1

FOREWORD

Human resources are the most vital component of an organization. Their skills,
attitudes and values invariably determine its success or failure in accomplishing its goals.
Hence, it cannot be gainsaid that the brand of service an organization gives is reflective,
first and foremost, of the quality of its manpower resource.

In the same vein, the negative scenario painted by media regarding incompetence,
lack of commitment, corruption and other forms of disvalues in government may be
symptomatic of the quality of service rendered by government officials and employees.

Cognizant of its share in shaping a better image for Philippine bureaucracy, the
Administration has embarked in a humble effort to improve its recruitment, selection and
promotion process in order to attract and retain the best and the brightest in public service.
This will further reinvigorate and professionalize the civil service, in general, and the parole
and probation services, in particular.

This body of rules and procedures would not have been realized were it not for the
cooperation, diligence and commitment of all officials and employees involved in its
preparation and refinement, particularly the Committee to which the task was entrusted.

GREGORIO F. BACOLOD
Administrator

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 CONTENTS

Page

FOREWORD - - - - - - - - - - - - - - - - - - - - - - i

I. INTRODUCTION

A. BACKGROUND - - - - - - - - - - - - - - - - 1

B. PREMISES - - - - - - - - - - - - - - - - - 1

C. GOAL, OBJECTIVES AND SCOPE - - - - - - - - 6

II. THE SELECTION BOARD - - - - - - - - - - - - - 7

A. Constitution/Composition - - - - - - - - - 7

B. Prohibition and Alternates - - - - - - - - 7

C. Duties and Responsibilities - - - - - - - 8

III. CRITERIA AND PROCEDURES FOR SELECTION OF PERSONNEL

A. Requirements for Selection - - - - - - - - 9

B. Procedure for Selection - - - - - - - - - 9

C. Mechanics of Written Examination - - - - - 10

D. Mechanics of Psychological
Evaluation for Selection - - - - - - - - 12

E. Mechanics of Background Investigation

For Selection - - - - - - - - - - - - - - 13

F. Mechanics of Interview for Selection - - - 13

G. Mechanics of Rating for Selection - - - - 13

IV. CRITERIA AND PROCEDURES FOR PROMOTION OF PERSONNEL

A. Preliminary Considerations - - - - - - - - 16

B. Screening Procedure for Promotion - - - - 17

C. Mechanics of Personnel Assessment - - - - 19

D. Mechanics of Practitioner’s Written

Test - - - - - - - - - - - - - - - - - - - 19

E. Mechanics of Psychological Evaluation

For Promotion - - - - - - - - - - - - - - 20

F. Mechanics of Background Investigation

For Promotion - - - - - - - - - - - - - - - 20

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 G. Mechanics of Interview for Promotion - - - 21

H. Mechanics of Rating for Promotion - - - - - 21

V. TRANSITORY PROVISIONS - - - - - - - - - - - - - 25

VI. EEFECTIVITY - - - - - - - - - - - - - - - - - - 25

ANNEXES

A. Definition of Terms
B. Guidelines for Determining Vacancies
and Classifying Vacant Positions
C. Guidelines for Conducting Background
Investigation for Selection of Applicants

FORMS

PSP Form 01 - The Interview Schedule

PSP Form O2 - Interview Assessment Form
PSP Form 03 - Comparative Assessment Form for
Selection of Personnel (Summary)
PSP Form 03.1 - Evaluation and Training
PSP Form 03.2 - Experience and Outstanding
Accomplishment
PSP Form 03.3 - Psychological Evaluation
PSP Form 03.4 - Written Examination for First Level
PSP Form 03.5 - Written Examination for Second Level
PSP Form 04 - Personnel Assessment Form for
Potential
PSP Form 05 - Personnel Assessment Form for
Physical Characteristics and
Personality Traits
PSP Form 06.1 - Performance
PSP Form 06.2 - Summary Ratings for Potential
PSP Form 06.3 - Summary of Ratings for Physical
Characteristics and Personality
Traits
PSP Form 06.4 - Practitioners’ Written Test
PSP Form 06.5 - Psychological Evaluation

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INTRODUCTION

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 A. BACKGROUND

Since its inception the Parole and Probation Administration has utilized various
procedures for the selection and promotion of personnel in the Agency. The last set of
procedures applicable to all personnel which continues to be applied today is provided in
PPA Memorandum Order No. 04, S. 90 which was issued on May 28, 1990. A series of
issuance’s governing the screening specifically of Supervising Probation and Parole
Officers for promotion to Chief Probation and Parole Officer also came out within
1991-1992. Since 1990, however, many regional Offices have supplemented M O # 04, S.
90 with additional criteria and procedures for the selection/promotion of personnel in their
respective regions. Some have also adopted certain aspects of the national promotional
screening for SPPOs, applying the same to the screening of applicants for other positions.

While there are similarities in many factors used by different regions to assess the
qualifications and suitability for employment and promotion of personnel, these factors are
assigned varied weights by the regional offices, or are assessed in different ways. This
situation has resulted to a lack of uniformity in the area of personnel recruitment and
promotion. Unfortunately, it also bred suspicions of partiality or manipulation on the part of
the administering officers.

In a bid to strengthen the PPA selection and promotion processes and to harmonize
the different criteria and procedures now used within the Agency, then OIC now
Administrator Gregorio F. Bacolod issued Special Order No. 163 on July 19, 1995, creating
the Task Force on Personnel Selection and Promotion Guidelines and Procedures, and
charging it with the “formulation of uniform guidelines and procedures for the selection and
promotion of personnel in the agency, taking into consideration the different systems
currently implemented in the Regions and in the Central Office.” In this connection, all
Regional Directors/OICs were directed under PPA Memorandum Order No. 15 dated July
19, 1995 to submit to the Task Force a copy of their existing selection/promotion systems.
Thus, in framing these rules, the Task Force used as initial working papers the systems
submitted by the following regions: CAR, I, II, III, IV, NCR, VI, VII, IX and X.

D. PREMISES

1. BASIC PRINCIPLES UNDERLYING THE PROPOSED RULES

a. WE AIM TO GET THE BEST AND THE BRIGHTES.

The criteria and screening procedures of the Parole and Probation Administration
should:

- result to the selection/promotion of the best and the brightest for the position(s)
to be filled;

- provide the Agency with a pool of highly qualified personnel; and

- contribute to the empowerment and development of human resources.

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 b. WE BELIEVE IN THE STRENTH AND CREDIBILITY OF WELL-FORMULATED
SELECTION AND PROMOTION POLICIES, STANDARDS AND PROCEDURES.

- as such, recommending/appointing authorities will also be provided with

safeguards against liability by ensuring proper procedures.

c. WE BELIEVE IN GIVING ALL INTERESTED AND QUALIFIED PERSONS EQUAL

OPPORTUNITY TO COMPETE AND JOIN THE PPA.

d. WE ADHERE TO THE PRINCIPLE OF TRANSPARENCY OF PROCEDURES

AND DELIBERATIONS, AND OBJECTIVITY AND FAIRNESS IN THESE
PROCESSES AS A TOOL FOR PROMTING PEACE AND HARMONY IN THE
ORGANIZATION.

- thus, we promote employee morale and pride in one’s job and create a positive
attitude among personnel toward agency policies on personnel action.

e. WE ESCHEW ABUSE OF AUTHORITY AND DISCRETION, AND UNDUE

POLITICAL INTERVENTION IN THE SELECTION AND PROMOTION OF
PERSONNEL.

f. WE UPHOLD AND SUPPORT THE LONG-STANDING PRINCIPLE OF

SELECTION AND PROMOTION THROUGH MERIT AND FITNESS AND MORAL
INTEGRITY.

g. WE BELIEVE IN GIVING THE PPA EMPLOYEES DUE PROTECTION AND

OPPORTUNITY FOR PROFESSIONAL GROWTH AND DEVELOPMENT IN THE
AGENCY. THUS,

- from among the most qualified, preference should be given to personnel who
are already within the agency;

- localization of recruitment shall be implemented as far as practicable;

- opportunities for career pathing and professional growth shall be provided; and

- deserving personnel shall be rewarded.

h. WE BELIEVE THAT PROPER SELECTION AND PROMOTION OF PERSONNEL

WILL REDOUND TO GREATER EFFECTIVENESS AND EFFICIENCY IN THE
DELIVERY OF THE AGENCY’S PROGRAMS AND SERVICES.

- thereby, also enhancing the image of the agency and its credibility and
worthiness for accreditation by the Civil Service Commission

2. AGENCY EXPECTATIONS OF HIRED AND PROMOTED PERSONNEL

a. Hired and Promoted Personnel are expected to:

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 i. Perform their duties and functions and achieve performance targets with
outstanding and very satisfactory ratings;

ii. Adopt behavior resulting to outstanding and very satisfactory ratings in the
behavioral dimensions affecting performance;

iii. Comply with Government and Agency policies, rules, regulations and other
lawful orders;

iv. Manifest adaptability, flexibility and the ability to adjust to changes in policies,
procedures, case situations and office needs;

v. Abide by RA 6713 and the Agency’s Code of Ethics;

vi. Understand clearly the vision, mission, and operations of the Agency;

vii. Walk the extra mile and take the road less traveled in pursuit public service and
professional growth; and

viii. Show willingness and capacity to learn.

b. In addition, hired Personnel must:

i. Possess potential to accept greater responsibilities.

c. Furthermore, Promoted Personnel are expected to:

i. Serve as role models;

ii. Show loyalty to the Agency;

iii. Develop their potentials by accepting greater responsibilities;

iv. Develop management leadership qualities guided by the principle that “the
greatest leader is the servant of all”; and

v. Possess greater degree of skills, deeper insights and broader perspectives.

