MERIT SELECTION PLAN

Pursuant to the provisions of Section 32, Book V of Executive Order No. 292, known as the
1987 Administrative Code of Philippines, CSC Resolution No. 010114 dated January 10,
2001 as amended by CSC Resolution No. 1701009 dated June 16, 2017, this Merit Selection
Plan (MSP) is hereby established for the guidance of all officials and employees of the
Himamaylan Water District.

I. OBJECTIVES

The Himamaylan Water District shall strictly adhere to the principles of merit, fitness
and equality as guaranteed by the Philippine Constitution. The selection of employees
shall be based on their relative qualifications and competence to perform the duties and
responsibilities of the position. There shall be no discrimination in the selection of
employees on account of age, sex, sexual orientation and gender identity, civil status,
disability, religion, ethnicity, social status, income class, paternity and filiations, political
affiliation, or other similar factors/personal circumstances, provided they meet the
competency requirements and qualification standards of the position to be filled. In this
pursuit, the Agency Merit Selection Plan aims to:

1. Establish a system that is characterized by strict observance of the merit and fitness,
and equal opportunity principles in the selection of personnel for appointment to
positions in the career service in all levels, and

2. Create equal opportunities for employment to all qualified men and women to enter
the Himamaylan Water District as well as their career advancement therein.

II. SCOPE

The HWD-Revised MSP shall cover career service positions in the first and second level
including executive/managerial and shall include original appointments and other related
human resource actions.

III. BASIC POLICIES

The Himamaylan Water District values inclusivity as a way of life by embracing people of
diverse background and treating them equitably to create working environment free from
barriers, prejudices and preferences. Thus, in the selection of its personnel, the agency
shall strictly adhere to the following Civil Service policies, rules and regulations.

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1. Selection of personnel for appointment in the agency shall be open to all qualified
men and women according to the principle of merit and fitness.

2. There shall be no discrimination in the selection of personnel on account of age, sex,

sexual orientation and gender identity, civil status, disability, religion, ethnicity, social
status, income class, paternity and filiations, political affiliation, or other similar
factors/personal circumstances, provided they meet the minimum requirements of the
position to be filled.

3. When a position in the first or second level including those executive/managerial in

nature becomes vacant, candidates who meet the competency and qualification
standards of the position prescribed by relevant laws and rules shall be considered for
permanent appointment. Opportunities shall be open to all qualified PWDs and other
disadvantage groups. Efforts shall be exerted to provide qualified PWDs equal
opportunity in the selection process. The agency shall reserve at least one percent
(1%) of all its regular (and non-regular) positions to PWDs pursuant to Sec. 5 of RA
10524.

4. Vacant positions in the career service shall be published and posted in three (3)
conspicuous places for a period of at least ten (10) calendar days in accordance with
RA No. 7041 and Section 24, Rule VII of the 2017 Omnibus Rules on Appointments
and Other Human Resource Actions (ORAOHRA), revised July 2018.

The publication and posting requirements pursuant to the applicable provisions of

Rule VII of the 2017 ORAOHRA, revised July 2018, shall be strictly observed prior
to filling up of the vacant positions authorized to be filled.

The publication of a particular vacant position shall be valid until filled but not to
extend beyond nine (9) months reckoned from the date the vacant position was
published.

Should no appointment be issued within the nine (9)-month period, the agency has to
cause the re-publication and re-posting of the vacant position.

Anticipated vacancies may be published in case of retirement, resignation, or transfer.

The publication should not be earlier than 30 days prior to retirement, resignation or
transfer.

5. The following positions are exempted from the publication and posting requirements:

a. Primarily confidential;
b. Policy-determining;
c. Coterminous with that of the appointing officer/authority, including other non-
career positions such as contractual and casual identified under Section 9, Subtitle
A, Title I, Book V of EO No. 292;
d. Reappointment (change of status to permanent) of those appointed on temporary
status for Category II positions under CSC MC No. 11, s. 1996 , as amended; and

e. Those to be filled by existing regular employees in the agency in case of

reorganization/rationalization; provided, the approved staffing pattern is posted in

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 the agency bulletin boards and other conspicuous places in its central and
regional/field offices.

6. The agency shall constitute its Human Resource Merit Promotion and Selection
Board (HRMPSB) - for the first and second level positions.

The agency head, as far as practicable, shall ensure equal opportunity for men and
women to be represented in the HRMPSB for all levels of positions.

7. Appointment to the following positions shall no longer be screened by the

HRMPSB:

a. Substitute appointment due to their short duration and emergency nature;

b. Reappointment to change the employment status from temporary to permanent

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

c. Appointments to casual, contractual, coterminous and other non-career positions

as identified under Section 9, Subtitle A, Title I, Book V of EO No. 292.

8. The appointing authority shall be guided by the report of the HRMPSB’s assessment
of candidates and in the exercise of sound discretion, select, in so far as practicable,
from among the top five (5) candidates or less, deemed most qualified for
appointment to the vacant position, depending on the number of candidates.

