INTELLECTUAL PROPERTY

OFFICE OF THE PHILIPPINES

1
IPOPHL MEMORANDUM CIRCULAR No. 2022-
018_

Subject: IMPLEMENTING· RULES AND REGULATIONS OF IPOPHL

MEMORANDUM CIRCULAR NO. 2020-003 (IPOPHL MERIT
SELECTION AND PROMOTION PLAN)

In accordance with the IPOPHL Merit Selection and Promotion Plan (IPOPHL-MSPP)
and the 2017 Omnibus Rules on Appointments and Other Human Resources Actions
(ORAOHRA), revised July 2018, the following policies, guidelines, and procedures are
hereby established in the selection of the qualifications of the candidates for hiring and
promotion.

GENERAL GUIDELINES

1. IDENTIFICATION OF VACANT POSITIONS FOR FILLING UP

1.1. A recommendation for hiring and/or promotion may be made when a vacancy
exists, and the position is declared open for filling up, and there are qualified
candidates from the IPOPHL or outside IPOPHL who can fill the position.

1.2. The existence of a vacancy does not automatically mandate a recommendation

for hiring and/or promotion. A hiring and/or promotion shall be made only if there
is a recognized need to fill the position upon the recommendation of the
Bureau/Office head where the vacancy exists.

2. PUBLICATION OF VACANT POSITIONS

2.1. Upon the approval of the Director GeneralilPOPHL HRMPSB Chairperson of the
vacancy/ies, the Human Resource Management Development Division (HRMDD)
shall proceed with the publication and posting of vacant positions authorized to
be filled together with their corresponding qualification standards and plantilla
item numbers in IPOPHL website and bulletin boards and the Civil Service
Commission (CSC) Bulletin of Vacant Positions in the Government in the CSC
website through the submission of Civil Service (CS) Form No.9, revised 2018
for a period of at least ten (10) calendar days in accordance with RA 7041
(Publication Law). In addition, the HRMDD may publish and post vacant
positions through other modes of publication including, but not limited to, school
guidance offices, job fairs, social media platforms and other online job portals in
order to reach a wider range of applicants and to promote transparency and
equal employment opportunity. Should there be limited number of qualified
applicants and/or no appointment issued within the nine (9) month validity period,
the vacancies should be republished and reposted.

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@ www.ipophil.gov.ph o Intellectual Property Center

email@ipophil.gov.ph #28 Upper McKinley Road
McKinley Hill Town Center
01 +632-2386300 Fort Bonifacio, Taguig City
Illi +632-5539480 1634 Philippines
 2.2. Under Section 26 of Rule VII of the ORAOHRA, the following positions are
exempt from the publication and posting requirements:

a. Primarily confidential;
b. Policy-determining;
c. Coterminous with that of the appointing officer/authority, including
other non-career positions such as contractual and casual identified
under Section 9, Subtitle A, Title I, Book V of Eo No. 292;
d. Reappointment (change of status to permanent) of those appointed
on temporary status for Category II positions under CSC MC No. 11,
s. 1996, as amended; and
e. Those to be filled by existing regular employees in the agency in case
of reorganization/rationalization; provided, the approved staffing
pattern is posted in the agency bulletin boards and other conspicuous
places in its central and regional/field offices

2.3. An anticipated vacancy/ies may be published in case of retirement, resignation or

transfer, but should not be made earlier than thirty (30) days prior to above-
mentioned modes of separation.

2.4. Pursuant to CSC MC No. 21, s. 2019 (Amendment to Section 96 of the 2017
ORAOHRA, revised July 2018) and CSC Resolution No. 2101136 (PRIME-HRM
Bronze Award Maturity Level II Re: Intellectual Property Office of the Philippines),
IPOPHL is exempted from filling up of vacancy/ies resulting from promotion.
However, a notation stating that the employee shall be reverted to his/her former
position in case the promotional appointment is disapproved/invalidated shall be
reflected on promotional appointments submitted to CSC. Furthermore,
appointment to a vacant position resulting from promotional appointment shall,
likewise bear a notation that the appointment is subject to CSC attestation of the
promotional appointment of the incumbent of the previous position.

3. FILING AND ACCEPTANCE OF APPLICATIONS

3.1. All interested applicants, whether internal or external, shall file/submit the
following documentary requirements in PDF format to the IPOPHL HRMDD via
careers@ipophil,gov.ph within the publication period:

a. Application letter with specific position title and plantilla item number;
b. Updated Resume with picture;
c. Fully accomplished Personal Data Sheet (PDS) with recent passport-
sized picture, which can be downloaded at www.csc.gov.ph;
d. Fully accomplished Work Experience sheet -PDS Annex (CS Form
No. 212, revised 2017) which can be downloaded at www.csc.gov.ph;
e. Performance rating in the last rating period (required for applicants
from government agencies);
f. Photocopy of certificate of eligibility/rating/license;
g. Certified True Copy of Transcript of Records and Diploma;
h. Other documents as may be required; and
i. Other job application-related online or manual forms (e.g. google
forms, etc.) that the HRMDD deemed necessary in the job
applications.

3.2. Applicants who fail to submit COMPLETE documentary requirements within the
publication period and/or fail to accomplish relevant job application form/s shall
be automatically excluded from the master list of applicants for processing.

