ge Republic of the Philippines CIVIL SERVICE COMMISSION re mc. No. _48 3, 1993 MEMORANDUM CIRCULAR tT Oo : ALL HEADS OF DEPARTMENTS, BUREAUS AND AGENCIES OF THE NATIONAL AND LOCAL GOVERNMENT INCLUDING GOVERNMENT-OWNED AND CONTROLLED CORPORATIONS AND STATE COLLEGES AND UNIVERSITIES SUBJECT Nomination of First Bmployees/Blue Sot aorkers ze the Scholarship Program far Government It has been noted from the Scholarship Program for Governemnt (SPG) Form 2 submitted to this Office by department/agency heads in compliance with CSC MC No. 34 and MC 44s. 1992 that most nominated employees are occupying second level positions. In view thereof and to give first level employees belonging to the trades and crafts group a chance to participate in local and foreign scholarship training Programs for blue collar workers, all heads of departments and agencies are hereby enjoined to submit to the Commission a list of employees who have been targetted for scholarship/training. The attached SPG Form 2 shall be accomplished and forwarded to the Commission through the CSRO's for interview on or before January 30, 1994. This Memorandum Circular shall take effect immediately. i wh ott ihe nn Chaizman December 23, 1993Republic of the Philippines a CIVIL SERVICE COMMISSION MC No. S-A, s. 1993 MEMORANDUM CIRCULAR To « ALL HEADS OF DEPARTHENTS, BUREAUS AND AGENCIES OF THE NATIONAL AND LOCAL GOVERNMENT INCLUDING GOVERNMENT—OWNED OR CONTROLLED CORPORATIONS SUBJECT & Amendments to fH and Operating Scholarship Program of MC N Implementing Guidelines ecedures an the Local S. Ss. 1993 The following portions of the Implementing Guidelines and Operating Pracedures on the Local Scholarshia Program of Meaoran~ dum Circular No. S dated February 4, 1993 are hereby amended, to read as follows: RESPONSIBILITIES OF THE SCHOLAR complete all requirements for the masteral degree within one year. This means completion of all academic units, term papers, examinations, and thesis or project/ research study needed to earn a master degree. If the scholar gets either an incomplete or tailing grade in a particular semester or sumser term, he/she shall be subject to the following canditions: a) Incomplete grade ~ The scholar shall be allowed to go ahead with the scholarship grant; provided that, he/she Completes attendance in all academic subjects and has only to fulfill other requirenents of the program. Compliance with such shall be six months after each Somacter and/or summer term when applicables otherwise, he/she shall refund all expenses incurred to the CSC. Further, the scholar shall be allowed, at the discretion ef the head of agency, to work on such requirements on official time; if not, he/she shall work on them on his/her own time. He/she shall not be entitled to the benefits of the grant after the expiration of the schol~ arship. b) Failing grade ~ For reasons other than those beyond the scholars contre) such as serious illness, the grant shall be discontinued and the scholar shall refund al) educational expenses incurred to the Commission and al? remunerations such as salary, allowances, etc. to his/her agency for the period covered.ROLE OF THE CIVIL SERVICE ConmrssroN make direct payments to the school where the scholar is enrolled, to include tuition and other school fae which shall not exceed F22,500 per scholar. In case the amount of the grant is mot fully utilized, the balance thereof may be used for such purposes as adviser’s fee, oral defense, panel’s tee, data analysis services or other fees relative to thesis writing and defense as billed by the school. This 5, March 22, Memorandum Circular amends pertinent provisions of MC ees O Mb. P-— TR ‘STO. TOMAS, Chairman 1993,Republic of the Philippines as CIVIL SERVICE COMMISSION NC No. 04 2 8. 1995 MEMORANDUM CIRCULAR To ALL HEADS OF DEPARTMENTS, BUREAUS, AND AGENCIES OF THE NATIONAL/LOCAL GOVERNMENTS — INCLUDING GOVERNMENT-OWNED OR CONTROLLED CORPORATIONS SUBJECT : Declaration of Executive Assistant, Chautteur/Driver and all other positions located in the Office of the Undersecretary as Primarily Confidential in Nature Pursuant to Section 9, Chapter 2, Subtitle A, Book V of Executive Order No. 292, the non-career service shall include Elective Officials, Secretaries and other officials of cabinet rank who hold their positions at the pleasure of the President, Chairman and members of Commissions and Boards with fixed terms of office and their personal and confidential staffs. The positions of Executive Assistant and Chauffeur/Driver which are found in the offices of the abovementioned officials are also present in the Office of the Undersecretary who is not entitled to have a confidential staff. Considering that the appointees to said positions will be performing duties which will require absolute trust and confidence of the Undersecretary, the Commission has declared as primarily confidential in nature pursuant to Resolution No. _95=025 the positions of Executive Assistant, Chautfeur/Driver and all other positions located in the Office of the Undersecretary per approved Position Allocation List. Hence, the term of office of the appointees thereto shall be coterminous with the official they serve. Incumbents to the positions of Executive Assistant, Chauffeur/Driver and all other positions in the Office of the Undersecretary whose appointments are permanent shall retain their permanent status until said positions are vacated. This Memorandum Circular shall take effect immediately. QM Jo-— Pf es A. Qe. TOMAS Chairman January 7, 1993 ocssRepublic of the Philippines CIVIL SERVICE COMMISSION RESOLUTION NO. 93-023 UHEREAS Secbion % Chapter 2, Subtitle a, Book Y of Executive Order No. 292, the non-career President, Shairms Boards with fixed term: evil personal and config WHEREAS and Chau f feu nffzces of the abovementioned of pvesenk in the Office of hob entitled to nave a cant 1 ineluda Secretaries and ather wha hold their positions stat pos. tion Elective officials, cials of cabinet rant al the pleasure of the and members of Commissions and ef office and their of Executive Assustant JDriver which are found in the ais are also Undersecretary who is dential staff; aus Undersecretaries of various WHEREAS, aud Departments request that the positions © Executive @swigtant ena Chautfeur/Driver be declared ag primarily confidential in nature for reasons of complete cantiaence, safety, and security: WHEREAS, under Executive Order No. 292 the Civil Service Comm on 1s given the authority to declare certain posatiens a8 — primarily confidential in matures NOW, THEREFORE, the Commission REE S'to declare the positions of it hereby RESOLY SOLVED, as Fyecutive Assistant, Chauffeur/Drivan and all itions le her po ated in the Office of the Undersecretary as primarily confidential in nature and the ber ot office af the appointees to said positions shall be cotermincus with the official they serve.RESOLVED further, that the incumbents of Executive Assistants, Chauffeurs/Drivers and all other positions located in the Office of the Undersecretary whose appointments are permanent, shall retain their permanent status until the positions are vacated. THIS RESOLUTION SHALL TAKE —- EFFECT IMMEDIATELY. Dene in Quezon City, this__7tM day of January. 1973. Q Vo. IhKu— pArricia’s q. Tomas Chairman Huis 5 Sronlaba SAMILO N/LBARLOMGAY RAMON P. ERENETA, JR. Commissioner Commissioner! Board Secretary VI ocssRepublic of the Philippines CIVIL SERVICE COMMISSION re . 