Topic 1 - Recruitment Policy

Marinduque State College
College of Business and Accountancy
THE ESSENTIALITY
OF THE RECRUITMENT
IN THE PUBLIC SECTOR:
In depth understanding and
disclosure of recruitment
process and hiring practices
Prepared by:
Atienza, Mary Rose Mendoza, Ariana
Ebron, Bella Miraflor, Lan Myl
Jao, Dave Rose Rosales, Maria Elliane
Larrobis, Jamaica Logmao, Merry

Republic of the Philippines
MARINDUQUE STATE COLLEGE
COLLEGE OF BUSINESS AND ACCOUNTANCY
Main Campus: Boac / Branches: Santa Cruz • Torrijos • Gasan
Panfilo P. Manguera Sr. Rd., Tanza, Boac, Marinduque 4900
Tel. No.: (042) 332-03-89 Email Address: cba@mscmarinduque.edu.ph
Website: cba@mscmarinduque.edu.ph
“Somebody once said that in looking for people to hire, you look for three
qualities: Integrity, Intelligence and Energy. And if you do not have the
first, the other two will kill you.”
— Warren Buffet (CEO of Berkshire Hathaway)
TOPIC 1: RECRUITMENT POLICY
Objectives:
· To define the recruitment policy and recruitment concept in terms of:
● Purpose
● Process
● Importance
EXPLAIN:
What is Recruitment Policy?
A recruitment policy is a statement on how a company hires. It outlines the company’s

preferred hiring practices and promotes consistency within the employee recruiting process.
Thus, recruitment is a continuous process by which an organization seeks to develop a

pool of qualified applicants for the future human resource needs, even though specific vacancies
do not exist at present. The main objective of the recruitment process is to expedite the selection
process.
A recruitment policy-constructed either as one specific policy or as the set of policies

utilized-provides a framework for the sequencing, integration, management, and oversight of
recruiting efforts.
Vision: An advanced and adaptive university pursuing quality education, lifelong gender-sensitive learning environment, responsive research-
based community programs and transparent governance with sustainable resource generation by 2025.
Mission: To provide excellence in instruction, research, extension, and production that magnifies W.I.S.D.OM. in leadership through Total Quality
Management System responsive to the challenges of the 21st century education.
Essential recruitment policy requirements include full compliance with governmental as

well as in-house regulations and standards, some measures of policy effectiveness, a review and
revision mechanism, clearly formulated objectives and awareness of the nature and scope of
available recruitment resources.
A recruitment policy is a framework that clearly outlines all your business recruitment
methods and practices. Recruitment policy I important because it helps the recruiter to analyze
the applicants so that the overall company will have a consistent employee quality that is fitting
according to the company’s services.
WHAT IS THE PURPOSE OF RECRUITMENT POLICY?
The purpose of recruitment policy is to direct and discipline recruitment practices to ensure
that the objectives of the Company are attained.
WHAT IS THE AIM OF RECRUITMENT POLICY?
The aim of recruitment policy is to appoint employees with appropriate qualifications, skills,
and experience to identify vacancies to be able to deliver services to the community effectively
FIVE GOOD REASONS TO HAVE RECRUITMENT POLICY
1. Suitability
Writing an accurate position description is an important part of the recruitment

process. It describes the primary tasks involved in the recruitment process.
Here in suitability a good recruitment requires those writing job descriptions

which would make the most positive contribution to the organization’s business
requirements.
2. Consistency
A good recruitment policy will also require that hiring managers use
predetermined criteria for all stages of the recruitment process, thereby reducing
the risk of discrimination.
While interviewing candidates, the same interviewers should be present at each

interview and a set of pre-determined questions should be asked to each
candidate, allowing them equal time to respond.
It should be noted that every candidate should be treated consistently. If a candidate is at a

disadvantage for any reason, you may need to take their individual circumstances into account,
so they are given an equal opportunity to present their skill.
3. Legality
The recruitment process is conducted in a fair and transparent manner and good
recruitment and selection policy will always make this very clear to recruiters.
During no stage of the recruitment process (from advertisement to interview) can there be any
discriminatory behavior, based on a person’s age, marital status, religion, nationality.
For Example- using terms in a job advertisement such as ‘young and energetic’ or ‘new graduate’
for recruitment process.
4. Credibility
If an organization calls for a certain application procedure to be followed,

candidates can feel confident that the position they are applying for exists.
Candidates can also see you are a reputable employer by the good practices
you follow and are more likely to want to become an employee of your organization.
5. Transparency
By requiring transparent procedures at every step, the recruitment policy

ensures that all people in the recruitment process (HR, department head, line
manager etc.) can follow the process and be confident of the outcome.
: Candidates should be kept informed of the status of their application and notified if
unsuccessful and transparent appeals process to be put in place if a candidate is unhappy with
the outcome.
Such a policy will not only ensure job applicants are treated fairly, but will also greatly increase
your chances of securing the best possible people for your organization
RECRUITMENT PROCESS- The recruitment process involves finding the candidate with
the best skills, experience, and personality to fit the job. It requires a series of collecting
and reviewing resumes, conducting job interviews, and finally selecting and onboarding
an employee to start working for the organization.
RECRUITMENT PROCESS
1. Recruitment Planning
o First step on the recruitment process, where the vacant positions are
analyzed and described. It includes job specifications and its nature,
experience, qualifications, and skills required for the job, etc.
2. Strategy
o The second step where the strategy is prepared for hiring the resources.
The development of a recruitment strategy is a long process, but having
the right strategy is mandatory to attract the right candidates.
3. Searching Process
o The third step in the recruitment process where the resources are
sourced depending upon the recruitment of the job. It involves attracting
the job seekers to the vacancies. The sources are broadly divided into
two categories:
The internal sources and external sources:
Internal sources: It is hiring employees within the organization.
External sources: It is hiring the employees outside the organization.
4.Screening Process
o This is the fourth step wherein it starts after the completion of the process
of sourcing candidates. It is the process of filtering the applications of the
candidates for further selection process.
o There are three (3) steps in the screening process;
· Reviewing of resumes and cover letters
· Conducting telephonic or video interview
· Identifying the top candidates
5. Evaluation and Control
o This is the last step in the process of recruitment. In this process, the
effectiveness and validity of the process and methods are assessed.
o Recruitment is a costly process; hence it is important that the
performance of the recruitment process is thoroughly evaluated.
EVALUATION:
1. As discussed earlier, what is the purpose/importance of recruitment policy?
2. Enumerate the five good reasons to have a recruitment policy?
TOPIC 2: PUBLICATION OF VACANCIES
Objectives:
To enumerate the concept of Publication of vacancies
EXPLAIN:
What is Publication of Vacancies
It is an act requiring publication of existing vacant positions in government offices, appropriating,

