2017 Omnibus rules on

appointment AND
OTHER HUMAN
RESOURCE ACTIONS
(ORAOHRA) as revised
CSC Memorandum Circular No. 1800692
Dated July 3, 2018
OVERVIEW OF ORAOHRA
Preparation of
Appointments

Modes of Employment
Separation Status

Appointment
Probationary
Prohibitions
Period

Agency
Publication
Merit
Posting of
Selection
Vacancies
Plan
2
LEGAL BASIS/AUTHORITY

Sec. 3 Art. IX-B of 1987 Phil. Constitution

Administrative Code of 1987

CSC MC 40 s 1998 12/14/98 (ORAOPA)

and other various issuances

ORAOHRA thru CSC MC 24 s 2017

08/24/17 and CSC Res. 1701009 06/16/17 3
 APPLICABILITY
• Appointed to 1st & 2nd Level positions
A

• Including executive / managerial positions

B who are not presidential appointees

• In the career & non-career service

C
4
 GENERAL POLICIES – RULE I
Merit and fitness
Except:
- Policy determining
- Primarily confidential
- Highly technical

5
 PROBATIONARY PERIOD – RULE V
 Duration – 6 months or depending on
requirement of the position
 Covered employees:
 Issued original appointments under permanent
status
 Non-career service employees
reappointed/reemployed to career position
under permanent status
 Temporary appointees reappointed (change to
permanent)
 Reemployed under permanent status
 First time appointees to closed career systems
 Teaching position under provisional status
 Category III positions
 Appointees whose positions require
probationary period
✓ Exempted:
○ Teachers acquired adequate
training
○ First time appointees to closed
career positions as provided under
their agency charters
○ Positions exempted from the
probationary period as may be
provided by law
15
 PROBATIONARY PERIOD - EXAMPLE
Employee A
Date of appointment July 7, 2016
Assumption to Duty July 14, 2016
Probationary Period 6 months
Duration July 14, 2016 - January 13, 2017

Setting of performance targets July 14, 2016 - July 18, 2016

Performance Periods:
1st to 3rd month July 14, 2016 – October 13, 2018

Evaluation Period September 24, 2016 – October 4, 2016

4th to 6th months October 14, 2016 – January 13, 2017

Evaluation Period December 20, 2016 – December 29, 2016

16
Review of performance –
Critical factors to be reviewed – SPMS,
competency (knowledge, skills and attitude),
and job-related critical incidents such as
habitual tardiness and continuous absence
from work
The performance evaluation report shall
be reviewed and certified by the agency
Performance Management Team (PMT)
Probationers shall be furnished with
copies of the records of feedback, job-related
critical incidents, and performance evaluation
reports with their comments on capability to
meet the performance targets and work output
standards and/or recommendation for the
continuity of the permanent appointment 17
 REASONS FOR TERMINATION OF
PROBATIONARY APPOINTEE
Unsatisfactory performance or want of capacity
 Failure of the appointee to observe propriety
in his acts, behavior and human/public
relations
 Habitual tardiness or absenteeism
 Critical factors based on Strategic
Performance Management System
 Unsatisfactory conduct or behavior
 Neglect of duty
 Insubordination 18
 NOTICE OF TERMINATION
 Within 15 days immediately after proven
unsatisfactory conduct before end of 2nd
performance review supported by:
 Performance Evaluation Report
 Report of the immediate supervisor (rater) on
job-related critical and unusual incidents and on
unsatisfactory conduct or behavior of the
appointee
 Other valid documents that may support the
notice of termination of service
 Executory after 15 days from receipt of the
employee, appealable to CSC RO within 15
days but remains executory on appeal 19
 EFFECTIVITY OF APPOINTMENTS –
RULE VI

Take effect IMMEDIATELY on the date

signed by appointing officer/ authority.
Appointee entitled to receive salary AT
ONCE without awaiting approval/validation
of appointment by the Commission and
shall remain effective until
disapproved/ invalidated.
20
SUBMISSION OF APPOINTMENTS
 Should be submitted to CSC within 30 days
from date of issuance
 Responsible official/s who caused the delay in
the submission/non-submission of appointment
may be administratively liable for neglect of
duty
 Documentary deficiencies shall be given 5 wd
or reasonable period from receipt of letter
within which to comply. Appointments shall be
disapproved/ invalidated if Agency HRMO failed
to submit within the prescribed period.
21
CANCELLATION OF APPOINTMENTS
if appointee does not assume office or
report within 30 cd from receipt of
written notice of appointment
Except: Official leave of absence, scholarship
or training grant
Official/s who caused non-assumption of
the appointee shall be held
administratively liable therefor
22
 EFFECTIVITY OF TEMPORARY
APPOINTMENT
12 months reckoned from date of issuance

23
SERVICES RENDERED WITHOUT
AN APPOINTMENT
Not credited as government service
Not recognized by the CSC
Payment of salaries and other benefits –
personal liability of the person who made
him assume office