9. The appointing officer/authority may appoint an applicant who is ranked higher than
those next-in-ranks to the vacant position based on the assessment of
qualifications/competence evidenced by the comparative ranking.

10. The comparative competence and qualification of candidates for appointment shall be
determined on the basis of:

10.1 PERFORMANCE

10.1.1 For appointment by promotion, an employee should have obtained at least

Very Satisfactory rating in the last rating period prior to assessment or
screening.

10.1.2 For appointment by transfer, the performance rating in the last rating period
prior to assessment or screening immediately preceding the transfer from the
former office or agency should be at least very satisfactory.

10.1.3 Performance rating of at least Very Satisfactory in the last rating period shall
not be required for promotion from the first to second level entry positions.

10.2 EDUCATION and TRAINING

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 Includes educational background, successful completion of training
courses accredited by the Civil Service Commission, in house agency-initiated
or in- service training/learning and development intervention,
scholarships, training grants and others which must be relevant
to the duties of the position to be filled.

10.3 EXPERIENCE and OUTSTANDING ACCOMPLISHMENTS

Includes occupational history, relevant work experience acquired

either from the government or private sector, and accomplishments worthy of
special commendation.

10.4 PSYCHO-SOCIAL ATTRIBUTES AND PERSONALITY

TRAITS

Refer to the characteristics or traits of a person which involved both

psychological and social aspects. Psychological includes the way he/she
perceives things, ideas, beliefs and understanding and how he/she acts
and relates these things to other and In social situations.

10.5 POTENTIAL

Refers to the capacity and ability of a candidate to assume the duties of

the position to be filled and those of higher or more responsible positions. A
greater percentage weight shall be allocated to performance.

11. An employee may be promoted to a position which is not more than three (3)
salary grades, pay or job grades higher than the employee’s present position except
when the promotional appointment falls within the purview of any of the following
exceptions:

1. The position occupied by the person is next-in-rank to the vacant position as

identified in the System of Ranking Positions (SRP) of the agency;
2. The vacant position is a lone or entrance position, as indicated in the agency
staffing pattern;
3. The vacant position is hard to fill, such as Accountant, Medical Officer/Specialist,
Attorney, or Information Technology Officer/Computer Programmer positions;
4. The vacant position is unique and/or highly specialized positions;
5. The candidates passed through a deep selection process, taking into consideration
the candidates’ superior qualifications in regard to:

● Educational achievements
● Highly specialized trainings
● Relevant work experience
● Consistent high performance rating/ranking

6. Other meritorious cases, such as:

6.1 When the appointee is the lone applicant who meets all the
requirements of the position and passed through the deep selection process.

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 6.2 When the qualified next-in-rank employees waived their right over the
vacant position in writing.
6.3 When the next-in-rank position, as identified in the agency SRP
is vacant,
6.4 When the next-in-rank employee/s is/are not qualified, or
6.5 When the qualified next-in-rank employee/s did not apply.

The three (3) salary grade limitation shall apply only to promotion within the
agency. This prohibition shall not apply to the following human resource
actions which involve issuance of an appointment:

i. Transfer incidental to promotion provided that the appointee was

subjected to deep selection,
ii.Reappointment involving promotion from non-career to career
provided the appointee was subjected to deep selection,
iii.Reappointment from career to non-career position,
iv.Reemployment, and
v.Reclassification of position

12. Vacancies resulting from promotion shall not be filled until the promotional
appointments have been approved/validated by the CSC, except in
meritorious cases, as may be authorized by the Commission.

13. An employee who is on local or foreign scholarship, training grant or on

maternity leave may be considered for promotion.

For this purpose, performance rating in the last rating period immediately prior to
the scholarship or training grant or maternity leave shall be used. If promoted the
effectivity date of the promotional appointment shall be on the assumption to duty.

14. Promotion within six (6) months prior to compulsory retirement shall not be
allowed except as otherwise provided by law.

15. A notice announcing the appointment of an employee shall be posted in

three (3) conspicuous places in the agency a day after the issuance of the
appointment for at least ten (10) calendar days.

16. The Agency MSP signed by the head of the agency shall be considered as a valid
contract binding among the head of agency, the employees and the CSC. As such,
non-compliance by the agency with the policies and procedures provided therein
shall be considered as a ground for disapproval/invalidation of appointment. The
same can be a ground for administrative disciplinary action against the official or
employee who caused the violation.

IV. DEFINITION OF TERMS

Agency – refers to the Himamaylan Water District

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 Behavioral Event Interview (BEI) – an interview technique which is anchored on the
principle that past behavior/performance predicts future behavior/performance. Its
primary goal is to collect detailed and complete information about candidate’s past
accomplishments/experiences that will determine how he/she perform or what behavior
will he/she manifest if fall in similar situations in the future.