funds therefore, and for other purposes.
Republic Act No. 7041
Section 3: (Labor Code)
Publication of Vacancies
The chairman and members of the Civil Service Commission shall publish once every
quarter a complete list of all existing vacant positions in the Government throughout the
country, including the qualification standards required for each position and thereafter,
certify under oath to completion of publication. Copies of such publication shall be sold at
cost to the public and distributed free of change to the various personnel offices of
government where they shall be available for inspection by the public:
Provided, that the said Publication shall be posted by the Chief Personnel or
Administrative Officer of all local government units in at least three (3)
1. Public and conspicuous places in their respective municipalities and provinces.

2. Provided, further that any vacant positions published therein shall be open to any qualified
person who does not necessarily belong to the same office with the vacancy or who
occupies a position next-in-rank to the vacancy.
3. Provided, finally, that the Civil Service Commission shall not act in any appointment to fill
up a vacant position unless the same has been reported to and published by the
commission.
TWO TYPES OF VACANCIES
● Permanent roles- are traditional salaried positions and they at least in theory grant the
employee the maximum employment rights and protection.
● Contract roles – are fixed terms positions, paying either an hourly or a date rate.
EVALUATION
1. What is RA 7041 all about?
2. Differentiate the two types of vacancies
TOPIC 3: EXAMINATION
Objectives:
· To identify the different use of examination
· To enumerate the different forms of examination
EXPLAIN:
What is Examination?
Examination for recruitment is a systematic and objective method of assessing potential

job candidates. The tests work to determine a candidate’s suitability for the position and examine
their capabilities and performance in the workplace, providing an informed choice for the
employer.
ARTICLE 3: Examination (Labor Code)
❖ 8250 Classes of Examination
In establishing eligible lists for positions in the Career service, promotional, open, and
continuous examinations shall be used.
❖ 8251 Optional Use of Examination
Where no eligibility list exists, vacancies to be filled in a classification series other than at
the entry level may, at the option of the Personnel Director, be filled by promotional examination
or open examination or both promotional and open examinations.
❖ 8252 Open Examinations
All examinations except “Promotional Only” examinations shall be open to any

applicant who meets the minimum qualification requirements or employment standards included
in class specification.
❖ 8253 Promotional Only
Competitive promotional only examinations shall be used primarily in classes for which
experience in the lower class in a series is required and no alternate pattern of acceptable
education or experience is allowed, including, but not limited to, a class series in which an
employee is hired as a trainee into a position which is allocated at the first working level.
Additional Information:
The Personnel Director may employ "Promotional Only" examinations as an exception to this
Rule upon showing evidence that:
(1) The examination is for a class which is clearly designed to provide career advancement
opportunity within an occupational field;
(2) No significant group of employees, such as those in the Executive service, would be
excluded thereby.
(b) Candidates for promotional only examinations must have completed a probationary period
and hold permanent status in the Career service as of the final filing date for the position, unless
the Personnel Director first expressly waives the requirements for permanent status for a specific
examination, and must possess the minimum qualifications or employment standards included in
the class specification.
(c) Should a promotional only examination produce no qualified applicants, an open examination
may be called by the Personnel Director
❖ 8254 Continuous Examinations
The Personnel Director may administer continuous open examinations from time-to-time
as applicants are available or as candidates are needed to fill vacant positions.
a) Continuous open examinations for a given class may be announced by publishing periodic
announcement bulletins which shall remain in effect no longer than one year.
(b) A single eligible list, based upon the required examinations, shall be maintained by the
Personnel Director and names of qualifying candidates shall be merged on that list in the order of
their final scores in the examinations.
(c) Names of qualified candidates shall remain on the list for one full year from the date they
were entered, unless sooner removed in accordance with applicable sections of this Article
❖ 8255 Types of Examinations
Examinations may be assembled or unassembled and shall consist of one, or a

combination of the following types, as determined by the Personnel Director:
1. Oral – Oral qualifications appraisal examinations shall be used to evaluate