3. QUALITIES AND SKILLS DESIRED IN PPA PERSONNEL

GENERAL. All hired and promoted personnel are expected to be:

a. Well-integrated personalities with good moral values and sound physical and
mental health;

b. Conscientious, honest, fair and incorruptible;

c. Prompt and reliable;

d. Creative and resourceful;

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 e. Patient, selfless and self-disciplined;

f. Decisive;

g. Able to think for themselves; able to listen to arguments on all sides of an issue
and to respond with good judgement, not to emotional appeal; able to reason
clearly and apply what they know to unfamiliar situations;

h. Able to communicate effectively;

i. Industrious and with good work habits;

j. Well-organized to make judicious use of limited time;

k. Able to prioritize, analyze, plan and schedule workload;

l. Cooperative; willing to work with a team;

m. Sensitive to others’ needs;

n. Approachable and with good personal and public relations;

o. Socially poised;

p. Aware of their own biases; with adequate understanding of and ability to handle
themselves;

q. Alert, flexible and can adjust to unexpected changes and demands;

r. Able to handle personal and professional problems and crisis situations;

s. With a positive outlook and happy disposition ( I’m OK- You’re OK);

t. Intelligent and practical, and imbued with idealism balanced by realism;

u. Determined to learn;

v. Respectful of authority; and

w. Potential leaders.

SPECIFIC. Aside from the general qualities that the hired and promoted personnel
should possess, the following are specifically required:

a. Chief Probation and Parole Officers and Division Chiefs

i. Management of work

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 Capacity to plan and prioritize office activities, assign work properly, set
appropriate work standards, establish monitoring systems, streamline office operations
and make prompt and sound decisions.

ii. Management of People

Capacity to promote career and professional growth of subordinates, observe

fairness and impartiality, maintain discipline, motivate staff for productivity, and give
effective feedback on their performance.

iii. Management of Resources

Capacity to ensure proper disbursement of funds and the proper use and
maintenance of office equipment and other facilities.

iv. Management of Linkages

Capacity to work effectively with other officials/units in the Agency, department,

other government agencies, local government units, political representatives and
non-government organizations towards the accomplishment of office goals and
objectives or the effective delivery of services.

v. Management of Constraints

Capacity to recognize and overcome office difficulties and problems.

vi. Innovativeness

Capacity to initiate and implement new or improved

policies/programs/projects/activities other than those already identified and pursued
by his office and to take risks in program implementation.

b. Field Officers

i. Working knowledge of the Probation Law, Indeterminate Sentence Law, and

related statutes.

ii. Counseling skills

iii. Capacity to analyze and evaluate

c. Clerks

i. Good typing skills

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 C. GOAL, OBJECTIVES AND SCOPE

1. GOAL

It is the goal of these Rules to attract the best and the brightest and
maintain a highly competent and qualified, dedicated and motivated
workforce that will manage the Agency’s operations in the pursuit of its
mandate of administering the parole and probation systems.

2. OBJECTIVES

It is the policy of the Parole and Probation Administration that all

appointments in this office be made only according to merit and fitness.
Therefore, this Personnel Selection and Promotion Rules and Procedures
(PSPRP) aim to:

a. Evolve a screening process which shall include tests of fitness in

accordance with standards and guidelines set by the Civil Service
Commission;

b. Create equal access to opportunities for public service and

advancement to all qualified and competent applicants/aspirants;

c. Establish the criteria for evaluation, conduct of tests or interviews, and

systematic assessment of training and experience.

3. SCOPE

This PSPRP shall serve as the official guide to be adopted by all

Selection Boards in the recruitment, selection, and promotion of
personnel in the Agency. It shall cover all positions in the Central,
Regional and Field Offices classified under the first and second levels of
the Career Service. It shall also apply to the regional level screening
and rating of candidates for the position of Chief Probation and Officer.

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 THE

SELECTION BOARD

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II. THE SELECTION BOARD

A. CONSTITUTION/COMPOSITION

1. Pursuant to Civil Service Memorandum Circular #38, Series of 1990, the Selection
Board shall be constituted in each region to be composed of the following:

a. Director I, or any ranking Officer designated by the Regional Director as

Chairman

b. The Administrative Officer or any Officer of equivalent rank as secretary/member

c. A representative of the personnel in the 1st level position as member

d. A representative of the personnel in the 2nd level position as member

2. In the Central Office, the Selection Board shall be composed of the following:

a. Deputy Administrator or any ranking Officer designated by the Administrator as

Chairman

b. Chief, Administrative Division or any Officer of equivalent rank as

secretary/member

c. A representative of the personnel of the 1st level position as member

d. A representative of the personnel of the 2nd level position as member

e. Chief of Division or any unit in which the vacancy occurs.

The representative of the rank and file personnel, one for the first level and another
for the second level, shall be chosen by the duly accredited Employees’ Association if there
is one. Where there is none, the representative shall be chosen at large by the employees
through a general election. Only employees holding 1st level positions shall be qualified to
elect the 1st level representative. Likewise, only employees holding 2nd level positions shall
be qualified to elect their representative.

The representative of the 1st level position shall sit in the screening of the candidates
where vacancies in the 1st level exist while the representative of the second level shall sit in
the screening of candidates where vacancies in the second level exist.

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B. PROHIBITIONS AND ALTERNATES

A member of the Selection Board shall inhibit himself from sitting in the deliberations
thereof under any of the following circumstances:

1. He is a candidate for promotion for the vacant position being deliberated upon;

2. He is related by consanguinity or affinity within the fourth civil degree (MO#5,s.1999 dtd
Feb. 23, 1999) to any candidate for selection or promotion; or

3. He is not a disinterested party as may be determined by the Board.

In the above instances, the disqualified member shall be substituted by an alternate

who shall be as follows:

1. For 1st or 2nd level representative, the employee who has garnered the second highest
number of votes in the last election of representatives or who was chosen in an election
held for the purpose; and,

2. For the Board Chairman or Secretary/Member, the officer designated as alternate by the
Administrator for the Central Office Selection Board, and by the Regional Director for the
Regional Selection Board.

C. DUTIES AND RESPONSIBILITES

The Selection Board shall be guided by the Personnel Selection and Promotion
Rules and Procedures in the performance of its duties and responsibilities.

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CRITERIA AND PROCEDURES

FOR

SELECTION OF PERSONNEL

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III. CRITERIA AND PROCEDURES FOR SELECTION OF
PERSONNEL
III
IV A. REQUIREMENTS FOR SELECTION
1. Age Requirement

On the day of filing the application, applicants for first level positions should not be more
than 35 years old, and for second level positions should not be more than 45 years old.

2. Educational Qualification

2.1 Applicants to the position of Probation and Parole Officers

shall be full-fledged degree holders of any of the following
courses:

2.1.1 Bachelor’s degree in Social Work, Sociology, Psychology,

Criminology, Penology, Corrections, Police Science,
Police Administration or related fields (PD 968)

2.1.2 Bachelor of Science in Elementary Education (BSEED)

2.1.3 Bachelor of Science in Elementary Education (BSEED) or

Bachelor in Elementary Education (BEED), Bachelor of
Science in Education (BSE) or Bachelor in Secondary
Education (BSED), Bachelor of Arts (AB) or Bachelor of
Science (BS) with major/s in:

a) Guidance and Counseling

b) Community Development
c) Anthropology
d) English/Journalism/Mass or Development Communication
e) Special Education
f) Public Administration
g) Asian/Philippine Studies (MC No. 25 s. 1994 dtd Sept. 1, 1994)
h) Philosophy/Pol. Science (MC No. 59, s.1999 dtd Dec. 21, 1999)
i) Inverted Course in Educ (MC No. 59, s.1999 dtd Dec. 21, 1999)

2.1.4 Masteral or Doctoral Degree major in the above-mentioned fields,

items a to f (MC No. 21 s. 1994 dtd July 11, 1994)

2.1.5 Masters of Arts in Educational Management (MC No. 59 s.1999 dtd.Dec.

21, 1999

2.1.6 Bachelor of Laws (MC No. 16 s. 1995 dtd November 17, 1995)

2.2 Applicants for other positions in the PPA must meet the educational
requirements as provided in the CSC-Qualification Standards Revised 1997
and the PPA-QS (Unnumbered Memo dtd. Feb. 11, 1992 and MC No.02
s. 1996 dtd. Jan. 23, 1996)

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 3. Documents to be Submitted (duly authenticated)

3.1 The following should be attached to the letter of application:

3.1.1 Proof of civil service eligibility (1 copy)

3.1.2 Diploma (1 copy)
3.1.3 Form 138, for positions not requiring a college degree
3.1.4 Transcript of Records (TOR) with Special Order for private school
graduates (1copy)
3.1.5 Latest CSC Form 212 duly accomplished with ID pictures (4 copies)
3.1.6 If any, Certificates of Training within the last five (5) yrs.(1 copy ea.)
3.1.7 If any, Proof of honors/awards received (1 copy each)
3.1.8 Verified Affidavit indicating willingness to be assigned anywhere in the
region for field positions (1 copy)

3.2 Other Documents as may be required by the PSB

3.2.1 Waiver for BI

3.2.2 Duties and functions from previous employment
3.2.3 Performance Rating for the last 2 Rating Periods or its equivalent, if
transferee

Failure to submit any of the above requirements on the deadline set by the Selection
Board shall disqualify the candidate/applicant.

3.3 Before Appointment

3.3.1 Medical Certificate issued by a government physician

3.3.2 Drug Test
3.3.3 Neurological Examination
3.3.4 Certificate of Authority to Transfer (if government employee)
3.3.5 Clearance from previous government employment
3.3.6 NBI Clearance

Drug Test and Neurological Examination results are part of the

documents to be submitted and retained/filed in the Agency and formed part of
the 201 File of the candidate/applicant (Rule VIII, Sec. 1.b, MC No. 40 s. 1998
dtd Dec. 14, 1998 of the Revised Omnibus Rules on Appointments and Other
Personnel Actions).

Delay in the submission of the above requirements shall defer the

appointment of the candidate/applicant.

B. PROCEDURE FOR SELECTION

1. Initial Screening

The Selection Board of the Central/ Regional Office shall determine who among the
candidates meet the minimum requirements for education, experience, age, health, and
civil service eligibility based on the documents submitted.