24
 PUBLICATION & POSTING OF
VACANT POSITIONS – RULE VII
3 conspicuous places
at least 10 calendar days for NGAs,
SUCs and GOCCs with original charter
thru various modes
not less than 15 calendar days for LGUs
Incorrect Information in Publication
 ground for disapproval/ invalidation of
appointments 25
 POSITIONS EXEMPT FROM
PUBLICATION AND POSTING
 Primarily confidential
 Policy-determining
 Highly technical
 Coterminous
 Reappointment (change of status to permanent)
 Reappointment (renewal) of those appointed on
temporary status for medical officer/specialist positions
 To be filled by existing regular employees in case of
reorganization/ rationalization provided approved staffing
pattern is posted in agency bulletin boards and other
conspicuous places in central and regional/field offices 26
 VALIDITY OF PUBLICATION
 Valid until filled up but not to extend
beyond 9 months from dated of publication
 Re-publication and re-posting of vacant
position after 9 months thereafter and no
appointment was issued
 Anticipated vacancies may be published in
case of retirement, resignation or transfer
but not earlier than 30 days prior.
27
QUALIFICATION STANDARDS
(RULE XIII)
Basic guide in the selection of
employees and in evaluation of
appointments to all positions in
government
Agencies- responsible in establishment,
administration and maintenance of QS

28
29
31
 Agency Merit Selection Plan & HRMPSB
Members 1st & 2nd Level Positions Executive/ Managerial Positions

NGAs/SUCs/G LGUs NGAs/SUCs/GO LGUs

OCCs CCs

Chairper- Highest Official Local Chief Executive, Undersecretary/ Local Chief Executive, Vice
son in charge of Vice Governor or Vice Vice-President Governor or Vice Mayor
HRM Mayor (vacancy in his (vacancy in his office or in
office or in Sanggunian) Sanggunian)

Members Head of vacant Head of vacant unit Assistant 2 Department Heads, 1 from
unit Secretary HRM preferably

HRMO HRMO Director for

administration

2 regular and 2 regular and alternate

alternate from from employees
employees association
association
32
RHRMPSB
Reconstitution 33
 CONSIDERATIONS FOR PROMOTION
 Very satisfactory rating in the last rating period prior to
the assessment but not required from first to second level
 Vacancies from promotion can be filled up upon approval/
validation of promotional appointments by CSC
 3 Salary Grade promotion only EXCEPT any of the
following:
 Next-in-rank (NIR)
 Lone/ entrance position as in staffing pattern
 Vacant position is hard to fill
 Unique and/or highly specialized or closed career
system
 Superior qualifications
 Vacancy belongs to closed career system
34
 Other meritorious cases
3 salary grade rule does not apply to:
• Transfer incidental to promotion
• Reappointment from non-career to career or vv
• Reemployment
• Reclassification of position

35
Enhanced
Commission
on
Audit (COA)
Merit
Selection
Plan (MSP)
Brief Overview
on the
Approved COA
MSP
LEGAL BASIS/AUTHORITY
1 The Administrative Code of 1987 (Executive Order No. 292)

dated July 25, 1987 which was made effective November 23,
1989 by Proclamation No. 495 of the Office of the President of
even date to ensure and promote the Constitutional mandate that
Civil Service shall be made according to merit and fitness;

Provisions of Section 32, Book V of the Administrative

2
Code of 1987
which directs all government agencies to establish Merit
Promotion Plans (MPP);

3
Section 23 (Professionalization of audit service) of
Presidential Decree No. 1445
(Ordaining and Instituting a Government Auditing Code of the
Philippines) approved on June 11, 1978, providing that the
Commission shall develop and adopt for its officials and
employees a comprehensive and continuing manpower and
development program; 39
 The Special Provision of the General Appropriations Act for
4
FY 2018
Authorizing COA to formulate and implement its organizational
structure and make adjustments in the personnel services
itemization, including the creation of new positions;

5 Republic Act (RA No. 7041)

(Publication Law; An Act Requiring Regular Publication of Existing
Vacant Positions in Government Offices, Appropriating Funds,
Therefor and for Other Purposes), approved on June 5, 1991, to
promote efficiency in the allocation of personnel in the civil
service, as well as transparency and equal opportunities in the
recruitment and hiring of new personnel;

40
6 Civil Service Commission (CSC) Resolution No. 1701009

dated June 16, 2017, circularized by CSC Memorandum (MC)

No. 24, series of 2017 on August 24, 2017, adopting and
promulgating the 2017 Omnibus Rules on Appointments and
Other Human Resource Actions (ORAOHRA) to govern the
preparation, submission, and actions to be taken on
appointments and other human resource actions; and

7 COA Resolution No. 2004-009

dated December 28, 2004, revising the COA MPP and renaming it
COA MSP.

41
The following are also considered in this enhanced COA MSP:

1. Section 14, Article II of the 1987 Constitution, declaring the State

policy that recognizes the role of women in nation-building, and
ensuring the fundamental equality before the laws of women and
men;

2. COA Resolution No. 2015-039 dated December 1, 2015, revising the

guidelines on mainstreaming Gender and Development (GAD) and
adopting and institutionalizing the GAD Strategic Framework in the
COA, in compliance with the 1987 Constitution and RA No. 7192 to
ensure equal opportunity and access of women and men within the
organization.;

42
3. Sustainable Development Goals (SDGs) adopted by the United
Nations Development Programme:

a. SDG No. 5: Achieve Gender Equality and Empower all Women and
Girls – Ensuring that there is an end to all forms of discrimination
against women and girls everywhere; and

b. SDG No. 8: Promote Sustained, Inclusive, and Sustainable

Economic Growth, Full and Productive Employment, and Decent
Work for All – Achieving full and productive employment and decent
work for all women and men, including for young people and
persons with disabilities, and equal pay for work of equal value.

