Recruitment

Process
• Omnibus Rules on Appointment and Other
Human Resource Actions (ORAOHRA) revised 2018
• Agency Merit Selection Plan (MSP)
Merit Selection Plan
(MSP)
OBJECTIVES

It is the policy of the Philippine Veterans Affairs Office (PVAO) to strictly

adhere to the principles of merit, fitness, and equality. The selection of
employees shall be based on their relative qualifications and competence
to perform the duties and responsibilities of the positions to be filled. In
this pursuit, the PVAO Merit Selection Plan aims to:

Establish a system that is characterized by strict observance of the merit,

fitness and equality principles in the selection of employees for
appointment to positions in the career and non-career service in all levels;

Create equal opportunities for employment to all qualified Filipino men

and women to enter the government service and for career advancement
in the Agency;

Provide a basis for the expeditious approval of appointments; and

Provide a guide for the speedy and fair adjudication of protests of

employees against contested appointments.
 HRMPSB
Human Resource Merit Promotion and Selection Board

The HRMPSB shall assist the appointing officer/

authority in the judicious and objective selection of
Candidates for appointment in the agency in
accordance with the approved Agency Merit
Selection Plan.
• The appointing officer/ authority may appoint an
applicant who is ranked higher than those next-in-
rank to the vacant position based on the
assessment of qualifications/competence
evidenced by the comparative ranking.
Hiring Process
 START

PUBLICATION OF
ALL VACANT
POSITIONS
START
TALENT
SOURCING/
PRE-
SCREENING OF
APPLICANTS
START

CONDUCT OF
WRITTEN
EXAMINATIONS

Exam questions are given by the Division

Chief where the vacancy/ies exist/s.
• Personality/IQ Exam
• Practical Exam
• Leadership & Management Exam for
Supervisors
& Division Chiefs

*Exams are administered by

Registered Psychometricians
 START

PRE-
DELIBERATION
BY HRMPSB

(conducted within 3 to 5 days after

written exams are checked/
rated by the Division Chief)
 START
TALENT
PUBLICATION OF SOURCING/ CONDUCT OF
ALL VACANT PRE- WRITTEN
POSITIONS SCREENING OF EXAMINATIONS
APPLICANTS

PRE-
DELIBERATION
BY HRMPSB

SUBMISSION PREPARATION OF
OF PRE- APPROVAL OF MINUTES OF MEETING
EMPLOYMENT MINUTES OF OF THE PRE
REQUIREMENT MEETING DELIBERATION
S
CONTINUATION

PREPARATION
CONDUCT OF DELIBERATIO OF MINUTES
BACKGROUND N BY THE OF MEETING OF
INVESTIGATION HRMPSB THE
DELIBERATION

APPROVAL
OF
MINUTES OF
MEETING

NOTIFICATION TO
SIGNING OF APPOINTEES &
APPOINTMENT PREPARATION OF
PAPER APPOINTMENT
PAPERS
Effectivity of
Appointment
CONTINUATION

ISSUANCE OF OATH TAKING AND

APPOINTMENT ASSUMPTION TO
PAPER OFFICE
CONTINUATION

ORIENTATION ONBOARDING
Probationary Period

Evaluation is on the 3rd and 5th month

 Protest

Protest refers to an action filed by a qualified next-

in-rank official or employee questioning the
issuance of an appointment in favor of another on
the basis of lack of qualifications of the appointee.
(RACCS 2017)
SYSTEM OF RANKING
POSITIONS
NEXT IN RANK
Where to file your
Protest
CSC Regional
Head of Agency
Office

Civil Service
Commission Proper
 When to file your
Protest
Protest may be filed within fifteen (15) days from the
announcement and/or posting of appointments
subject of protest.
SUCCESSION PLAN