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 2. Qualifying Written Test (QWT)

2.1 General Provisions

2.1.1 The Central Office Test Committee (COTC) shall only requests for
examinations to corresponding positions with actual vacancies or with
projected vacancies within six (6) months from the administration of the test
shall be entertained by the COTC provided the COTC shall not release the
results for the latter until actual vacancies occur (MO #19 s. 2001 dtd. Nov.
29, 2001).

2.1.2 Requests for examinations shall be made separately for each

type of examination using the QWT/PWT Request Form.

Considering that the criteria and procedures for promotion or selection

of personnel cannot be mixed due to differences in factors and weights to be
evaluated, promotion shall, therefore, take precedence over selection in the
release of the results.(M.O. No. 13 S.2000 dtd August 15, 2000).

2.1.3 The passing score for the QWT is hereby fixed at 60% of the total
score.(M.O. 15 s. 2001 dtd May 23, 2001).

2.1.4. The QWT shall have a weight of 30%of the overall score.

V 2.1.5 The test result shall be filed and retained for a period of three (3)
years (MO No. 15 s. 2000 dtd.Aug. 24, 2000).

2.2 Mechanics of the Written Examination

The contents and weight of the Qualifying Written Test (QWT) for the first
level positions shall differ from those of the second level.

2.2.1 The contents of the QWT for first level positions are:

SUBJECT AREAS WEIGHTS

2.2.1.a. Verbal Ability 20

2.2.1.b Reading Comprehension 15
2.2.1.c Logical Reasoning 15
2.2.1.d Practical Test 40
2.2.1.e General Information 10
TOTAL 100

2.2.2. The contents of the QWT for 2nd level positions are:

Subject Areas Weights

2.2.2.a Verbal Ability 20

2.2.2.b Reading Comprehension 20
2.2.2.c Logical Reasoning 20
2.2.2.d Probation Work/Human Behavior 30
Social Environment
2.2.2.e General Information 10

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 TOTAL 100

2.2.3 Supplementary Materials for Cross-Reference

In addition to the test prepared by the COTC, the following materials shall be
accomplished by the examinees of the QWT – second level on the day of the
examination.

2.2.3.a Essay on “WHY I WANT TO WORK IN PROBATION”

2.2.3.b Autobiography

These materials shall not be graded, but shall serve as reference for the
Panel Interview and as cross-reference for the Background Investigation and as
basis to validate the Psychological Evaluation. The Selection Board shall allot a total
of forty (40) minutes for this part of the examination. (M.C. No. 18 S. 2000 dated
August 14, 2000)

2.3 Test Construction (will look for the creation of COTC/Test Construction)

The Regional Directors and Division Chiefs shall submit questions on the
contents of the examinations. A test committee shall be constituted at the Central
Office which shall collate the questions and formulate several test forms for the first
and second level positions and shall be called the Central Office Test Committee
(COTC). The Selection Board of the Central or Regional Offices shall then request
from the COTC the test forms they need for their own written examination.

2.4 Administration

Utmost care should be exercised to safeguard confidentiality of test questions,

prevent leakage in the formulation and conduct of the examination, and ensure
objectivity and fairness in scoring/checking the answer sheets. The COTC, Regional
Heads and Selection Boards share responsibility in this regard.

2.4.1. Responsibilities of the COTC

2.4.1.a Upon receipt of the duly accomplished test request form, the
COTC shall prepare the QWT, with copies corresponding to the
specified number of examinees. The COTC shall ensure that the
formulation and reproduction of test questions are done with
utmost confidentiality.

2.4.1.b The test materials shall be sealed in an envelope duly signed on the back
flap cover by the COTC Chairman. The envelope shall be marked
“CONFIDENTIAL” and shall be addressed to the requesting Regional
Director.

2.4.1.c Appropriate instructions for the administration of the test shall be

enclosed for the guidance of the Selection Board.

2.4.1.d The key to correction shall be retained and properly secured by the
COTC.

2.4.1.e Only the COTC is authorized to score/check the QWT answer sheets,
grade the test papers, provide the equivalent weights and determine

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 those who passed or failed. The scoring/checking of the test papers shall
be done within a reasonable time from receipt thereof. The following shall
be observed;

e.1 The envelope containing the answer sheets and the key to correction
shall be opened in the presence of at least three (3) members of the
COTC.

e.2 Each member shall check the answer sheets and compute the
scores,as well as re-check the answer sheets corrected by other
members.

e.3 Correctors shall affix their signatures and date of correction on the
answer sheets.

e.4 After all answer sheets have been checked and graded, the COTC
shall tabulate the results which include the equivalent weights for the
passing scores only.

2.4.1.f The official results containing the test scores and equivalent weights
corresponding to the examinees’ codes, will be sent to the Regional
Director and Selection Board copy furnished the Chief, Administrative
Division.

2.4.2 Responsibilities of the Regional Head and the Selection Board

2.4.2.a The test materials shall be properly secured and sealed until the
day of the test examination.

2.4.2.b The Selection Board shall open the test materials at the start of
the examination in the presence of all examinees.

2.4.2.c Only the Selection Board of the Central Office or Regional Offices
is authorized to conduct the examination. It shall implement the
following procedures:

c.1 At the start of the examination, the examinee shall write his own
five-
character code on the space provided in the test/answer sheet. The
code shall be prefixed with “Q” .

Ex.Q-1364A; Q-ZXT07; Q-09852; Q-klmty

c.2 After all examinees have submitted their answer sheets,

the corresponding codes shall be noted down by the Board and
sealed
in an envelope, duly signed and dated on the flap cover by the Board
Secretary, other Board Members and at least one (1) examinee as
witness. The envelope shall then be stamped or labeled
“CONFIDENTIAL” and placed in the custody of the Board Secretary or
as the Board may determine. This will not be opened until the test
results are received from the COTC.

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 c.3 All answer sheets and test questions shall also be sealed in an
envelope which shall be signed and dated by the examiner and other
Board members, together with at least one (1) examinee as witness.
The envelope shall also be stamped and labeled “CONFIDENTIAL”.

c.4 Within twenty four hours, the Board shall mail or deliver the sealed
answer sheets and test questions direct to the Chairman of the COTC.

c.5 The Board shall convene upon receipt of the test results from the
COTC. The sealed envelope containing the results will be opened only
in the presence of the Board. The sealed envelope with the examinees’
code will also be opened. The Secretary shall then record the results,
duly certified by all members of the Board, and shall be responsible for
notifying the examinees and for posting the same on the bulletin board
of the Regional Office.

c.6 The Board shall submit an official report on the test results, together with
its recommendations, to the Regional Director.

c.7 It shall also furnish copies of the results to the COTC, the Chief of the
Administrative Division of the Central Office, and the Administrative
Officer of the region for reference purposes.
NOTE: The test results shall include the following: lists of examinees with
their code-names and test scores.

3. PSYCHOLOGICAL EVALUATION

Those who pass the written examination shall be notified of the date of the psychological
evaluation.

3.1 Mechanics of the Psychological Evaluation

The contents of the evaluation and the corresponding points are:

3.1.a. work attitude and values - 35 pts.

3.1.b. behavioral dynamics and
emotional and stress tolerance - 35 pts.
3.1.c. intellectual capacity and aptitude - 30 pts.
----------
100 pts.

3.2 Administration

The psychological evaluation shall be conducted by the central or regional

psychologists or accredited psychological testing centers. To ensure the integrity of the
process, the Board and the administering psychologist shall adopt the measures
provided in the administration of the QWT. This evaluation shall have a maximum weight
of 25% and a cut-off equivalent weight of 15%.

3.2.1 Conduct of Psychological Testing and Evaluation

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 3.2.1.a To ensure fairness, uniformity and confidentiality of psychological
evaluation, the same shall be administered and evaluated by the PPA
Clinical Services Division’s authorized examiners only.

3.2.1.b However, in special cases when the said psychological evaluation is to be

conducted by other testing centers or psychologists, the latter shall furnish
the Clinical Services Division with a listing of test battery they are using for
each of the job positions. For purposes of uniformity and convenient
validation, the independent testing centers or psychologist shall be required
to observe the same scoring procedures in qualifying applicants for
selection.

3.2.2 Testing and Validation Procedure

3.2.2.a To validate test results, routine interview, the essay and the properly
accomplished autobiography as well as other relevant data will be used.
Applicants will also be required to submit their CSC Form 212 with ID picture
for identification.

3.2.2.b For applicants/examinees who have hearing and reading difficulties or

impairments, they should be advised to bring with them at the time of the
scheduled psychological testing their necessary gadgets to facilitate/aid
them during the examination.

3.2.2.c Photocopying of test materials particularly those being used in the regions,
and which applicants/examinees found to be blurred should be strictly
discouraged and reported as this is a violation of the Philippine
Psychological Corporation Terms and Conditions Governing the Sale of
Tests, quoted as follows:

“The test purchaser and the school/company agree that they will not cause
these test materials, in whole or in part, to be reproduced, redistributed,
translated, adapted, modified, published, printed, transmitted in any way or
by any means whether electronic or mechanical, or recorded on any
information, storage or retrieval system.”

Further, “Any breach of contract or violation of any of the foregoing terms

and conditions shall entitle Philippine Psychological Corporation without
further notice, to terminate and/or rescind the accreditation given the test
purchaser and the school/company, and shall render the offender liable for
damages, whether actual or otherwise, under the Provisions of Presidential
Decree No. 49 otherwise known as the “Decree on the Protection of
Intellectual Property” and other pertinent laws”.

3.2.2.d Accordingly, as a possible consequence of violating the terms and conditions

in the sale of Psychological testing materials, the PPA Clinical Services
Division and the accredited psychologists shall be dropped from
accreditation list and will be banned from purchasing the said materials.( par.
II & III, M.O. No. 20, S. 1999 dated August 31, 1999,)

4. Background Investigation

The Guidelines for Conducting Background Investigation shall be adopted (see Annex C
and PSP Form 01). The background investigation shall have no weight in the overall

22
 rating but shall be used to screen out candidates who have serious derogatory records
or questionable moral character.

4.1 RATIONALE

The purpose of the BI is to gather useful, reliable and valid data or information about the
applicant in order to determine further said applicant’s fitness to perform the duties and
assume the responsibilities of the position that he or she is applying for. This shall help
to ensure that the subject applicant possesses good moral character, is of good repute
and probity in the community, has desirable work habits and can get along well with co-
workers and other people.