43
BASIC POLICIES
1. The COA MSP shall serve as the basis for the
objective, efficient, responsive and expeditious
selection of candidates for recruitment, promotion
and other human resorouce actions in the
Commission.

2. It serves as the primary policy tool for the

assessment of qualifications of candidates to ensure
that only the qualified and competent are selected and
appointed in the Commission.
OBJECTIVE AND SCOPE
1. The COA MSP aims to:
a. Establish a system that is characterized
by strict observation of merit, competence,
fitness and equitable principles in the
selection of employees for appointment to
positions in the career service; and

b. Create equal employment opportunities

to all who are qualified to enter
government service and provide career
advancement regardless of age, sex, sexual
orientation, gender identity, civil status,
disability, religion, ethnicity, or political
affiliation.
47
2. The Enhanced COA MSP shall
cover all positions classified under
the First and Second Levels,
including non-career positions, as
may be applicable.

48
GENERAL GUIDELINES
 Recruitment, selection and promotion of employees for
1
appointment shall be open to all qualified employees according to
merit and fitness.

There shall be equal employment opportunity for employees of all

2 levels of position, provided they meet the minimum requirements
of the position to be filled.

There shall be no discrimination in the selection of employees on

3 account of age, sex, gender identity, sexual orientation, civil status,
disability, religion, ethnicity, or political affiliation.

4 The filling of vacant positions shall be cleared with the

Sector/Office Head.

50
 Vacant positions in the career service, including vacant
executive/managerial positions in the second level that are authorized
to be filled, together with their corresponding qualification standards
5 and plantilla item numbers, shall be published and posted in three (3)
conspicuous places for a period of at least ten (10) calendar days for
NGAs, SUCs and GOCCs with original charters in accordance with the
provisions of RA No. 7041 and its implementing guidelines.

5.1 The following positions are exempt from the publication

of requirements:
a. Primarily confidential postion
b. Policy-determining position
c. Highly-technical position
d. Coterminous position
e. Reappointment positions
f. Those to be filled by existing regular employees in the
agency in case of reorganization/rationalization
51
5.2 The publication of a particular position shall be valid
until filled, but not to extend beyod nine months reckoned
from the date the vacant position was published in the
CSC website. Should no appointent be issued within the
nine-month period, the unfilled vacancies shall be re-
published and reposted.

5.3 The publication of anticipated vacancies due to

retirement, resignation, or transfer, shall not be earlier than
30 days prior to retirement, resignation, or transfer.

5.4 Filling of vacant positions shall not be made earlier than

10 calendar days from the date of its publication in the CSC
website and posting in the CSC Field Office and COA
bulletin boards.

5.5 Vacancies resulting from the promotion may be posted

but shall not be filled until the promotional appoinments
have been approved/validated by the CSC, except in
meritorious cases, as may be authorized by the CSC.

52
 The Qualification Standards (QS), which are the minimum
requirements of the positions to be filled, shall serve as the basic
6
guide in the evaluation of proposals for recruitment and
promotion, as follows:
6.1 The qualifications of candidates for appointment shall be
determined on the basis of performance, education, training,
experience, eligibility, outstanding accomplishments,
personality traits, and potential.

6.2 The Commission may set specific or higher standards for

the positions, including the required competencies. These
standards shall be submitted to the CSC for approval, and once
approved, the Commission shall uniformly and consistently
adopt these in the selection and appointment of employees.
The approved QS shall be adopted by the CSC in the
attestation of appointments in the Commission.

6.3 In the absence of the COA-prescribed QS, the Commission

shall adopt the CSC-prescribed QS in the selection and
appointment of employees, without the need for prior approval
by the CSC. The Commission shall continue to adopt the CSC
QS until such time that the CSC approved the COA-prescribed
QS. 53
System of
Ranking of
Position
(Hierarchical
Arrangement)

54
 The System of Ranking of Positions (SRP) shall serve as the basic
7 guide in determining the hierarchy of positions from lowest to
highest within a functional group or organizational structure, so as
not to exceed the three-salary grade limitation.

7.1 The SRP shall be used as the basis for determining

which positions are next-in-rank.

7.2 An employee may be promoted to a position which is

not more than three salary grades higher than the
employee’s present position, except in any of very
meritorious cases, specified under CSC MC No. 18, s.
2016, dated August 23, 2016, to wit:

7.2.1 The position occupied by the employee is next-in-

rank to the vacant position as identified in the herein MSP
and the SRP.
7.2.2 The vacant position is a lone or entrance position, as
indicated in the Commission’s staffing patern.