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 3.3. The Next-In-Rank (NIR) employees shall be considered applicants for promotion
to the next higher position, provided they meet the minimum QS required for the
position and with at least Very Satisfactory (VS) performance rating in the last
rating period prior to the assessment or screening for promotion, as prescribed in
IPOPHL MSPP.

3.4. The HRMDD shall notify the NIR employees thru a Memorandum during the 1st
week of the publication period of the vacant position. The NIR employees may
either signify their interest or non-interest by signing and returning the
Memorandum. Interested NIR employees should submit the complete
documentary requirements within the publication period to be included in the
master list of applicants for specific position.

3.5. IPOPHL employees who are not NIR, but are interested to vie for the position,
may apply by submitting their job application together with all the required
supporting documents, and only those with VS performance rating in the last
rating period prior to the assessment or screening for promotion and met the
minimum QS required for the position should be considered candidate for
promotion. Moreover, an employee may only be promoted to a position which is
not more than three (3) salary grade pay higher than the employee's present
position, unless promotional appointment falls within the purview of sections 97
and 98 of CSC MC No. 14 s. 2018 (2017 Omnibus Rules on Appointments and
Other Human Resource Actions, revised July 2018).

3.6. IPOPHL adheres to the Philippine Government's Data Privacy Act of 2012 and its
implementing rules and regulations and values the confidentiality of applicants'
personal information. Thus, the information collected from applicants shall be
used for employment purposes only. Applicants have the sole responsibility of
obtaining consent from their personal references before sharing their information
at IPOPHL. For this purpose, job applications shall be stored in the data base for
a maximum of one (1) year from the most recent submission of job applications.

3.4. The HRMDD shall prepare and send an acknowledgement letter through
electronic mail (email) to all job applicants, at least 24 hours upon receipt of
applications, exclusive of holidays and weekends.

4. PRELIMINARY EVALUATION OF APPLICATIONS

4.1. The HRMDD shall conduct the preliminary evaluation of the accepted
applications based on the minimum Qualification Standards (QS) approved by
the Civil Service Commission (CSC).

4.2. The HRMDD staff in-charge in the recruitment may conduct interview with the
applicants to verify the qualifications and other details indicated in the submitted
documents, as necessary.

4.3. Based on the HRMDD's preliminary evaluation, as reflected in the Hiring Action
Report attached on the applicants' submitted documentary requirements, all
QUALIFIED (those who meet the minimum qualifications required for the
position) and FOR VERIFICATION (those whose work experience and/or training
need confirmation/verification from the Head of the Hiring Office) applications
shall be endorsed to bureau heads where the vacancy/ies existls for their
screening/evaluation.

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 On the other hand, those applications which are NOT QUALIFIED (those who do
not meet the minimum qualifications of the position to be filled) shall not be
endorsed to bureaus, but still appear on the master list of applicants for record
purposes, and shall be transmitted to the bureau heads for their reference.

5. ENDORSEMENT OF QUALIFIED APPLICANTS TO BUREAU/OFFICE HEADS

WHERE THE VACANCY/IES EXIST/S

5.1. A summary profile of qualified, for verification and not qualified applicants
aspiring for the vacant position together with their documentary requirements
shall be endorsed to the Bureau/Office heads where the vacancy/ies existls for
further assessment based on the competency requirements for the position for
their screening/evaluation.

5.2. The Bureau/Office heads where the vacancy/ies exist/s shall conduct second
paper screening and/or preliminary assessment of all applicants included in the
master list endorsed by the HRMDD.

5.3. To promote transparency and fair assessment of the competencies of applicants

in the assessment process, a Personnel Selection Committee (PSC) headed by
the Bureau/Office Head shall be created with one member per division, from its
Management Committee (ManCom). A Bureau/Office Designation Order shall be
issued to this effect copy furnished the IPOPHL-HRMPSB.

5.4. The PSC shall conduct interview and assess the applicants' competencies using
the dimensions enumerated in the appropriate Interview Rating Sheet forms
(IRS) and only those external applicants who met an "ACCEPTABLE" rating in
IRS shall proceed to the next step, which is the Technical Examination (TE). On
the other hand, this stage is not a qualifying process for internal applicants (i.e.
permanent IPOPHL employees) to proceed in TE, provided they meet the
requirements in section 3.5 of this circular.

5.5. In addition, the PSC may utilize other modes of assessing the candidates'
competence such as written examinations, skill tests (stenography tests,
computer encoding skills, hands-on exercises, etc.) and oral/practical
simulations. The results of interview and/or other applicable modes of
assessment, if given by the PSC, shall constitute the Director's Assessment (DA)
and/or TE scores for first (1st) level positions for internal and external applicants
alike.

5.6. For Bureaus that opt to give written examination or other applicable modes of
assessment, they are bound to disclose the results of the same to concerned
applicants, attach the results of the said assessment to the DA, and have it
available during the IPOPHL-HRMPSB deliberations.

5.7. The HRMDD shall notify all applicants who are not shortlisted and not considered
for the next process through email.

