ADMINISTRATIVE ORDER NO.

_____
SUBJECT
:
Merit Selection Plan of the Municipal Government of San Pascual, Batangas
All concerned officials of the Municipal Government Merit System are hereby directed to adopt and
ensure the efficient implementation of the attached amended Municipal Merit Selection Plan (MMSP)
which was duly approved by the Civil Service Commission (CSC) on ___________.
This Order supersedes all previous issuances considered inconsistent herewith.
Municipal Mayor

ATTACHMENT:

REPUBLIC OF THE PHILIPPINES

MUNICIPAL GOVERNMENT OF SAN PASCUAL
PROVINCE OF BATANGAS

MUNICIPAL MERIT SELECTION PLAN

Pursuant to the provisions of Section 32, Book V of the Administrative Code of 1987 (Executive Order
No. 292), and pertinent issuances of the Civil Service Commission (CSC) on the selection and promotion
of employees, this amended Municipal Government Merit Selection Plan is hereby promulgated for the
guidance of all concerned.
I.

OBJECTIVES
The Municipal Merit Selection Plan aims to:
1.
Establish a system that is characterized by strict observance of the merit, fitness and
equality principles in the selection of employees for appointment to positions in the
career and non-career service in all levels.
2.
Create equal opportunities for employment to all qualified Filipino men and women to
enter the government service and for career advancement in the Municipal Government
System.
3.
Serve as one of the bases for the expeditious processing and approval of appointments,
and for elevation to higher level CSC accreditation.

II.

SCOPE
This Merit Selection Plan shall cover career positions in the first, second, and department heads
in the Municipal Government System. It may also include non-career positions.

III.

DEFINITION OF TERMS
Municipal Government System the Municipal Government including all the local
offices/departments, divisions, sections and the Sangguniang Bayan under the jurisdiction of the
Municipality of San Pascual created under Republic Act 6116 dated August 4, 1969.
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.
Comparatively at Par the pre-determined reasonable difference or gap between point scores of
candidates for appointment established by the Personnel Selection Board (PSB).
Deep Selection the process of selecting a candidate for appointment who is not next-in-rank
but possesses superior qualifications and competence.
Discrimination a situation wherein a qualified candidate is not included in the selection line-up
on account of gender, civil status, pregnancy, disability, religion, ethnicity, or political affiliation.
First Level Positions those involving sub-professional work in a non-supervisory or
supervisory capacity such as clerical, trades and crafts, and custodial services.
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 a position which by reason of the hierarchical arrangement of positions in the
municipality is determined to be in the nearest degree of relationship to a higher position as
contained in the System of Ranking Positions (SRP).
Non-Career Service 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; (2) tenure which is limited to the
duration of a particular project for which purpose employment was made; and (3) appointment
which is co-terminus with the appointing authority.
Personnel 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.
Promotion 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 office to another or from one organizational unit to another within
the same department or agency. (Rule III, Sec. 4.c, Revised Omnibus Rules on Appointments and
Other Personnel Actions as per CSC MC No. 40, s. 1998)
Psycho-Social Attributes the characteristics or traits of a person which involve both
psychological and social aspects. Psychological includes perception of and reaction to things,
ideas, beliefs and social situations.
Qualification Standards the statement of the minimum qualifications for a position which shall
include education, experience, training, eligibility, psycho-social attributes and personality traits
required in the performance of the job.
Qualified Next-in-Rank an employee appointed on a permanent status to a position next-inrank to the vacancy as reflected in the System of Ranking Position (SRP) approved by the
Municipal Mayor/Municipal Vice Mayor, who meets the minimum qualification requirements for
appointment to the next higher position.
Second Level Positions involve professional, technical and scientific work in a nonsupervisory or supervisory capacity up to Department Head level or its equivalent. These shall
also include Assistant Department Head positions.
Selection the systematic method of determining the merit and fitness of a person on the basis
of qualifications and the ability to perform the duties and responsibilities of the position.
Selection Line-Up the 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, psycho-social attributes, personality traits and potential.
Substitute Appointment issued when the regular incumbent of a position is temporarily unable
to perform the duties of his position, as when he is on approved leave of absence or is under
suspension or is on scholarship grant or is on secondment. This is effective only until the return of
the former incumbent. A substitute appointment is issued only if the leave of absence of the
incumbent is at least three (3) months, except in the case of teachers. (Rule III, Sec. 2.c, Revised
Omnibus Rules on Appointments and Other Personnel Actions as per CSC MC No. 40, s. 1998)
Superior Qualifications 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 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.
Transfer the movement of an employee from one position to another which is of equivalent
rank, level or salary without break in the service involving the issuance of an appointment. Such
movement may be from one department or agency to another or from one organizational unit to
another in the same department of agency. (Rule III, Sec. 4.d, Revised Omnibus Rules on
Appointments and Other Personnel Actions as per CSC MC No. 40, s. 1998)
IV.