Career Service – positions in the civil service characterized by (1) entrance based on
merit and fitness to be determined as far as practicable by competitive examination, or
based on highly technical qualifications; (2) opportunity for advancement to higher career
positions; and (3) security of tenure.

Comparative at Par - predetermined reasonable difference or gap between point scores of

candidates for appointment established by the HRMPSB.

Deep Selection - the process of selecting a candidate for appointment who is not next-in--
rank but possesses superior qualifications and competence.

Discrimination – is a situation where in a qualified applicant is not included in the

selection line-up on account of age, sex, sexual orientation, gender identity, civil status,
disability, religion, ethnicity, or political affiliation.

Ethics Oriented Personality Test (EOPT) – is an assessment instrument that determines

behavioral tendencies and personal profile of an applicant. It operationalizes the five-
factor model which organizes personality traits into five broad traits or domains, namely:
emotional stability, extraversion, openness to experience, agreeableness and
conscientiousness.

Equality – is giving the same amount of support to anyone regardless of their actual needs.

Equity – is ensuring that every person receives enough support to achieve a positive
quality of life and fair participation.

Executive/Managerial Positions – refer to the professional, technical and scientific

positions, the functions of which are managerial in character, exercising management
over people, resource, and/or policy and exercising functions such as planning,
organizing, directing, coordinating, controlling and overseeing the activities of an
organization, a unit thereof or of a group, requiring some degree of professional, technical
or scientific knowledge and experience, application of managerial skills required to carry
out basic duties and responsibilities involving leadership, functional guidance and control.

First Level Positions – shall include clerical, trades and crafts, and custodial service
which involve sub-professional work in a non-supervisory or supervisory capacity.

Gender Identity - refers to the personal sense of identity as characterized, among others,
by manners of clothing, inclinations, and behavior in relation to masculine or feminine
conventions. A person may have a male or female identity with the physiological
characteristics of the opposite sex. (Senate Bill 1022 – An Act Prohibiting Discrimination
on the Basis of Sexual Orientation and Gender Identity and Providing Penalties Therefor)

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Hard to Fill Vacancies – refer to vacancies for which agencies found difficulties in
recruitment for reasons such as, lack of skills of applicants, inadequate experience,
applicants’ expectation of high salary, lack of professional license, competition with
private sectors and overseas jobs. Hard to fill positions are those positions which were
identified by the Commission as hard to fill.

Highly Specialized Positions – refer to positions with highly specialized and unique
duties requiring specialized education, training or skills which may not be acquired
through formal education, training programs, or experience gained from service-wide
positions.

Human Resource Action - any action denoting the movement or progress of personnel in
the civil service, such as: original appointment, 'promotion, transfer, reinstatement,
reemployment, detail, reassignment, secondment and demotion.

Inclusivity – refers to the practice of an organization that allows all kinds of people to
belong to it, rather than just one kind of person.

Job Requirements - requisites not limited to the qualification standards of the position, but
may include skills, competencies, potential, physical and psycho-social attributes
necessary for the successful performance of the duties required of the position.

Next-in-Rank Position - refers to a position which by reason of the hierarchical

arrangement of positions in the agency or in the government is determined to be in the
nearest degree of relationship to a higher position as contained in the agency's System of
Ranking Positions (SRP).

Non-Career Service Positions -positions expressly declared by law to be in the non-career

service; or those whose entrance in the service is characterized by (1) entrance on bases
other than those of the usual tests of merit and fitness utilized for the career service: and
(2) tenure which is limited to the duration of a particular project for which purpose
employment was made.

Persons With Disabilities (PWDs) – are those who have long term physical, mental,
intellectual, or sensory impairments which in inter-actions with various
barriers may hinder their full and effective participation on the workplace and
other areas of society on equal basis with others.

Policy-Determining Positions – refer to positions which vests in the occupant the power
to formulate policies for the government or any of its agencies, subdivisions, or
instrumentalities, like that of a member of the cabinet as may be determined by the
Commission.

Promotion - is the advancement of an employee from one position to another with an

increase in duties and responsibilities as authorized by law and usually accompanied by
an increase in salary. Promotion may be from one department or agency to another or
from one organizational unit to another within the same department or agency.

Psycho-Social Attributes - refer to the characteristics or traits of a person which involved

both psychological and social aspects. Psychological includes the way he/she perceives

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 things, ideas, beliefs and understanding and how he/she acts and relates these things to
others and in social situations.

Qualification Standards - is a statement of the minimum qualifications for a position

which shall include education, experience, training, civil service eligibility, and physical
characteristics and personality traits required in the performance of the job.

Qualified Next-in-Rank - refers to an employee appointed on a permanent status to a

position next-in-rank to the vacancy as reflected in the agency System of Ranking
Positions (SRP) approved by the head of the agency and who meets the requirements for
appointment to the next higher position.