55
7.2.3 The vacant position is hard to fill, such as
Accountant, Medical Officer/Specialist, Attorney, or
Information Technology/Officer/Computer Programmer
positions;
7.2.4 The vacant position is unique and/or highly
specialized;

7.2.5 The candidates passed through a deep selection

process, taking into consideration the candidates’ superior
qualifications in regard to
• Educational achievements;
• Highly specialized trainings;
• Relevant work experience; and
• Consistent high performance rating/ranking;

56
 For vacant position/s in the Sector/Office, the Human Resource
Management Office (HRMO) shall generate an initial list of next-in-
rank personnel who meet the education and eligibility
8 requirements, and submit the same to the Sector/Offices concerned.
All those in the list may submit the required documents for
promotion, for evaluation by the Sectors/Offices concerned.

A qualified employee who wished to be considered for promotion

in another Sector/Office may submit his/her application directly to
the Sector/Office where the vacancy is. Only applications with
9 complete documentary requirements filed on or before the
deadline set by the concerned Sector/Office shall be accepted. In
case he/she is promoted, he/she shall assume post in the office
where the promotional item belongs.

57
 When a contender who is the holder of the next-in-rank position
within the Sector/Office is officially detailed or assigned in another
office, the detail or assignment shall not be counted against the
10
contender. The contender/applicant shall be ranked together with all
other qualified contenders in the concerned Sector/Office where the
vacancy exists.

For appointment by promotion or transfer, the Performance Rating

of the appointee in the last rating period prior to the date of
11 assessment or screening, which should be at least Very Satisfactory,
shall be required.

An employee who is on official leave of absence/maternity leave,

scholarship or training grant, may apply for promotion. For this
purpose, the performance ratings of at least Very Satisfactory or the
last rating periods prior to the official leave of absence/maternity
12
leave, scholarship, or training grant shall be required. If promoted,
the effectivity date of the promotional appointment shall be on the
assumption to duty or upon return from official leave of
absence/maternity leave, scholarship, or training grant. 58
13
The performance rating for a particular rating period can only be
used once in a promotion.

14
Promotion within six months prior to compulsory retirement shall
not be allowed, except as otherwise provided by law.

A person with dual citizenship shall not be appointed in COA

unless he/she renounces his/her foreign citizenship pursuant to
provisions of RA No. 9225. However, even if he/she renounced
his/her foreign citizenship, but continues to use his/her foreign
15 passport in travelling after renunciation, he/she shall not be
considered for appointment in COA. Those who were born to
Filipino parents in another country which follows the principle of
jus soli are not required to renounce their citizenship and shall not
be barred from entering the government service pursuant to CSC
MC No. 23, s. 2016 and CSC MC No. 8, s. 2017.
59
 No COA employee facing administrative charge shall be deprived of
16 his/her right to be promoted in consonance with the presumption
of innocence provided under the Constitution.

17
In case employees found guilty of an administrative offense, the
following rules shall govern in the imposition of accessory penalties:

17.1 The penalty of demotion shall carry with it

disqualification from promotion for one year.

17.2 The penalty of suspension shall carry with it

disqualification from promotion corresponding to the
period of suspension.

17.3 The penalty of fine shall carry with it disqualification

from promotion for the same period the respondent is
fined.
60
 Special promotions based on awards and/or acts of conspicuous
courage and gallantry as provided under special laws, such as
Section 6 of RA No. 6713 (Code of Conduct and Ethical Standards
18
for Public Officials and Employees) and Executive Order No. 508
(Lingkod Bayan Awards), as amended by Executive Order No. 77,
shall be automatically promoted to the next higher position with
the commensurate salary suitable to their qualification.

RA 6713.Section 6. System of Incentives and Rewards. — A system of annual incentives and

rewards is hereby established in order to motivate and inspire public servants to uphold the
highest standards of ethics. For this purpose, a Committee on Awards to Outstanding Public
Officials and Employees is hereby created composed of the following: the Ombudsman and
Chairman of the Civil Service Commission as CoChairmen, and the Chairman of the
Commission on Audit, and two government employees to be appointed by the President, as
members.

19
All candidates for recruitment and promotion shall be screened by
the SPB/RSPB and the same shall submit to the Commission Proper
(CP) the selection list of qualified candidates who may be
considered for appointment to the vacant position.
61
20 The following shall no longer be screened by the SPB/RSPB:

20.1 Candidates for change of employment status from

temporary to permanent appointment upon meeting the
deficiency or to renew the appointment of a temporary
employee, if upon publication there are no qualified
applicants and his/her performance rating is at least
Very Satisfactory for two (2) rating periods.

20.2 Appointments to casual, contractual, coterminous

and other non-career positions as identified under
Section 9, Subtitle A, Title I, Book V of EO No. 292.

62
 A notice announcing the appointment of an employee shall be
posted on the HRMO bulleting board, in the COA website and in
21
other conspicuous places in the Commission after the issuance of
the appointment for at least 15 calendar days.

Those occupying non-audit positions may be considered for an

audit position provided they are graduates of BS in
22
Accountancy/BSC Accounting and possess the required experience
related to audit.

63
CRITERIA FOR RECRUITMENT
1. The only applicants who meet the minimum
qualification standards of the position applied for and
other requirements for recruitment shall be included
in the database of qualified applicants.