1993 Mc No. 02 MEMORANDUM CIRCULAR TO : ALL HEADS OF DEPARTMENTS, BUREAUS AND AGENCIES OF THE NATIONAL GOVERNMENT INCLUDING GOVERNMENT-OWNED AND CONTROLLED CORPORATIONS. SUBJECT : APPROVAL ___OF ___LAPSED ___QR____ INEFFECTIVE APPOINTMENTS FOR PURPOSES _OF PAYMENT OF SALARIES. FOR__ACTUAL SERVICES RENDERED AND RELATED MATTERS Pursuant to Section 10, Rule V of the Omnibue Rules Implementing Book V of Executive Order No. 292 and CSC Resolution No. 93-142 dated January 261993, the Commission hereby adopte the following policies on appointments, to wit: 1. No appointment shall be issued and/or approved unless the vacant position has been published in accordance with RA 7041 and authority to fill if said position has been granted pursuant to RA 7430; 2. All appointments must be submitted to the Commission within thirty (30) daye from their date of their issuance otherwise they shall become ineffective. For this purpose, the date appearing on the face of the appointment. (Upper right corner of CS Forn 33) shall be considered the date of issuance; 3. An appointment which has become ineffective due to non-submission to the Commission within the thirty-day period shall be disapproved. However, the appointee shall be entitled to payment of salary from the government for a period not exceeding thirty days for actual services rendered except in the following instances:= ge @. non-compliance with the publication requirement under RA 7041; b. no prior authority as required under RA 7430; After the thirty day period, the salaries of the appointee for actual services rendered shall be the personal liability of the officer responsible for the delay in the submission of the appointment to the Commission. This Memorandum shall take effect on May 1, 1993. Leas 7 8 Ge Chairman January 26, 1993 OLA/NLV/WV lasri29 < i Ono~_Republic of the Philippines CIVIL SERVICE COMMISSION MC No. 03 1993 MEMORANDUM CIRCULAR T O + @LL HEADS OF DEPARTMENTS, BUREAUS, OFFICES AND AGENCIES OF THE NATIONAL @ND LOCAL GOVERNMENTS = INCLUDING. GOVERNMENT-ONNED. AND CONTROLLED CORPORATIONS SUBJECT Inclusion of the Positions of Auxillary Machine Operators I, It, 1f1 and IV under the Coverage of Resolution No. 435," 5. 1980 Pursuant to CSC Resolution No. _ 93-158 dated January _, 1995, the positions of Auxiliary Machine Operators 1, II, III and IV are hereby included in the List of positions under the coverage of Resolution No. 435, s. 1980. POSITION SCHEDULE ELIGIBILITY Auxillary Machine 1U-B @uxillary Machine Operator I, II, Operator III, and IV Please be guided accordingly. fds, G Chairman 26 January 1993 ocssRepublic of the Philippines CIVIL SERVICE COMMISSION MC No. 5S. 1995 MEMORANDUM CIRCULAR t0 + ALL HEADS OF DEPARTMENTS, BUREAUS, OFFICES AND AGENCIES OF THE NATIONAL AND LOCAL = GOVERNMENTS = INCLUDING. GOVERNMENT-OUNED AND CONTROLLED CORPORATIONS SUBJECT : Inclusion of the Position of ™ Under the Coverage of 459, 8. 1980 Technologist Resolution No. Pursuant to CSC Resolution No. 93-229 dated January 28,1995, the positions of Metals Technologist T-V are hereby included in the list of positions covered by Resolution No. 435, s. 1980 with the tollowing schedules" and eligibilities: POSITION SCHDULE ELIGIBILITY Metals Technologist I II-A Metals Technologist Metals Technologist I! II-A Metals Technologist Metals Technologist IIIf II-A Metals Technologist Metals Technologist IV II-A Metals Technologist Metals Technologist V TI-A Metale Technologist Please be guided accorgingly. The, 4.0 Sr— ATRICIA A, STO TOMAS @ January 1993Republic of the Philippines N CIVIL SERVICE COMMISSION off HC No. 05 , s. 1993 MEMORANDUM CIRCULAR TO : ALL HEADS OF DEPARTMENTS, BUREAUS ARD AGENCIES OF THE NATIONAL AND LOCAL GOVERNMENT, INCLUDING GOVERNMENT-OWNED AND CONTROLLED CORPORATIONS AND STATE COLLEGES AND UNIVERSITIES SUBJECT : Inplementing Guidelines and Operating Procedures of the Local Scholarship Program The Civil Service Commission established the Scholarship Program for Government (SPG) under KC No. 34, s. 1892. In support of the program, Congress appropriated the smount of P10 Million as initial fund for scholership grants to enable promising and deserving employees in government to pursue further education and specialize in fields of study which are supportive of national development goals. Hence, a service-wide Local Scholarship Program as a component of SPG was established pursuant to CSC Resolution No. 932299 dated February 41993, and provided for its administration. This program aime to: a) provide educational opportunities particularly in graduate studies for the personal development and career advancenent of government employees: b) enhance their knowledge and skills so they can contribute to the achievement of national development goals; and c) support the process of professionalizing the civil service workforce to make them more effective in the delivery of public services. The guidelines implementing the Local Scholarship Program (LSP) is attached for the information and guidance of all concerned All heads of departments/agencies are hereby enjoined to inform and encourage their personnel to avail of this scholarship opportunity. This Memorandum Circular sha}l take effect immediately. nue QO Po. PR—— PATRICIA A. STO. TOMAS Chairman February 4, 1993Republic of the Philippines XN CIVIL SERVICE COMMISSION RESOLUTION NO. 93-__299 _ ESTABLISHING THE LOCAL SCHOLARSHIP PROGRAM (LSP) AS A COMPONENT OF THE SCHOLARSHIP PROGRAM FOR GOVERNMENT (SPG) AND PROVIDING FOR ITS ADMINISTRATION WHEREAS, it is the policy of the government that a eontinuing program of career and personnel development be established for all government employees at all levels; WHEREAS, the development of the governnent workforce facilitates people empowerment and increases opportunities for their professional growth and advancement; WHEREAS, in support of this policy, the Commission established the Scholarship Program for Government (SP¢) under MC No. 34, 8. 1992 to provide local and foreign scholarship and training opportunities for government officials and employees. WIKEREAS, Congress has allocated the amount of P10 Million as an initial fund for the administration of « service-wide local scholarship program; NOW, THEREFORE, the Commission RESOLVES to establish the Local Scholarship Program (LSP), as a component of the Scholarship Program for Government (SPG) to a) provide educational opportunities particularly in graduate studies to promising and deserving employees of the government for their personal development and career advancement; b) enhance their knowledge and skills so they can contribute to the achievement of national development goals; and c) support the process of professionalizing the civil service workforce to make them more effective in the delivery of public services. RESOLVED, further that that program shall cover one-year masteral degree programs in selected fields of study identified jointly by the Commission and the Department of Education, Culture and Sports.RESOLVED, finally, to adopt the attached guidelines and operating procedures for the Local Scholarship Program. DONE this _ 4th __day of February nineteen hundred ninety-three at Quezon City. Yheis A Wy DOr g THICTAA ft: TOMAS RAMON P. ERESETA, JR Commissioner BAMILO Nf BARLOI Conmissioner Set 4 (isa Attested by: T : TRIO Board Secretary VIIMPLEMENTING GUIDELINES AND OPERATING PROCEDURES OF THE LOCAL SCHOLARSHIP PROGRAM Pursuant to its role in assisting agencies in establishing continuing programs of career and personnel development for government employees, the Civil Service Commission established the Scholarship