POLICIES
1.
Selection of employees for appointment in the Municipal Government System shall be
open to all qualified Filipino men and women according to the principle of merit and
fitness.
2.
There shall be equal employment opportunity for men and women at all levels of
positions in the Municipal Government Merit System provided they meet the minimum
qualification requirements of the position to be filled. There shall be no discrimination in
the selection of employees on account of gender, civil status, disability, religion,
ethnicity, or political affiliation.
3.
When a position in the first, second, or third level becomes vacant, applicants for
employment who are competent, qualified and possess appropriate eligibility shall be
considered for such vacancy. For third level positions, applicants must possess executive
and managerial competence in addition to the required minimum qualifications.
4.
Vacant positions marked for filling shall be published in accordance with Republic Act
No. 7041 (Publication Law). The published vacant positions shall also be posted in at

5.

6.

7.

8.

V.

least three (3) conspicuous places in the Municipal Government Merit System for at least
fifteen (15) calendar days. Other appropriate modes of publication shall be considered.
The publication of a vacant position shall be valid until filled up but not to extend beyond
nine (9) months reckoned from the date the vacant position was first published, provided
the process of application and screening started within six (6) months from publication.
Vacant positions not filled within nine (9) months from the date of its publication shall be
re-published. (CSC MC No. 16, s. 2005)
The following positions shall be exempted from the publication and posting
requirements:
a.
Primarily confidential positions those that require a high degree of trust and
confidence and close intimacy with the appointing authority or immediate
supervisor which ensures free and open communication without embarrassment
or freedom from misgivings of betrayal of personal trust or confidential matters
of state. (Sec. l. (aa), Rule I, Amended Rules and Regulations Governing the
Exercise of the Right of Government Employees to Organize)
b.
Positions which are policy-determining those that have authority to lay down
principal or fundamental guidelines or formulate methods of action for
government or any of its subdivisions. An example of such position is that of the
Municipal Mayor.
c.
Highly technical positions those which require technical skills that may have
been acquired through appropriate education and/or training in a supreme or
superior degree;
d.
Co-terminus with the appointing authority or limited to the duration of a
particular project; (CSC MC No. 20, s. 2002); and
e.
Positions to be filled by existing regular employees in the agency in case of
reorganization.
Selection and screening of qualified applicants for purposes of filling up vacant positions
in the Municipal Government Merit System shall commence after fifteen (15) calendar
days from publication as long as there are qualified candidates who have submitted the
required documents for evaluation.
A Personnel Selection Board (PSB) shall be established in the Municipal Government
Merit System to evaluate and screen all candidates for appointment to the 1st and 2nd
level positions. For this purpose, the Municipal Government shall create a PSB with the
following core composition:
a.
Chairperson the Municipal Mayor (or the Municipal Vice Mayor, in case of
the Sangguniang Bayan and Secretary of the Sangguniang Bayan);
b.
Members shall consist of the following:
b.1
Department Head or the authorized career service representative of the
organizational unit where the vacancy is;
b.2
Head of the Human Resource Management Department or the duly
authorized representative;
b.3
Two (2) representatives of the rank-and-file career employees, one each
from the first and second levels, both of whom shall be chosen by the
duly accredited employee association in the Municipal Government.

