 Simple Discourtesy in the Course
of Official Duties;
 lmproper or unauthorized
solicitation of contributions from
subordinate employees and in the
case of teachers or school
officials from school children;
 Violation of Reasonable Office
Rules and Regulations;
 Habitual Tardiness;
 Gambling Prohibited by Law;
 Refusal to Render Overtime
Service;
 Disgraceful, Immoral or
Dishonest Conduct Prior to
Entering the service;
 Borrowing Money by Superior
Officers from Subordinates;
 Willful failure to pay just debts
or willful failure to pay taxes due
to the government;
 The term "just debts" shall apply
only to:
a. Claims adjudicated by a court
of law, or
b. Claims the existence and
justness of which are admitted by
the debtor.
 Lobbying for personal interest or
gain in legislative halls and
offices without authority;
 Promoting the sale of tickets in
behalf of private enterprises that
are not intended for charitable or
public welfare purposes and even
in the latter cases, if there is no
prior authority;
 Failure to act promptly on letters
and request within fifteen (15)
working days from receipt,
except as otherwise provided in
the rules implementing the code
of conduct and Ethical Standards
for Public Officials and
Employees;
 Failure to process documents and
complete action on documents
and papers within a reasonable
time from preparation thereof,
except as otherwise provided in
the rules implementing the Code
of Conduct and Ethical Standards
for Public Officials and
Employees;
 Failure to attend to anyone who
wants to avail himself/herself of
the services of the office, or act
promptly and expeditiously on
public transactions;
 Engaging in private practice of
one's profession unless
authorized by the Constitution,
law or regulation or the head of
the office where the employee or
official is assigned, and provided
that such practice will not
conflict with one's official
functions.
 Pursuit of private business,
vocation or profession without
the permission required by Civil
Service rules and regulations.
Dropping from the Rolls
Officers and employees who are absent
without approved leave, have unsatisfactory
or poor performance, or have shown to be
physically or mentally unfit to perform their
duties may be dropped from the rolls within
thirty (30) days from the time a ground
therefor arises subject to the following
procedures:
A. Absence Without Approved Leave
 An official or employee who is
continuously absent without official
leave (AWOL) for at least thirty (30)
working days may be dropped from
the rolls without prior notice which
 Republic of the Philippines
BASILAN STATE COLLEGE
GRADUATE STUDIES
Main Campus Sumagdang, Isabela City, Basilan
www. Bassc.edu.ph

shall take effect immediately. He/she C. Physical Unfitness

shall, however, have the right to
appeal his/her separation within
fifteen (15) days from receipt of the
n notice of separation which must be
sent to his/her last known address.
 If the number of unauthorized
absences incurred is less than thirty
(30) working days, a written Return-
to-Work order shall be served on the
official or employee at his/her last
known address on record. Failure on
his/her part to report to work within
the period stated in the order, which
shall not be less than three (3) days,
is a valid ground to drop him/her
from the rolls.
 If it is clear under the obtaining
circumstances that the official or
employee concerned, has established
a scheme to circumvent the rule by
incurring substantial absences
though less than thirty (30) working
days. three (3) times in a semester,
such that a pattern is already
apparent, dropping from the rolls
without notice may likewise be
justified.
An officer or employee who is continuously
absent for more than one (1) year by reason
of illness may be declared physically unfit to
perform his/her duties and may be
consequently dropped from the rolls.
D. Mental Disorder
An officer or employee who is behaving
abnormally for an extended period, which
may manifest continuing mental disorder
shall be provided necessary human resource
and psychological interventions. If after
interventions, continued abnormal behavior/
mental disorder is manifested, as reported by
his or her coworker or immediate supervisor
and confirmed by a licensed psychiatrist, the
officer or employee may be dropped from
the rolls.