Progran for Government (SPG) under MC No. 34, s. 1992, AS 8 component of the SPG, a service-wide Local Scholarship Program (1.SP) was also established. The sdministration of the ISP shell be governed by the following guidelines: UPJEC TIVES This service-wide local scholarship program OF THe aims to: PROGRAM a. provide educational opportunities particularly in graduate studies to promising and deserving employees of the government for their personal development and career advancenent; b. enhance their knowledge and skills so they can contribute to the achievement of national development goals; and c. support the process of professionalizing the civil service workforce to make them nore effective in the delivery of public services. SCOPE OF THE The Local Scholarship Program is open to all PROGRAM government employees who want to pursue a one-year masteral degree program and who pass the selection criteria established by the Commission for the purpose. SELECTION Scholars shall be selected on the basis of PROCEDURE passing the written competitive examination and oral interview administered by the Civil Service Commission, including the entrance and/or qualifying requirements of any one of the graduate schools in the list provided by the CommissionAPPLICATION PROCEDURE Employees who possess the following quali- Fications shall be eligible to take the written examination: a Hachelor’s degree with a general average rating of not lower then 2.5 or its equivalent fron a college or university of good standing; a permanent appointment; at least tuo (2) years work experience in government; performance rating of at least Satisfactory for the last two consecutive rating periods; not more than 45 years old on June 1; and no pending administrative case; Those who have already carned a masteral degree and/or have availed of any foreign/local scholarship grant from the government in the past two years are disqualified from participating in this program. After passing the written examination, candidates shall undergo en oral interview conducted by officials in CSC regional offices. Only those who pass both the written examination and the oral interview shall proceed to take the entrance and qualifying requirements of the school where the preferred/relevant masteral program is offered. Once admitted, the scholar shall be entitled to the benefits of the grant. Application forms or their facsimile for the competitive examination shall be obtained from a local newspaper as advertised or from any Civil Service Commission regional office. Such form ean be reproduced and given free to anyone interested in taking the written examination. hen filing, the applicant shall submit the accomplished form and a copy of his/her duly authenticated official academic transcript of records. No application fee shall be charged.RESPUNSIOILITIES OF THE SUPPGRT GF THE AGENCY SCHOLAR Filing period shall be from February 17 to March 09, 1993. The Commission shall accept a total of 30,000 applicants only on a first-come first- serve basis. in addition to his responsibilities as stated in MC No. 44, s. 1992, the government scholar shall: + choose a field of study from those specified or recommended by the Department of Education, Culture and Sports | (DECS) and the Civil Service Conmission; sign a scholarship contract with the Commission covering the terms and conditions of the scholarship; complete all academic requirements within one (1) year; If the scholar fails to complete the degree within one year for reasons other than those beyond his control such as severe illness, etc. the scholar shall refund to the Commission all expenses incurred; and submit 2 copy of academic record or grades to the Office for Human Resource Development, CSC central office at the end of each semester. When a candidate qualifies and meets all the requirements of the program, the head of agency shall: authorize the scholar to study on official time for one year: relieve the scholar of all duties and responsibilities for the duration of the grant; pay the scholar’s salary and other allowances; and + shoulder other essential and lawful expenses not included in the grant subject to availability of fundsROLE OF THE DRARTMENT GF DUCATION. CULTURE, AND SPURTS ROLE OF THE CIVIL SERVICE COMMISSION The Bureau of Higher Education of the Department of Education, Culture and Sports shall: identify and recommend to CSC schools of good standing which offer relevant masteral degree programs: coordinate program offerings of public and private academic institutions; and enforce policies and standards on graduate studies administration. The Civil Service Commission shall: evaluate qualifications of candidates; administer the written examination; + rank candidates who pass the written examination to qualify for interview; conduct oral interview and choose scholar(s); make direct payments to the school where the scholar is enrolled, to include tuition and other school fees which shall not exceed 222,500 per scholar. However, any school fees in excess of tho amount granted shall be borne by the scholar himself or other donor institutions or persons; and release payment directly to the scholar to cover book allowance of P3,000 and thesis/research writing assistance of P1,000. + monitor the scholar’s completion of the grant.Republic of the Philippines . CIVIL SERVICE COMMISSION uc. no, % 5. 1999 MEMORANDUM CIRCULAR T OO : ALL HEADS OF DEPARTMENTS, BUREAUS, AGENCIES IN THE NATIONAL GOVERNMENT, INCLUDING GOVERNMENT-OWNED OR CONTROLLED CORPORATIONS AND STATE COLLEGES AND UNI- VERSITIES SUBJECT SUBMISSION OF DOCUMENTS TO SUPPORT REQUESTS FOR EXEMPTION UNDER RA 7430 AND ITS IMPLEMENTING RULES Pursuant to CSC Resolution No. 93-437 dated Febru- ary 11, 1999 to effect a rational evaluation of re- quests for authority to fill up vacant positions pursu- ant to RA 7430 and its Implementing Rul the Civil Service Commission hereby enjoins the agencies to attach to their requests at least the following docu- ments: hb. Position Allocation List (PAL); 2. Plantilla of Personnel; Failure to submit the above documents may cause the disapproval of the requests outright. Please be guided accordingly. This Memorandum Circular takes effect immediately. hu AU Poo PAGRICIA A. STO. TOMAS February 15, 1993Republic of the Philippines . CIVIL SERVICE COMMISSION SUBMISSION OF DOCUMENTS TO SUFFORT REQUESTS FOR EXEMPTION UNDER RA 7430 AND ITS IMPLEMENTING RULES RESOLUTION NO. 93-_437 WHEREAS, Republic Act No. 7430 and the Rules Implementing the provisions of RA Ne. 7430, prohibit the filling up of vacant positions but provide a number of grounds for exemptions WHEREAS, filling up of vacant positions pursuant to the exemptions provided for in the law shall require prior authorization by the Civil Service Commissions WHEREAS, the evaluation of requests for authority to fill up vacant positions can anly be made on the basis of documents submitted by the requesting agen- cies} NOW, THEREFORE, the Commission hereby resolves to enjoin the agencies to attach to their requests for authority to fill up vacant positions at least the following documents: 1. Position Allocation List (FAL); 2. Plantilla of Fersonnel; Quezon City, February 11, 1993. Ars, § Gz 0— S10. Tomas Chairman Seas A? easly RAMON P. TRENETA, JR. toner Commis Commissioner] Attestes anne’ KR." DEMETRIO Board Secretary VI ncRepublic of the Philippines CIVIL SERVICE COMMISSION MC No. _O , s. 1999 MEMORANDUM CIRCULAR T Oo 2 ALL_HEADS OF DEPARTHENTS AND AGENCIES OF THE NATIONAL GOVERNMENT, INCLUDING