experience, training or education, and other factors that relate to the knowledge or
abilities required to perform the work of the position or class, and may be either
structured or unstructured.
2. Written – Written tests may be used to measure knowledge, abilities, or aptitudes,
insofar as such traits are related to ability to perform the work of the position or
class.
3. Performance – Performance tests may be used to evaluate skill, speed, or
accuracy with which principal tasks of the position or class are performed.
4. Physical Agility – Physical agility tests may be used to measure agility, strength,
coordination, or general physical fitness required to perform duties of the position
or class.
5. Evaluation of Training and Experience – is a scored component accounting for
100% of your rating in the hiring process. It is important to complete the
questionnaire carefully and accurately. Your responses are subject to verification
before appointment to a position. You may wish to have a list of your professional
and educational references available; this information will be useful when
completing the examination.
Any other forms – designed to test the qualifications of applicants for suitability
to perform in the workplace; provided, however, if a combination of two or more
types of tests is used in the same examination, the relative weighted value of each
type, expressed as a percentage, shall be included on the announcement for the
examination.
Trainee to First Working Level. There are in Career service several classes in which it is desirable
to allocate a position at the first working level, but employ a person at the training level and
promote him to the first working level when his training is completed and he is deemed competent
to function at the first working level. Examinations for such promotions shall be subject to the
following:
(1) Applicants occupying trainee positions must meet the minimum qualification requirements
or employment standards of the working level class as of midnight of the final filing date
for the examination, and must submit all required application materials within the
prescribed filing period;
(2) For each candidate whose application is accepted, the employing department will
complete an employee evaluation and fitness report and submit it to the Personnel Director
as part of the examination process;
(3) As needed, an oral board will be assembled, or the Personnel Director may review the
application materials and rate the applicants’ qualifications for promotion.
❖ 8256 Scheduling
Examinations shall be scheduled as the current and anticipated needs of the service
require; provided, however, that scheduled examinations may be postponed or canceled or the
final date for filing applications extended by the Personnel Director by notifying all persons who
have filed applications or by posting a notice on the bulletin board.
❖ 8257 Test Administration
The Personnel Director shall be responsible for administering and scoring all tests in
connection with the Career Service.
❖ 8258 Disqualification
The Personnel Director may disqualify any candidate who attempts to interfere with the
fair, equitable, and orderly conduct of any part of the competitive examination process.
Tardiness may be grounds for disqualification in the examination.
Failure to appear for, or failure to achieve a passing score in one test of the examination shall
disqualify a candidate in the entire examination.
An applicant who has not certified in writing that he possesses the minimum qualifications for the
examination, shall not be admitted to an examination.
An applicant whose application was not either received or postmarked on or before the final filing
date established for the examination may be admitted to an examination with prior approval of
the Personnel Director.
❖ 8259 Preference Points
Preference Points will be awarded to applicants who are eligible military veterans
according to state law.
In all cases in which an applicant is entitled to receive veterans’ preference points, no points
shall be given unless the applicant has otherwise met the minimum qualifications or employment
standards established for the position, and has earned an overall passing rating in the
examination in accordance with applicable provisions of this Article.
❖ 8260 Qualifying Scores and Rating Tests
The final score of the candidate shall be based upon all tests and evaluations in the examination,
according to the weights established for each test in examination, and in any preference points to
which a candidate is entitled; provided, however, that minimum qualifying ratings shall be set in
advance for each test in an examination, and all candidates failing to achieve such ratings in any
test shall be disqualified from any further participation in the examination.
❖ 8261 Method of Rating/Rating Scale
For all examinations a numerical rating system will be established by the Personnel
Director, whenever practicable, to be applied to any combination factors which will be represent
the minimum performance or requirement by which eligibility will be determined; provided,
however, that ratings shall be expressed in percentages with 70% being the minimum passing
score, unless the Personnel Director has set a higher percentage, and one-hundred percent 100%
being the maximum possible score.
The preference points are exclusively applicable, if any.
(a) In oral qualifications appraisal interviews, the separate ratings assigned by the individual
members of a panel to each candidate shall be reduced to an arithmetic mean.
(b) If the mean rating of a candidate pursuant to subsection (a) is below seventy percent (70%),
or such higher percentage as was set by the Personnel Director pursuant to this section, but a
majority of the members of the panel assign a passing score, the candidate shall be given a score
of seventy percent (70%) or such other minimum passing score as was set by the Personnel
Director pursuant to this section.
(c) If a majority of the members of a panel assign a failing score, the candidate shall be failed
regardless of his mean rating.
(d) Minimum qualifying ratings shall be stated on the examination announcement.
❖ 8262 Notification
❖ Each candidate taking an examination shall be given prompt written notice of

whether qualified in the examination, his final rating, and his relative position on
the eligibility list.
❖ 8263 Correction in Rating or Grading Errors
An error in grading or rating, if called to the attention of the Personnel Director in writing
within fourteen (14) calendar days after the mailing of notices of results of an examination shall
be corrected; provided, however, that correction shall not affect certification or appointment
already made from the eligible list.
EVALUATION:
1. Using a Venn diagram, compare Open examinations and Promotional

Only examinations.
TOPIC 4: SERVICE ELIGIBILITIES
Objectives:
· To enumerate the eligibilities granted under special laws
EXPLAIN:
WHAT IS CIVIL SERVICE COMMISSION (CSC)?
Is one of the three Constitutional Commissions of the Philippines with the responsibility
over the civil service. It is tasked with overseeing the integrity of the government actions and
processes. The CSC is the central personnel agency of the Philippine Government responsible
for the policies, plans, and programs concerning all civil service employers.
ELEVEN (11) ELIGIBILITIES GRANTED UNDER
SPECIAL LAWS AND CSC ISSUANCES
1. Board/Bar Eligibility (RA 1080)
Automatically granted to passers of bar examination conducted by the Supreme Court

and of licensure board examinations administered by the Professional Regulation
Commission.
Bar or Board Eligibility is in accordance with Republic Act (RA) No. 1080. Automatic which is
granted to those who pass the bar examination conducted by the Supreme Court and the
licensure board examinations administered by the Professional Regulation Commission.
To become a full-fledged lawyer, it is necessary to take and pass the BAR EXAM administered
by the KORTE SUPREMA.
Meanwhile under the PRC are the 45 LICENSURE BOARD EXAMS for various professions such
as
• PROFESSIONAL TEACHERS
• MEDICINE
• SOCIAL WORKERS
• ACCOUNTANCY
• ELECTRICAL ENGINEERING AND CIVIL ENGINEERING
2. Barangay Health Worker Eligibility (BHWE ) Granted pursuant R.A. 7883
The BHWE shall be granted to Local Health Board-accredited barangay health workers
who have completed at least two (2) years of college degree and have voluntarily rendered at
least five (5) years continuous active and satisfactory service as an accredited BHW to the
community.
BHWE will be granted to a Local Health Board-accredited barangay health worker who has
completed at least two (2) years of college degree and has voluntarily given at least five (5) years
of continuous active and satisfying community service. an accredited BHW
BHWs are the health care providers in villages
BHWs are the front lines of barangay health.
They are volunteers from the community who have undergone formal training to take care of the
health of families within an assigned area or catchment area.
They accompany other members of the health team (such as doctors, nurses, and midwives) in
the dissemination of health programs and services in the communities.
Inga BHW also serves as community organizers to provide lessons and information about health
(health educators).
3. Barangay Nutrition Scholar Eligibility (BNSE) Granted pursuant to P.D. No. 1569
The BNSE shall be granted to barangay-based volunteer workers for rendering at least
two (2) years of continuous and satisfactory nutrition services and other related activities, such
as community health, backyard food production, environmental sanitation, culture, mental
feeding, and family planning to the barangay.
BNSE will be awarded to barangay-based volunteer workers for providing at least two (2) years
of continuous and satisfactory nutrition services and other related activities,
A Barangay Nutrition Scholar or BNS is a barangay-based volunteer responsible for providing

