Republic of the Philippines

COMMISSION ON AUDIT
Commonwealth Avenue, Quezon City, Philippines

RESOLUTION

No.
Date

: 2013-011 : MAR 0 6 2013

SUBJECT :

Implementing Guidelines on Probationary Period Following the Issuance of Original Appointment in the Commission on Audit (COA)

WHEREAS, pursuant to . Section 1 (2), Article IX-B of the 1987 Constitution, all appointments in the Civil Service shall be made only according to merit and fitness; WHEREAS, Section 2 (a), Rule VII ofthe Omnibus Rules Implementing Book V of EO 292 provides that following their original appointment, all employees must serve a probationary period of six (6) months and must undergo a thorough character investigation; WHEREAS, the probationary period is important in keeping with the principle of merit and fitness, and the new employees' conduct and performance during this period can be used to determine the continuity of their pem1anent appointments or their separation from the service; WHEREAS, the appointee may be separated from the service for unsatisfactory conduct or want of capacity anytime before the expiration of the probationary period; WHEREAS, the Commission recognizes the need for a clear-cut policy on probationary period, particularly its duration and coverage, assessment of new employees' performance and conduct, conditions for continuity of pennanent appointment or termination of service, and mechanism for facilitative action on appeal or motion for reconsideration; NOW, THEREFORE, foregoing premises considered, the Commission Proper (CP) resolves, as it is hereby resolved, to prescribe the following rules on probationary period: 1. Objectives The probationary period for permanent appointment shall have the following objectives: (a) To serve as an on-the-job assessment of a new appointee 's knowledge, skills and attitude necessary to perform the duties and responsibilities of the position as enumerated in the Position Description Form (PDF) and specified in the approved perfo11:pance targets and work output standards; (b) To provide the appointee with appropriate assistance through human resource interventions, such as coaching, mentoring and other applicable interventions; and to closely supervise and monitor their performance; (c) To monitor and assess the conduct of the appointee and act appropriately on any incidence of unsatisfactory behavior; and
Pagelof!O