SOVERNMENT— OWNED AND/OR CONTROLLED CORPORATIONS AND STATE UNIVERSITIES AND COLLEGES SUBJECT + Accreditation of Departments and Agencies Can ‘Take final action onsaeal Executive Order No. 292, otherwise known as the Administrative Code of 1987, provides that personnel functions shall be decentralized and that corresponding authority to perform such functions shall be delegated to departments, offices, and agencies where these functions can be effectively performed. The Commission has accordingly launched = its Accreditation Program under which departments and agenci: shall eventually be delegated authority to take final action on appointments to positions in the first and second levels of career service as well as to equivalent positions in the non-career service. Starting this year, we shall embark on the nation-wide implementation of the said program in the national government. For the information and guidance of all concerned, attached is a set of guidelines on the implementation of the reo 1 o. QM Pro ‘TRICIA A. STO. TOMAS Chairman February 15,1993 opiaIMPLEMENTING GUIDELINES ON THE CSC-ACCREDITATION (CSCAP) 1. RATIONALE In consonance with the decentralization and devolution thrusts of the government, the Civil Service Commission has embarked on the Accreditation Program (CSCAP). Under this scheme, qualified departments and agencies are delegated authority to take final action on appointments to specified levels of positions. This means thet appointments issued by accredited departments and agencies will no longer require attestation by the Commission. To ensure that the Accreditation Program is carried out as envisioned by the Commission, the operating premises have to be clearly spelled out for the information of and compliance by all concerned. Thus, these guidelines. IT, OBJECTIVES These guidelines nave been formulated to spur the proper and effective implementation of the CSCAP in the national government. More specifically, they seek t 1, Assist departments and agencies to qualify for accreditation; 2. Regulate the exercise of delegated authority to ensure the promotion and protection of merit end fitness in the Civil Service; and 3. Provide for the monitoring and/or evaluation of the exercise of delegated authority to take final action on appointments. II. DEFINITION OF TERMS As used in these guidelines, the following terms shatl be construed as follows: 1. Commission - The Civil Service Commission as the central personnel agency of government 2. Collegial Commission - The top-level management body in the Commission composed of the Chairman and the two Commissioners 3. Office for Personnel Inspection and Audit (OPIA) — The office of the Commission tasked to coordinate the implementation of the CSC Accreditation System10. Civil Service Regional Office (CSRO) ~ Includes anv of the 14 organizational units of the Commission Situated in each of the administrative regions of the country Civil Service Field Office (CSFO) = Includes any of the 24 organizational units of the Commission established in the National Capital Region, each serving a cluster of departments, agencies, city and municipal governments Department - Includes any of the executive departments or institutions having the category of a department, including the judiciary, Commission on Elections and Commission on Audit Agency - Includes ary bureau, office, commission, administration, board. committee, institute, corporation with original chatter whether performing governmental or proprietary functions, or any other unit of the Nationa! Government Accreditation - Empowerment by the Commission of a department or agency to exercise delegated authority to take final action on appointments to positions in the first and second levels of the career service as wel as to equivalent positions in the non-career service Appointing Authority - Person or body authorized by law to make appointments in the Philippine Civil Service Career Service Positions - Include: 40.1 First Level Positions - clerical, trades crafts, and custodial service positions which involve non-professional or sub-professional work in a non-supervisory or supervisory capacity requiring less than four years of collegiate studies 10.2 Second Level Positions a professional, technical, or scientific positions which involve professional, technical, or scientific work ina non-supervisory or supervisory capacity requiring at least four years of college work up to Division Chief levelAL. -3- For purposes of accreditation, positions that are higher than that of Division Chief out not included in the Career Executive Service shail also be included in the second level of the career service 10.3 Third level Positions - positions in the Career Executive Service appointments to which are not acted upon by the President of the Philippines Non-Career Service Positions - include those of: 11.1 Personal or confidential staff of Secretaries and other officials of Cabinet rank; 11.2 Personal or confidential staff of the Chairman and members of Commissions and Boards; 11.3 Contractual personnel or those whose employment in the government is in accordance with a special contract to undertake a specific work or job, requiring special or technical skills not available in the employing agency, to be accomplished within a specific period, which in no case shell exceed one year, and performs or accomplishes the specific work or job under his own responsibility with a minimum of direction and supervision for the hiring agency; and 11.4 Emergency and seasonal personnel. IV. BASIC REQUIREMENTS FOR ACCREDITATION To quality for accreditaticn, a department or agency shall have adopted the following basic personnel mechanisms that are geared to promote merit and fitness in the Civil servic: Qualification Standards (QS) as approved by the Commission for all positions unique to the department or agency (Rule IV, Omnibus Civil Service Rules and Regulations and CSC Nemorandum Circular No. 23, and No. 32, series of 1991)3 A Merit Promotion Plan (MPP), including a System of Ranking Positions (SRP), both approved by the Commission, and used department or agency-wide for thelast six months (Rule VI (12) and CSC NC No. 19, series of 1988); 3. A duly-approved output-oriented performance evaluation system used by the department or agency for the last two rating periods (Rule 1X and MC No. 12, series of 1989); 4. A personnel selection board, accordingiy constituted and has been in operation for the last six months (Rules VI and CSC MC No. 18, series of i988); and 5. A grievance machinery, installed as approved by the CSC and has been in operation for the last six months (Rules XII and CSC MC No. 45, series of 1989). V. ACCREDITATION PROCEDURE Accreditation shall proceed either from a request by a department or agency or upon the initiative of the Commission on the basis of comprehensive audit findings. The following procedure shall be followed in the accreditation of a department or an agency: 1, Request for Accreditation - A department or agency which meets all the five aforementioned basic requirements shall request for accreditation in writing. The letter-request must specify the flow of appointing authority within the department or agency and the extent of subdelegation of authority to take final action on appointments, if intended. To be attached to the letter-request are administrative issuances and other documentary evidences on the aforementioned five basic personnel mechani sms. The request for accreditation and all supporting documents shall be initially assessed by the Office tor Personnel Inspection and Audit. 