nutrition services to his community.
What does BNS do?
•Perform Operation Timbang Plus on children aged 0-59 months.
Provide appropriate intervention for preschool children, pregnant and lactating women and
families with nutritionally at-risk individuals.
• Serve as a linkage-builder for nutrition services.
Share crop seeds from the local agriculture's office or other government agencies and NGOs to
promote home and community grading.
•Provide counseling services about exclusive breastfeeding and complementary feeding.
4. Barangay Official Eligibility (BOE) Granted pursuant to R.A. No. 7160
For elected barangay officials, it shall refer to the term of office as specified by the
prevailing law on terms of office of elected barangay officials. For appointive barangay officials, it
shall refer to the continuous number of years of satisfactory service rendered from the time of
appointment, which must correspond to the number of years covering the term of office of the
appointing Punong Barangay and may include services rendered under previous appointment.
This is what the civil service commission gives to barangay staff who have completed one term,
it is equivalent to 1st level eligibility or Sub-professional eligibility.
For example, barangay treasurers and barangay secretaries who are appointed officials of the
barangay must also complete one term as elected barangay officials.
5. Electronic Data Processing Specialist Eligibility (EDPSE) Granted pursuant to CSC

Resolution No. 90-083
The EDPSE shall be conferred on passers of the proficiency test, or training course
conducted by the Information and Communications Technology Office (ICTO] ((formerly National
Computer Center) on the following: Systems Analysis and Design; and Computer Programming
courses of: Java, MS Access, or Visual Basic;
The EDPSE will be granted to those who pass the proficiency test, or training course conducted
by the Information and Communications Technology Office (ICTO) (formerly the National
Computer Center)
6. Foreign School Honor Graduate Eligibility (FSHGE) Granted pursuant to CSC

Resolution No. 1302714 promulgated on December 17, 2013.
The following individuals shall be entitled to the grant of FSHGE upon submission of required
documents:
1. Filipino citizens who graduated summa cum laude, magna cum laude, cum laude, or its
equivalent in their baccalaureate degree beginning school year 1972-1973. Applicable Philippine
law and rules shall be observed in resolving issues/concerns on citizenship;
2. Graduated from a reputable foreign school as verified by the DFA, through the Philippine
Foreign Service Posts;
3. Has not been found guilty of any crime involving moral turpitude or of infamous, disgraceful,
or immoral conduct, dishonesty, drunkenness or addiction to drugs;
4. Has not been previously found guilty of offenses relative to, or in connection with, the conduct
of a civil service examination; and
5. Has not been dismissed from the government service for cause.
The following individuals are entitled to the issuance of FSHGE upon submission of the required
document.
• Filipino citizens who graduated summa sum laude, magna cum laude, cum laude, or its
equivalent in their baccalaureate degree starting in the 1972-1973 school year. Applicable laws
and regulations of the Philippines must be followed in resolving citizenship issues/concerns;
• Must graduate from a school that is recognized by the department of foreign affairs or DFA
• Has not been convicted of any crime involving moral turpitude or lewd, lascivious, or immoral
behavior, dishonesty, drunkenness, or drug addiction.
• Has not been convicted of offenses related to, or related to, the conduct of a civil service
examination; and
• Not removed from any government service.
7.Honor Graduate Eligibility (HGE) Granted pursuant to Presidential Decree (P.D.) No. 907,
dated March 11, 1976
The following individuals shall be entitled to the grant of HGE upon submission of required
documents:
a. Those who graduated summa cum laude, magna cum laude or cum laude, in their
baccalaureate degree, regardless of the number of years of completion;
b. Those who graduated from school year 1972-1973, and thereafter; and
c. Those who graduated in:
c.1. Private Higher Education Institution in the Philippines with baccalaureate/bachelor’s

degree recognized by the CHED; or
c.2. State/Local College or University with baccalaureate/bachelor’s degree included in its

charter, or baccalaureate/ bachelor’s degree duly approved by its Board of Trustees/Board of
Regents.
The following individuals shall be entitled to the grant of HGE upon submission of required
documents:
a. Those who graduated summa cum laude, magna cum laude or cum laude, in their
baccalaureate degree, regardless of the number of years of completion;
b. Those who graduated from school year 1972-1973, and thereafter; and
c. Those who graduated in:
c.1. Private Higher Education Institution in the Philippines with baccalaureate/bachelor’s

degree recognized by the CHED; or
c.2. State/Local College or University with baccalaureate/bachelor’s degree included in its

charter, or baccalaureate/ bachelor’s degree duly approved by its Board of Trustees/Board of
Regents.
The following individuals are entitled to the issuance of FSHGE upon submission of the required
document.
• Filipino citizens who graduated summa sum laude, magna cum laude, cum laude, or its
equivalent in their baccalaureate degree starting in the 1972-1973 school year. Applicable laws
and regulations of the Philippines must be followed in resolving citizenship issues/concerns;
• Must graduate from a school that is recognized by the department of foreign affairs or DFA
• Has not been convicted of any crime involving moral turpitude or lewd, lascivious, or immoral
behavior, dishonesty, drunkenness, or drug addiction.
• Has not been convicted of offenses related to, or related to, the conduct of a civil service
examination; and
• Not removed from any government service.
8.) Sanggunian Member Eligibility (SME) Granted pursuant to Republic Act (R.A.) No.
10156, dated December 20, 2011
In accordance with Civil Service Commission (CSC) Resolution No. 1300486,

promulgated on March 6, 2013 and circularized through CSC Memorandum Circular No. 12, s.
2013 dated May 31, 2013, the SME is granted effective May 1, 2013 to the following Sanggunian
Members, who have been elected after the effectivity of the Local Government Code of 1991 (RA
7160) or on May 11, 1992 onwards:
a. vice mayor, as presiding officer for the Sangguniang Bayan or Sangguniang Panlungsod;
b. vice governor, as presiding officer for the Sangguniang Panlalawigan; and
c. regular Sanggunian Members of the Sangguniang Bayan, Sangguniang Panlungsod and