Second Level Positions – involve professional, technical and scientific work in a non-
supervisory or supervisory capacity up to Division Chief level or its equivalent

Selection - is the systematic method of determining the merit and fitness of a person on
the basis of qualifications and ability to perform the duties and responsibilities of the
position.

Selection Line-Up - is a listing of qualified and competent applicants for consideration to

a vacancy which includes, but not limited to, the comparative information of their
education, experience, training, civil service eligibility, performance rating (If
applicable), relevant work accomplishments, physical characteristics, psycho-social
attributes, personality traits and potential.

Superior Qualifications –refers to outstanding relevant work accomplishments,

educational attainment and training appropriate for the position to be filled. It shall
include demonstration of exceptional job mastery and potential in major areas of
responsibility.

System of Ranking Positions - is the hierarchical arrangement of positions from highest

to lowest, which shall be a guide in determining which position is next-in-rank, taking
into consideration the following:

a. organizational structure;
b. salary grade allocation;
c. classification and functional relationship of positions; and
d. geographical location.

V. PROCEDURES AND APPLICABLE CIVIL SERVICE POLICIES:

1. On Publication of Vacant Positions:

a. The agency HR Office/Unit shall comply with the publication and posting
requirements in filling up vacant position authorized to be filled for at least
ten (10) calendar days pursuant to RA 7041 and its implementing rules (2017
ORAOHRA, revised July 2018).

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 b. It shall submit to the CSCFO concerned a duly filled up CS Form No, 9, revised
2018, in electronic and printed copies, containing a list of the agency vacant
position/s authorized to be filled and their corresponding qualification standards
plus competencies of the position, if any, and plantilla item numbers.

In addition, it may publish vacant positions through other modes such as in the
agency website, other job search websites, newspaper, and other modes deemed
appropriate and responsive.

c. Vacant positions shall be posted in three (3) conspicuous places in the agency,
such as: bulletin boards located at the main lobby, the department/ office where
the vacancy is and other offices with big number of clients.

d. The HR Office/Unit shall strictly observe the correct accomplishment of CS

Form 9, revised 2018, since incorrect information of vacant position/s (such as
Item No., Position Title or Qualifications Standards) shall be a ground for
disapproval/invalidation of appointment pursuant to Sec. 25, Rule VII of the 2017
ORAOHRA, revised July 2018.

e. The HR Office/Unit shall monitor the publication of their submitted CSC Form 9,
revised 2018, in the CSC Job Net Portal (www.csc.gov.ph), to ensure the actual
date of publication. The date said request for publication/republication was posted
in the CSC website, as certified by the HRMO, shall be the reckoning date in the
counting of the ten (10) day publication requirement and the basis of the agency
HRMPSB in determining when to start the evaluation/assessment of the
qualifications of the applicants.

f. If the agency has published its vacant positions through other modes, the
reckoning date of publication will be the publication/republication date as certified
by the HRMO; Provided, that a request for publication of vacant position/s (CS
Form 9, revised 2018) has been filed at the CSCFO on the same day of publication
in the agency website, newspaper or other jobs search websites.

2. On Receipt and Evaluation of Applications

a. All interested and qualified applicants, either from within or outside the
agency, can apply to the vacant position published to be filled up. They shall
signify their interest in writing to the head of agency/office, for inclusion in the
assessment.

b. Incumbents of next in-rank positions who meet the qualification requirements of

the vacant position shall signify their interest in writing, otherwise, they shall not
be considered for assessment. To facilitate the process, an announcement
containing a sign-up sheet of interested applicants shall be disseminated to all
departments and offices in the agency.

c. Applicants who are on scholarship, study grant, training (either local or

foreign), on bar or board review, on approved leave of absence, may also file
their applications and undergo screening if found qualified.

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 d. Applicants from within the agency or from other government agencies/offices
who are applying for the same or comparable positions shall be evaluated based
on existing policies of the agency, and shall undergo screening if found
qualified. This is to ensure that the applicant meets the competencies required of
the position.

e. Applicants with pending administrative cases shall not be disqualified from

applying for promotion during the pendency of the cases. In case there is
already an executory judgment against the applicant, he/she may be promoted
only after serving the period of suspension or the number of days he/she was
fined. Employees who have been meted the penalty of demotion shall be
disqualified for promotion for one (1) year.

f. The HR Office/Unit shall prepare a shortlist of qualified next-in-rank and other

internal or external applicants who shall be considered for assessment phase.

g. No deliberation of the HRMPSB shall be conducted during the 10-day

publication and posting period of the vacant position.

h. Assessment results are valid for a period of two (2) years reckoned from the
date the HRMPSB signed the said assessment. As such, the results of
competency assessment of an applicant for a particular position may be used
when said applicant signifies interest to another position. Said applicant shall be
assessed on competencies to which he/she has not been assessed.

i. The HR Office/Unit shall inform applicants of the evaluation results of their

applications within three (3) working days from receipt of signed Resolution and
appointment to the position.