4.2 WHO WILL CONDUCT THE BI

At the Regional Level, the CPPO who has jurisdiction over the place or resident or
workplace of the applicant, or others designated by the Regional Director, shall
personally conduct the BI.

At the Central office, the Administrative officer or others designated by the Administrator,
shall personally conduct the BI.

No delegation of the task shall be allowed in view of the sensitivity of much of the
information to be gathered and, therefore, the relative skills and expertise of
CPPOs/Administrative Officer or those specifically designated in this regard are of
indispensable value.

4.2 THE INSTRUMENT

An interview schedule (PSP Form 1) is designed for this purpose. It is a set of open-
ended questions that will elicit unlimited information from informants or respondents.

Four major factors or variables have been identified to compose the data to be looked
into. These factors are:

1) Personal Reputation – includes all impressions which the applicant projects in his
environment. Particularly, this refers to his physical fitness and mental/emotional
stability, honesty, dependability and overall moral character. The applicant’s former
employer/s, teachers or any other responsible members of the community maybe
interviewed for these data;
2) Work Ethics – covers the applicant’s job attitude, industriousness, reliability and
initiative either as a student or as a worker. The applicant’s former teachers or
employer/s, as the case may be, are the best source of information in this regard;
3) Community Leadership – refers to the applicant’s involvement in community affairs.
Barangay or community officials can best give reliable information on this matter; and
4) Interpersonal Relationship- refers to the applicant’s public relations. Members of
applicant’s family, applicant’s peers in work and elsewhere and other credible sectors
of the community may be consulted in this regard.

As a general rule, in screening entry positions, BI should be conducted only for those
applicants who pass the first three (3) stages of the screening: Initial screening of
documents, QWT and PE.

23
 Conducting the BI after these three stages will be more economical for the Agency
since candidates who do not qualify therein will already be eliminated, thereby, considerably
reducing the number of people to be investigated.

The results of the first three (3) stages particularly the Psychological Evaluation
may bring to light facets of the candidates’ personality, relationships and/or
behavior which will require verification during the BI.

5. Interview

The Interview Assessment Form (PSP Form 02) will be adopted. The rating of the
Selection Board of the Central or Regional Offices is weighted 15% while the rating of the
Regional Director or Division Chief is weighted 10%.

Those who have no serious derogatory records shall be notified of the date of the panel
interview to be conducted by the Board together with the concerned Division Chief or
Regional Director.

6. Comparative Assessment

The Board shall accomplish the Comparative Assessment Form for Selection (See PSP
Form 03) for those who passed the interview.

7. Ranking

Using the Comparative Assessment Form, the Board shall rank the applicants who
passed the interview from highest to lowest and submit the ranking with its
recommendations to the appointing/recommending authority for his appropriate action.
For this purpose, the overall cut-off score is 70%.

The ranking shall have a life of one (1) year. Should vacancies arise after the one-year
period, applicants who passed the previous screening may compete again, with the
option to retain their score therein or undergo the new screening.

A notice announcing the names of applicants who passed the screening shall be
circularized to all personnel and posted on the bulletin board by the Chief, Personnel
Section or by the Administrative Officer/Assistant. Applicants shall also be informed
individually of the results of the screening.

The Board shall maintain records of deliberations which shall be available for inspection
by duly authorized representatives of the CSC.

C. MECHANICS OF RATING

The Selection Board of the Central or Regional Offices shall use the Comparative
Assessment Form (PSP Form 03-03.6) for Selection to reflect the ranking. The following
factors and points shall be used to rank the candidates as reported in the comparative form:

FACTORS POINTS

C.1 Education (not to exceed 15 points) 15

Relevant Bachelor’s degree - 10
Relevant Masteral degree - 13
Relevant Doctoral degree - 15
Another relevant bachelor’s Degree - 1

24
 Finished 18 units - .125
36 units - .250
72 units - .500
108 units - .750
144 up - 1.000
Another relevant masteral degree - 2.000
Academic requirements Completed
for Masteral degree(w/o diploma) - 1.500
For every 18 Masteral or doctoral Units - 1.000
3 masteral/doctoral units - .170
6 masteral/doctoral units - .330
9 masteral/doctoral units - .500
12 masteral/doctoral units - .570
15 masteral/doctoral units - .830
18 masteral/doctoral units– 1.000

Another relevant doctoral degree - 2.000

Academic requirements completed
for doctoral degree (w/o diploma) - 1.500

C.2 Training (not to exceed 2 points) 2

Include only relevant training within the last 5 years. The five-year period should
be reckoned by the inclusive years not by the inclusive months or days, thus, for a
screening conducted in December 1998, all related trainings from 1994 will be
credited regardless of the specific dates of each training, (PSPRP Bulletin, MC#38
dtd 6-30-99)

40 hours and above - 2.000

35–39 - 1.750
30-34 - 1.500
25.29 - 1.250
20.24 - 1.000
15-19 - 0.750
10-14 - 0.500
9 and below - 0.250

C.3 Experience (not to exceed 1 point) 1

Include only relevant experience within the last 5 years

3 years or more - 1.000

2 years or more but below 3 yrs. – 0.750
1 year or more but below 2 yrs. - 0.500
6 mos. or more but below 1 yr. - 0.250
below 6 mos. - 0.000

NOTE: Gabrieles Committee – assigned to study if committee work can be

considered relevant experience

C.4 Outstanding Accomplishment 2

1. Outstanding Rank/Academic Honors

25
 Board/Bar/Licensure Exam Top 10 - 1.000
Summa Cum Laude - 0.750
Magna Cum Laude - 0.500
Cum Laude - 0.250

2. GO Awards
Office of the President - 1.000
National - 0.750
Regional - 0.500
Provincial/City - 0.250

3. NGO Awards
International - 1.000
National - 0.750
Regional - 0.500
Provincial/City - 0.250

It should be noted that awards should come from legitimate award giving
bodies and should not be solicited.

C.5 Psychological Evaluation 25

C.6 Written Examination 30

C.7 Interview 25

1. Selection Board - 15
2. Regional Director/Division Chiefs - 10
___
OVERALL TOTAL SCORE: 100

PASSING SCORE: 70

GUIDELINES IN THE RECRUITMENT, SELECTON AND PROMOTION PROCEDURES FOR

PPA-CENTRAL OFFICE

1. Initial Screening

Upon receipt of the application for any position in the Central Office, the Selection Board sees to
it that the applicant for promotion meets the minimum requirements based on the Qualification
Standards.

A candidate must not have a case filed against him and should have at least a very
satisfactory rating for the two preceding rating periods in his present position. The Selection
Board Chairperson then refers said application to the Chief of the Division where the applicant is
applying for comment/recommendation.

2. Practitioner’s Written Test

Upon receipt of the comment/recommendation from the Division Chief concerned, the Selection
Board Chairperson requests the COTC to prepare the test for the position under consideration.

Results of the said examination are then submitted to the Chief, Administrative Division.
Afterwards, notice is sent to the applicants informing them of the results.

26
3. Psychological Evaluation
An applicant who passed the Practitioner’s Written Test will be scheduled to undergo the
psychological evaluation.

4. Interview
Upon passing the psychological evaluation, the applicant shall undergo the panel interview to be
conducted by the Selection Board and the Division Chief concerned.

5. Personnel Assessment
The Personnel Assessment Form for Potential (BSP Form No. 4) and the Physical
Characteristics and Personality Traits (BSP Form No.5) shall be accomplished by the concerned
Division Chief, Section Chiefs and co-employees with whom the applicant/s have worked for the
past three years.

6. Comparative Assessment
The Selection Board shall accomplish the Comparative Assessment Form for Promotional
Screening (BSP Form No.6) as provided in the PSPRP.

7. Ranking
The Selection Board shall rank the applicant/s who passed the stages of the screening from the
highest to the lowest and submits to the Administrator the names of qualified candidates who
met the Overall Cut-off Score of 70%.

The applicants who passed the screening shall be recommended and appointed to the
position.(M.C. No. 20 S. 2001 dated April 30, 2001)

27
CRITERIA AND PROCEDURES

FOR

PROMOTION OF PERSONNEL

28
 I. CRITERIA AND PROCEDURES FOR PROMOTION OF
PERSONNEL

A. PRELIMINARY CONSIDERATIONS

1. Whenever a position in the first and second level in the Central Office becomes
vacant, the officers and employees in the Central Office who occupy the next
lower positions in the occupational group under which the vacant position is
classified, as well as those in related functional occupational groups who are
competent, qualified, and with the appropriate civil service eligibility shall be
considered for promotion. If the vacant position shall occur in the region, those
who are considered next-in-rank, including those in related functional
occupational groups, who are qualified and competent within the region shall be
considered for promotion thru deep selection.

In filling new positions except at the lowest level, existing positions in

the Agency which are similar or allied to the new position shall be considered
next-in-rank to the new position.

Where there is no position considered next-in-rank or where the

incumbents of the positions next-in-rank are not competent and qualified and/
or do not possess the appropriate civil service eligibility, any officer or
employee of the Agency who meets the qualification standard may be
considered for promotion thru deep selection.

2. The system of ranking positions shall not be confined to the positions existing
within the division/unit deemed to be next-in-rank to a higher position but shall
include positions in other divisions or units, taking into consideration the
functional relationship and the salary and/or grade allocation between the higher
position in the other divisions/units.

3. In cases where the qualifications of the next-in-rank employees at the Central

Office are comparatively at par, preference shall be given to the employee in
the division/unit where the vacancy exists. However, in the case of the
regional offices, selection of employees for promotion shall be made on a
regionwide basis through a ranking of all employees who are incumbents of
the next-in-rank positions.

8. In the case of SPPOs competing for CPPO positions, selection is on a nationwide basis and is
done by the National Screening Committee. The result of the Regional Assessment of SPPO’s shall
bear a seventy (70%) weight on the National Screening score pursuant to par. 1 of PPA Memo
Order No. 17, s. 2000 dated September 19, 2000.