6. TECHNICAL EXAMINATIONS (TE)

6.1. To rationalize the processing of job applications and taking into consideration the
psychological assessment fee, all shortlisted applicants (those who passed the
initial interview) endorsed by the Bureau/Office heads using the prescribed Hiring

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 Action Report (HAR) form together with IRS intended for DA of the applicants,
regardless of level of positions, shall be given a TE. In no case shall an
applicant be scheduled for TE without the said HAR and IRS.

6.2. As such, the Bureau/Office head shall submit the proposed TE questions for
each vacant position in their respective bureaus/offices. It shall be endorsed to
the IPOPHL-HRMPSB Chairperson for approval not later than 5 calendar days
after the publication/posting of their vacancy/ies.

6.3. The IPOPHL-HRMPSB Chairperson or his duly authorized staff shall provide the
HRMDD with the final TE questions and pertinent instructions necessary for the
orderly conduct of the examination not more than one (1) day before the
examination proper. Moreover, the IPOPHL-HRMPSB Chairperson or his duly
authorized staff may witness the proctor's opening of the envelope/s containing
the TE questions immediately before the examination proper.

6.4. The HRMDD shall schedule and administer the TE with a total raw score of 100
points and a prescribed time limit of not more than two (2) hours to ALL
APPLICANTS, regardless of levels of position. The TE may be conducted online
or onsite, depending on the prevailing situations, to consider the safety of both
applicants and proctor, and the security of the examination results.

6.5. The HRMDD shall immediately forward the TE answer sheets to the concerned
Bureau /Office head for checking and shall return the results to the HRMDD not
later than 3 calendar days from the date of receipt.

6.6. The IPOPHL-HRMPSB secretariat shall be responsible for the coding, decoding,
safekeeping and storing of used and unused TE questions and other necessary
materials, if any.

6.7. Likewise, the HRMDD shall notify all external applicants who failed to meet the
minimum seventy (70) passing rati"ng in the TE. However, those external
applicants who meet the TE cut-off rating and all internal applicants, whether
passed or failed in TE results, shall be advised that they will undergo the next
process, which is the Psychological Testing/Assessment (PT/A).

7. PSYCHOLOGICAL TESTING/ASSESSMENT (PT/A)

7.1. The HRMDD shall schedule all shortlisted applicants from TE for Online or
Onsite PT/A. ..

7.2. All external applicants who do not meet the minimum "AVERAGE-
RECOMMENDED WITH RESERVATIONS" rating in the PT/A shall not be
allowed to go through the next step of the hiring process. However, for internal
applicants, this is not a qualifying process and there is. no minimum rating
required.

7.3. The IPOPHL-HRMPSB shall use the applicant's PT/A results on or before the
expiration of its one (1) year validity period for the same position or position in the
same level only. Should an internal applicant who failed to meet the minimum
rating wish to take another PT/A before its expiration, he/she may, however file a
request to IPOPHL-HRMPSB Chairperson for him/her to undergo another PT/A
provided it is not within six (6) months from the date of the previous PT/A. The
internal applicant shall shoulder the cost of the testing/assessment. In this case,
the IPOPHL-HRMPSB shall use the results of the latest PT/A.

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• ! ..-

8. PANEL INTERVIEW (PI)

8.1. Candidates for the following positions shall undergo panel interview:

a. Division Chief;
b. Assistant Division Chief; and
c. Other supervisory and technical positions upon the recommendation of
the Bureau/Office heads concerned.

8.2 The panel shall be composed of the IPOPHL-HRMPSB Chairperson, the

Bureau/Office heads where the vacancy exists, or his/her designated alternate,
HR Chief, FMAS Director and at least one (1)" other bureau director. The
Bureau/Office head where the vacancy/ies exist/s shall sit as an observer and
shall not rate the candidate.

8.3. The IPOPHL-HRMPSB secretariat, in consultation with the concerned

Bureau/Office heads and Chairperson shall schedule the conduct of panel
interviews of candidates.

8.4. On the day of the panel interview, the members of the panel shall be given
enough time to evaluate the credentials of the candidates.

8.5. The members of the panel shall rate and score the applicants on all the
dimensions mentioned on the manual or electronic interview rating sheets
provided for the purpose.

8.6. Immediately after the interview proper, the IPOPHL-HRMPSB secretariat shall
collect the accomplished and signed interview rating sheets and compute the
same.

8.7. The IPOPHL-HRMPSB secretariat shall indicate' the, computed panel interview
score of the candidate into the Selection line up/Comparative Assessment form.

8.8. Applicants who failed to undergo any of the TE; PT/A, Pion the scheduled
time/date/s shall no longer be considered for the hiring and promotion process.

8.9. An applicant may, however, file at least two (2) days prior to schedule, a written
request addressed to the IPOPHL-HRMPSB Chairperson for the re-scheduling of .: ;(

the assessment, examination, and/or panel interview only for exceptional

reasons. Re-scheduling shall be allowed only once.

8.10. The panel interview may be conducted online or onsite depending on the
prevailing situation, considering the safety of the applicants, the panel and the
credibility and effectiveness of the output. >.
. :'
8.11. There should be no cut-off score to be observed for both internal and external
applicants.

9. IPO-HRMPSB DELIBERATIONS

9.1. The IPOPHL-HRMPSB shall deliberate on the eligibility and suitability of the
applicant being recommended to the position, based on the minimum as
set by

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9.1. The IPOPHL-HRMPSB shall deliberate on the eligibility and suitability of the
applicant being recommended to the position, based on the minimum OS set by
the CSC, and the specific competency requirements of the Bureau/Office where
the vacancy exists, and the organizational competencies required by IPOPHL.