3. On Performance Ratings

a. No employee shall be considered for promotion unless his/her performance

rating in the last rating period prior to assessment is at least Very Satisfactory.
However, Very Satisfactory performance rating in the last rating period prior to
assessment may not be required from first level employees who applied to the
second level entry positions.

b. Newly appointed/promoted employees can apply for the next higher position
provided that their performance rating in the last rating period prior to
assessment is at least Very Satisfactory.

c. Applicants on scholarship, study grant, training (local or foreign), study leave,

or on approved leave of absence, shall use the performance rating in the last
rating period before the scholarship/study grant, training or leave of absence.

4. On Assessment Tools, Methods and Procedures

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a. Assessment forms, tools and procedures shall be uniformly used to provide
opportunity to compare applicants’ scores or standing across department/
offices.

b. The HRMPSB shall establish selection procedures and set passing scores for
the written examinations to determine who should undergo further assessment.
Dimensions and criteria for rating the written examinations and even the oral
examinations may be set by the HRMPSB.

c. The HR Office/Unit shall administer written examinations. HRMPSB members

shall check or rate the test papers/answer sheets of applicants. However, he/she
shall inhibit from the assessment process (rating the written and oral exams) for
applicants who are their subordinates.

d. The HRMPSB shall conduct the Oral examination, which shall be in the form
of interview and/or group discussion, to assess the applicant’s skills and
essential competencies. The Oral examination may provide additional
information in assessing the capability of the applicant to perform the specific
functions of the position applied for.

e. Competencies shall be rated taking into consideration applicant’s performance

in all the assessment strategies to be adopted by the HRMPSB.

f. In assessing Potential, the HRMPSB shall take into account applicant's

readiness to perform the duties and assume the responsibilities of the position to
be filled and other higher positions. An applicant's potential may be assessed in
practically all the assessment strategies that may be adopted by the HRMPSB.

g. Behavioral Competencies shall consider results of applicant's Ethics Oriented

Personality Test (EOPT), Background Investigation (BI) and assessment of
Physical Characteristics and Personality Traits (PCPT).

- The PCPT shall include physical fitness, attitudes and personality traits of the
individual which have a bearing on the position to be filled.

- HR Office/Unit shall conduct the BI to gather additional information and

facts about the applicant from his/her supervisors, subordinates and
peers at work and key persons and institutions. The BI may either be in
the form of interview, prepared questionnaire or feedback form to be
prescribed by HR Office/Unit.

h. For dearth positions, the HRMPSB may adopt an alternative screening for
insider applicants who, on the basis of their current performance, show high
potential or readiness to assume responsibilities of the vacant positions and even
higher positions.

i. External applicants who have passed the HRMPSB assessment shall be

required to undergo medical assessment. A government physician shall assess
the applicant based on the list of basic diagnostic test that shall be provided by
the agency HR Office/Unit. Insider applicants shall be assessed based on their

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 available medical records in the HR Office/Unit or undergo further medical
assessment as advised by the Agency Medical Consultant.

5. On the Participation of Heads of Office or Division/Unit in the Assessment

1. The Head of Office or Division/Unit where the vacant position exists shall:

a. provide the general position description and other special qualifications or

competency requirements, if any, of the vacancy for inclusion in the
publication;

b. participate in the development of assessment tools and suggest or offer

examination questions/test items and even procedures for the conduct of
assessment activities especially for unique positions;

c. inhibit himself/herself from the assessment process (rating the written and oral
examinations) for applicants who are their subordinates. However, he/she
may act as Observer during the conduct of assessment activities; and

d. shall submit to the appointing authority/office, through the HRMPSB,

the preferred candidate for the vacancy.

6. On Assessment Forms

The HR Office/Unit shall prepare the following assessment forms to guide the
appointing authority/officer in the judicious selection of applicants:

a. A Profile which contains basic information as follows: education, relevant or

supervisory training and experience as required, and eligibility; results of the
Ethics Oriented Personality Tests; and other essential information which may
include age, sex, performance rating, pending case if any, medical assessment
or health status.

b. The Background Investigation (BI) Report which focuses on additional

information gathered on applicant's work history, achievements, competencies
and functional areas, personal and work values, interpersonal relationships,
medical history and other information that may affect or forecast performance.

c. A Roster of Candidates which summarizes and provides a comparative view

of the ratings garnered by the applicants according to the different factors or
criteria used for assessment and all other significant findings on the applicants
as shown in the EOPT, BI and medical reports. This form bears the signature
of the Chair and members of the HRMPSB.

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 d. Comparative Assessment Results which summarize all information about the
applicants including the ratings in the various competencies, the ranks and
other relevant information about the applicants.