Sangguniang Panlalawigan.
. Sanggunian Member Eligibility (SME) Granted pursuant to Republic Act (R.A.) No. 10156, dated
December 20, 2011
• in accordance with Civil Service Commission (CSC) Resolution No. 1300486, promulgated on
March 6, 2013, and circulated through CSC Memorandum Circular No. 12, s. 2013 dated May 31,
2013, the SME was granted effective May 1, 2013, to the following Reference Members, who
were elected after the effectivity of the Lock Government Code of 1991 (RA 7160) or on May 11,
1992, up:
• Vice mayor, as presiding officer for the Sangguniang Bayan, City Council;
• Vice governor, as presiding officer for the Provincial Sangguniang; and
• Regular Reference Members of Sangguniang Bayan, Sangguniang City, and Provincial

Councils.
9.) Scientific and Technological Specialist Eligibility (STSE) Granted pursuant to P.D. No.
997, dated September 16, 1976
The STSE is conferred on an S&T Specialist who has at least a Bachelor’s degree in areas
enumerated in Section 1 of the Rules and Regulations Implementing the Provisions of PD No.
997 (Revised 2009) and who meets any of the following additional requirements:
- At least three (3) years of continuous experience in research and/or teaching in the pertinent
field, which may include specialized training in research, or teaching experience at the college
level in one’s major field or field of specialization, or completion of a patented invention; or
- Has earned a master’s or doctorate degree in any of the fields of study enumerated under
Section 1 of the Rules and Regulations Implementing the Provisions of PD No. 997 (Revised
2009) from a school recognized by the Commission on Higher Education at the time of filing of
application.
Scientific and Technological Specialist Eligibility (STSE) Granted pursuant to P.D. No. 997, dated
September 16, 1976
• STSE is awarded to an S&T Specialist with at least a Bachelor's degree in the areas mentioned
in Section 1 of the Rules and Regulations Implementing the Provisions of PD No. 997 (Revised
2009) and meets any of the following additional requirements
• At least three (3) years of continuous research and/or teaching experience in the relevant field,
which may include specialized research training, or college-level teaching experience in the major
or area of specialization of a person, or completing a patented invention
• Earned a master's or doctorate degree in any of the fields of study mentioned under Section 1
of the Rules and Regulations Implementing the Provisions of PD No. 997 (Revised 2009) from a
school recognized by the Commission on Higher Education at the time of filing the application.
10.) Skills Eligibility – Category II Granted pursuant to CSC MC No. 11, s. 1996, as amended
by CSC MC No. 10, s. 2013
The various skills eligible under CSC MC No. 11, s. 1996, as amended, are granted to
individuals who meet the requirements of positions, qualifications for which are not measurable
by written tests, such as plant electrician, automotive mechanic, heavy equipment operator,
laboratory technician, shrine curator, carpenter, draftsman, plumber, and others.
Category II - refers to positions listed under CSC MC No. 11, s. 1996, as amended, including
CSC MC No. 3, s. 2008, the required eligibility for which can be obtained by completing one year
of very satisfactory actual work performance under temporary status of appointment.
Skills Eligibility Category II Granted according to CSC MC No. 11, s. 1996, as amended by CSC
MC No. 10, s. 2013
• The various skill qualifications under CSC MC No. 11, s. 1996, as amended, is given to
individuals who meet the requirements of positions, qualifications that cannot be measured by
written tests, such as plant electrician, automotive mechanic, heavy equipment operator,
laboratory technician, shrine curator, carpenter, draftsman, plumber, and others.
11.) Veteran Preference Rating Eligibility (VPRE) Granted under Executive Order (EO) No.
132, s. 1948 and EO No. 790 dated April 3, 1982.
Any of the following individuals, in the alternative, is qualified to avail of the VPRE:
a. The veteran himself/herself; or
b. The veteran’s spouse; or
c. Any one of the veteran’s children.
Veteran Preference Rating Eligibility (VPRE) Granted under Executive Order (EO) No. 132, s.
1948 and EO No. 790 dated April 3, 1982
a. The veteran himself; o
b. The veteran's wife; o
c. Any of the veteran's children.
A veteran is a former soldier who fought for the Philippines
EVALUATION:
1. What do you think is the highest eligibility granted under special laws and CSC
issuances? Why?
TOPIC 5: QUALIFICATION STANDARDS
Objectives:
o To define Qualification Standards

o To enumerate the main concept of Qualification Standards in terms of:
o Purpose
o Importance
EXPLAIN:
What are Qualification Standards?
Qualification Standards are a description of the minimum requirements necessary to

perform work of a particular occupation successfully and safely.
These minimum requirements may include specific job-related work experience,

education, medical or physical standards, training, security, and/or licensure.
Qualification standards refers to the requirements that one must meet in order to be
considered qualified for a certain position or job. These standards can vary depending on the
industry, company, or specific job requirements. For example, a job may require a specific degree
or certification, a certain number of years of experience, or proficiency in a particular software or
tool.
It is important to note that qualification standards should be applied fairly and consistently
across all applications or employees. Discrimination based on race, gender, age, religion, or other
protected characteristics is illegal and unethical.
This is the current recruitment system in the Philippine Civil Service based on Qualification
Standards (QS), a minimum set of requirements comprising education, eligibility, training, and
experience.
- Education is ả fundamental component of qualification standards. It provides the

necessary knowledge and skills required to perform a job effectively.
- Eligibility requirements provide a framework for assessing an individual’s sustainability
for a particular job. It outlines the minimum age, citizenship, work experience for a job.
- Training is a critical component of qualification standards. It provides individuals with the
necessary skills and knowledge to perform their job effectively.
- Experience is another critical component of qualification standards. It provides individuals
with practical knowledge and skills that cannot be acquired through formal education or
training. It also provides employers with a measure of an individual’s work ethic, and
commitment to their job.
What is the use of Qualification Standards?
Qualification Standards shall be used as the basis of civil service examinations for
positions in the career service, as guides in appointment and other personnel actions, in the
adjudication of protested appointments, in determining training needs, and as aid in the inspection
and audit of the agency’s personnel work programs.
Qualification standards are a set of criteria that are used to determine the level of knowledge,
skills, and abilities for a particular job or profession. These standards are established by regulatory
bodies and professional organizations to ensure that individuals who hold a certain position meet
the minimum requirements necessary to perform the job effectively.
What constitutes a Qualification?
● Specific degree or professional designation or certification