9.2. The IPOPHL-HRMPSB shall ensure compliance with section 97 and 98 of

ORAOHRA, particularly on the three (3)-salary grade limitation on promotion.

9.3. All IPOPHL-HRMPSB members who are present during the deliberation of a
particular candidate for any positions shall write their comments and
observations on the candidates' credentials and qualifications on the space
provided on the Comprehensive Evaluation Report (CER) form.

The comments and observations shall be consolidated by the IPOPHL-HRMPSB

secretariat and shall form part of the CER that shall be submitted to the Director
General.

9.4. The IPOPHL-HRMPSB shall recommend to the Director General the top five (5)
ranking candidates deemed most qualified for appointment to the vacant position
from among those who met the cut-off score, as prescribed in section 86 of
ORAOHRA. In determining the top five (5) ranking candidates, the IPOPHL-
HRMPSB shall take into account the quantitative scores and the results of its
deliberations. In order to fairly assess the relative fitness and competence of
candidates considered for placement, candidates who applied for several
positions may be considered to the highest position he/she is qualified.

9.5. The IPOPHL-HRMPSB shall evaluate the qualifications of the candidates on the
basis of the standards set in the IPOPHL-MSPP using the following documents,
and selection criteria:

9.5.1. CER; and

9.5.2. Criteria on Selection and Promotion for first (15t), second (2nd) and
supervisory level positions.

9.5.2.1. CRITERIA ON HIRING AND PROMOTION

a. Performance Rating - an employee may be considered for

promotion regardless of the date of his/her initial entry into
the government service, as long as he/she has completed
at least six (6) months of service in IPOPHL. An employee
should have rendered at least VS performance rating in
the last rating period prior to the assessment or screening
for promotion.

b. Work Experience, as one of the qualifications criteria, shall

be assessed on the basis of sections 56 to 60 of
ORAOHRA.

c. Education, as one of the qualifications criteria, shall be

assessed on the basis of sections 42 to 55 of ORAOHRA.

d. Training, as one of the qualifications criteria, shall be

assessed on the basis of sections 61 to 70 of ORAOHRA.

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 9.6. The IPOPHL-HRMPSB shall transmit the name of the recommended
candidate(s) together with the selection line ups/comparative assessment forms
and the CERs to the Director General. The IPOPHL-HRMPSB secretariat shall,
for reference purposes, prepare the resolutions and the minutes of the
deliberations.

9.7. The decisions of the IPOPHL-HRMPSB shall be arrived at by consensus. In the

absence of consensus, the Chairperson shall determine the manner by which the
decision shall be made.

9.B. The Resolutions of the IPOPHL-HRMPSB shall only be considered as assistorial

in nature. Therefore, all members of the IPOPHL-HRMPSB shall be bound by
strict confidentiality of the result of the deliberation until the appointing authority
signs the appointment.

9.9. The IPOPHL-HRMPSB secretariat shall ensure that the results of DA, PT/A, TE
and PI are kept confidential. In addition, the minutes and all pertinent materials
used in the process of hiring and/or promotion :and during deliberations are
recorded, properly filed and maintained, which must be made accessible to
interested parties upon written request subject to the approval of the Director
General and/or IPOPHL-HRMPSB Chairperson.

9.10. All applicants assessed (both endorsed for appointment and those shortlisted but
not considered for appointment) by the IPOPHL-HRMPSB shall be notified of the
outcome of the evaluation/deliberation. Said notification shall be sent through
electronic mail upon endorsement of appointment papers to DTI Secretary

9.11. The HRMPSB deliberations may be conducted online or onsite depending on the
prevailing situation, considering the safety of all the HRMPSB members,
applicants, and the credibility and effectiveness of the output.

10. PROTEST ON APPOINTMENTS

An appointment duly issued by the appointing authority and accepted by the appointee
shall be effective until disapproved/invalidated by the Commission.

10.1. Only a qualified NIR employee may file a protest against an appointment made
in favor of another who does not possess the minimum qualification
requirements.

10.2. A qualified next-in rank employee shall have the right to appeal to the Director
General, then to the DTI Secretary, then to the CSC Regional Office (NCR) and
then to the Civil Service Commission Proper.

10.3. Protest may be filed within fifteen (15) days-from the announcement and/or
posting of appointments subject of protest. For this purpose, all appointments or
promotions shall be duly announced and/or posted in bulletin boards or at
conspicuous places in IPOPHL from issuance of the appointments.

10.4. A protest shall not render an appointment ineffective nor bar the approval
thereof, by the CSC Field Office (CSCFO), CSCRO'j as the case may be, but the
approval shall be subject to the final outcome of the protest.

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 10.5. The appointing authority does not have the power to recall an appointment, which
was already submitted to the CSCFO. A decision or resolution by the appointing
authority granting the protest shall be subject to automatic review by the
concerned CSCRO. The appointing authority shall within five (5) days from
issuance of such decision or resolution transmit the records of case to the
CSCRO for disposition.

10.6. A protest or an appeal in this case may be withdrawn at any time as a matter of
right. The withdrawal of the protest or appeal shall terminate the protest case.