VI. SELECTION CRITERIA

1. Pre-Qualifying Criteria

The ETEE and the Performance Ratings are the basic criteria that will determine
whether an applicant shall proceed to the actual assessment.

a. ETEE refers to the approved Education, Training, Experience and

Eligibility requirements of the position to be filled.

Elements to be considered in the evaluation of ETEE:

Q S : Elements
1. Achievement
Education
2. Relevance
1. Num 1. Number of Years
2. Relevance
a. For Non-Supervisory: Functional Area
b. For Supervisory and Executive/ Managerial
Experience
i. Supervisory and Executive
Management
ii. Functional Area

1. Relevance
Training 2. Number of Hours
3. Recency
Eligibility 1. Licenses/Certifications

b. Performance Rating refers to the performance rating of the applicants in the

last rating period prior to the date of assessment and issuance of appointment
which should be at least very satisfactory (VS).

c. The preliminary evaluation shall ensure that applicants meet the minimum
qualifications for the position and determine who among the candidates will
go to the next phase of assessment.

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 d. Applicants who do not meet the training and/or experience requirement/s may
be included for further assessment in the following instances:

1. The positions to be filled belong to the dearth category (e.g. Lawyer,

Accountant, Engineer, and Medical Practitioner, etc.);

2. Applicants possess exceptional or superior qualifications which may

include education, highly technical skills, relevant work experiences,
outstanding accomplishments and contributions; or

3. There is a dearth of qualified applicants for the position to be filled.

2. Assessment Criteria

The assessment criteria, weight allocation and assessment tools and strategies per
position or group of positions shall be established. This shall be done by HR
Office/Unit, through the HRMPSB, Heads of Office and other personnel possessing the
expertise and skills required of the positions.

a. Criteria for Rating

1. Competency Requirements of the position. These shall consider the

nature of work and functions to be performed by the position.
For purposes of assessing attitude or behavior of a candidate, the results
of the following assessment strategies can be taken into consideration:

● Background Investigation (BI) Report

● EOPT Results
● HRMPSB Observations on written exam, group discussion and/ or
panel interview

2. Performance, pre-qualifying criteria, is again rated. However, in instances

when candidates from the private sector or those who are unemployed cannot
present or do not have the required performance rating in the last rating period,
performance rating is set aside. Adjustment in the weight allocation of the other
selection criteria may be done by the HRMPSB.

b. The groups of position are as follows: managerial and executives ;

supervisory; technical; administrative support; and skills, trades and crafts.
The specific competencies to be rated for each group of position shall be
identified by the agency, through the HR Office/Unit.

c. The assessment criteria for all levels of positions, either supervisory, technical,
administrative support and skills, trades and crafts are as follows:

Weight
Criteria Assessment Strategies
Allocation
I. Competencies 70% Written exam (WE) which may include

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 the following:
- Competency Based WE
- Technical Knowledge and
Skills Test

Work Sample Test

Behavioral Event Interview

Panel Interview (PI)

EOPT Results, and

Background Investigation

Other assessment strategies that may

be deemed appropriate by HRMPSB or
the Office where the vacancy exist

II. Performance 30% Performance Review

Total 100%

d. Medical or Health Profile as an Assessment Criteria

To help assist the appointing authority/officer in deciding among applicants with

equal or similar qualifications, information on the candidates' medical or health
profile may be presented. The health and well-being of a person is a critical
component of the person's total image and how consequently she/he will perform in
a work environment. It is important to identify applicants who are not only able and
competent but also physically fit and healthy.

VII. SELECTION PROCESS

The selection process consists of three major phases which should be progressively
undertaken and passed by the applicants for them to advance or progress to the next phase/s
of selection.

1. Evaluation of Pre-Qualification Criteria

a. Review/evaluation of applicant's Personal Data Sheets (PDS) and/or Resume',

performance evaluation reports or ratings, and other employment documents to
support job applications. If found qualified, the profiles of applicants are prepared to
include ETEE and other relevant information.

b. Preparation of a Roster of Applicants per position and submission of the same to the
HRMPSB for further review. The Roster should indicate whether the applicants
squarely meet the QS of the position and other information that would assist the
HRMPSB in the evaluation of said applications.

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 c.Inform applicants in writing on the status of their application three (3) days
after evaluation thereof, and the next steps to be done. Should there be
additional advice or instructions to be complied by the applicant, then these shall be
reflected in the said letter.

2. Actual Assessment of Candidates

a.This phase includes the following assessment methods or activities:

1. Administration of the written test or skills test and EOPT;

2. Conduct of oral examination which may include the Group Discussion and
Panel Interview;
3.Conduct of background investigation on the candidates, either thru
interview or use of feedback form. This shall look deeply on the
behavior and attitude of the applicant;
4. Conduct of medical examinations on the candidates; and
5. Preparation and submission of Comparative Assessment Report which
include the Summary Information about the candidates' scores and ratings earned
in the different assessment activities, the BI Report and Roster of Candidates as
reviewed by the HRMPSB.