9. The appointing authority may promote an employee who is not next-in-rank but who possesses
superior qualifications and competence compared to a next-in-rank employee who merely meets the
minimum requirements for promotion to the position.

29
 10. Lack of confidence shall not be accepted as a special reason for disqualifying an employee from
promotion. The special reason must be real and substantial to be considered sufficient for his
disqualification.

11. An employee who has a pending administrative case shall be disqualified for promotion during the
pendency thereof.

12. The Chief of the Office/Division/Unit where the vacancy exists or where the promoted personnel
may be assigned shall submit his remarks or recommendations to the Selection Board as a guide to
its deliberations.

13. The Chief, Personnel Section or the Administrative Officer/Assistant, on the basis of the approved
System of Ranking Positions and the personnel qualification index and other relevant employee
credentials, shall identify other employees in the Central Office or in the Region where the vacancy
is who are deemed qualified and competent for promotion to the vacant position. He shall make a
preliminary evaluation of the qualifications of all candidates and submit a promotional line-up to the
CO/Regional Selection Board.

B. SCREENING PROCEDURE FOR PROMOTION

1. Initial Screening

a. Listing of qualified candidates: The RSB identifies and makes a list of the
candidates for promotion who meet the minimum requirements on the
basis of the Qualifications Standards. A candidate must have no pending
administrative case and should have at least a Very Satisfactory rating for
the two (2) immediately preceding rating periods in his present position.

Upon receipt of the application for any position in the Central Office, the Selection Board
sees to it that the applicant for promotion meets the minimum requirements based on the
Qualification Standards. A candidate must not have a case filed against him and should have at
least a very satisfactory rating for the two preceding rating periods in his present position. The
Selection Board Chairperson then refers said application to the Chief of the Division where the
applicant is applying for comment/recommendation.(MC #20 s. 2001 dated April 30, 2001)

b. Notice: The RD sends notices/SOs to qualified candidates for promotion

and directs interested employees to submit to the Regional Offices their
credentials as well as an affidavit signifying interest in the position and
willingness to be assigned anywhere in the region. The notice shall also
include the date of the written examination to be administered by the
Board.

c. “In case none of the next-in-rank candidates pass the screening, the Regional Director may
exercise his/her discretion as to whether or not to schedule another screening, for the aforesaid
candidates and when to do so. For highly justifiable reasons the regional head may opt to conduct
deep selection in accordance with the provision of the PSPRP and Civil Service Rules, with prior
permissions thereto secured from the Administrator (Par. VI-2 of MO #05, S. 99 dated February 23,
1999)

2. Personnel Assessment

The RD/DC, CPPOs/Section Chiefs and peers of qualified candidates

shall assess the latter’s potential, physical characteristics and personality
traits during the two preceding rating periods.

30
3. Practitioner’s Written Test

Candidates who pass the initial screening shall take the Practitioner’s
Written Test (PWT) for the position under consideration.

“In order, therefore, to ensure that candidates for promotion will all
have the same opportunity of successfully undergoing the Practitioner’s
Written Test (PWT), the passing score for this test is hereby amended and
fixed at Fifty percent (50%) of the Highest possible Score (HPS), regardless
of the number of examinees or vacancies. This passing score shall be
applied henceforth until such time that a validated cut-off score can be
determined from the results of the ongoing study of the PWT. (MO #13 S.
2000 dated August 15, 2000)

4. Psychological Evaluation

Those who pass the practitioner’s written test shall undergo the
psychological evaluation.

The PSPRP allows a one (1) year life span for the Psychological
Evaluation (PE)of applicants who successfully met the cut-off score.
Nevertheless, for those individuals who failed to meet the cut-off score, they
may take anew the test after the lapse of six (6) months, pursuant to par. I of
Memo Order No. 20, S.’99, dated August 31, 1999.

However, in the promotion of SPPO to CPPO position and in cases

where there is urgency in the filling-up of vacant position, the candidate who
was not able to meet the cut-off score may retake the examination after three
(3) months upon the recommendation of the Regional Selection Board, but
after six (6) months under other condition, pursuant to Par. 3 of Memo Order
No. 17, S. 2000 dated September 19, 2000.

5. Background Investigation

Candidates who passed the psychological evaluation shall be

subjected to a background investigation (BI) only if highly derogatory
information about them comes up or if they have a known previous highly
derogatory activity.

6. Interview

Those who passed the psychological evaluation and have no serious

derogatory record shall undergo the panel interview to be conducted by the
Regional Selection Board and the Regional Director/Division Chief.

7. Comparative Assessment

The Board shall accomplish the Comparative Assessment Forms for

Promotion (see PSP Forms 06-06.5), and PSP Forms 03.1, 03.2 and 03.6) for
those who passed the interview.

8. Ranking

31
 Using the Comparative Assessment Forms, the Board shall rank the
candidates who passed the interview from highest to lowest, and submit the
ranking with its recommendations to the recommending/appointing authority.
For this purpose, the overall passing score is 70%.

ELIGIBILITY FOR POSITIONS BELOW CPPO

The agency is aware of the anxieties and demoralization among

personnel aspiring for advancement as a consequence of having to undergo
promotional screening repeatedly, notwithstanding their having qualified in a
previous process, only because the one (1) year lifespan of their ranking has
already prescribed. This repetitive process is also costly and burdensome on
the Agency and, therefore, prejudicial to the Parole and Probation Service.

Accordingly, as a remedial measure, it shall be the established policy

of this Agency that all candidates who qualify in any promotional screening for
any position shall be considered eligible for the said position. This eligibility
shall apply to all personnel found qualified for the next higher position as a
result of the ranking of candidates in any of the following promotional
screening processes, viz:

1. Ongoing promotional screenings and those which shall henceforth be

conducted;

2. Screenings conducted in accordance with the PSPRP beginning March

18, 1996; and

3. Screenings completed before March 18, 1996 the resulting ranking of

which were in the process of implementation during the PSPRP transition
period as provided under Memorandum Order No. 09 dated March 12,
1996, or specifically from March 18, 1996 to March 18, 1997.

The successful candidates shall be included in the list of eligibles

qualified for appointment to the next higher position in their respective region
where the vacancy occurs, provided they meet the minimum CSC and PPA
qualification standards, and maintain a Very Satisfactory performance rating
from the time the ranking of the pertinent screening was issued/published by
the Regional Selection Board or Regional Office, up to the time of
appointment, subject to the results of a psychological evaluation which may
be required as circumstances warrant.

Other provisions governing the rule on eligibility which are currently

applied to Supervising Probation and Parole Officers who are CPPO eligibles,
are hereby adopted for all the other positions.

DECLARATION OF ELIGIBILITY

In order to ensure uniformity of standards in the grant of eligibility, the

same shall be made only by virtue of an order issued by the Administrator.
The procedures stated below shall be followed:

1. The Selection Board shall submit to the Regional Director the list of
qualified promotional candidates recommended for the grant of eligibility,
together with the complete set of documents in support thereof as
provided under Part IX of this Order.

32
 2. There shall be one list for each group of qualified candidates who were
screened at one time for the same position. Those who have been
promoted as a result of the aforesaid screening shall no longer be
included in the list.

3. The Regional Director shall endorse the same with his/her

recommendation to the Administrator, Attn.: National Screening
Committee (NSC).

4. In line with its mandated functions, the NSC shall periodically review
applications for eligibility, and submit recommendations thereon to the
Administrator.

For this purpose, Regional Directors may send their initial

recommendations to the NSC on or before April 30, 1999. The NSC is
hereby directed to submit to the undersigned the first list of qualified
eligibles by May 31, 1999 (par. I & II, M.O. No. 5, s. 1999 dated February
23, 1999).

A notice announcing the name of applicants who passed the

screening shall be circularized and posted on the bulletin board by the Chief,
Personnel Section or by the Administrative Officer/Assistant. Applicants shall
also be informed individually of the results of the screening.

The Board shall maintain records of deliberations which shall be

available for inspection by duly authorized representatives of the CSC.

C. MECHANICS OF PERSONNEL ASSESSMENT

The RD/DC, respective CPPOs/Section Chiefs and respective peers of

qualified candidates shall individually accomplish the Personnel Assessment Forms
for Potential and for Physical Characteristics and Personality Traits (see PSP Form
04 and Form 05). The assessments shall be held confidential. The Board shall
determine the equivalent points and collate the results for each candidate, which
shall then be entered in the Summary of Ratings for Potential (PSP Form 06.2) and
in the Summary of Ratings for Physical Characteristics and Personality Traits (PSP
Form 06.3). The final ratings shall each have a maximum weight of 10% in the
ranking.

D. MECHANICS OF THE PRACTITIONERS’ WRITTEN TEST (PWT)(MC 18, S.2000

dated August 14, 2000)

1. Contents

a. Reading Comprehension
b. Verbal Ability Test
c. Mathematical Reasoning
d. Practical test appropriate to the position
e. Other relevant subject matter

SUBJECT AREAS WEIGHTS

a. VERBAL ABILITY 20
b. READING COMPREHENSION 15

33
 c. LOGICAL REASONING 20
d. PRACTICAL TEST 30
e. OTHER RELEVANT SUBJECT MATTER 15

TOTAL 100

2. Test Construction

The Regional Directors and Division Chiefs shall submit to the Central
Office Test Committee (COTC) questions on the contents of the PWT. The
COTC shall collate, evaluate and validate the questions and formulate several
test forms for the first and second level positions. The C.O./R.O. Selection
Boards shall then request for the Test Form they need for their own PWT.

3. Administration

Follow Administration, Mechanics of Written Examination for

Selection, pp. 11-12, except that the passing rate for the PWT is 50% of the
highest possible score. This shall have a weight of 15% in the ranking.(per
M.O. No. 13 S. 2001 dated May 23, 2001)

E. MECHANICS OF PSYCHOLOGICAL EVALUATION FOR PROMOTION

1. Contents
The contents of the evaluation and the corresponding scores are:

a. work attitude and values - 30 pts.

a. behavioral dynamics and emotional
and stress tolerance - 30 pts.
c. intellectual capacity - 20 pts.
d. aptitude appropriate for the position - 20 pts.
-----------
TOTAL SCORE - 100 pts.