2. Only shortlisted applicants who meet the minimum

qualification of the vacant position is to be filled shall
undergo the further pre-employment screening, as
follows:

65
Step 1: The applicant Step 2: The
shall take COA Pre- applicant shall
employment Test (PET) undergo
preliminary
interview

Step 4: The
requesting office
shall submit to Step 3: The applicant
HRMO the result shall take Technical
of the final Examination and Final
screening. Interview
66
3. Aside from the technical examination and final
interview, the Office where the vacancy is, or the
SPB/RSPB/CP, is not precluded from using additional
recruitment assessment tools such as Work Sample
Test, Ethics-Oriented Personality Test, background
investigation, and others, to ensure a holistic
evaluation of the applicant’s qualifications and
competencies.

4. Applicants who passed the screening process

conducted by the Sector/Office shall be deliberated by
the SPB/RSPB, the outcome of which, shall be
submitted to the CP for final deliberation/approval.

67
CRITERIA FOR
PROMOTION
Evaluation of Candidates for Promotion
1. All contenders for promotion shall undergo
the two-step selection process:

Step 1: As a condition precedent, the

contender for promotion must meet
all the minimum requirements for
the next higher position with respect
to education, training, experience,
and eligibility.

Step 2: Rankings of qualified

contenders for promotion shall be
based on the following criteria:

69
 a. Performance
b. Promotional Examination
c. Length of Service in COA
d. Date of Last Promotion
e. Education and Eligibility
This percentage/point system for each
criteria shall be provided in the
Implementing Guidelines which shall be
issued upon the approval of the Enhanced
COA MSP.

70
2. In case of a tie in the ranking of
qualified contenders, the following
factors shall be considered:
a. Awards/Citations/Recognition/
International Certifications relevant
to the functions of COA

b. Scholastic Awards/Recognition

In case there still exists a tie in the

ranking of qualified contenders, the
Competency-based Interview (CBI) can
be used for further evaluation.

71
3. Qualified applicants for promotion
screened and submitted by the
Sector/Office shall be deliberated by the
SPB/RSPB, the outcome of which, shall
be submitted to the CP for final
deliberation/approval.

72
End of Part I
Interim Criteria for ranking
for promotion pursuant to
COA Resolution No. 2018-
023 dated April 19, 2018 (COA
Memorandum 2020-011 dated July 23,
2020)
1. Qualification Standards

As a condition precedent, the contender for

promotion must meet all the minimum
requirements for the next higher position
with respect to education, training,
experience, and eligibility.

2. Criteria for Ranking

Qualified contenders shall be rated and
ranked on the bases of the following
selection criteria:

75
76
a. Performance (60 points)
To get the equivalent points of the
performance rating, the following formula
shall be used:
Let P be the equivalent points of the
performance rating and let 5 b the highest
performance rating:

77
b. Length of Service in COA (10 points)

78
79
c. Date of Last Promotion (10 points)

80
81
d. Education and Eligibility (Maximum of 10 points)

• Only the education and eligibility relevant to the

position applied for shall be given points.
• For State Auditor, Engineer (STAS) and Lawyer
positions, relevant RA 1080 shall be given points.
However, any other/excess eligibility such as CS
Professional Eligibility/Second Level Eligibility
shall not be given additional points. 82
• For existing non-CPA auditors and non-
Engineers applying for State Auditor positions
and STAS positions, no points shall be given for
their eligibility.

• For other positions requiring 2nd level eligibility,

no points shall be given if contender only meet
minimum QS, but additional points be given if
exceed the minimum qualification.
• Doctoral degree shall not be given points since it
is not required in the QS of any positions in the
Commission.
• For SG-09 and below positions requiring First
Level Eligibility, additional point shall be given if
they possess Master’s Degree/LLB/CS
Professional or Second Level Eligibility. 83
e. Promotional Examination (10 points)
Each Sector/Cluster/Office shall develop its own
promotional/technical examination and establish a
data bank of test items for each functional group, as
follows:
• Audit
• Engineering/Information Technology
• Financial
• Legal
• Administrative and Human Resource
• Training, Research and Quality Assurance

84
PD 907 - Honor Graduate Eligibility 85
Did not exceed minimum requirements

86
87
 3. Tie Breaker Factors
In case of a tie in the ranking of qualified
contenders, the following factors shall be
considered at the same time:
a. Awards/Citations/Recognition/International
Certifications relevant to the functions of COA

COA 2018-023 unapproved Enhanced

88
COA MSP
b. Scholastic Awards/Recognition

89
90
4. In case there still exist a tie in the ranking of
contenders, the Sector/Cluster/Office concerned may
conduct further evaluation such as subjecting the
contenders to an interview. 91
 2019 COA PRAISE Awardees

Dangal ng Bayan recipient State Auditor Romel C. Espiña of

COA Regional Office No. XIII with Chairperson Michael G.
Aguinaldo, Commissioners Jose A. Fabia and Isabel D. Agito
(ret.) and Regional Director Usmin P. Diamel in last year’s
COA Salutes the Best program where he was conferred the
Gawad Kagitingan award. 92
Per
CSC
PRAISE