PROCEDURE
The following procedure shall be observed in filling any vacant position whether in the first or
second level in the career service:
1.
Publication of vacancy
The HRM Department shall publish the vacant position in the CSC Bulletin of Vacant
Positions or through other modes of publication and post the same in three (3)
conspicuous places in the Municipal Government Merit System for at least fifteen (15)
calendar days. The date of posting and the deadline for submission of applications shall
be indicated in the notice.
2.
Filing of application
2.1
All candidates except those who are next-in-rank must submit a letter of
application to the Human Resource Management Officer together with the
required supporting documents within the specified period, as indicated in the
announcement of vacancy. The letter of application should be addressed to the
Municipal Mayor or Municipal Vice Mayor, as the case may be, attention the

Human Resource Management Officer.

A next-in-rank employee shall be considered as an automatic candidate for
promotion to the next higher vacant position in the first or second level. In case
the next-in-rank does not wish to be evaluated, he/she must submit a "letter of
waiver" for documentation purposes.
Preliminary evaluation of candidates
3.1
The HRM Department shall make a comparative list of candidates taking into
consideration the minimum qualification requirements of the vacant position.
3.2
Interested applicants who do not submit the requirements as per set deadline shall
be excluded from the evaluation.
3.3
The HRM Department shall forward the comparative list of candidates to the
concerned office/department/unit where the vacancy exists together with all the
application documents.
3.4
The head of the concerned office/department/division/unit where the vacancy
exists shall:
3.5.1 conduct preliminary evaluation of applicants which may include written
examination, skills test, interview, background investigation for outside
applicants, and others;
3.5.2 submit to the HRMO the short-list of candidates together with a written
justification for consideration of PSB; and
3.5.3 return to the HRMO the comparative list of applicants and all the
application documents.
Preparation of the selection line-up
4.1
The HRMO shall prepare the selection line-up reflecting the comparative
competence and qualification of candidates on the basis of the following criteria:
4.1.1 PERFORMANCE A rating of "Very Satisfactory" for at least a year
prior to the start of the selection process.
4.1.2 EDUCATION and TRAINING shall include educational background,
successful completion of training courses, scholarships, training grants
and others that are relevant to the duties of the position to be filled.
4.1.3. EXPERIENCE AND OUTSTANDING ACCOMPLISHMENTS shall
include occupational history, relevant work experience acquired either
from the government or private sector, and accomplishments recognized
by special commendation or awards.
4.1.4 PSYCHO-SOCIAL ATTRIBUTES and PERSONALITY TRAITS as
defined in Item III of this Plan.
4.1.5 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.
4.2
The HRM Department shall submit the following documents to the PSB for
deliberation en banc:
4.2.1 selection line-up and all the supporting documents; and
4.2.2 concerned division's/unit's short-list of candidates and written
justification.
PSB Deliberation
The PSB shall:
5.1
Adopt a uniform screening procedure and criteria approved by the Municipal
Mayor/Vice-Mayor for the evaluation of candidates for appointment, taking into
consideration the following:
5.1.1 Reasonable and valid standards and methods of evaluating the
competence and qualifications of applicants competing for a particular
position;
5.1.2 Criteria for evaluation of qualifications of applicants for appointment
must suit the job requirements of the position;
5.1.3 Compliance with the policy on the three (3)-salary grade limitation on
promotion; and
5.1.4 Reasonable difference or gap between point scores of candidates for
appointment to determine who are comparatively at par.
5.2
Disseminate screening procedure and criteria for selection to all concerned
employees. Any modification of the procedure and criteria for selection shall
2.2

3.

4.