3. Selection Decision and Release of Assessment Results

a. Heads of Offices where vacancy exists shall be encouraged to select

preferred candidate/s from the Roster of applicants. To assist them in
their recommendation, they shall be allowed to observe the assessment
process and be furnished with pertinent documents for reference.

b. The Appointing Authority/Officer shall judiciously decide on appointments

based on existing CS Law and rules. He/She shall be guided by the report of
the HRMPSB’s assessment of candidates and in the exercise of sound
discretion, select, from among the top five (5) candidates or less, deemed most
qualified for appointment to the vacant position, depending on the number of
candidates.

c. The Appointing Authority/Officer shall not discriminate candidates who

are pregnant, solo parents, handicapped and with disability which does
not directly impair or affect performance of functions and responsibilities
of the position to be filled.

d. The HR Office/Unit shall:

● Disseminate information on all appointments approved by the appointing

authority/officer, post in the bulletin board; announce during flag raising
ceremonies and include personnel actions internal publication, and

 Send all applicants individual notice about the assessment results

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 Including actions taken by the appointing authority/officer.

VIII. HUMAN RESOURCE MERIT PROMOTION AND SELECTION BOARD

(HRMPSB)

1. Composition:

a. The agency shall constitute its Human Resource Merit Promotion and Selection
Board (HRMPSB) - for the first and second level positions, with the following
composition:

a. Highest official in charge of human resource

Chairperson management who is directly supervising the
human resource management of the agency
or his/her authorized representative
b. Head of organizational unit where vacancy
exists, or his/her designated alternate.

Members c. Human Resource Management Officer (HRMO) or

the career service employee directly responsible
for recruitment, selection and placement, or his/
her designated alternate.

d. Two (2) regular and alternate representatives of

the rank and file career employees, from the first
Members level and from the second level, who shall all be
chosen by the duly accredited employees
association in the agency

In case there is no accredited employee association in the agency, the

representatives shall be chosen at large by the employees through a general
assembly. The candidate who garnered the second highest votes shall automatically
be the alternate representative. Any other mode of selection may be conducted for
the purpose.

The first level representative or alternate shall participate during the screening of
candidates for vacancies in the first level; the second level representative shall
participate in the screening of candidates for vacancies in the second level. Both
rank-and-file representatives shall serve for a period of two (2) years.

b. The agency head shall ensure equal opportunity for men and women to be
represented in the HRMPSB.

c. The agency/office head shall issue an Office Order identifying the principal
members of the HRMPSB and their designated alternates, a copy of the said
Officer Order shall be furnished to CSCRO and CSCFO for their records and
reference.

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 d. The HRM Officer, as regular member of HRMPSB, shall not act as
secretariat to the HRMPSB. In case there is only one appointed or
designated HRM Officer, the agency/office head shall designate an
employee from other units to act as the Secretariat.

e. The HRMPSB members including alternate representatives shall undergo

orientation and workshop on the agency selection/promotion process and
CSC policies on appointments.

f. The HRMPSB shall be represented by at least the majority of its members

during the deliberation of candidates for appointment.

g. The HRM Office/Unit shall perform secretariat and technical support function
to the HRMPSB for the comparative assessment and final evaluation of
candidates. It shall also evaluate and analyze results of structured
background investigation for second level, supervisory, and executive/
managerial positions.

2. Functions and Responsibilities

The HRMPSB shall assist the appointing authority in the judicious and objective
selection of candidates for appointment in the agency in accordance with its Merit
Selection Plan (MSP) and System of Ranking Positions (SRP).

The HRMPSB shall have the following functions and responsibilities:

a. Establish reasonable and valid standards and methods of evaluating the

position, and shall be applied fairly and consistently. The criteria established for
evaluation of applicants must suit the job requirements of the position;

b. Strictly follow the process on the selection of employees for appointment

in the government service. Ensure that its initial assessment/evaluation of the
qualifications of applicants shall not be made earlier than ten (10) calendar days
from the date of publication and posting of vacant position/s to be filled,
otherwise it shall be a ground for disapproval/invalidation of appointment.

c. Make a systematic assessment of the competence and qualifications of

candidates listed in the selection line up for appointment to the corresponding
level of positions;

d. Maintain fairness and impartiality in the assessment of candidates for

appointment. It may employ the assistance of internal, external or independent,
resource persons and may initiate innovative schemes in determining the best and
most qualified candidate.

e. Prepare and submit a Comprehensive Assessment Report of candidates screened

for appointment so that the appointing authority will be guided in choosing the
candidates who can efficiently discharge the duties and responsibilities of the
position to be filled. The report shall specify not only whether the candidates

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 meet the QS of the position but also observations on the candidates’
competence and other qualifications important to the job.
Information about the candidate’s preference of assignment shall also
be mentioned;