2. Accreditation on CSC Initiative - On its own initiative, the Commission may grant a department or agency accreditation on the basis of findings of a comprehensive audit conducted thereat.3. Conduct of Pre-Accreditation Audit at the Department or Agency - The audit shall: 3.1 Validate the actual adoption of the five basic requirements on personnel mechanisms; 3.2 Analyze personnel records, particularly the completeness and orderliness of 201 files, the up- to-dateness of the plantilla of personnel, and the up-to-dateness and authenticity of entries in the service record 3.3 Determine compliance with Rule V, Appointment, of the Omnibus Civil Service Rules and Regulations and other statutory and administrative issuances on personnel actions; and 3.4 Determine the quality of appointments issued by the department or agency for the preceding calendar year. Accreditation by Resolution - The Commission shall accredit a department or agency to take final action on appointments through a resolution, copies of which shall be furnished the Government Service Insurance System, the Commission on Audit, the CSROs, and the CSFO concerned. VI. CAPABILITY BUILDING ON APPOINTMENTS PREPARATION The head of the Human Resources Management Office/Personnel Division/Unit and/or any of his technical staff shall have attended the ‘Training on Appointments Preparation (TAP)" which is periodically conducted by the CSROs. If none of them has attended the TAP, technical assistance on the preparation and processing of appointments shall be requested from the CSFO or CSRO concerned. At the first opportunity, however, the technical staff of the Human Resources Management | Office/Personnel = Division/Unit concerned should undergo the TAP. VII. ACCREDITATION PROPER 1. Appointment Form - An accredited department or agency shall use the attached new appointment form, PSS 81g. 33, in the issuance of appointments.2. Verification of Eligibility - The verification of eligibility to support the issuance of an appointment by an accredited department or agency shall be made either with the Office for Central Personnel Records of the Commission or with the CSFOs/CSROs with masterlists of eligibles. 3. Status of Accreditation - The exercise of delegated authority by an accredited department or agency shall initially be on probationary period for one year. During this period, final action can be taken on all appointments to positions belonging to the first and second levels of the career service as well as to equivalent positions in the non-career service. The exercise of delegated authority shall be subject to laws, rules, and regulations on the Civil Service. Positive monitoring and evaluation results by the end of the one-year probationary period shall qualify the department or agency for the continuance of the grant for accreditation. VIII. MONITOR ING/POST-AUDIT/EVALUATION Monthly reports on personne! actions (ROPA) taken under delegated authority shall be submitted by accredited departments, agencies, and regional offices for purposes of immediate post-audit, records keeping and monitoring. To be attached to the ROPAs shall be the duplicate/certified true copies of appointments acted upon and supporting documents. Appointments found in the course of post-audit to have been issued and acted upon in vioiation of pertinent rules, standards and regulations shall be revoked by the Commission. Continuing evaluation of the extent of observance of the other terms and conditions of accreditation, including the operationalization of the basic documentary requirements, shall be further made and monitored by the Commission. | Blatant violations thereof shall constitute grounds for the revocation of accreditation. In turn, periodic evaluation shall also be made of the post-audit/evaluation performance of the CSFOs/CSROSs.IX. ACCOUNTABILITY OF APPOINTING AUTHORITY In consonance with Chapter 10 (65), Book V, of Executive Order No. 292, the appointing authority shall be accountable for all the appointments he issues. In case an appointment is found to have been issued in violation of the Civil Service Law and Rules, the appointing authority shall be personally liable for the pay that would have accrued had the employment been lawful. X. RESPONSIBILITIES 1. Accredited Department/Agency 1,1 The Department Secretary or Head of Agency shall, at his discretion, formally sub-delegate authority to lower officials to take final action on appointments and accordingly inform the Commission on such development. 1.2 The appointing authority shall: - Exercise delegated authority within the limits and restrictions of pertinent rules, standards, and regulations promulgated by the Commission; and - Submit monthly reports on personne! actions, (ROPAS) together with copies of appointments acted upon and supporting documents, within the first five working days of the ensuing month to the CSFO/CSRO concerned. 2. Civil Service Commission 2.1 Civil Service Field/Regiona! Offices (CSFOs/CSROs) shall: - Take final action on appointments to third— level positions of accredited departments and agencies as are delegated under Resolution No. 90-11945 - Conduct _ pre-accredi tation audits at departments and agencies without field organizational units or at counterpart regional offices of departments and agencies with such, as the case may be;- Post-audit final actions taken by respective departments, agencies and offices of responsibility every month upon receipt of ROPAs, attached copies of appointments and supporting documents; - Extend the needed technical assistance to depertments/agencies/offices within their jurisdiction to maintain the grant; - Evaluate the overall exercise of delegated authority, including operationalization of accreditation requirements, every six montns in respective departments, agencies, and offices of responsibility; and - Submit pre-accreditation audit reports/ integrated semi-annual post-audit/moni toring reports to the Commission through the OPIA. Office for Personnel Inspection and Audit shall: - Evaluate and give feedback on CSRO/CSFO post- audit/evaluation reports submitted; - Consolidate semi-annual CSRO/CSFO reports for submission to the Commission, copy furnisned the accredited | department/agency — and CSRO/CSFO concerned; - Periodically conduct audit/evaluation of CSRO/CSFO performance on post-audit of fina! actions taken and overall evaluation of the exercise of delegated authority and operationalization of accreditation requirements; - Conduct pre-accreditation audits at the central offices of departments and agencies with field organizational units and submit report thereof to the Commission; and - Recommend to the Collegial Commission the departments or agencies to be accredited.Collegial Commission shall: Accredit qualified departments and agencies to teke final action on appointments to positions in the first and second levels of the career service as weil as to equivalent positions in the non-career service; Take final action on appointments to third: level positions of accredited departments and agencies as are delineated under Resolution No. 90-119%5 Revoke such appointments issued and acted upon in violation of pertinent rules standards, and regulations promulgated by the Commission; and Revoke the accreditation of departments and agencies found blatantly violating the terms and conditions thereof.PSS Big. 33 Republika ng Pilipinas KOMISYON NG SERBISYO SIBIL