2. Formulation

The Central Office and Regional Office psychologists or accredited

psychological testing centers shall be requested to determine the type of
psychological instruments to be used.

3. Administration

The psychological evaluation shall be conducted by the

Central Office or Regional Psychologists or accredited psychological testing
centers. To ensure the integrity of the process, the Board and the
administering psychologist shall adopt the measures provided in the
administration of the PWT. This evaluation shall have a maximum weight of
10% and the passing weight point is 5%.

F. MECHANICS OF BACKGROUND INVESTIGATION FOR PROMOTION

For promotion purposes, this is discretionary on the part of the Administrator/

Deputy Administrator or Regional Director, upon recommendation of the Selection
Board, who shall commission the Office Ombudsman, a member of the SB, or any

34
 other responsible official to conduct the background investigation. The BI shall focus
only on the highly derogatory information that has come up. This may also be
conducted in cases where the candidate for promotion has a previous highly
derogatory activity and the purpose of the BI is to find out if the candidate has
reformed.

G. MECHANICS OF INTERVIEW FOR PROMOTION

The Selection Board and the RD/DC shall conduct the panel interview using
the Interview Assessment Form (PSP Form 02). This shall have a weight of 5%,
comprising of:

Board’s Rating - 3%
RD/DC’s Rating - 2%

H. MECHANICS OF RATING FOR PROMOTION

Using the Comparative Assessment Form for Promotion, (PSP Form 06-06.5,
03.1, 03.2 and 03.6), the Board shall determine the comparative competence and
qualifications of the candidates who passed the interview on the basis of the
following factors and points:

FACTORS POINTS

a. Performance (average of last two rating periods in the present position) 30

“An employee can no longer use his last performance

rating used recently in his promotion. The underlying reason is that the
promotee must prove himself in his position for at least a reasonable
period of time before he can be promoted to the next higher position”.
(Par. 3 of Memo Circular No. 5 S. 97 dated February 24, 1997)

VS – not to exceed 24 points

7.501 - 8.000 = 21
8.001 - 8.500 = 22
8.501 - 9.000 = 23
9.001 - 9.499 = 24

O – from 25 to 30 points

9.500 - 9.599 = 25
9.600 - 9.699 = 26
9.700 - 9.799 = 27
9.800 - 9.899 = 28
9.900 - 9.999 = 29
10.000 = 30

b. Education 10

This must be supported by the transcript of records

or diploma or certification of the school registrar. The total
points shall not exceed 10.

Relevant Bachelor’s degree - 5

35
 Relevant Masteral degree - 8
Relevant Doctoral degree - 10
Another relevant Bachelor’s degree - 1
Finished 18 units - .125
36 units - .25
72 units - .50
108 units - .75
144 units - 1.0

Another relevant Masteral degree - 2

Academic requirements completed
For Masteral degree (w/o diploma) - 1.5
For Masteral or doctoral units - 0.8/1

Units Masteral Doctoral

12 Masteral/doctoral units - 0.136 .17

15 Masteral/doctoral units - 0.264 .33
18 Masteral/doctoral units - 0.401 .50
21 Masteral/doctoral units - 0.456 .57
24 Masteral/doctoral units - 0.664 .83
27 or more Masteral/
Doctoral units - 0.8 1.0

Another relevant doctoral degree - 2

Academic requirements completed
For doctoral degree (w/o diploma) - 1.5

b. Training 5

Acceptable training are only those relevant to the job as

determined by the SB based on the training completion report or
program of instruction, accredited by the agency and attended during
incumbency in the present position.

These must be supported by Certificate or other valid

proof, including a certification specifying the number of hours of such
training.

281 hours and above - 5 pts.

201 – 280 - 4 pts.
121 – 200 - 3 pts.
41 – 120 - 2 pts.
40 and below - 1 pt.

d. Experience: 3

This shall include relevant experience in the PPA, with at

least one (1) year in the next-in-rank position or equivalent
related position. The total points shall not exceed 3

6 years and above - 3

5 years or more but below 6 years - 2.5
4 years or more but below 5 years - 2
3 years or more but below 4 years - 1.5

36
 2 years or more but below 3 years - 1
1 year or more but below 2 years - 0.5
below 1 year - 0

Additional Points:

For cumulative service as OIC with Central/Regional

Office Special Order.

3 years and above - 2

2 years or more but below 3 years - 1.5
1 year or more but below 2 years - 1
6 mos. Or more but below 1 year - 0.5
3 mos. or more but below 6 mos. - 0.25
below 3 mos. - 0

“Experience acquired on the basis of designation shall not be considered for

purposes of meeting the required experience unless said designation is covered by an
Office or Memorandum Order (CSC MC No. 42, S. 1998)”.

As such, pursuant to PPA Memo Order No. 36, S. 1999, dated June 3, 1999 and
quoting the reply of the CSC dated May 24, 1999, it states that “additional duties and
responsibilities belonging to second level position and performed by a first level employee,
can only be considered if they are supported by an Office or Memorandum Order issued by
the head of Office and provided they are relevant to the position to be filled-up”.

As a matter of Agency Policy pursuant to par. IV of Memo Order No. 05, S. 99, dated
February 23, 1999, the following work experience of PPA personnel are considered “related
experience” for purposes of promotion to a Probation and Parole Officer position, to wit:

1) Additional Duties/Designation related to the position of a PPO – the

performance by a field office clerk or other PPA personnel of duties and
responsibilities related to the position of a PPO shall be credited on related
experience for promotion to PPO position provided the same is carried but by
virtue of a Special Order issued by the head of the region.

2) Designation in Relation to Regional Office CMRU/CSU – Any personnel

designated by virtue of a Special Order issued by the head of the region, as
Chief of the Case Management and Records Unit (CMRU) or Community
Service Unit (CSU) in the Regional Office, or as Case Management Analyst,
Community Services Analyst, Case Management and Records Officer,
Community Service Officer, or other similar designation, the function of which
involve the devolved duties and responsibilities previously performed by the
Central Office CMRD and CSD Analyst (now called PPOs), may likewise be
credited for their experience on the said position/designation.

The positions of Psychologist, Legal Officer and Social Welfare

Officer are hereby officially recognized as related occupation to PPO position.
This personnel appointed to such positions in the PPA may compete for
promotions to the next higher PPO position provided they meet the
requirements of the CSC-PPA qualifications standards and pertinent Agency
rules (Par. III of PPA Memo Order No. 05, s. 1999)

37
 On hardship assignment, Memo Order No.05 S. 99 dated
February 23, 1999 as amended by Memo Order No. 09, S. 2001 dated May 3,
2001 provides that a PPA employee who, for love of service, altruistically
accept an assignment a station quite far from his/her place of residence and/or
attended by great or unusual difficulties, hazards or sacrifice on his/her part,
shall be given a credit in the form of additional one (1) point in top of his/her
Overall Point Score (under the Modified Agency PES) or Total Weighted Score
(Under the Pilot PES) at the end of every rating period for the duration of the
said assignment, subject to the following condition:

1. that the assignment is not by reason of the employee’s own request;

2. that he/she stays thereat for at least one (1) rating period; and
3. that he/she maintains at least a satisfactory performance rating during
the aforesaid assignment.
This amendment is without prejudice to those personnel who may have earned
the additional two (2) points under MO #5, S. 1999.

Furthermore, the incentive provided in this amendment is separate and distinct

from the additional one (1) point given for intervening activities under the pilot
PES, and from other forms of rewards which the Regional Director may provide
in recognition and appreciation of the sacrifice made by the concerned
employee.

e. Outstanding Accomplishments 2

Outstanding Accomplish-ment shall mean an

undertaking during the incumbency in the current position: 1) in the
discharge of one’s functions which is worthy of commendation, over
and above what is normally expected or required of the duties and
functions of the position; or 2) extra ordinary public service rendered
during such incumbency; 3) outstanding rank obtained in passing a
bar/board/licensure exami-nation, including academic honors
received.

1. GO Awards

Office of the President- 1

National - 0.75
Regional - 0.50
Provincial/City - 0.25

2. NGO Awards

International - 1
National - 0.75
Regional - 0.50
Provincial/City - 0.25

3. Outstanding Rank and Academic Honors

Board/Bar/Licensure Exam
Top 10 - 1
Summa Cum Laude - 0.75
Magna Cum Laude - 0.50
Cum Laude - 0.25

38
 f. Potential 10

Each candidate’s total rating appearing in the

Summary of Ratings for Potential (PSP Form 06.2) shall have a
maximum points of 10 distributed as follows:
RD/DC’s - 3
CPPOs/SC’s - 3
Peers - 4

g. Physical Characteristics and Personality Traits 10

Each candidate’s total rating appearing in the

Summary of Ratings for Physical Characteristics and Personality
(PSP form 06.3) shall have a maximum points of 10 distributed as
follows:

RD/DC’s - 3
CPPOs/SC’s - 3
Peers - 4

h. Practitioners’ Written Test 15

i. Psychological Evaluation 10

j. Interview 5

TOTAL SCORE: 100

PASSING SCORE: 70

39
 Republic of the Philippines
Department of Justice
PAROLE AND PROBATION ADMINISTRATION
_______________________________________
_______________________________________

WAIVER TO CONDUCT BACKGROUND INVESTIGATION (BI)

I ___________________________________hereby authorize the Parole and Probation

Administration to conduct a background investigation (BI) on my personal reputation and
integrity and to look into the pertinent records in connection with my application/promotion.

_____________________________________
(Name of Applicant)

_____________________________________
(Date)

Subscribed and sworn to before me this ______day of ________, 200_, in

______________________.

______________________
Deputy Administrator/
Regional Director

40
TRANSITORY PROVISIONS

AND

EFFECTIVITY

41
II. TRANSITORY PROVISIONS

1. Regions which are in the process of implementing the results of an earlier ranking shall
continue to do so until the implementation is completed but not to exceed one (1) year
from approval of the Rules.