10.7. A protest is deemed filed, in case the same is sent by registered mail, on the
postmark date on the envelope which shall be attached to the records of the
case, and in case of personal delivery, on the date stamped by the agency or the
Commission.

10.8. In cases where the protest is filed with the Commission, the IPOPHL Director
General shall forward his comment and the records of the case within ten (10)
days from receipt of the copy of the protest. The records shall be systematically
and chronologically arranged, paged and securely bound to prevent loss and
shall include the following:

a. statement of duties or job description of the contested position;

b. dully accomplished and updated PDS of the parties with certified statement
of Service Records attached;
c. Certified copy of the protested appointment; and
d. Comparative assessment of the qualifications of the protestant and
protestee.

10.9. A protest shall be dismissed on any of the following-grounds:

a. The protestant is not qualified NIR;

b. The protest is not directed against a particular protestee but to anyone who is
appointed to the position or directed to two or more protestees;
c. NO appointment has been issued; and
d. The protest is filed outside of the fifteen (15) day reglementary period.

10.10. Decision or resolution denying a protest shall become final and executory after
fifteen (15) days from receipt thereof and no motion for reconsideration or appeal
or petition for review has been filed.

10.11. In case the protest is finally decided by the CSC against the protestee, the
approval of his appointment shall be recalled 'and the appointment shall be
considered dispapproved. The protestee shall be reverted to his former postion,
if applicable.

11. IPOPHL HIRING PROCESS FLOWCHART

The IPOPHL Hiring Process Flowchart is a complete step-by-step diagram of the

IPOPHL-HRMPSB policies, guidelines, and procedures discussed above (Annex "A").

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-
v '

12. EFFECTIVITY

This Circular shall take effect immediately. Provisions in preceding IPOPHL-HRMPSB

guidelines and other issuances inconsistent hereto are deemed revoked, repealed,
amended, or modified accordingly.
~
Done this c2ncL day of fiArpi 2022, Taguig City.

IPOPHL HUMAN RESOURCE MERIT PROMOTION AND

SELECTION BOARD (IPOPHL-HRMPSB)

MEMBERS:

·_BEiR.
Director IV-BOP

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....
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 LIST OF ANNEXES:

Annex "A" Recruitment Selection and Placement (RSP)

Process Flow Chart
Annex "B" Interview Sheet (Non-Technical and Technical
Levels)
Annex "C" Interview Sheet (Supervisory/Managerial Levels)
Annex "0" Hiring Action Report
Annex "E" Selection Line-up Matrices
Annex "F" Comprehensive Evaluation Report
Annex "G" Criteria on Selection and Promotion
Annex "H" Summary of Ratings for Supervisory (2nd Level) Positions
Annex "I" Summary of Ratings for Non-Supervisory (2nd Level)
Positions
Annex "J" Summary of Ratings for First Level Positions

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RECRUITMENT SELECTION AND PLACEMENT (RSP) PROCESS FLOW
The request for filling-up of
vacant positions is submitted
to the Director
GeneraIlIPOPHL-HRMPSB
Chairperson for approval
Requirement of regular
publication of existing vacant
positions in the government for
10 days
The HRDD conducts an initial
Acceptance/Screening
paper screening of applicants
of Applications
based on minimum
qualification standards
Prepare list or summary of the
qualified and not qualified
applicants for review of Chief
Administrative Officer
The Bureau/Office Personnel
Selection Committee headed
by the Bureau/Office Head
where the vacancy exist shall
conduct the competency
assessment/interview of the
! candidates endorsed by the
HRMDD
Annex "A"
Request for filling-up is
submitted once there
are existing or DG/IPOPHL-HRMPSB
anticipated vacancies Chairperson
which need to be filled-
up based on the
requirements of the
Bureau/office
Upon the approval of Chief Administration
Director General, Officer V, AO V and
publication rules shall AO IV of the Human
apply in accordance Resource Planning
with RA 7041 - and Administration
Publication law (10 Section (HRPAS)
working days)
Reposting of vacant
positions is done when IPOPHL-HRMPSB
the deadline date of Chairperson and
posting' yielded limited members
number of qualified
..
The initial.evaluation Chief Administrative
shall determine Officer
whether or not the and AO V of the
candidate meets the Human Resource
minimum qualification Planning and
standards required for Administration Section
the position (5 working (HRPAS)
days per position)
Applications shall be Bureau/Office Head
assessed by the
respective
bureau/office head and
may utilize modes
such as exams, skills
test and 'other tools to
measure applicant's
competence;',
Preliminary interview
shall also 'be done by
the bureau/office head
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 The concerned bureau/office
head shall endorse the
applicant for testing to the
HRMDD using the prescribed
forms. Upon endorsement of
the Bureau/Office Head, the
HRMDD shall coordinate with
the accredited
Psychological testing center
for scheduling of exam
The HRDD shall schedule the
technical examinations, advise
the concerned applicants of
the date, and administer the
examination
Panel Interview is conducted
for applicants of supervisory
positions
1
After going thru all the above-
mentioned steps, the
IPOPHL-HRMPSB shall
deliberate on the competence
and job fitness of the applicant
!
being recommended to the
position.
Issuance of congratulatory
letter and appointment to
appointee. Endorsement to
concerned bureau/offices
Given to all applicants AO Vof HRPAS
to assess and evaluate
their intellectual Psychological Testing
aptitude, mental and Center
analytical ability, work
attitudes and
personality. '
All applicants \Nho do
not meet the minimum
rating required for the
exam shall not be
allowed to go through
the next stage of the
hiring process
15 workin da s
Given to all applicants AOVofHRPAS
to measure technical
competence in the
job/position being
applied for. Applicants
who did notpass the
earlier PT/A shall not
be considered for the
TE
The IPOPHL.:. Chief Administrative
HRMPSB Secretariat Officer
(HRDD), in and AO V
consultation with the IPOPHL-HRMPSB
concerned Bureau/office Heads
Bureau/Office heads
and the IPOPHL-
HRMPSB Chairperson
shall schedule the
conduct of panel
interviews of
applicants
5 workin da s
The deliberation of Chief Administrative
applicants by the Officer
IPOPHL-HRMPSB and AO V
shall be based on
the IPOPHL-HRMPSB
minimum qualification Bureau/office Heads
standards set for the
position, and the
specific competency
requirements
prescribed by the
Bureau/Office heads
where the vacancy
exists.
5 workin da s
Upon receipt of signed AO V and AO IV of the
appointment·paper/s, HRPAS
the HRDD shall notify
the appointee through
registered 'mail/email, 13 of 22 6/16/2022 2:53 PM
phone call' and SMS
within 24 hours .
.<~.....'-.- .
 ,'
--{,

