APPOINTMENT

Is a warrant in writing extended by a

competent authority allowing the appointee to
occupy the position stated in the appointment
and to perform the duties arising from it,
effective at a specified date or time and with a
definite compensation.
As a general rule:
All appointments in the Career Service are
made only according to merit and fitness
which is determined as far as practicable by
competitive examinations.

Exempted from Policy
Policy-determining
Primary confidential
Highly technical in nature

Requirements for Appointment
Personal Data Sheet (CS Form 212)
Job Description Form (CS Form 122-D)
Certification by the appointing authority, or his duly authorized representative in the agency
concerned, to the effect that all requirements have been complied with, reviewed by him, and
found to be in order
Clearance
For original appointment, an NBI Clearance and a medical certificate
For reinstatement/reemployment
1. NBI Clearance
2. Clearance from financial obligation and property responsibility from previous/former
office or agency
For promotion, Performance Rating for the last two rating periods (which should be at least
very satisfactory)


Disapproval of Appointments
Does not meet the qualification requirements for the
position;
Has been found guilty of a crime involving moral turpitude,
or of infamous, disgraceful conduct or addiction to
narcotics, or dishonesty
Has been dismissed from the service for cause, unless an
executive clemency has been granted
Has intentionally made a false statement of any material fact
or has practiced or attempted to practice any deception or
fraud in connection with his appointment
Has been issued such appointment in violation of existing
Civil Service Law, rules and regulations.
Status of Appointment
Permanent Appointment this is issued to a
person who meets all the requirements for
the position to which he/she is being
appointed or promoted, including the
appropriate eligibility prescribed.
Temporary Appointment
Temporary Appointment this appointment is
issued to a person who meets all the requirements
for the position to which he/she is being appointed
except the appropriate civil service eligibility.
However, temporary appointment will be issued
only in the absence of a qualified eligible actually
available, as certified by the CSC Regional Director
or Field Officer Concerned.
Employment Status of those
Teaching Positions
Regular (Permanent) for those who meet the education and eligibility
requirements. Teachers under this category are not subject to the
probation period.
Regular Substitute) for those who meet the education and eligibility
qualifications but appointed in a substitute capacity (temporary
vacancy).
Provisional for those who meet the minimum educational requirements
but do not possess a teacher eligibility. Provisional teachers undergo a
probation period.
Provisional (Substitute) for those who meet the minimum educational
qualification except the eligibility requirement and appointed in a
substitute capacity.
Temporary for those who do not meet the minimum educational
qualifications with or without a teacher eligibility.
Permanent for those with ten years of continuous satisfactory and
faithful service as provisional teacher.
Appointment in the Non-Career
Service
Co-terminous an appointment issued to a person whose entrance and
continuity in the service is based on trust and confidence of the appointing
authority or that which is subject to his pleasure or discretion.
Co-terminous status may be classified into:
1. Co-teminous with the project when the appointment is co-existent
with the duration of a particular project for which purpose employment was
made or subject to the availability of funds for the same
2. Co-terminous with the appointing authority when appointment is co-
existent with the tenure of the appointing authority or served at the latters
pleasure
3. Co-terminous with the incumbent when the appointment is co-
existent with the appointee such that after resignation, separation or
termination of the services of the incumbent, the position is deemed
authomatically abolished
4. Co-terminous with a specific period when the appointment is for a
specific period and upon its expiration the position is deemed abolished
Appointment in the Non-Career
Service
Contractual appointment issued to a person
who will undertake a specific work or job for a
limited period, not to exceed one year
Seasonal/Emergency and Casual
Employment the employing agency resorts
only to this type of appointment, when the
services are essential and necessary and its
regular staff is insufficient or inadequate to
carry out the demands of the service.

Limitations/Prohibitions on
Appointments
1. Elective officials are not eligible for appointment in any
capacity to any public office or position during his tenure.
2. A candidate who has lost in any election (except Barangay
election) cannot be appointed to any office in the
government or any government-owned or controlled
corporation or their subsidiaries within one year after the
election.
3. A person who resigned from the Civil Service during the
three-month period before any election, to promote the
candidacy of another is not eligible for reappointment during
the six-month period following election.
4. Detail or reassignment cannot be made within three (3)
months before any election.

5. Heads of unit/field office/provincial office of an oversight
agency and his staff are prohibited from transferring or
being appointed to any position in the department
agency/office/local government to which his unit or office is
assigned or designated to oversee. This prohibition is within
one year after the termination of such assignment
designation.
6. No appointment in the national, provincial, city and
municipal governments or in any branch or instrumentality
thereof, including government-owned and controlled
corporations, can be made in favor of a relative of the
appointing or recommending authority, or of the chief of the
bureau or office, or of the persons exercising immediate
supervision over him.