● The number of years of experience
● Proficiency with certain software programs
● Specific industry knowledge
● Ability to perform certain tasks such as lifting, standing or extreme temperatures.
In order to excel in a particular field, it is often important to obtain a specific degree or

professional designation or certification. These credentials provide individuals with the knowledge
and skills necessary to succeed in their chosen profession. Obtaining a specific degree or
professional designation or certification can be extremely beneficial for individuals who are looking
to advance their careers.
The number of years of experience refers to the amount of time an individual has spent
practicing a particular skill or profession. Employers often require a certain minimum number of
years of experience for job applicants to ensure that they have the necessary skills and knowledge
to perform the job duties effectively.
- Proficiency with certain software programs is an essential skill for success in most
workplaces. It is important to continuously improve and update your skills to stay
competitive in today’s job market. (Such as Microsoft Office like Word, Excel, and
PowerPoint)
- If you want to excel in your career, then having specific industry knowledge is crucial. This
knowledge can help you understand the current’s trends, challenges, and opportunities in
your industry, which can give you an edge over your competitors. Having specific industry
knowledge is essential for career growth and success. By investing time and effort into
gaining this knowledge, you can stay ahead of the curve and position yourself as an asset
in your industry.
- These are certain tasks that require physical abilities beyond what is considered normal.
These tasks may involve lifting heavy objects, standing for a long period of time, or working
in extreme temperatures. It is important for individuals to be aware of their physical
limitations and to take necessary precautions to prevent injury or harm. When it comes to
lifting heavy objects, it is important to use proper lifting techniques to avoid straining or
injuring one’s back. This may involve bending at the knees, keeping the object close to
the body, and avoiding twisting or turning while lifting. Next is standing for long periods of
time can also be a challenge for some individuals. It may be helpful to wear comfortable
shoes with good support and to take breaks as needed to rest and stretch. Finally, working
in extreme temperatures can be dangerous if proper precautions are not taken. This may
involve wearing appropriate clothing and gear, staying hydrated, and taking frequent
breaks to cool down or warm up as needed. Being aware of one’s physical abilities and
limitations is crucial when it comes to performing certain tasks.
Why is Qualification important in a Job position?
By honing in on exactly what you might be looking for in an employee, you are ten steps
ahead in finding the right candidate for the role.
Creating specific, inclusive requirements that are easy for candidates to read will convince
the best of the best to apply for the job.
Qualification is an essential factor that employers consider when hiring candidates

for a job position. It refers to the skills, knowledge, experience, and education that an
individual possesses to perform a specific job. Here are some reasons why qualification
is important in a job position:
1. Job Performance - Qualification is crucial for job performance as it equips the

employee with the necessary skills and knowledge to perform their duties effectively.
2. Career Advancement - Having the right qualification can open opportunities for career
advancement. An employee with relevant certifications and training is more likely to be
considered for career growth.
3. Competitive Edge - In today’s competitive job market, having the right qualification can
give you a competitive edge over other candidates. And having the right qualification can
make your application standard out from the rest and increase your chances of being
shortlisted for an interview.
4. Increased Earnings - Qualification is often associated with higher earnings. Employers

with higher qualifications tend to earn more than those with lower qualifications.
Therefore, it is essential to invest in education and training to acquire the required

qualification for a job position.
Terminologies commonly used in the Qualification Standards
1. Acceptable
2. Corporate
3. Degree
4. Eligibility
5. Occupational certification
6. Recognized post-secondary Institution
7. Specialization
EVALUATION:
1. How is the Qualification Standard dominant in job positions?
2. Give 3 terminologies commonly used in qualification standards and explain.
3. What do you think are the most important requirements based on the current
recruitment system in the Philippine Civil Service?
TOPIC 6: PERSONNEL SELECTION BOARD
Objective:
To identify the duties of Personnel Selection board
EXPLAIN:
What is a Personnel Selection Board?
Personnel Selection Board established in every province, city, or municipality to assist

local chief executive or where applicable, the presiding officer of the sanggunian, in the judicious
and objective selection of personnel or employment as well as promotion and in the formulation
of such policies as would continue to employee welfare.
Who are the members of the Personnel Selection Board?
Personnel Officer or Human Resources Management Officer – these two

representatives of the rank-and-file career employees, one from the first level and one from the
second level, who shall both be chosen at large by the employees through a general assembly.
The personnel selection board shall be composed of local chief executive or his duly
authorized representative as chairman, and members to be determined by resolution of the
sanggunian concerned in accordance with pertinent civil service law, rules, and regulations.
Duties/Functions/Responsibilities of a Personnel Officer

● looking after the health, safety, and welfare of all employees
● organizing salaries payments
● recruiting, training, and developing staff
● pensions and benefits administration
● negotiating salaries, contracts, working conditions or redundancy packages with