93
94
COMPOSITION OF THE SPB/RSPB
RHRMPSB
Reconstitution 96
1. There shall be three distinct bodies in charge of
evaluating and screening employees for purposes of
recruitment and promotion. In the performance of
their functions, they may propose amendments to the
systems and administrative procedures relevant to
the selection process. The three bodies are as
follows:
a. SPB for First and Second Level (non-
supervisory and supervisory) positions in the
Central Office;
b. RSPB for First and Second Level (non-
supervisory and supervisory) positions in the
COA Regional Office; and
c. SPB for Second Level – Executive and
Managerial Positions (SPB-EMP).
97
2. The SPB for First and Second (non-supervisory and
supervisory) Levels shall be composed of the
following:
Chair - Assistant Commissioner, Administrative Sector

Vice-Chair - Director, HRMO

Members - Representative of the Chairperson

- Representative of the Commissioners
- Service Chief, Recruitment and Promotion
Services (RPS), HRMO
- One regular and alternate representative each
for Levels I and II employees to be designated
by the Philippine Government Audit Service
Association (PhilGASEA) Board
- Head of the Sector/Office or his/her representative
where the vacancy exists

Secretariat - HRMO Staff to be designated by HRMO Director

98
3. The RSPB shall be composed of the following:
Chair - Regional Director/Director-in-Charge

Vice-Chair - Assistant Regional Director/OIC-Assistant

Regional Director

Members - One Supervising Auditor representing the audit

groups in charge of national government agencies
- One Supervising Auditor representing the audit
groups in charge of local government agencies
- One Supervising Auditor representing the audit
groups in charge of corporate government agencies
- Service Chief, Administrative, Training and Finance
Services (ATFS)
- One regular and alternate representative each
for Levels I and II employees to be designated
by the PhilGASEA Board
- Head of the Sector/Office or his/her representative
where the vacancy exists

Secretariat - ATFS Staff to be designated by the Regional Director 99

4. For the purpose of evaluating and screening
candidates for executive and managerial positions
with Salary Grade 27 to 29 (formerly Level III
positions), there shall be an SPB-EMP to be composed
of the following:
Chair - Assistant Commissioner to be designated by the
Chairperson

Vice-Chair - Assistant Commissioner to be designated by the

Chairperson

Members - All other Assistant Commissioners

- Representatives of the Chairperson
- Representatives of the Commissioners

Secretariat - Office of the Commission Secretary

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DUTIES AND RESPONSIBILITIES
1
The SPB/RSPB for Levels I and II positions and the SPB-
EMP shall:

a. Review the proposals for recruitment and/or

promotion processed by the HRMO (for Central
Office) or ATFS (for Regional Offices) to determine
and ensure compliance with existing COA policies
and civil service rules and regulations;

b. In the case of SPB-EMP, review the list of

candidates for recruitment/promotion for executive
and managerial positions as prepared by the HRMO;

c. Interview applicants/candidates for

recruitment/promotion or recommend the conduct of
a background investigation (BI), if deemed necessary;

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d. Maintain records of deliberations which shall be
available for inspection by CSC or others concerned
or their duly authorized representatives;

e. Make available upon request, to any member of the

CP, any or all reference documents used in the
evaluation of candidates;

f. Evaluate appeals and requests for reconsideration

and recommend proper disposition thereof to the CP;

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g. Meet regularly or as often as necessary to
deliberate on proposed recruitment/promotion and
related matters;

h. Undergo orientation and workshop on the

selection/promotion process and CSC policies on
appointments; and

i. Maintain fairness and impartiality in the assessment

of candidates for appointments.

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2 The Commission Proper, as Appointing Authority, shall:

a. Ensure that the principle of equal opportunity for

women and men to be represented in the selection
boards for all level is upheld:

b. Assess the merits of the SPB’s/RSPB’s

comprehensive evaluation report and, in the exercise
of sound discretion, select, insofar as practicable ,
from among the following:

106
 i. Top-ranking applicants deemed most qualified to
the vacant position; and

ii. Applicants who have undergone deep selection

process and found to possess superior qualifications;
and

c. Issue appointments in accordance with the

provisions hereof.

107
3
The Secretariat for SPB First and Second Levels and
SPB-EMB shall:
a. Schedule the Board Meetings and prepare agenda
folders and other materials needed during Board
Meetings;

b. Ensure that all communications and documents are

attached to the proposals for recruitment and promotion
for deliberation by the SPB;

c. Record the proceedings during the deliberation and

prepare the Minutes of the Meeting for signature by the
Board Members;

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d. Notify all applicants who were not favorably
considered in the SPB deliberation;

e. Maintain records of deliberations and other relevant

evaluation documents which must be made accessible to
interested parties upon written request to the Board and
for inspection and audit by the CSC; and

f. Perform other functions as may be deemed necessary.