7. A person who has reached the compulsory retirement age of
65 cannot be appointed to any position in the government,
except to personal and confidential staff positions. The
appointment however is only under a temporary status.
8. A person who has been dismissed from the service or
perpetually excluded/disqualified from the government
service cannot be appointed or reemployed unless an
executive clemency has been granted.


Transfer
is a movement from one position to another without break
in service. Transfer involves the issuance of an
appointment.
The transfer may be from one department or agency to
another or from one organizational unit to another in the
same department or agency. However, any movement
from non-career service to the career service is not
considered a transfer. Usually, it is considered as an
original appointment. Hence, the appointment of a
contractual employee transferring to another agency as
HRMO I is classified as original appointment.
Transfer is not considered disciplinary when made in the
interest of public service, in which case, the employee
concerned is informed of the reasons why he is being
transferred. If the employee believes that there is no
justification for the transfer, he may appeal his case to the
Commission.
An employee who seeks appointment by transfer or promotion
to another office usually secure permission from the head of
the department or agency where the person is employed. This
permission stays valid for 30 days upon request of the
employee.
Promotion
is the advancement of an employee from one
position to another with an increase in duties
and responsibilities. It is usually accompanied
by an increase in salary. The movement may
be from one department or agency to another,
or from one organizational unit to another in
the same department or agency.
Policies on Promotion
1. Whenever a position in the first level becomes vacant,
the employees in the department/agency who occupy
positions deemed to be next-in-rank to the vacancy are
considered for promotion.
2. Likewise, whenever a position in the second level
becomes vacant, the employees in the entire
bureaucracy who occupy next-in-rank position are
considered for promotion.
3. The most qualified next-in-rank employee may be
promoted to the vacancy.
4. The appointing authority may appoint an individual
who is not next-in-rank but possesses superior
qualifications and competence than the next-in-rank
employee.

5. Next-in-rank position is defined as the one which, by reason
of the hierarchical arrangement of position in the department
or agency or in the government, assumes the nearest degree
of relationship to a higher position as they appear in the
agencys System of Ranking Positions (SRP).


6. When employees are on equal footing in their qualifications,
preference may be given to the employee in the
organizational unit where the vacant position is, for second
level positions, in the department or agency where the
vacancy is.

Factors used in determining degree of competence and qualification of
employees :
1. Performance this is based on the last performance rating of the
employee. The performance rating should at least be Very
Satisfactory.
2. Education and trainings these include educational background and
successful completion of training courses, scholarships, training
grants and others.
3. Experience and Outstanding Accomplishments these include
occupational history, work experience and accomplishments worthy
of special commendation.
4. Physical Characteristics and Personality Traits these refer to
physical fitness, attitude and personality traits if the individual,
which must have a bearing on the position to be filled.
5. Potential this considers the employees capability not only to
perform the duties and assume the responsibilities of the position to
be filled but also those of higher positions that entail more
responsibilities.
Selection and Promotion Board
1. An official of the department/agency is directly responsible for
personnel management
2. A representative of management
3. A representative of the organizational unit where the vacancy is
4. Two representatives of the rank-and-file employees representing the first
and the second level, who are chosen by the duly registered/accredited
employees association in the department or agency. If there is no such
association, they are chosen at large by the employees through a general
election called for the purpose. The first level representative participates
in screening for candidates for vacancies in the first level, while the
second level representative participates in the screening of candidates for
vacancy in the second level.

Functions of the Board
1. Adopts formal screening procedures and formulate
criteria for evaluation of candidates for promotion.
2. Evaluates the qualifications of employees being
considered for promotion according to the set
standards.
3. Prepares the list of employees recommended for
promotion from which the appointing authority may
choose.
4. Recommends the promotion of employees most
qualified to fill the vacancies.
The Merit Promotion Plan
To ensure that the proper procedures are
followed in the process of selection and
promotion, a Merit Promotion Plan (MPP) is
established in all departments and agencies.
The Plan is the document that will show an
agencys adherence to the established rules
and regulations governing promotion.
Protest/Appeal
Within 15 days from the issuance of an
appointment, a next-in-rank employee who is
competent and qualified who feels aggrieved
by the promotion of another, may file a protest
with the department or agency head. The
agency head makes a decision within 30 days
from receipt of protest.