CSC Rule On Promotion

CSC Omnibus Rules and Regulation
RULE VI Promotion
SECTION 1. Promotion is the advancement of an employee from one

position to another with an increase in duties and responsibilities as
authorized by law, and usually accompanied by an increase in salary.
Promotion may be from one department or agency to another or from one
organizational unit to another in the same department or agency.
SECTION 2. Whenever a position in the first level becomes vacant, the

employees in the department or agency who occupy positions deemed to
be next-in-rank to the vacancy, shall be considered for promotion. In the
second level, those employees in the government service who occupy
next-in-rank positions shall be considered for promotion to the vacancy.
SECTION 3. A next-in-rank position refers to a position which, by reason of

the hierarchical arrangement of positions in the department or agency or in
the government, is determined to be in the nearest degree of relationship to
a higher position as contained in the agency's System of Ranking
Positions.
SECTION 4. An employee who holds a next-in-rank position who is

deemed the most competent and qualified, possesses an appropriate civil
service eligibility, and meets the other conditions for promotion may be
promoted to the higher position when it becomes vacant.
However, 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 the position.
SECTION 5. The comparative degree of competence and qualification of

employees shall be determined by the extent to which they meet the
following requirements at the time of the appointment:
(a) Performance — this shall be based on last performance rating of the

employee. However, no employee shall be considered for promotion unless
his last performance rating is at least very satisfactory.
(b) Education and Training — these shall include educational background

and successful completion of training courses, scholarships, training grants
and others. Such education and training must be relevant to the duties of
the position to be filled.
(c) Experience and Outstanding Accomplishments — these shall include

occupational history, work experience and accomplishments worthy of
special commendation.
(d) Physical Characteristics and Personality Traits — these refer to the
physical fitness, attitudes and personality traits of the individual which must
have a bearing on the position to be filled.
(e) Potential — this takes into account the employee's capability not only to
perform the duties and assume the responsibilities of the position to be
filled but also those of higher and more responsible positions.
SECTION 6. The appointing authority may promote an employee who far

exceeds the requirements of the position compared to one who merely
meets the minimum requirements of the position.
SECTION 7. In cases where the qualifications of employees are

comparatively at par, preference may be given to the employee in the
organizational unit where the vacant position is or in the department or
agency where the vacancy is, in the case of second level positions.
SECTION 8. No other civil service eligibility shall be required for promotion

to a higher position in the same level and within the same or functionally
related grouping of positions. Agencies shall not be precluded from
prescribing their own internal standards for purposes of promotion.
SECTION 9. To ensure objectivity in promotion, a Selection/Promotion

Board shall be established in every department or agency which shall be
responsible for the adoption of a formal screening procedure and
formulation of criteria for the evaluation of candidates for promotion.
Reasonable and valid standards and methods of evaluating the

competence and qualifications of all employees competing for a particular
position shall be established and applied fairly and consistently. The criteria
established for evaluation of qualification of candidates for promotion must
suit the job requirements of the position.
The Selection/Promotion Board shall then evaluate the qualifications of an

employee being considered for promotion in accordance with the
department or agency Merit Promotion Plan.
The Selection/Promotion Board shall likewise determine en banc the list of

employees recommended for promotion from which the appointing
authority may choose the employee to be promoted. In preparing the list,
the Board shall see to it that the qualifications of employees recommended
for promotion are comparatively at par and that they are the best qualified
from among the candidates.
As soon as the promotional appointment is issued, a notice announcing the

promotion shall be posted by the head of the Personnel
Division/department/office on the bulletin board of the department, agency
or regional offices concerned.
The Selection/Promotion Board shall maintain records of deliberations
which shall be available for inspection by the Commission or its duly
authorized representatives.
SECTION 10. In filling supervisory positions the Selection/Promotion Board

shall develop criteria for managership and leadership which shall constitute
one of the instruments for selection of candidates for promotion.
SECTION 11. Each department or agency shall establish a qualification

index of all employees. For this purpose, individual personnel folders shall
be kept and made available to the Selection/Promotion Board and shall be
open at all times for the inspection of the Commission. These folders shall
give the following information about the employee's record of performance,
occupational history, educational attainment, special studies and training,
civil service eligibilities and other relevant data.
SECTION 12. Each department or agency shall have a Merit Promotion