B. Unsatisfactory or Poor
Performance

An employee who obtained unsatisfactory

rating for one rating period or exhibited poor
performance within the first three (3)
months of the rating period shall be
provided appropriate developmental
intervention by the Head of Office and
supervisor (Division/Unit Head), in
coordination with the HRM
Officer/Personnel Office, to address
competency-related performance gaps. If
after advice and provision of developmental
intervention, the employee still obtains poor
rating for the remaining months of the rating
period or unsatisfactory rating in the
immediately succeeding rating period,
he/she may be dropped from the rolls. An
officer or employee who is given two
consecutive Unsatisfactory ratings may be
dropped from the rolls after due notice.
 Republic of the Philippines
BASILAN STATE COLLEGE
GRADUATE STUDIES
Main Campus Sumagdang, Isabela City, Basilan
www. Bassc.edu.ph

Learning Evaluation: Case Discussion

Mayor Juan Agustin, Lapu-lapu City, Province of Cebu, appeals the Decision dated November
22, 2001 of the Civil Service Commission Regional Office (CSCRO) No. VII, affirming the
Decision dated October 29, 2001 of the CSC Provincial Field Office disapproving the
promotional appointment of Leny A. Caras from Local Treasury Operations Officer (LTOO) I to
LTOO III, same agency. The appointment of Caras was disapproved on the ground that her
promotion violates the maximum three (3) step salary grade increase mandated in Item No. 15
of CSC Memorandum Circular (MC) No. 3, s. 2001 (Revised Merit Promotion Plan). Records
show that the appeal was received by the Commission on January 10, 2002. The material
portions of the decision of the CSCRO No. VII read, as follows: " . . .

In a DECISION dated October 29, 2001, Director Canapi countered that the reason for the
disapproval is not the qualification of the appointee but rather . . . anchored on the violation of a
specific policy on the Merit Promotion Plan under MC # 3, 2001. The current Plantilla of
personnel of the City of Lapu-Lapu bears that the current position of Ms. Caras has a salary
grade of 11 while the vacant position’s salary grade is 18, which is seven (7) steps higher than
her present position. Moreover, the appointee’s present position is neither next-in-rank to the
item filled-up nor a lone or entrance position in the staffing pattern.

“In his appeal, Mayor Radaza asserts that the appointee possesses superior qualifications over
the next-in-rank employees. Her knowledge on the functions of the position, being the Local
Treasury Department Operations Officer I, is vital to the appointed position. He also added that
the lateral interpretation of Section 15 of MC No. 3, s. 2001, would be curbing the latitude of
discretion vested upon the appointing authority, as has been steadily sustained by the
Supreme Court, which would only result into a situation adverse to the best interest of the public
service.”

The appeal of Mayor Radaza reads, in part, as follows:

"This is an appeal from the decision of the CSC Regional Office VII . . . in disapproving the
promotional appointment of Mrs. Leny A. Caras . . . to Local Treasury Operation Officer III . . .
on the sole ground that it allegedly violates Item No. 15 of M.C. 3, series of 2001.
" . . . the Regional Director . . . failed to appreciate the following points to wit:

"1. That Mrs. Leny Caras has completed all the academic requirements of her Master’s Degree
in Public Administration . . . there is no doubt that she is superior over the other
qualified employees.
"2. That . . . Caras was strongly recommended by the Head of the Treasury Department . . .
considering that she is very knowledgeable in the field . . .
"3. That during the assignment of . . . Caras to the Licensing Division, she was able to discover
anomalous transactions made by the co-employee involving a considerable amount that
redounded to the benefit of the City Government.
"4. That . . . Caras had been assigned to the said division of the Office of the City Treasurer for
more than 7 years . . .
"5. The CSC – Regional Office VII erred in deciding that there are six (6) next in rank
employees due to the fact that under the current staffing pattern of the Office of the City
Treasurer, there are only two (2) employees who can be considered next in rank . . . but these
employees are not available for the said position . . .
 Republic of the Philippines
BASILAN STATE COLLEGE
GRADUATE STUDIES
Main Campus Sumagdang, Isabela City, Basilan
www. Bassc.edu.ph

" . . . I do believe that Item No. 15 of Memorandum Circular No. 3 series of 2001 shall not be
construed with conclusivity (sic) in order to pave the way for the application of a very long time
settled jurisprudence enunciated . . . by the Supreme Court that the appointing authority shall be
given a wide latitude of discretion in appointing employees provided that the employee to be
appointed possesses the minimum qualifications required by the position. This requirement is not
only meet (sic) by the appointee . . . but rather she possesses superior qualifications . . . "In view
of the foregoing premises and considering the circumstances presented, the undersigned
respectfully requests your good office to reverse the decision of the Civil Service Commission
Region VII (sic) from the disapproval to that approval."

After reading the case, do you affirm the decision of the Civil Service Field Office to
disapprove the appointment of Leny Caras? Discuss your answer comprehensively. Submit
your case discussion to my Facebook messenger not later than August 30, 2021.