Lungsod ng Quezon Petsa Ginoo/Gng. /Bb.: Kayo ay na-appoint na na may katayuang sa (status) (ahensiya) sa pasahod na (@ ) bawat taon. Ito’y magkakabisa simula sa Ang appointment na ito ay (orihinal, promosyon, atbp.) at ayon sa Aytem Blg. Pahina ng General Appropriations Act na may petsa _ . Sumasainyo, Puno ng Tanggapan Pinagtibay alinsunod sa Resolusyon ng Komisyon ng Serbisyo Sibil Big. na may petsang. MGA NOTASYON Magkakabisa simula » ang petsa ng pagkakabisa ng eligibility ng na-appoint sa ilalim ng RA 1080/PD 907/PD 997/PD 1408/RA 6850. Magkakabisa simula , ang petsa ng pagkakalabas ng eligibility ng na-appolnt. Kung ang petsa ng pagkakabisa ay sa araw ng pagganap ng tungkulin, ang paghirang ay dapat na magkabisa ng di- aaga sa » ang petsa kung kailan Ppinalabas ang appointment. Ka-taning sa proyekto/panunungkulan ni Magkakabisa sa loob ng isang (1) taon at matatapos sa maliban kung tinapos ng mas maaga. Hindi angkop ang eligibility para sa posisyon. Hindi kwalipikado ang na-appoint sa anumang pagsusulit ng pangserbisyo sibil. Walang paunang-hato! sa huling resulta ng protesta na iniharap laban sa appointment nito. Sa kondisyong nasa ayos ang pagkakatiwalag sa tungkulin ng dating nanunungkulan. Batay se mga limitasyon ng Seksyon 57 ng EO 292. Para sa mga posisyong walang plantilla, ang sa pamimagitan ng indorsement ng CPCB la may petsa _ na kalakip sa pag- appoint kay : Sa kondisyong walang anumang nabibinbing kasong administratibo aban sa na-appoint, na walang nabibinbing protesta laban sa pag-appoint na ito, 0 di kaya'y anumang hatol ng isang may kakayahang awtoridad na lubhang makapagbabago sa pagpapatibay sa appointment na ito. ANUMANG BURA 0 PAGBABAGO SA AKSIYONG GINAWA NG AY MAPAPAWALANG BISA SA PAGHIRANG NA ITO MALIBAN KUNG ANG PAGBABAGO AY NASUSULAT NA KINUMPIRMAteense Feuiaeajans 40 feasts Lote. 94 “yeommmsad sayy eynarpey — sNenseyeddy je say pot 2 Wapato sues ey ee 6 + a a SOL MOREA HO HORT CHRBe X, & Republic of the Philippines x CIVIL SERVICE COMMISSION te ME No. __08 + 8. 1995 MEMORANDUM CIRCULAR Ta: 1 ALL HEADS OF STATE ct ES AND UNIVE! ITS TO NATIONAL COMPEN Di JANUARY 2, 1985 TEON AND POSITION — CLA‘ FACULTY POSITIONS AND COLLEGES [SUCs]) ING A SATION STATE of “OMPENS LAN FOR UNIVERSE TIE Budget and Management (DBM) The Department issued ional Compensation Circular (NCC} No, 68 on February 13, 1992 amending and implementing certain provisions of NCC No. 33 1985 and prescribing am others a revi Criteria for Evaluat. ( for faculty pogitions in State Unive carl its implementing gui t effort of DEM State Universities with the The NCC No. 68, 5. and the Philippir and Colleges compensation 1 faculty ons of SUCs prescribed by the DBM pursuant to ublic Act No. 4758, [t also aims to maintain a career path movement intended to an in tiary education. posit Hereforth Ss. 1992 shal the OCE 1 1 Memorandum Circular shall take Ymnce Goo. J? PafRICia 4. STO. TOMAS February 15, 1993 ocssJWT UELIC OF THE PIOLAPeNES DEPARTMENT OF BUDGET AND MANAGEMENT MALACARANG, MANILA NATCOMAL COMPENSATION CIRCULAR No gf February 13, 1992 Ta 1 Heads of State Universities and Collages (SCs), and ALL Others Concerned SUBIECT 1 Amending and Supplementing Certain Provisions of National Compensation Circular No. 33 1.0 Purpose This Circular is issued to amend the existing Common Griteria for Evaluation (CGE) for faculty positions under Pavte I) U2 and IIT of NCC No. 33, and to introduce the adoption of the quota system relative to the number of faculty poritiuns for each academic ranks 2.0 The main factors and maximum allowable points under Part T of fences "A" of the CCE under NCC Noe 3S are hereby nodifiad as follows’ Factor Mandmun Number ef Polrts 1, Educational auatistcatéons es 2. Eypertence and Length no ceiling of service 3. Professional Development, no ceiling Achievement and Honors ane n ncn TOTAL cere ee eee ee no cofling 3.0 The point vllocation for faculty positions and its suiwranks under Part TI of Annex "A" of the GCE under NCC No. 33 are likewise modified as follonstao seo ‘Sub-rank Point Bracket Faculty Rank Instructor I i qi Assistant Professor I uu HIT w Associate Professor z ii Ur wv v Professor i I UF qv v wi 154 ~ 159 College Professor 169 = 185, ard other requirements University Professor above 165, and (Holely to Universities) other requirements The special factors and equivalent points under Part 111 of Annex "A" of the CCE under NGC No. 35 are likewise modified, as reflected in the hereto attachod Annex "I" an independent body, te be composed of top academicians fron bath public and private educational institutions, shall screen all prospective candidates for College and University Professor positions subject te the guidelines Feomulgated jointly by the DBM and the Philippine Association of State Universities and Colleges (PASUC). Paragraph 3.0 is hereby supplemented to read as follows: Ss The movement of faculty within the taculty ranks shall be tied up with the quota system, as follows! Category Category Lant 2 SUCs 3 and @ SUcs Instructor asx $0 % Assistant Professor 30 35 Associate Professor 1s 10 Professor 10 57.0 a.0 Sedef In the initial implementation of this Paragr fellow aeSet G62 Circular, current oxcesses over the quota herein prescribed shall be marked "CT" (eoterminous with the incumbent). Thereafter, the movement of faculty within the faculty ranks shall depend upon the availability of appropriate vacancies + 4.5 of NCC No. 33 is likewise supplemented as Movements from one rank to a higher rank arising trom the use of the Presidential discretion shall likewise be tied up with the quota system as prescribed under Section 6.0 + Henceforth, in no instance shall the quota for each faculty rank prescribed above be exceeded. Effectivity This Circular shall take effect July 4, 1991. saLvaptr. HM. abn secr/Var'Republic of the Philippines CIVIL SERVICE COMMISSION M. C. No._09 s. 1993 MEMORANDUM CIRCULAR TO: ALL HEADS OF DEPARTMENT, BUREAUS, AGENCIES IN THE NATIONAL AND LOCAL GOVERNMENTS, — INCLUDING GOVERNMENT-OWNED AND CONTROLLED CORPORATIONS AND STATE COLLEGES AND UNIVERSITIES SUBJECT: CLASSIFICATION OF THIRD LEVEL POSITIONS want to CSC Resolution No. _93-504 dated , the Civil Service Commission nereby adopts the foregoing policy: That positions classified by the Career Executive Service Board as belonging to the CES, being executive and managerial in nature, are also considered as policy determining. Further, said positions are exempted from publication requirement. This Memorandum shall take effect immediately. Pj ica a sto. Tomas Dr Chairman Febuary 6, 1995 OLA/NLY/CP/DL/ theo?Republic of the Philippines CIVIL SERVICE COMMISSION CLASSIFICATION OF THIRD LEVEL POSITIONS AS POLICY DETERMINING « RESOLUTION NO. __93-50# WHEREAS, the Civil Service Commission, as the central personnel agency of the Government, is mandated under the 1987 Constitution to adopt measures to promote morale, efficiency, integrity courtesy and responsiveness in the Civil Service; WHEREAS, pursuant to Executive Order No. 292 otherwise known as the Administrative Code of 1987, the Commission shall prescribe, amend and enforce suitable rules and regulations for carrying into effect its functions: WHEREAS, under Section 12 (7), Chapter III, Subtitle A, Title I, Book V of EO 292, the Commission is mandated to declare positions in the Civil Service as may properly be primarily confidential, highly technical or policy determinings WHEREAS, a policy determining position is one charged with laying ‘down of principal or fundamental guidelines