staff/representatives.
Duties/Functions of a Human Resources Management Officer

1. Plan and direct recruitment, selection, and placement of applicants to appropriate
position that will fit their qualification;
2. Participate in the administration of revised policies in personnel mechanisms
relative to the functions of the section;
3. Conduct research, special study or survey designed to improve existing
compensation;
4. Supervise the preparation and maintenance of plantilla of personnel and
statistics on personnel strength HR profile / inventory;
5. Coordinate with the DBM, CSC, Office of the President, CES Board and IUG
corporations relative to the concerns of the section;
6. Review documents on promotion, transfer, and deployment;
7. Supervise the processing of salary adjustments due to length of service, across-
the- board increases, etc.;
8. Supervise / review / check the preparation of communications / memoranda /
office circulars / replies to various queries which involve interpretation of laws,
rules, and regulations;
9. Perform other related functions
In these two representatives of the rank-and-file career employees (the ordinary members
of an organization or the ordinary workers in a company, as opposed to its leaders or managers).
They will choose two representatives, one at the first level and the other at the second level, and
both will be chosen by the employees through the general assembly. The candidate who
generated the second highest votes shall automatically be the alternate representative. Any other
mode of selection may be conducted for the purpose. And, both rank-and-file representatives
shall serve for the period of two years. Both representatives including the PSB members shall
undergo orientation and workshop on the selection/promotion. All candidates for appointment to
first and second level positions shall be screened by PSB.
What are the main duties of the selection board in the final selection process?
The purpose of the selection committee guide is to provide committee members with
relevant information about those aspects of the selection process they are primarily involved in,
such as shortlisting, interview, reference checking and decision making.
What are the six (6) steps of the Personnel selection process?
1. Initial screening applicants
2. Employment Tests
3. Selection Interview
4. Verifications and References
5. Physical Examination
6. Final Decision
What is Personnel Recruitment and selection?
Recruitment refers to the process where potential applicants are searched for, and then
encouraged to apply for an actual or anticipated vacancy.
Selection is the process of hiring employees among the shortlisted candidates and
providing them a job in the organization.
EVALUATION:
1. What is the difference between the recruitment process and selection

process?
2. How does the Personnel Selection Board conduct a decision?
ICE BREAKER
FIND OUT THE CORRECT ANSWER!
ANSWER: RECRUITMENT POLICY ANSWER: TRANSPARENCY
ANSWER: CONSISTENCY RECRUITMENT PLANNING
ANSWER: VACANCIES ANSWER: PERMANENT ROLES
Name: Date:
Course/Section:
ASSIGNMENT
A. Answer the following questions based on the report and the discussions.
PART 1: RECRUITMENT POLICY
Direction. Write TRUE if the statement is correct, FALSE if it is incorrect.
TRUE OR FALSE
1. Recruitment Policy is a statement on how company hire
2. Purpose of the Recruitment Policy is to expedite the section process.
3. Consistency describes the primary tasks involved in the recruitment process.
4. Searching Process is a third step in the recruitment process where the resources are
sourced depending upon the recruitment of the job.
5. Screening Process is the last step in the process of recruitment.
PART 2: PUBLICATION OF VACANCIES
TRUE OR FALSE
1. Publication of vacancies is an act requiring publication of existing vacant act requiring

positions in government offices, appropriating, funds therefore, and for other purposes.
2. Permanent roles are the traditional salaried positions and at least in theory grant the
employee full employment rights and protections.
3. Republic Act no. 7041 section 3: (Labor code) publication of vacancies.
4. The Civil Service Commission shall not act in any appointment to fill up a vacant position
unless the same has been reported to and published by the commission.
5. Contract roles are not fixed terms positions, paying either an hourly or a date rate.
PART 3: EXAMINATION
IDENTIFICATION
1.Recruitment is a systematic and Objective method of assessing potential job candidates.
2. In establishing an eligible list for positions in the career service, promotional and open and
continuous examination shall be used.
3. This test may be used to measure agility, strength, coordination, or general physical fitness
required to perform the duties of the position or class
4. The Personnel Director shall be responsible for administering and scoring all test in
connection with the career service.
5. This will be awarded to applicants who are eligible military veterans according to state law.
PART 4: SERVICE ELIGIBILITIES
IDENTIFICATION
1. It is automatically granted to passers of bar examination conducted by the Supreme Court

and of licensure board examinations administered by the Professional Regulation
Commission.
2. It shall be granted to barangay-based volunteer workers for rendering at least two (2) years
of continuous and satisfactory nutrition services and other related activities such as
community health, culture, etc.
3. It is tasked with overseeing the integrity of the government actions and processes.
4. It shall refer to the term of office as specified by the prevailing law on terms of office of
elected barangay officials.
5. It is conferred on an S&T specialist who has at least a Bachelor degree in areas

enumerated in Section 1 of the Rules and Regulations.
PART 5: QUALIFICATION STANDARD
ENUMERATION
1. Give the minimum set of requirements or the qualification standard.
2. Give at least five terminologies commonly used in the Qualification Standard.
PART 6: PERSONNEL SELECTION BOARD
ESSAY. Write an essay based on the topic that has been discussed. (5 sentences or
more)
In your own words, what is the difference between the recruitment process and selection
process?
ANSWER KEY:
Part 1 4. True
5. False
Answer: Part 4:
1. True Answer
2. False Part 3
3. False 1. Board/ Bar
4. True Answer: Eligibility (RA
5. False 1080)
1. Examination 2. Barangay
Part 2 2. 8250 classes of Nutrition Scholar
Examination Eligibility (BNSE)
Answer: 3. Physical agility Granted pursuant
4. 8257 Test to P.D. No. 1569
1. True Administration 3. Civil Service
2. True 5. 8259 preference Commission
3. False points
4. Barangay Official Answers:

Eligibility
Granted pursuant Part 5: 1. Acceptable
to R.A 7160 2. Corporate
5. STSE (scientific 3. Degree
and technical 4. Eligibility
Answers:
specialist 5. Occupational
eligibility) Education, Eligibility, certification
Training and Experience 6. Recognized post-
secondary
7. Specialization
BIBLIOGRAPHY
TOPICS AND REFERENCES
Recruitment Policy
4 cornerstones of a solid recruitment policy. (2023, April 14). Modern ATS & collaborative
recruitment software | Recruitee.
https://recruitee.com/articles/recruitment-
policy#:~:text=A%20recruitment%20policy%20is%20a,to%20labor%20laws%20and%20le
gislation.
The recruitment process - Recruitment and selection - National 5 business management
revision - BBC bitesize. (n.d.). BBC Bitesize.
https://www.bbc.co.uk/bitesize/guides/z3s9fcw/revision/2
Publication of vacancies
Publication of vacancies - Google search. (n.d.). Google.

https://www.google.com/search?q=publication+of+vacancies&oq=Publicatio&aqs=chrom
e.1.69i57j35i39j0i131i433i512j0i512j0i131i433i512l2j0i512l4.6753j0j15&sourceid=chrome&i
e=UTF-8
Republic Act No. 7041 | GOVPH. (1991, June 5). Official Gazette of the Republic of the
Philippines.
https://www.officialgazette.gov.ph/1991/06/05/republic-act-no-7041/
Examination
Article 3 examination labor code - Google search. (n.d.). Google.