Plan including a System of Ranking Positions. Newly organized and/or
reorganized departments or agencies shall develop a Merit Promotion Plan
which shall be submitted to the Commission for approval within a year from
its organization or reorganization. All Merit Promotion Plans shall be
continually updated and any changes or amendments shall take effect six
months from date of approval by the Commission. All employees shall be
informed by the department or agency of the Merit Promotion Plan and
System of Ranking Positions and amendments thereto, as approved.
The Commission shall provide technical assistance to the departments and

agencies in the preparation of Merit Promotion Plans and System of
Ranking Positions and shall monitor their implementation.
SECTION 13. All appointments involved in a chain of promotions must be

submitted simultaneously for approval by the Commission. The disapproval
of the appointment of a person proposed to a higher position invalidates the
promotion of those in lower positions and automatically restores them to
their former positions. However, the affected persons are entitled to the
payment of salaries for services actually rendered at a rate fixed in their
promotional appointments.
SECTION 14. When an employee has a pending administrative case, he

shall be disqualified for promotion during the pendency thereof.
If he is found guilty, he shall be disqualified for promotion for a period
based on the penalty imposed as prescribed by the Commission.
For purposes of this Rule, a pending administrative case shall be construed

as follows: (1) when the disciplining authority has already filed a formal
charge; or (2) in case of a complaint filed by a private person, a prima
facie case is already found to exist by the disciplining authority.
SECTION 15. Within 15 days from notice of the issuance of an
appointment, a next-in-rank employee who is competent and qualified and
who feels aggrieved by the promotion of another may file a protest with the
department or agency head who shall make a decision within 30 days from
receipt of the protest.
The employee who is not satisfied with the decision of the department or
agency head may further appeal within 15 days from receipt thereof to the
Merit Systems Protection Board. The Board shall render a decision within
60 days from the time the protest case is submitted for decision. The
decision of the Board is final except those involving division chiefs or
officials of higher ranks, which may be appealed to the Commission. Those
involving positions below division chief may be subject of review by the
Commission.
SECTION 16. An employee who is still not satisfied with the decision of the
Board may appeal to the Commission within 15 days from receipt of the
decision.
The decision of the Commission is final and executory if no petition for

reconsideration is filed within 15 days from receipt thereof.
SECTION 17. In all instances only one petition for reconsideration shall be
entertained. The petitioner shall point out errors in the original decision or
he shall present new evidences.
SECTION 18. Failure to file a protest, appeal, petition for reconsideration or

petition for review within the prescribed period shall be deemed a waiver of
such right and shall render the subject action/decision final and executory.
SECTION 19. An appointment though contested shall take effect

immediately upon its issuance if the appointee assumes the duties of the
position and the appointee is entitled to receive the salary attached to the
position. However, the appointment, together with the decision of the
department head shall be submitted to the Commission for appropriate
action within 30 days from the date of its issuance otherwise the
appointment becomes ineffective thereafter. Likewise, such an appointment
shall become ineffective in case the protest is finally resolved against the
protestee, in which case he shall be reverted to his former position.
SECTION 20. Notwithstanding the initial approval of an appointment, the

same may be recalled on any of the following grounds:
(a) non-compliance with the procedures/criteria provided in the agency's

Merit Promotion Plan;
(b) failure to pass through the agency's Selection/Promotion Board;
(c) violation of the existing collective agreement between management and
employees relative to promotion; or
(d) violation of other existing civil service law, rules and regulations.

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CSC Omnibus Rules and Regulation

SECTION 1. Promotion is the advancement of an employee from one

SECTION 2. Whenever a position in the first level becomes vacant, the

SECTION 3. A next-in-rank position refers to a position which, by reason of

SECTION 4. An employee who holds a next-in-rank position who is

However, the appointing authority may promote an employee who is not

SECTION 5. The comparative degree of competence and qualification of

(a) Performance — this shall be based on last performance rating of the

(b) Education and Training — these shall include educational background

(c) Experience and Outstanding Accomplishments — these shall include

SECTION 6. The appointing authority may promote an employee who far

SECTION 7. In cases where the qualifications of employees are

SECTION 8. No other civil service eligibility shall be required for promotion

SECTION 9. To ensure objectivity in promotion, a Selection/Promotion

Reasonable and valid standards and methods of evaluating the

The Selection/Promotion Board shall then evaluate the qualifications of an

The Selection/Promotion Board shall likewise determine en banc the list of

As soon as the promotional appointment is issued, a notice announcing the

SECTION 10. In filling supervisory positions the Selection/Promotion Board

SECTION 11. Each department or agency shall establish a qualification

SECTION 12. Each department or agency shall have a Merit Promotion

The Commission shall provide technical assistance to the departments and

SECTION 13. All appointments involved in a chain of promotions must be

SECTION 14. When an employee has a pending administrative case, he

For purposes of this Rule, a pending administrative case shall be construed

The decision of the Commission is final and executory if no petition for

SECTION 18. Failure to file a protest, appeal, petition for reconsideration or

SECTION 19. An appointment though contested shall take effect

SECTION 20. Notwithstanding the initial approval of an appointment, the

(a) non-compliance with the procedures/criteria provided in the agency's

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