or rules, such that of a head of department; WHEREAS, the Supreme Court in the case of Pinero vs. Hechanova (18 SCRA 417), had ruled that the nature of the functions attached to a position ultimately determines whether an administrative position is primarily confidential, policy determining or highly technicals WHEREAS, positions in the Career Executive Service includes the positicn of Undersecretary, Assistant Secretary, Bureau Director, Assistant Bureau Director, Regional Director, Asst. Director, Chief of Department Service and other officers of equivalent rank as may be identified by the Career Executive Service Board, all of whom are appointed by the President; WHEREAS, the duties and responsibilities of the aforesaid positions involve managerial and executive functions calling for habitual exercise of discretion and independent judgment, indicating the power to direct general policy and formulate decisions thus, having active participation in the control, supervision and management of the affairs of their respective offices.Classification of Third Level Positions as Policy Determining x =x NOW, THEREFORE, the Commission resolves to adopt, as it hereby adopts a policy declaration that positions classified by the CESB as belonging to the CES, being executive and managerial in nature are also considered as policy determining. Further, the said positions are exempted tram publication requirement. Quezon City, Types 16, 1993. nfo Gado ‘ />— Chairman . < Aerial > ILO 47 (BARLO! RAMON P. ERENETA, JR. Commissioner Conmissioner Board Secretary V1 OLA/NLV/CP/DL/mdr0i /py fsRepublic of the Philippines CIVIL SERVICE COMMISSION MEMORANDUM CIRCULAR TO : ALL HEADS OF DEPARTMENTS, BURBAUS AND AGENCIES OF THE NATIONAL AND LOCAL GOVERNMENTS, STATE UNIVERSITIES AND COLLEGES, INCLUDING GOVERNMENT OWNED AND CONTROLLED CORPORATIONS SUBJECT : 1993 CIVIL SERVICE WEEK CELEBRATION The 93rd anniversary of the Philippine Civil Service slated on September 13-19, 1993 will continue to foous on the environment with the theme: “Lahat Tayo’y Magtulung— tulong - Kilusang Pangkapaligiran ay Isulong”. The Civil Service Commission, as the central personnel agency of the Governnent, shall spearhead the conduct of activities for this year’s celebration. Hence, this year’s activities shall carry through those that had been commenced last year. Activities which promote environnent: initiated last year will be undertaken during this year’s celebration. These will not only sustain the efforts of the public service in responding to the urgent need of protecting and preserving the environment but also provide the stimulus for public servants to act as one strong and unified force. The activities and their corresponding mechanisms are as follows 1. “Nationwide Tree Planting/Replanting”. This shall be participated in by all national agencies, local government units including the berangays, state universities and colleges, government owned and controlled corporations. ‘The Department of Environment and Natural Resources shall be the lead agency in coordination with the Department of Interior and Local Government. The DENR shall provide and apportion seedlings at designated planting and replanting sites and shall monitor the agencies which had successfully nurtured the seedlings planted last year into full-grown trees. The Department of Interior and Local Government shall asist the DENR in identifying sites at the local level and shall mobilize all local @overnnent units for the conduct of the activity. The CSC Field and Provincial Offices shall coordinate with DENR and DILG in keeping track of the implementation of this activity.Waste Paper Recycling. All agencies are enjoined to develop strategies to strengthen last year's effort. Chorale Interpretation Contest on the Environment. Maximum participation of choral groups of government agencies is enjoined. Attractive cash awards shall be given to the winner and the runner-ups. Paligesahang Palakasan Para sa Kalikesan. A healthy body makes a healthy mind and a healthy environment. This is a new activity to be conducted in coordination with the Philippin Sports Commission. Private companies and NGOs shall be tapped for assistance and coordination. 5. Likhang Kulay ng Kabataan ukol sa Kapaligiran (On Spot Painting Contest for Children of loyees) Maximum participation in this new activity is enjoined in order to instill awareness of children on the importance of preserving the environment and, as children of government employees, imbibe upon them the sane sense of commitment and dedication to service which their parents have valued. The annual conferment of Presidential Awards for Outstanding Government Employees (Lingkod-Bayan and Dangal ng Bayan Awards) shall be held in Malacafiang on September 19, 1993. To ensure the success of this undertaking, tne active participation of all government employees is hereby enjoined. PATRICIA A. STO. TOMAS Chairman February 19, 1093Republic of the Philippines CIVIL SERVICE COMMISSION MC No. 1 1993, MEMORANDUM CIRCULAR T 0 + ALL HEADS OF DEPARTMENTS, BUREAUS, OFFICES, @ND AGENCIES OF THE NATIONAL AND LOCAL GOVERNMENTS = INCLUDING. GOVERNMENT-OWNED AND CONTROLLED CORPORATIONS SUBJECT i B " iB Pursuant to CSC Resolution No. 93-739 dated Fepruary 23, 1993, the positions of Weather Facilities Technicians I and II are hereby included in the List of positions covered by CSC Resolution No. 435, s. 1980 with the following schedule and eligibility: POSITION SCHEDULE ELIGIBILITY Weather Facilities IV-B Weather Facilities Technician I, IT Technician Please be guided “apr [re Cty ~~ parpicia a. dro. Tomas Chairman 23 February 1993 ocssse Ey Republic of the Philippines ® CIVIL SERVICE COMMISSION ate RESOLUTION NO. ___ 939739 WHEREAS, the Civil Service Comaission pursuant to Resolution No. 435, s. 1980 grants civil service eligibility to positions for which written tests are not practicable; WHEREAS, the positions of Weather Facilities Technicians I and II require highly specialized knowledge, abilities and skills in the inatallation, operation, maintenance and repair of = meteorological and telecommunications equipments/instrumants and other weather forecasting facilities which can best be measurad by demonstrated performance rather than the usual paper and pencil tests NOW THEREFORE, the Commission REGOLVES to include the positions of Weather Facilities Technician [ and II under the coverage of Resolution No. 435, 8. 1960 with the following schedule and eligibilitys eOSITION SCHEDULE ELIGIBILITY Weather Facilities IV-B Weather Facilities Technician I, II Technician THIS RESOLUTION SHALL TAKE EFFECT IMMEDIATELY. Done in Quezon City this 236d day of February , 1993. Mf earnrcta a. Jaro. Tomas Chairman Seating eos rin — im, Commissiondr Commissioner Attested bys a Board Secretary VI ocssBe XN. & Republic of the Philippines ® CIVIL SERVICE COMMISSION te MC No. - 199% MEMORANDUM CIRCULAR To + ALL HEADS OF DEPARTMENTS, BUREAUS AND AGENCIES oF THE NATIONAL A@ND LOCAL GOVERNMENTS, — INCLUDING GOVERNMENT-OWNED AND/OR CONTROLLED CORPORATIONS SUBJECT Guidelines in the Establishment and Implementation of @gency Performance Evaluation System Pursuant to the pravisions of Rule IX of the Onnibus Rules Implementing Book V of Executive Order No. 292, the following guidelines are hereby issued in order to help agencies in the development and efficient implementation of performance evaluation system: 1. Coverage. A Performance Evaluation System (PES) shall be established in all departments or agencies of the national and local governments, including state universities and colleges, government-owned — and controlled cerperations with original charters. 