5.

likewise be properly disseminated;

Check the approved agency System of Ranking Positions (SRP) in identifying
the next-in-rank positions to be considered in filling a vacant position;
5.4
Evaluate and deliberate en banc the qualifications of those listed in the selection
line-up.
5.5
Submit to the appointing authority a comprehensive evaluation report of
candidates screened for appointment from which the appointing authority shall
base the final selection of the appointee. The evaluation report should specify the
following:
5.5.1 Observations/comments on the candidates' competence to handle the
position;
5.5.2 Other qualifications that are important in the performance of the duties
and responsibilities of the position; and
5.5.3 Information about the candidate's preference of assignment.
5.6
Ensure that minutes of all deliberations are recorded, properly filed and
maintained, which must be made accessible to interested parties upon written
request and for inspection and audit by the CSC, if necessary.
Final selection of appointee
6.1
Guided by the PSB's comprehensive evaluation report, the appointing authority
shall, in the exercise of sound discretion, select, in so far as practicable, from
among the top five applicants deemed most qualified for appointment to the
vacant position.
6.2
The appointing authority shall issue the appointment.
Announcement
7.1
A day after the issuance of the appointment, the HRMO shall post a notice in
three (3) conspicuous places in the Municipal Government Merit System for at
least fifteen (15) calendar days announcing the appointment of an employee.
(CSC MC No. 003, s. 2001) The date of posting shall be indicated in the notice.
7.2
The PSB through the HRMO shall notify all applicants of their individual rating
on the basis of education, training, experience eligibility and interview, as well as
the outcome of the PSB evaluation.
5.3

6.

7.

VI.

GRIEVANCE
1.
An applicant/qualified next-in-rank who contests the appointment made in favor of
another may file a protest with the Municipal Mayor/Vice Mayor if such appointment
was made under any of the following conditions:
1.1
Non-compliance with the selection process;
1.2
Discrimination on account of gender, civil status, disability, pregnancy, religion,
ethnicity or political affiliation;
1.3
Disqualification of applicant to a career position for reason of lack of confidence
of the appointing authority; and
1.4
Other violations of the provisions of this Merit Selection Plan.
2.
All complaints or grievances pertaining to selection and evaluation of applicants shall be
submitted to the Municipal Grievance Committee.
3.
The existing Municipal Grievance Machinery shall apply in resolving all protest cases
involving contested appointments taking into consideration the policy that a grievance
shall be resolved expeditiously at all times at the lowest level possible in the Municipal
Government Merit System.
4.
The Personnel Selection Board shall provide information about the individual rating of a
particular applicant upon written request subject to the approval of the appointing
authority.

VII.

OTHER PROVISIONS
1.
The selection of employees for appointment to a vacant position shall be completed at
least within three (3) months but not more than six (6) months reckoned from the date of
posting or publication of the vacancy.
2.
The Personnel Selection Board, through the HRM Department, shall make accessible the
following information or documents upon written request:
2.1
Screening procedure and criteria for selection, and its amendments;
2.2
Policies relative to personnel actions, including the gender and development

VIII.

dimensions of the Merit Selection Plan; and

2.3
Approved Merit Selection Plan.
3.
The Municipal Mayor/Vice Mayor shall:
3.1
Develop a System of Ranking Positions (SRP), which shall be submitted for
approval of the appointing authority, copy furnished the Civil Service
Commission and its Field Office concerned, for reference purposes;
3.2
Enroll in the Brightest for the Bureaucracy Program (BBP) of the CSC vacant
positions that have no applicant or qualified applicant;
3.3
Develop a Plan which shall set forth the number, knowledge and skills of
personnel needed to achieve the organization's goals, objectives and programs;
3.4
Develop and maintain an updated qualification database of its employees to
include education, training, experience, skills, competencies, and other similar
information;
3.5
Develop a program to fast track the career movement of employees with superior
qualifications;
3.6
Ensure that copies of the Municipal Merit Selection Plan and its annexes are
disseminated to all personnel after approval thereof by the Civil Service
Commission; and
3.7
Conduct an orientation of the Merit Selection Plan within six (6) months upon
approval. 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.
4.
All employees shall be responsible for updating their Personal Data Sheet annually, if
deemed necessary, and submit supporting documents thereto to the HRMO.
EFFECTIVITY

This Municipal Government Merit Selection Plan and subsequent amendments thereto shall take effect
immediately after the approval by the Civil Service Commission.

(SGD.)
Municipal Mayor
Date: _________________________

APPROVED BY:
(SGD.)
Regional Director
Civil Service Commission Region IV A
Date: August 1, 2012

(SGD.)
Municipal Vice-Mayor