2. Pending constitution of the Central Office Test Committee (COTC) and the
establishment of the mechanics for construction of the Qualifying Written Test and
Practitioner’s Written Test, which shall not be later than the end of August of this year,
the Selection Boards shall construct and administer their own tests in accordance with
these rules.

3. To ensure success in the implementation of these Rules, the Deputy Administrator and
the Administrative Officer of the Central Office and the Regional director/OIC shall be
responsible for explaining these rules to all personnel and for training their respective
Selection Boards in their functions.

III. EFFECTIVITY

These Rules shall take effect upon approval.

APPROVED ON March 18, 1996

GREGORIO F. BACOLOD
Administrator

42
ANNEXES

43
 Annex “A”

DEFINITION OF TERMS

The terms hereunder shall be construed as follows:

Agency - means the Parole and Probation Administration

Board – means the Agency Personnel Selection Board (Central/Regional).

Career Service – is a category of service in the Philippine Civil Service characterized by:

a) entrance to positions based on merit and fitness to be determined as far

as practicable by competitive examinations or based on highly technical
qualifications;

b) opportunity for advancement to higher career position; and

c) security of tenure.

Committee – the National Screening Committee tasked to screen candidates for the
position of Chief Probation and Parole Officer on a Nationwide basis.

Class – includes all positions in the government service that are sufficiently similar as to
duties and responsibilities and require similar qualification that can be given the
same title and salary and for all administrative and compensation purposes, be
treated alike.

First Level – shall include clerical, trades and crafts, and custodial service positions which
involve sub-professional work in a non-supervisory or supervisory capacity
requiring less than four (4) years of collegiate studies.

Functional Relationship – shall mean the correlation between the position to be considered
next-in-rank taking into consideration the duties and
responsibilities of both positions.

Geographical Location – shall mean the location of the position to be filled and position/s
to be considered next-in-rank to the same. The determination of
the next-in-rank positions in the first level may be limited in a
particular Region/Office/Unit where the position is. For second
level positions, determination of the next-in-rank positions should
be on an agency-wide basis regardless of the location of the
position.

Head of Agency – means the Administrator

44
 Merit Promotion – is a systematic method of selecting employees for advancement or
promotion on the basis of their qualifications, fitness and ability to
perform the duties and assume the responsibilities of the position
being filled.
Next-in-rank Position – refers to a position which by reason of the hierarchical
arrangement
of positions in the Agency is in the nearest degree of relationship to
a higher position, taking into account the following:

1) Organizational structure/s as reflected in the approved organization

chart;

2) Salary grade allocation;

3) Classification and/or functional relationship of positions; and

4) Geographical location

The next-in-rank positions must be shown in the CSC-approved System of

Ranking Positions (SRP).

Open Positions – refer to those positions that do not have any positions next-in-rank, or
residual positions of each level or group which may be filled by
lateral/vertical entry.

Peer – refers to all co-workers of the candidate subordinate to the Regional Director/Chief
of the Office/Division/Section who have worked with him during any portion of the
last two rating periods but not less than three (3) months.

Promotion – means 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.

Additionally, for purposes of this PPA Personnel Selection/Promotion Rules

and Procedures, promotion shall mean advancement of an employee to a
higher position within the same class of positions within the agency.

Promotion line-up - is a listing of incumbents of positions next-in-rank to a vacancy as well

as those who, though not next-in-rank, are deemed qualified and
competent, together with all the necessary information about each
incumbent.

Qualified next-in-rank – refers to an employee appointed on a permanent basis to a

position previously determined to be next-in-rank to the vacancy
proposed to be filled and who meets the requisites for appointment
thereto as previously determined by the appointing authority and
approved by the Commission.

Second Level – shall include professional, technical and scientific positions which involve
professional, technical, and scientific work in a non-supervisory or

45
 supervisory capacity requiring at least four (4) years of college studies up
to Division Chief level.

Selection – means the process of recruiting and selecting personnel in the civil service by
way of original appointment , transfer, reinstatement, reemployment, or
appointment by promotion from the first level to the second level positions.

Superior Qualifications – shall mean an outstanding relevant work experience and

specialized academic preparation or training appropriate for the
position to be filled. It shall include an outstanding performance
representing an extraordinary level of achievement and
commitment in terms of quality and time, technical knowledge
and skill, ingenuity, creativity and initiative, and demonstration of
exceptional job mastery in all major areas of responsibility.

46
 Annex “B”

GUIDELINES FOR DETERMINING VACANCIES AND

CLASSIFYING VACANT POSITIONS

A. DETERMINATION OF VACANT POSITION

A vacancy is determined by reason of the creation of an additional position or as a

result of promotion of a former incumbent or his separation from the service due to
his retirement, resignation, death, transfer dropping from the service or dismissal
therefrom as ordered by competent authorities, or automatic separation due to filing
of certificate of candidacy for public office.

1. Creation of Additional Position

A vacancy is deemed created when an additional position item is provided for

in the current Plantilla of Personnel of the Regional Offices and in Central Office.
This may include the transfer of one position item from the Central Office to a
regional office or vice versa, or from one region to another.

2. Promotion (Rule VI and Sec. 4, Rule VII of CSC Omnibus Rules Implementing
Book V of EO 292)

Once a personnel is promoted, a vacancy exists on the day the promotee

assumes his new office as determined by a certification issued to this effect by
his immediate supervisor.

3. Retirement

A vacancy resulting from this form of separation from the service depends on
whether the retirement is compulsory (at age 65) or optional (before reaching 65).
In the case of the former, the date of the vacancy is the day following the birthday
of the retiree concerned, while in the case of the latter, the day following the date
specified in the application for the retirement as approved by the appointing or
other competent authority.

4. Resignation

A position formerly occupied by a resigned personnel is deemed vacant on

the day following that specified in the letter of resignation as accepted or
concurred in by the appointing or other competent authority.

5. Death

47
 A vacancy is immediately created by the death of an incumbent once such
fact is established by a death certificate issued by a government physician.

6. Transfer

In the case of vacancy occasioned by the transfer of a personnel, the date of

such vacancy is reckoned on the date such transferee starts rendering service as
shown in the certificate issued by the office to which he has transferred. Mere
detail with, or reassignment to, another office or station does not, of course,
constitute such transfer. Likewise, a vacancy is created when an employee who
seeks transfer to other agency fails to do so on the specified date unless his
failure is justified.

7. Dropping from the service

An officer or employee who is dropped from the service pursuant to Sec. 35,
Rule XVI, CSC Rules Implementing EO No. 292, creates a vacancy thereby as of
the date the required notice thereof is served on him, unless such issue of
dropping from the service becomes the subject of request for reconsideration
and/or is elevated to higher authorities, in which cases the immediately following
paragraph No. 8 applies. Likewise, vacancies are also created by the virtue of
this mode as enumerated in CSC MC No. 12 S. 1994.

8. Dismissal from the Service

The finality of an order dismissing an officer or employee from the service

determines the effectivity date of the vacancy of the position from which such
officer or employee is removed. Care should be exercised so that only those
positions which are vacated by the finality of a final order issued by the respective
competent authorities shall be considered vacant. The date of the finality of the
final order which creates such vacancy is that following the 15 th day from the date
of receipt of a copy of such order by the officer or employee concerned. A final
order is understood to mean the Order or decision of the highest tribunal or
competent authority after the exhaustion of administrative remedies.

B. PUBLICATION OF VACANCIES

Once the unfilled vacant positions in the region or Central Office have been identified
by the Personnel Officer or Administrative Officer, said officer shall forthwith post in
three (3) conspicuous places in the said office and/or circularize a complete list of
vacant positions which are considered authorized to be filled when funds thereof had
been allocated (as certified by the accountant of the office concerned) and the
Regional Director or Administrator, as appointing authority, signifies his intention to
fill the same by signing the notice of vacancy to be posted, and without any need to
wait for the grant of authority to fill even if one has been requested. (Sec. 4, CSC
MC No. 27, S. 1991). The Personnel Officer/Administrative Officer shall also submit
a copy of the list of said vacant positions and their corresponding qualifications
standards to the Civil Service Commission not later that the 10th day of every month.
(Sec. 5, CSC MC No. 27 S. 1991).

48
C. CLASSIFICATION OF POSITION TO BE FILLED

1. First and Second Level Positions

a. Entry positions (as distinguished from original appointments)

a.1 Those in the Probation and Parole Officer (PPO) Category or occupational
group.

a.1.1 PPO I

a.1.2 PPO II (in Regions where there is no PPOI position or where the
number of PPO I incumbents are less than those of the vacancies in the
PPO II vacant positions in excess of the number of PPO I incumbents
are considered original positions).

a.2. Those in the Non-PPO category

a.2.1 Clerk I

a.2.2 Clerk II (In Regions/Divisions where there is no Clerk I positions or

where the number of Clerk I incumbents are less than those of the
vacancies in the Clerk II positions in which case, Clerk II vacant
positions in excess of the number of Clerk I incumbents are considered
original positions).

a.2.3 Accounting Clerk I (or higher position where there is no Accounting

Clerk I position)

a.2.4 Medical Officer IV

a.2.5 Psychologist II and III

a.2.4 Medical Officer IV

a.2.5 Psychologist II and III

a.2.6 Social Welfare Officer I and II

a.2.7 Dentist II

a.2.8 Nurse II

a.2.9 Legal Officer I or II

a.2.10 Project Evaluation Officer I

a.2.11 Planning Officer I

49
a.2.12 Statistician I

a.2.13 Information Officer I

a.2.14 Management and Audit Analyst I

a.2.15 Accountant I

a.2.16 Human Resource Mgt. Officer I

a.2.17 Librarian I

a.2.18 Computer Operator II

a.2.19 Secretary II and I

a.2.20 Artist Illustrator I

a.2.21 Stenographer I and II

a.2.22 Data Entry Machine Optr. I

a.2.23 Photographer I

a.2.24 Audio-Visual Equipment Optr. II

a.2.25 Statistician Aide

a.2.26 Storekeeper I

a.2.27 Human Resource Mgt. Aide

a.2.28 Driver

a.2.29 Cash Clerk I

a.2.30 Accounting Clerk I

a.2.31 Reproduction Machine Optr. II

a.2.32 Illustrator I

a.2.33 Messenger

a.2.34 Utility Worker I

a.2.35 Admin. Officer II

a.2.36 Budget Officer I

a.2.37 Accountant I

50
 b. Promotional Positions (as distinguished from promotional appointments)

b.1 Those in the PPO category or occupational group

b.1.1 PPO II (in Regions/Divisions where there is at least one PPO I

position)

b.1.2 Senior PPO

b.1.3 Supervising PPO

b.1.4 Chief PPO

b.2 Those in the Non-PPO category or occupational group

b.2.1 Position next higher than the existing lowest/lower position in the
general administrative service employees.

b.2.2 Position next higher than the existing lowest/lower position in the
financial service employees.

b.2.3 Position next higher than the existing lowest/lower position in the
planning service employees.

b.2.4 Position next higher than the existing lowest/lower position in the legal
service employees.