Annex "8"

INTELLECTUAL PROPERTY OFFICE

D Director's Assessment
INTERVIEW SHEET
(NON-TECHNICAL I TECHNICAL LEVELS) D Panel Interview

NAME POSITION BUREAU DATE

Instructions: Please rate the interviewee according to the following competencies using the scale below.
[ Please check <" ) ] : - ._- '.

1 2 3 4·
_, .~ - 5
DIMENSIONFOR EVALUATION (Not JLe~s than (Acceptable) _<~()re_!han (Muchmore
Acceptable) Acceptable) Acceptable) rrhanAcceptable
I. Job Related
1. Technical Competence/MachineOperation
2. Job Motivation
3. Analytical Skills
Ave. Score for Part I - _
-

II. Task Related

1. Propriety / Impact
2. Oral Communication
3. Work Standards
Ave. Score for Part II -
III. Personal/Interpersonal Attributes
1. Integrity
2. Creatil.1ty
3. Resourcefulness
4. CareerAmbition
5. Initiative
6. Emotional Intelligence
7. Adaptability / Flexibility
8. Stress Tolerance
9. Appearance/ Grooming
Ave. Score for Part III- _

AVE. SCORE FOR PART 1 __ + AVE. SCORE FOR PART 11 __ + AVE. SCORE F6R'PART 111 __
=_ / 3= c::::::::J
Remarks I Recommendations:

< ) for PSB deliberations

( ) for testing
( ) for furtherevaluation(with reservations)
( ) unfavorable

Name and ~igr1.at~reof InteNewer

14 of 22 6/16/2022 2:53 PM
 Annex "C"

INTELLECTUAL PROPERTY OFFICE

o Director's Assessn
INTERVIEWSHEET
(SUPERVISORYIMANAGERIALLEVELS! _D Panel Interview

NAIIIIE POSITION DATE

,,'" _ ------,.---.,._-- - ,,- ,.,,,.-,--,.- "" -.
Instructions: Please rate the interviewee according to the following competencies using the scale below.
[Please check (\I )] : ". -". - _- _ .. - ,

_ 1 I',. 2 __
~ ... ,_ 4 5
DIMENSION FOR EVALUATION ____
(III~t__ j~!l~_~.than (Acceptable) (M_ore_~h!ln_ <M_uchmore
Acceptable Acceptable) Acceptable) han Acceptable
I. Job Related (20%)
1. Technical Competence
2. Job Molivation
3. Analytical Skills
A~. Score for Part I -
II. Task Related (20%)
1. Propriety I Impact
.2. Oral Communication
3. Work Standards
A~. Score for Part II - __
III. Personal/Interpersonal Attributes (20%)
1. Integrity
2. Creativty ""_
3. Resourcefulness
4. Career Ambition
5. lnitiative
6. Emotional Intelligence
7. Adaptability I Flexibility
8. Stress Tolerance
'9. Appearance I Grooming
A~. Score for Part III - __
IV. Management Skills (40%)
1. Planning and Organizing
2. Management Control
3. Leadership
A~. Score for Part IV -

[(A~. Score for Part I __ ) x'iO%-] + [(A~. Score fo'r'partll __ ')x 200/0] i
+ [ (A~. Score for Part III ~) x}O"lo r~•.[
(A~.·Score-forP~~rt}y ~ l'x 4c=J

Remarks / Recommendations:

_" . ", ..,,' ~

( ) for PSB deliberations
( ) for testing
( ) for further evaluation (with reservations)
( ) 'unflii.o~ble

15 of 22 6/16/20222:53PM
 ""'I'IIP"D
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,_ 00ge:!!tfdw 0
0
OSlIJfWIli 8:fIld-UI 0 ¥tdWQo 0 ~'W • .I!nbq