https://www.google.com/search?q=Article+3+examination+labor+code&oq=Article+3+exa
mination+labor+code&aqs=chrome..69i57j33i160.97351j1j15&sourceid=chrome&ie=UTF-8
Service Eligibilities
Service eligibilities in recruitment - Google search. (n.d.). Google

https://www.google.com/search?q=service+eligibilities+in+recruitment&sxsrf=ALiCzsZU8nvFAaBEFINw2Jy-
1XBqflNznA%3A1653639440640&ei=EImQYsTNJuSwmAWBg5H4DQ&oq=service+eligibilities&gs_lcp=Cgdnd
3Mtd2l6EAEYADIECCMQJzIGCAAQHhAWOgcIIxCwAxAnOgcIABBHELADOgcIIxDqAhAnOgQIABBDOhEILhC
ABBCxAxCDARDHARCjAjoLCAAQgAQQsQMQgwE6EQguEIAEELEDEIMBEMcBENEDOggIABCABBCxAzoFC
AAQkQI6BwgAELEDEEM6BQgAEIAEOhAILhCxAxCDARDHARDRAxBDOgoIABCxAxCDARAKOgcIABCxAxA
KOgcIABCABBAKOgsILhCABBDHARDRAzoJCAAQHhDJAxAWOgQIABANOgYIABAeEA06CAgAEB4QDRAF
SgQIQRgASgQIRhgAUKAGWKBLYKBsaANwAXgFgAHeCIgBiVOSAQ8wLjcuMi40LjIuNi4zLjGYAQCgAQGwA
QrIAQrAAQE&sclient=gws-wiz
403 forbidden. (n.d.). 403 Forbidden.
http://www.csc.gov.ph/2014-08-26-07-36-12/eligibilities-granted-under-special-laws-and-
csc-issuances.html
Qualification Standards
Frequently asked questions. (n.d.). U.S. Office of Personnel Management.

https://www.opm.gov/faqs/QA.aspx?fid=de14aff4-4f77-4e17-afaa-
fa109430fc7b&pid=56f30860-6b28-4899-a8f8-
459aa856a077#:~:text=Qualification%20Standards%20are%20a%20description,security%
2C%20and%2For%20licensure.
Executive order No. 292 [BOOK V/Title I/Subtitle a/Chapter 5-Personnel policies and standards]
| GOVPH. (1987, July 25). Official Gazette of the Republic of the Philippines .
https://www.officialgazette.gov.ph/1987/07/25/executive-order-no-292-book-vtitle-
isubtitle-achapter-5-personnel-policies-and-standards/
Personnel Selection Board
http://www.csc.gov.ph/forum/forum/other-matters/427-personnel-selection-board
http://www.oas.org/en/sla/dlc/mesicic/docs/mesicic5_tto_annex28.pdf
https://prezi.com/atajnet3ne8m/personnel-selection-board-psb/

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Marinduque State College

College of Business and Accountancy

Atienza, Mary Rose Mendoza, Ariana

Ebron, Bella Miraflor, Lan Myl

Jao, Dave Rose Rosales, Maria Elliane

Larrobis, Jamaica Logmao, Merry

— Warren Buffet (CEO of Berkshire Hathaway)

TOPIC 1: RECRUITMENT POLICY

· To define the recruitment policy and recruitment concept in terms of:

What is Recruitment Policy?

A recruitment policy is a statement on how a company hires. It outlines the company’s

Thus, recruitment is a continuous process by which an organization seeks to develop a

A recruitment policy-constructed either as one specific policy or as the set of policies

Essential recruitment policy requirements include full compliance with governmental as

WHAT IS THE PURPOSE OF RECRUITMENT POLICY?

WHAT IS THE AIM OF RECRUITMENT POLICY?

FIVE GOOD REASONS TO HAVE RECRUITMENT POLICY

Writing an accurate position description is an important part of the recruitment

Here in suitability a good recruitment requires those writing job descriptions

While interviewing candidates, the same interviewers should be present at each

It should be noted that every candidate should be treated consistently. If a candidate is at a

If an organization calls for a certain application procedure to be followed,

By requiring transparent procedures at every step, the recruitment policy

The internal sources and external sources:

Internal sources: It is hiring employees within the organization.

External sources: It is hiring the employees outside the organization.

· Reviewing of resumes and cover letters

· Conducting telephonic or video interview

· Identifying the top candidates

5. Evaluation and Control

1. As discussed earlier, what is the purpose/importance of recruitment policy?

2. Enumerate the five good reasons to have a recruitment policy?

TOPIC 2: PUBLICATION OF VACANCIES

To enumerate the concept of Publication of vacancies

What is Publication of Vacancies

It is an act requiring publication of existing vacant positions in government offices, appropriating,

Republic Act No. 7041

Section 3: (Labor Code)

1. Public and conspicuous places in their respective municipalities and provinces.

TWO TYPES OF VACANCIES

1. What is RA 7041 all about?

2. Differentiate the two types of vacancies

· To identify the different use of examination

· To enumerate the different forms of examination

Examination for recruitment is a systematic and objective method of assessing potential

ARTICLE 3: Examination (Labor Code)

❖ 8250 Classes of Examination

❖ 8251 Optional Use of Examination

❖ 8252 Open Examinations

All examinations except “Promotional Only” examinations shall be open to any

❖ 8253 Promotional Only

❖ 8254 Continuous Examinations

❖ 8255 Types of Examinations

Examinations may be assembled or unassembled and shall consist of one, or a

1. Oral – Oral qualifications appraisal examinations shall be used to evaluate

❖ 8257 Test Administration

Tardiness may be grounds for disqualification in the examination.

❖ 8259 Preference Points

❖ 8260 Qualifying Scores and Rating Tests

❖ 8261 Method of Rating/Rating Scale

The preference points are exclusively applicable, if any.

(d) Minimum qualifying ratings shall be stated on the examination announcement.

❖ Each candidate taking an examination shall be given prompt written notice of