109
4 Recruitment and Promotion Services, HRMO, shall

a. Submit to the CSC the list of vacancies for

publication in the CSC website;
b. Post vacancies and list of approved appointments
in three conspicuous places and advise the
Clusters/Offices to notify the Heads of
Services/Supervising Auditors/Audit Team Leaders/
Audit Team Members of existing vacancies and set
deadlines for the submission of applications for
promotion in their respective Clusters/Offices;

c. Process applications, proposals, and appointments

for recruitment and promotions and other HR
actions, and ensure compliance with existing civil
service rules and regulations;
110
d. Prepare the matrix of qualified applicants for
recruitment and contenders for promotion screened
by the Sectors/Offices and submit the same to the SPB
and CP for deliberation/approval;

e. Prepare the matrix of qualified applicants for

recruitment and contenders for promotion
deliberated by the RSPB and submit the same for the
CP deliberation/approval;

f. Maintain and monitor the Plantilla of Positions of

the Commission;

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g. Maintain the pool of applicants for recruitment;

h. Recommend policies, systems, and procedures on

recruitment, promotion, and other relevant concerns
to the CP;

i. Propose, when necessary, amendments to systems

and administrative procedures relevant to the
effective implementation of this Plan;

j. Serve as Secretariat of the First and Second Levels

SPB and coordinate with the SPB-EMB regarding the
selection list of candidates/contenders for promotion;

112
k. Notify the Directors and Assistant Commissioners
concerned of recommendations for appointment
acted upon by the SPB and CP;

l. Assist in the evaluation and preparation of matrix of

proposals for promotion to Executive/Managerial
positions;

m. Prepare and submit other documents needed for

the evaluation of the SPB/RSPB of proposals for
recruitment and promotion;

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n. When necessary, 0r as instructed by the Board,
conduct background investigation of contenders; and
submit the result of the background check to the
Board during its deliberation; and

o. Perform such other functions as may be deemed

necessary.

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5 ATFS of COA Regional Offices

a. Maintain and monitor filled/unfilled positions in

the plantilla of the Regional Offices;

b. Ensure that vacant positions being considered for

filling, either through recruitment 0r promotion, are
duly posted in three conspicuous places in the COA
Regional Office;

c. Notify heads of Services/Supervising

Auditors/Regional Directors of existing vacancies;

115
d. Set deadlines for the submission of applications for
promotion;

e. Evaluate applicants for promotion and ensure that

documents are complete and in order;

f. Prepare ranking list of contenders for promotion

and submit the same to the RSPB for deliberation;

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g. Evaluate the competence and qualification of
applicants for recruitment and conduct pre-
employment tests and interviews;

h. Act as secretariat for the RSPB;

i. When necessary, or as instructed by the Board,

conduct background investigation of contenders, and
submit the result of the background check to the
Board during its deliberation;

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j. Submit the qualified candidate’s documents
together with the RSPB’s Resolution to HRMO for
further review and evaluation; and

k. Perform such other functions as to may be deemed

necessary.

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APPEALS AND PROTESTS
1. Only qualified next-in-rank employee who applied
for the position deliberated upon by the Board may file
protest with the CP, thru the SPB/RSPB, within 15
calendar days from the date of posting of the list of
approved appointments.

2. As to form and content, the Protest shall be written in

clear, simple, and concise language, and shall have the
following contents:

a. The full name, position and office/unit of

assignment of both the protestant (the aggrieved
party) and the protestee (the appointee);

120
 b. The facts constituting the grounds for the protest;
and
c. The data on comparative qualification of both the
protestant and the protestee showing; education,
training, experience, outstanding accomplishments,
civil service eligibility, latest performance rating, and
updated personal data sheets.

3. A timeline shall be observed in the resolution of the

appeal and/or protest. Final disposition of appeals and
protest shall be upon the discretion of the appointing
authority

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122
123
124
REPEALING CLAUSE
COA Resolution No. 2004-009 dated December
28, 2004 and all previous issuances of this
Commission or part thereof that are
inconsistent herewith are hereby deemed
repealed or modified accordingly.

126
EFFECTIVITY
 “
This Enhanced COA MSP shall
take effect upon its approved by
the CSC. Any subsequent
changes in, or amendments to
this MSP shall be subject to the
CSC approval and shall take
effect in the date of the
approval.

128
COMMITMENT
 The Chairperson/Head of Agency hereby
commits to implement and abide by the
provisions of this Enhanced COA MSP. It is
understood that this Enhanced COA MSP shall
be the basis for expeditious approval of
appointments.