,
l' ~3dVd1tYKl:l -sr
IN133~08 '·'I' "'-
,1iQEQfMl g;;(QH

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0 D z
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pt!Lqfnt)
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loti

llIOd3!1 NOI~ '9N1l11H

~!"!C l,_,dOlili\aO,aomosal!llll!tlllll-l
saHlddnlllcl3H!1. j() 3:I"',ro A.LlI3dOIldlVfU03TBiHI

"a" xauuv
 Annex "E"

Supervisory positions
SEL.ECTiON L.liiii:il.ii>
C;lndidat.s
for the posltiont,) of: PLANNING
OFFICER
V DATE: November 23, 2018
Bureau IOffie.: Financial, Management and Administrative Service
lOivision(s) I No. of plantilla position(s): IPOB.PL05.1-2010 (Policy, Planning and Management Div.)

CRITERIA
TOTAL
NAME SCORE

"}1~-"----------'-""'-'" r ~~:.~~.~ .
3--100'
4 :xxx
_ 1...

.. ; i~~
19.000

! U~:·I·:llm:i:l~~:1:U:!~:l··:·::·:::H~~!··.llr~·
8.S00 i 10.000 i 8.000 ~ 19.600

T:g;g~ ; ~..~~ .
i 7.000: 18.000 -.~ }.~.~.~

We hereby csrtifythat the foregoing were processed ana ceuceratee upon Dythe members of lheIPO·HRMPSe
pursuant to OfTlcQOrder No. ""2, e, 2002 (IPO-MSPP)and IPO-PS6 Me No.1. a. 2010 (PSe GuldeUnes):
I I
Prepared by:

ANTONIA F. CASTILLO >

IPOPHL-HRMPSB Secretariat FRI sco L GUCE Atty. LOLIBETH R. MED~NO NATHANIEL S. AREVALO
Director IV. FMAS Direct"r IV. BOP Director IV. BLA

FELICITA M. AGUILAR LENY B. RAZ

Technical positions
SELECTION LINEUP
andldat.s lor the posltlon(.) 01: IPRSPECIALISTIII DATE: September1. 2020
~ureauI Offic.: Documentaticn.lntormation and Technology Transfer Bureau
1:)lvI510n(.)
I No.01plantilia positlon(s)IPOB·IPRS
3·35·2010

NAME Perl.
Rating
120pts.)
I I I
Edue. Training
(10 pts.l 110pts.l
I
CRITERIA
Wort< ~.yeh. & Job Fit(Comoetoncio.
Exp. erlOnali~.ch. Exa~ DA
(10 pts.) 1110Pts.) I(20 pts.) I 120 Pts.)
TOTAL
SCORE

1 [xxx

·f{~···

Prepared by:

ANTONIA F. CASTILLO
IPOPHL·HRMPS8 Secretariat FRI SCO L GUCE Atty. LOLIBETH R. MEDRANO NATHANIEL S. AREVALO
Director IV. FMAS Director IV. BOP Director IV, BLA

FELICITA M. AGUILAR LENY B. RAZ

ChiefAdministrative Officer HRDn Director IV BOT

1st level positions

I!4 SELECTION LINEUP

lc~ndidatesfor theposition(s}of: Administrative

Assistant
III DATE: September1,2020
leur.au IOffie.: Oocumentation,lnformation and Technology Transfer Bureau
jDlviSiOn(S)I No. 01plantilla position(s) IPOB·ADA3 - 35·2010

NAME Perl.
Rating
I Educ.
I I Training
:I CRITERIA
Work Jsyeh. &lJob Fit/Competencies
Exp. ersonalitl Tech. Examl
(40pts.
OA
TOTAL
SCORE
(20 pts,) (10pts.) (10 pts.) (10 Dts.l I (10 ;its.) 1 (20 Dts.i I (20ptS.)

Prepared by:

ANTONIA F. CASTiLLO
IPOPHl·HRMPSB Secretariat FRISCO l. GUCE Atty. LOLIBETH R. MEDRANO-· NATHANIEL S. AREVAl
Director rv, FMAS Director IV, BOP Director iv, BLA

e<, '~'TA U A~'''' AD ,<~v D OA7

..

17 of 22 6/16/2022 2:53 PM
 Annex "F"

INTELLECTUAL,_ -,-,~.-
PROPERTY
..- - OFFICE . IPOPHL
... - --,_. '

IPOPHL·HUMAN RESOURCE MERIT PROMOTION AND SELECTION BOARD

COMPREHENSIVE EVALUATION REPORT

MINIMUM REQUIREMENTS: Administrative Assistant II

1. Education Completio_nof ~ years studies in £ollege

2. Experience 1 year of relevant mrk experience
3. Training 8 hours of relevant training
4. Eligibility CS Subprofessional

BS in Office Administration Clem II Seminaron RA 9184 Gov't ProcurementRem Act

Taguig Polytechnic University FMAS-~OPH~ (under DBPSC) Oct 24-25, 2018
2015 May 20, 2015 -Present

CorrmenlslObservations on Applicants Credentials/Qualification

Signature over Printed Name ofIPO-PSB Merrber Date

18 of 22 611612022253 PM
 Annex "G"