2. General Objectives. The PES shall be so designed and administered to: A. continuously foster imprevement of employee performance and efficiency; b. enhance organizational effectiveness and productivity; c. provide an objective performance rating which Shall serve as a basis for incentives and rewards, promotion, training end develepment, personnel actions and administrative sanctions.3 Minimum Requirements. The PES shall include the following mininum requirements: a Identification of performance outputs as well as job-related behaviors of the position/function and Corresponding performance standards which should be mutually agreed upon between the supervisor and the subordinate. The actual performance outputs shall be assigned a greater weight when rating an employee's performance. Job-related behaviors — which Critically affect the performance of a job shall be identified and defined. Employees shall also be rated on the manifestation of these behaviors, but the rating shall be assigned a lesser weight than that of job outputs. Feedback by which an employee shall be currently advised of his progress in accomplishing his assigned tasks. Documentation of the observations, comments and recommendations of the supervisors regarding enployee’s strengths and weaknesses which may be instrumental in furthering his career, or identifying constraints that may impede his development. Evaluation and rating of performance done twice a year or once every semester composed of six months ending on June 30 and December 31. However, if the organizational needs require a shorter or longer period, the minimum appraisal period shall be at least 90 days or three months. No appraisal period shall be longer than one year. Sanctions against raters who have been found to give undue advantage or disadvantage to the employee thay rate.Adjectival ratings defined as follows shall be adopted: Outstanding - An employee shall be given this rating when he EXCEEDS HIS TARGET BY AT LEAST FIFTY PERCENT. It represents an extraordinary evel of achievement and commitment in terms of quality and time, technical skills and knowledge, ingenuity, creativity and initiative.Employses at this performance level should have demonstrated exceptional job mastery in all major areas of responsibility. His achievement and contributions to the organization are of marked excellence which even nis peers recognize through a torced comparison/ditribution method established by the agency concerned. (Underscoring supplied) Very Satisfactory - An employee shall be given this rating when he EXCEEDS THE EXPECTED QUIPUT/PERFORMANCE BY AT LEAST 25% but falls short of what is considered an outstanding performance. In addition, his competence and contributions shall be recognized by hie peers also through a forced comparison/distribution method based on the criteria established by the agency concerned. Those screened out in the forced comparison/distribution for outstanding performers shall be included in this category. Only employees with Outstanding and Very Satisfactory performance ratings shall be considered for promotion. Satisfactory - An employee shall be given this rating when he MEETS 100% of the standards or ordinary requirements of the duties of the position. Those screened out in the forced comparison/distribution method — for Very Satisfactory performers shall be included in this category. Unsatisfactory - An employee shall be given this rating when his performance is FIFTY ONE PERCENT. TO NINETY NINE PERCENT of the minimum requirements but could stands improvement. It is expected that in the next rating period, the employee, under close supervision, will either improve his performance for which he shall be given at least a satisfactory rating, or if not, he shall get another Unsatisfactory rating. Two (2) successive Unsatisfactory ratings shall be a ground for Separation trom the service.Poor ~ An employee shall be given this rating when he fails to meet the performance requirements or meets FIFTY PERCENT or below of the minimum requirements and there is no evidence to show that he can improve his performance. A rating of poor shall be a ground for separation from the service. 9. Parts of the Performance Evaluation System: 1) Objectives 2) Basic Policies adhered to by the agency in the implementation of the PES 3) Procedure/Mechanics of Evaluation 4) Mechanics of Rating Development of PES Sub-systems. An agency composed of diverse functional groupings may develop several sub- systems for the evaluation of performance of the ditferent tunctional groups. Example: The management and staff of a large medical center may deem it necessary to develop separate sub-systems for the Nursing Group, Medical Specialists Group, Ancillary Services, and Faculty of the School attached to the center. The four sub-systems may have common PES objectives, policies adhered to by the agency in the implementation of the systems, mechanics of evaluation, appeals mechanism, and sanctions against raters who give undue advantage or disadvantage to the employees they rate. ® PES sub-system shall contain the following basic parts: a. Mechanics of Rating b. Performance Standards c. Critical Factors Affecting Work Performance (Defined and presented in graphic scales.) Approval of PES. A newly developed performance evaluation system shall be submitted by the Head of Agency to the Civil Service Commission for review and approval based on two criteria:Completeness - The System contains all the minimum requirements provided for under Rule IX of the Omnibus Civil Service Rules and Regulations pertinent provisions of this Memorandum Circular. Acceptability - The Head of the Department or Agency certifies that the System has been presented to the steff for initial validation and found to be an acceptable tool for performance evaluation. Pilot- Testing. A CSC approved performance evaluation system shall be pilot-tested in the agency for at least one rating period to determine its effectiveness and confirm its acceptability. Performance Standards Development. To ensure the objectivity of performance ratings generated using the PES, common performance standards shall be developed, upon end established for positions engaged in the same or similar functions, duties and responsibilities. These performance standards shall be reviewed and fine-tuned to suit the prevailing circumstances in the workplace and organizational Technical Assistance to Agencies. The Civil Service Commission shall conduct round table discussions and workshops with representatives from different agencies and offices for the purpose of assisting them in the development of common performance standards for technical and non-technical positions Heads of agencies are encouraged to request the Commission for technical assistance in the development, implementation, refinement of their PES. as well as in the establishment of performance standards for different Tunctional groupings. PES Implementation. a. Agencies are expected to conduct Orientation seminars for new officials and employees to orient them on performance planning, evaluation and improvement. Such services shall also aim to promote awareness and interest in the Syatem as a management tool for employee development and to generate their appreciation for the agency performance evaluation system as a management tool for performance planning and control.