The duly accomplished Comparative Assessment Form should signed by

members (at least majority), those who were present during its deliberation/s,
within the prescribed period.

f. Maintain record of its deliberations, through the HRMPSB Secretariat, which

shall be made accessible to interested parties upon request, and for inspection by
the agency head, Civil Service Commission or its duly authorized representatives,
if any. Likewise, for transparency, the following information or documents shall
be made accessible:

● Screening procedure and criteria for selection, and its amendments;

● Policies relative to personnel actions, including the gender and
development dimensions of the Merit Selection Plan;
● Sex-disaggregated data on applicants and appointees;
● Outcome of the evaluation of the individual applicant's qualifications
and the evaluation done by the HRMPSB.
3. Term of Office

Mandatory members have no term limit. The term limit of two (2) years covers only
the rank-and-file representatives and their alternates. It also covers additional members
outside the prescribed HRMPSB members as identified by the appointing
authority/officer.

IX. HUMAN RESOURCE MANAGEMENT OFFICE (or HUMAN RESOURCE

MANAGEMENT OFFICER)

1. The Human Resource Management Office (or Human Resource Management

Officer) shall have the following functions and responsibilities:

a. Disseminate copies of the agency Merit Selection Plan (MSP) and its annexes to
all agency personnel after approval thereof by the Civil Service Commission. An
orientation shall also be conducted by the HR Office/Unit within six (6) months
upon approval of the MSP. This orientation is meant to ensure awareness and
understanding of the Plan. A report on the same shall be submitted to the Civil
Service Field Office concerned for record purposes;

b. Develop the agency System of Ranking Positions (SRP), in coordination with the
Heads of Departments/Units, which will be submitted to the agency/office head
for his/her approval. A copy of the said agency SRP shall be furnished to the
Civil Service Commission Regional Office No. 6, Iloilo thru CSC Field Office –,
Negros Occidental) for its reference purposes;

c. Develop a Workforce Plan which shall set forth the number, knowledge and skills
of personnel needed to achieve the organization's goals, objectives and programs;

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 d. Develop and maintain an updated qualification database of employees of the
agency to include education, training, experience. skills, competencies, and other
similar information;

e. Develop a program to fast track the career movement of employees with superior
qualifications;

f. Publish and post vacant positions in the agency pursuant to the applicable
provisions of Rule VII of the 2017 ORAOHRA, revised July 2018;

g. Prepare list of candidates aspiring for the vacant position either from within or
outside the agency, including qualified next-in-rank employees within ten (10)
days from completion of the preliminary evaluation.

h. Conduct preliminary evaluation of the qualification of all candidates. Those

initially found qualified shall undergo further assessment such as: written
examination, skills test, interview and others. After which, selection line-up shall
be prepared and posted in three (3) conspicuous places in the agency for at least
ten (10) calendar days. The date of posting shall be indicated in the notice;

i. Notify all applicants of the outcome of the preliminary evaluation;

j. Submit selection line-up to the HRMPSB for deliberation en banc.

X. APPOINTING AUTHORITY/OFFICER

The appointing authority/officer shall have the following functions and

responsibilities:

a. Assess the merits of the HRMPSB's assessment report and in the exercise of
sound discretion, select, in so far as practicable, from among the following:

1. top five (5) candidates or less, deemed most qualified for appointment to the
vacant position, depending on the number of candidates; and

2. applicants who have undergone deep selection and found to possess superior
qualifications.

b. Issue appointments in accordance with the provisions of the agency Merit

Selection Plan.

XI. PROTEST/COMPLAINT

1. A qualified next-in-rank employee may file a protest with the appointing

authority against an appointment made in favor of another who does not
possess the minimum qualification requirements.

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 2. Filing by the protestee and handling of the protest shall be in accordance with
Rule 18 of the 2017 Rules on Administrative Cases in the Civil
Service pursuant to CSC Resolution No. 1701077 promulgated on July
3, 2017.

3. Complaints or grievances pertaining to selection and evaluation of applicants

who are not considered next-in-rank shall be submitted to the agency
Grievance Committee for resolution.

XI. REPEALING CLAUSE

This Plan repeals the previously CSC-approved agency Merit Promotion Plan. Policies
adopted in this Plan which are inconsistent with the recent CSC Laws and rules are
deemed repealed or modified.

XII. EFFECTIVITY

The agency Merit Selection Plan and subsequent amendments thereto shall take effect
immediately after the approval by the Civil Service Commission Regional Office VI,
Iloilo City.

XIII. COMMITMENT

I hereby commit to implement and abide by the provisions of this Merit Selection Plan.
It is understood that this MSP shall be one of the bases for continued exercise to take
final action on appointment.

ENGR. JOEL G.
GELLECANAO General
Manager C
Himamaylan Water District

September, 2018
Date

APPROVED:

ATTY. RODOLFO B. ENCAJONADO

Director IV, CSCRO VI

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Iloilo City

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