CRITERIA ON SELECTION AND PROMOTION

(*AsAnnex "8" to the esc Approved IPOPHL MSPP)

APPLIED WEIGHTS

CRITERIA TECHNICAL/NON- CLERICALAND

SUPERVISORY
SUPERVISORY TRADE CRAFTS
(2nd Level)
(2nd Level) (1st Level)

1. Performance 20 20 20

2. Education 10 10 10

3. Relevant Training 10 10 10

4. Relevant Work Experience 10 10 10

5. Psychological and Personality Test 10 10 10

6. Job Fit (Competencies) 40 40 40

- Technical Examination (10) (20) (20)

- Leadership and Management

Competencies (HRMPSB Panel (20)
Interview)
- Director's Rating (Competency
Based (10) (20) (20)
Assessment)

TOTAL 100 100 100

CUT-OFF SCORE 80 75 75

• For external applicant without performance rating, total score shall be computed by adding
the scores for factors 2, 3, 4 and 5 and dividing the sum by .80.

• In case of a tie, the following shall be used to break the tie:

a) For supervisory level (2nd level) Supervisory Assessment

b) For non-supervisory (2nd level) Director's Assessment
c) For first level (ClericallTrade/Crafts) - Director's Assessment

19 of 22 6/16/2022 2:53 PM
 Annex "H"

SUMMARY OF RATINGS FOR SUPERVISORY (2ND Level) POSITIONS

(As Annex "C" to the CSC Approved IPOPHL MSPP)

CANDIDATES
CRITERIA
A B C D E

1. Performance (20 %)
• Outstanding (20 pts)
• Very Satisfactory (15 pts)
2. Education (10 %)
• Met the minimum requirement
education (8 points)
• With Doctorate Degree
(10 pts)
3. Relevant Training-No. of hours (10%)
• Met the minimum requirement for
training (8)
• 25% - 49% of the training requirements
are met (9 points)
• 50% or more of the training requirements
are met (10 points)
4. Relevant Work Experience- No. of
Years (10 %)
• Met the minimum requirement for work
experience (8)
• More than 25%- 49% of the experience
requirements are met (9 points)
• More than 50% or more of the
experience requirements are met (10
points)
5. Psychological and Personality Profile
(10%)
• Highly Recommended (10 pts)
• Recommended (7 pts)
• Recommended with Reservation (5 pts)
6. Job Fit / Competencies - (40 %)

- Technical Examination (10%)

- Director's Assessment (10%)

- HRMPSBRating (Panel Interview) (20%)

TOTAL(100%)

20 of 22 6/16/2022 2:53 PM
 Annex "I"

SUMMARY OF RATINGS FOR NON-SUPERVISORY (2nd Level) POSITIONS

(As Annex "0" to the esc Approved IPOPHL MSPP)

CANDIDATES
CRITERIA
A B C D E

1. Performance (20%)
• Outstanding (20 points)
• Very Satisfactory (15 points)
2. Education (10%)
• Met the minimum requirement
educational (8 points)
• With relevant Diploma / Certification
Courses(9 points)
• With Masters/Doctorate Degree
(10 points)
3. Relevant Training- No. of hours - (10%)
• Met the minimum requirement for
training (8 points)
• 25%- 49% of the training requirements
are met (9 points)
• 50% or more of the training requirements
are met (10 points)
4. Relevant Work Experience -No. of
Years- (10%)
• Met the minimum requirement for work
experience (8 points)
• More than 25% - 49% of the experience
requirements are met (9 points)
• More than 50% or more of the experience
requirements are met (10 points)
5. Psychological and Personality Profile
(10%)
• Highly Recommended (10 points)
• Recommended (7 points)
• Recommended with Reservation (5 points)
6. Job Fit (Competencies) - 40%

- Technical Examination/Exercise (20 points)

- Director's Assessment(Competency Based
Interview) (20 points)

TOTAL(100%)

21 of 22 6/16/2022 253 PM
 Annex "J"

SUMMARY OF RATINGS FOR FIRST LEVEL POSITIONS

(As Annex "En to the esc Approved IPOPHL MSPP)

CANDIDATES
CRITERIA
A B C D E

1. Performance (20%)
• Outstanding (20 points)
• Very Satisfactory (15 points)
2. Education (10%)
• Met the minimum requirement
educational (8 points)
• With Bachelor's Degree (10 points)
3. Relevant Training (No. of hours) - 10%
..
• Met the minimum requirement for '-
training (8 points)
• 25% - 49% of the training
requirements are met (9 points)
• 50% or more of the training
requirements are met (10 points)
4. Relevant Work Experience (No. of
Years)-10%
• Met the minimum requirement for
work experience (8 points)
• More than 25% - 49% of the
experience requirements are met
(9 points)
• More than 50% or more of the
experience requirements are met
(10 points)
5. Psychological and Personality Profile
(10%)
• Highly Recommended (10 points)
• Recommended (7 points)
• Recommended with Reservation
(5 points)

6. Job Fit (Competencies) - 40%

- Technical Examination / SkillsTest
(20 points)
- Director's Assessment (Competency
Based
_Jnf,~fX!,~~l(20 points)
T~·.j'i:~~%} ...
~1<:. , -'" ""',' _.:
;'.,

22 of 22 6/16/2022 2:53 PM