End of MSP Discussion 130

RESUME

ORAOHRA as
revised in 2018

Modes of
Separation and
Documents
required for
Record Purposes

131
 MODES OF SEPARATION & DOCUMENTS
REQUIRED FOR RECORD PURPOSES
 Resignation – on a specific date not less than 30 days from written
notice or as mutually agreed; complete and operative on 3 steps
-Suspension despite initial written notice of acceptance when –
 Country at war or national/local emergency
 Necessary to prevent loss of life or property
 Effective 30 days after the circumstances causing the previous suspension has
ceased as certified by the appropriate authority
-Revocable tender of resignation but withdrawal once complete and
operative shall not automatically restore the employee to former
position
 Dismissal – for cause, initiative of agency or other government
authorities
 Other modes
 Dropping from rolls, termination or expiration of appointment, retirement,
death
132
DISAPPROVAL/INVALIDATION OF APPOINTMENTS
Grounds:
 Does not meet the QS for the position
 Dismissed for cause such as administrative cases in
Civil Service
 Intentional False statement of material fact
 Appointment issued in violation of CSC approved
Merit Selection Plan, and other pertinent laws
 Contractual/casual appointment has been issued to
fill vacant position in the plantilla or
contractual/casual appointee will perform duties and
responsibilities of vacant position
 Appointment issued in violation of existing Civil
Service Law etc. 133
DISAPPROVAL/INVALIDATION OF APPOINTMENTS
 Termination of services after 15 days from receipt
of decision disapproving/invalidating the
appointment
 Unless Motion for Reconsideration/ Appeal is
seasonably filed
GR: Effective until invalidated, de facto
officer
 EXCEPT: pendency of appeal on temporary, contractual
and casual shall not extend period of effectivity

134
DISAPPROVAL/INVALIDATION OF APPOINTMENTS
De facto officer – credited as government
service, and entitled to salaries with
elements as follows:
 a. de jure office – existing and legally organized
 b. color of right or general acquiescence by the
public – assumption because of issued
appointment
 c. actual physical possession of office in good
faith – appointment issued in compliance with
Civil Service Law and rules
135
DISAPPROVAL/INVALIDATION OF APPOINTMENTS
 Invalidation
 not in violation of Section 107f – appointment is
effective until disapproval is affirmed by CSC
 In violation of above – may continue to render service
on appeal; if affirmed becomes executory, non-crediting
of government service and appointing authority shall be
personally liable for payment of salaries
 Granted appeal – Resolution shall state actual
services rendered deemed included in service
record without the need to file a request for
accreditation of service
 Disapproved promotional appointment effect –
revert to former position 137
 DISAPPROVAL/INVALIDATION OF APPOINTMENTS
 All appointments issued by outgoing appointing officer
after an election up to June 30 shall be disapproved
UNLESS all requisites relative to their issuance are
met:
 Appointee meets approved minimum qualification standards
 Undergone HRMPSB screening prior to election ban
 Urgent need for issuance of appointment not to prejudice
public service or endanger public safety
 Civil Service Laws, rules and regulations and special laws, if
any, on the issuance of appointments are followed
 Reappointment by outgoing authority after the
elections or before June 30 of an election year, prior
authority must be obtained from CSC otherwise such
shall be disapproved. 138
PROHIBITIONS
 On appointive official -hold any other office
unless otherwise allowed
 elective official – eligible for appointment in
any capacity to any public office during his
tenure
 Receive additional, double or indirect
compensation unless authorized
 1 year disqualification from appointment for
losing election candidate (except in Barangay
election)
 Ipso facto resigned from public office upon filing
certificate of candidacy
139
 PROHIBITIONS
employee resigned from government
service during 3 month period before
election to promote the candidacy of
another shall be disqualified for
reemployment for 6 months following
election
Election ban on detail and reassignment
unless with permission
Partisan political activity
140
141
PROHIBITIONS – RULE XII
 Nepotism – relative of the appointing or recommending
authority up to 3rd degree of consanguinity or affinity and 4th
degree in local government career service
 Exempt: confidential, teachers, physicians, AFP, science and
technology personnel, others as provided by law
 Non-withdrawal of accepted appointment, except when fraud
on part of appointee which renders the appointment void
 Perpetual disqualification from government service UNLESS
granted executive clemency
 Promotion within 6 months prior to compulsory retirement
except otherwise provided by law
 At age 65, cannot be appointed except: primarily confidential
position, request for 6 mos./ 2 years (GSIS @ 15) extension
142
PROHIBITIONS
 Heads of oversight agencies and staff to transfer/ appointed to
which they oversee for 1 year after termination of assignment
 Non-career service appointee to perform career service duties
 Non-designation of consultant, contractual, non-career or detailed
employee to a position exercising control over regular and career
employees, except as provided by law
 Non-performance/designation of contract of service employees to
regular positions or control over regular and career employees
 Non-discrimination
 No changes in designation resulting to promotion/demotion in
LGUs, except when position is actually vacant
143
PROHIBITIONS
 Private business or practice of profession unless
exempted
 Non-appointment of dual citizenship in government
unless renounces foreign citizenship
 Appointed/candidate for public office of naturalized
citizens in a foreign country cannot be appointed to
any public office in PH

144
 FAILURE OF HRMO TO
PERFORM DUTIES
Ground for administrative disciplinary
action for neglect of duty which the
head of agency or CSC can initiate.

145
 TRANSITORY PROVISIONS

Effective January 2, 2018

Submission of revised Agency Merit and Selection
Plan until February 17, 2018, effective upon
approval
 Failure to submit shall cause the rules under the 2017
ORAOHRA be used as basis in issuance and attestation
of appointments
146
End of Presentation
 VACANT POSITION AS OF AUGUST 14, 2020

ITEM/POSITION No. of Vacancy

ATTORNEY VI 2
STATE AUDITOR V 4
ITO III 1
ATTORNEY IV 1

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“

148
Slides credit to:
Ms. Rhine Cruz

149