2. Third Level Positions

a. Director I

b. Director II

c. Deputy Administrator

d. Administrator

D. OCCUPATIONAL GROUPINGS

1. GENERAL ADMINISTRATIVE SERVICE

Administrative Officer
Stenographer
Clerk
Executive Assistant
Secretary
Messenger
Human Resource Management Officer
Supply Officer

51
 Records Officer
Buyer
Storekeeper

2. FINANCIAL SERVICE

Accountant
Budget Officer
Disbursing Officer
Accounting Clerk
Cashier
Financial & Management Officer
Management & Audit Analyst
Bookkeeper

3. PLANNING SERVICE

Planning Officer
Statistician
Project Evaluation Officer
Data Entry Machine Operator
Computer Operator

4. TRANSPORTATION, COMMUNICATION & PUBLIC UTILITIES SERVICE

Driver

5. CRAFTS, TRADES & RELATED SERVICE

Reproduction Machine Operator

Utility Worker

6. SOCIAL SERVICES & WELFARE SERVICE

Probation & Parole Officer

Social Welfare Officer
Psychologist

7. INFORMATION, ART & RECREATION SERVICE

Information Officer
Photographer
Illustrator
Artist Illustrator
Audio-Visual Equipment Operator

8. MEDECINE & HEALTH SERVICE

Medical Officer
Dentist

52
 Nurse

9. EDUCATION, LIBRARY, MUSEUM & ARCHIVAL SERVICE

Librarian

10. DEFENSE AND SECURITY OFFICER

Security Guard

11. LEGAL AND JUDICIAL SERVICE

Legal Officer

53
 Annex “C”

GUIDELINES FOR CONDUCTING BACKGROUND INVESTIGATION

FOR SELECTION OF APPLICANTS

I. RATIONALE

The purpose of the background investigation (BI) is to gather useful, reliable and
valid data or information about the applicant in order to determine further said applicant’s
fitness to perform the duties and assume the responsibilities of the position that he or she is
applying for. This shall help to ensure that the subject-applicant possesses good moral
character, is of good repute and probity in the community, has desirable work habits and
can get along well with co-workers and other people.

II. WHO WILL CONDUCT THE BI?

At the Regional level, the Chief Probation and Parole Officer (CPPO) who has
jurisdiction over the place of residence or workplace of the applicant, or others designated
by the Regional Director, shall personally conduct the BI. At the Central Office, the
Administrative Officer or others designated by the Administrator, shall personally conduct
the BI. No delegation of the task shall be allowed in view of the high sensitivity of much of
the information to be gathered and, therefore, the relative skills and expertise of
CPPOs/Administrative Officer in this regard are of indispensable value.

III. THE INSTRUMENT

An interview schedule (PSP Form 01) is designed for this purpose. It is a set of
open-ended questions that will elicit unlimited information from informants or respondents.
Four (4) major factors or variables have been identified to compose the data to be looked
into. These factors are: 1.) personal reputation, 2.) work ethics, 2.) community
leadership, and 4.) interpersonal relationship.

Personal reputation includes all impressions which the applicant projects in his
environment. Particularly, this refers to his physical finess and mental/emotional stability,
honesty, dependability and overall moral character. The applicant’s former employer/s,
teachers or any other responsible members of the community maybe interviewed for these
data.

Work ethics covers the applicant’s job attitude, industriousness, reliability and
initiative either as student or as a worker the applicant’s former teachers or employer/s, as
the case may be, are the best source of information in this regard.

54
 Community leadership refers to the applicant’s involvement in community officials
can best give reliable information on this matter.

Interpersonal relationships refers to applicant’s public relations. Members of

applicant’s peers in work and elsewhere and other credible sectors of the community may
be consulted in this regard.

FORMS

55
 PSP Form 01

INTERVIEW SCHEDULE

To the Respondent: The Parole and Probation Administration, Regional Office

No.___, is conducting background investigation of applicants for
_____________________________position. We need your
cooperation in terms of honest response to the questions that
we are going to ask. The truthfulness of your answers will
contribute to the improvement of our bureaucracy. YOUR
RESPONSES WILL BE HELD STRICTLY CONFIDENTIAL.

To the Interviewer: The faithful use of this Interview Schedule will help ensure the
quality of the work force of PPA Region _______. Please
encourage Respondent to be truthful and objective in his
responses. Please ask probing questions if the answers seem
vague. DO NOT ALLOW ANY ITEM TO BE LEFT
UNANSWERED.

BEGIN HERE:

NAME OF APPLICANT: __________________________________________________

NAME OF RESPONDENTS: 1) ____________________________________________

2) ____________________________________________
3) ____________________________________________

AGE: 1.) ___________________ 2.)___________________ 3.) __________________

RELATIONSHIP TO APPLICANT: 1) _______________________________________

2) _______________________________________
3) _______________________________________

EDUCATIONAL ATTAINMENT: 1) ___________________________________________

2) ___________________________________________
3) ___________________________________________

OCCUPATION/POSITION 1) ___________________________________________
2) ___________________________________________
3) ___________________________________________

I. PERSONAL REPUTATION:

A. How do you describe APPLICANT as a person?

56
 1) ____________________________________________________________________
2) ____________________________________________________________________
3) ____________________________________________________________________

B. What can you say about APPLICANT’S:

1. Physical health/fitness?

1) _____________________________________________________________________
2) _____________________________________________________________________
3) _____________________________________________________________________

2. Mental/emotional stability?

1)______________________________________________________________________
2)______________________________________________________________________
3)______________________________________________________________________

3. Ability to handle stressful situations?

1)______________________________________________________________________
2)______________________________________________________________________
3)______________________________________________________________________

4. Sense of Honesty?

1)______________________________________________________________________
2)______________________________________________________________________
3)______________________________________________________________________

VI 5. Sense of Morality?

1)______________________________________________________________________
2)______________________________________________________________________
3)______________________________________________________________________

VII6. Social acceptability?

1)______________________________________________________________________
2)______________________________________________________________________
VIII 3)______________________________________________________________________
IX
X 7. Attitude towards authority?

1)______________________________________________________________________
2)______________________________________________________________________
XI 3)______________________________________________________________________

C. 1. How does APPLICANT manage his/her financial affairs?

57
 1)______________________________________________________________________
2)______________________________________________________________________
XII 3)______________________________________________________________________

XIII
2. What can you say about his/her savings habit?

1)______________________________________________________________________
2)______________________________________________________________________
XIV 3)______________________________________________________________________
XV 3. What can you say about his/her habit of borrowing money from others?

1)______________________________________________________________________
2)______________________________________________________________________
XVI 3)______________________________________________________________________
XVII
XVIII 4. What can you say about his/her gambling activities, if any?

1)______________________________________________________________________
2)______________________________________________________________________
3)______________________________________________________________________

II. WORK ETHICS

A. What can you say about:

XIX1. APPLICANT’S job attitude (or attitude towards his/her studies)?

1)______________________________________________________________________
2)______________________________________________________________________
XX 3)______________________________________________________________________
XXI
2. His her willingness to work beyond working hours?

1)______________________________________________________________________
2)______________________________________________________________________
XXII 3)_____________________________________________________________________
_
XXIII
XXIV 3. His/her reliability on assigned tasks?

1)______________________________________________________________________
2)______________________________________________________________________
XXV 3)_____________________________________________________________________
_
XXVI

58
XXVII 4. What can you say about his/her gambling activities, if any?

1)______________________________________________________________________
2)______________________________________________________________________
3)___________________________________________________________________
XXVIII
XXIX
XXX
XXXI 5. His/her openness to learn from others?

1)______________________________________________________________________
2)______________________________________________________________________
3)______________________________________________________________________

XXXII B. How does APPLICANT use his/her leisure time?

1)______________________________________________________________________
2)______________________________________________________________________
3)______________________________________________________________________

III. COMMUNITY LEADERSHIP

XXXIIIA. What can you say about APPLICANT’S involvement in the affairs of the community?

1)______________________________________________________________________
2)______________________________________________________________________
3)______________________________________________________________________

IV. INTERPERSONAL RELATIONSHIP

A. What can you say about APPLICANT’S relationship with?

1. His/her spouse/brothers/sisters?
1)____________________________________________________________________
__
2)______________________________________________________________________
3)______________________________________________________________________

2. His/her co-workers/classmates?

1)______________________________________________________________________
2)______________________________________________________________________
3)______________________________________________________________________

3. His/her work supervisors/teachers?

1)______________________________________________________________________
2)______________________________________________________________________
3)______________________________________________________________________

59
XXXIV 4. His /her subordinates/students/clients?

1)______________________________________________________________________
2)______________________________________________________________________
3)______________________________________________________________________

XXXV 5. His/her friends?

1)______________________________________________________________________
2)______________________________________________________________________
3)______________________________________________________________________

INVESTIGATOR’S EVALUATION OF INFORMATION GATHERED (INCLUDING HIS

OBSERVATION ABOUT APPLICANT, IF ANY)

_______________________________________________________________________________

_______________________________________________________________________________

_______________________________________________________________________________

_______________________________________________________________________________

BI Conducted by:

_________________________
Name

_________________________
Office

60
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