Recruitment-Salvador

The Civil Service Commission was originally conceived as a recruiting agency designed to
eliminate favoritism in the selection process and to place a premium on competence and ability, as
demonstrated in competitive tests. It was naively assumed that if political favoritism could be excluded
from the selection process, individuals of ability would somehow find their way into the public service.
Conceiving of recruitment in negative terms, the task was to "keep the rascals out" rather than encourage
the best to enter
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"Government is only one of the many competitors in the open labor market," Leonard D. White
said, "and it is subject to the same conditions and limitations as any other large employer of labor," White
continued: “People incline to seek employment where the pay, hours, opportunities, and other conditions
are, on the whole, most attractive. If the conditions of government work are distinctly less satisfactory
than those obtaining in private employment, the levels of skill and competence attracted to the public
service will be lowered.”

White provided in effect, a solution to the problem of the government's recruitment and retention
program when he said:

In some respects, such as the opportunity to make a fortune, government cannot compete at all
with private employment. In other respects, security, prestige, and identification with socially significant
work, it can compete on equal or better terms. It is elementary that government as an employer should
make the most of those qualities of the public service which count in securing and keeping highly
qualified personnel.
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Recruitment is a continuous process.

Contact with potential candidates not previously employed by the agency or office is established
by what amounts to advertising in one form or another.

The Civil Service Commission requires the publication of vacancies before these are filled up.'
The publication of vacancies is required by Republic Act No. 7041.

The publication of vacancies opens the bureaucracy to compete in the private sector.

The best means of advertising, because it is both the most effective and the cheapest, is not done
by the Human Resource Management Officer at all but is carried on by present or former employees who
tell their friends that the office is a desirable place to work.

In the private enterprise, the personnel officer may take the same point, though obviously with
less force, through written advertisements and by personal contacts, formal or informal.
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Recruitment procedures may be improved if the personnel administrator carefully studies the
correlation among sources of labor, methods of recruitment, and subsequent performance. He should
know from what sources and methods were most satisfactory workers secured. Not all the candidates,
however, will prove acceptable as regular workers. The next phase selection – is a more careful screening
of potential candidates from the lists made
up by recruitment.
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Qualification standards express the minimum requirements for a class of positions in terms of
education, training and experience, civil service eligibility, physical fitness, and other qualities required
for successful performance of the job.

The degree of qualification of an officer or an employee is determined by the appointing authority

on the basis of the qualification standard for the particular position.

Qualification standards are used as bases for civil service examinations for positions in the career
service, as guides in appointment and other personnel actions, in the adjudication of protested
appointments, in determining training needs, and as aid in the inspection and audit of the agencies'
personnel work programs.
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Here are some of the specific considerations which, in effect, if not by design, determine the area
from which candidates can be recruited into the public service:

1. Public attitudes toward government functioning and employment.

 2. The educational system. Essentially, the character of the educational system determines the civil
service.
3. Citizenship.
4. Residence.
5. Age limits.
6. Veteran preference.
7. Sex.

The recruiting efforts in the government service used three methods to announce of specific openings;
1. An announcement of the position in newspaper;
2. Announcement sheets or bulletins posted in public buildings and other centers of congregation;
and
3. Circularizing list of individuals, organizations, and institutions that might be expected to be in
touch with suitable applicants.

The Civil Service Commission may, at its discretion, refuse to admit as applicant who;
1. Lacks ang of the minimum qualifications for that particular examination;
2. Has been found guilty of a crime involving moral turpitude, or of infamous, disgraceful, or
immoral conduct, dishonesty, drunkenness or addiction to drugs;
3. Has been previously found guilty of offenses relative to or in connection with the conduct of a
civil service examination; or
4. Has been dismissed from the service for a cause

Examination
No person, except as provided by law, is appointed to, or employed in, a position in the career service
unless he has passed the appropriate entrance examination provided for the position. Open competitive
entrance examination is required, as a rule, to test capacity and fitness of applicants for any position in
career service. Promotional examinations are prescribed when practicable.

Three forms of examination

1. Assembled or written examination
a) Performance test
b) Oral test
2. Unassembled examination
3. Testimonial examination

Non-career examination
1. When applicants fail to complete, after due notice has been given of an open competitive
examination, or when in the opinion of a Civil Service Commission, the announcing of a
competitive examination would not result in securing competitors, and
2. To test the fitness for promotion, reinstatement, or transfer of employees.

Classes of positions in the career service, shall be group into three major levels as follows;

1. It includes clerical, trades, crafts and custodial service positions which involve nonprofessional or
sub-professional work in a non-supervisory or supervisory capacity requiring less than four years
of collegiate studies.
2. In include professional, technical and scientific position which involve professional, technical or
scientific work in a non-supervisory capacity requiring at least four years of college work up to
division chief level; and
3. It covers positions in the Career Executive Service

The grouping of positions into the first and second major levels shall be made by the Civil
Service Commission in coordination with the Compensation and Position Classification Bureau of the
Department of Budget and Management.
Except as provided for in law, entrance to each of these two levels shall be through competitive
examinations, which shall be open to those inside and outside the service who meet the minimum
qualification requirements. Entrance to a higher level, however, does not require previous qualification in
the lower level.
Moreover, entrance to the third major level shall be provided by the Career Executive Service
Board.

Candidates for promotion shall go through a screening process to be conducted by the Promotion
Board of the agency concerned. The law describes the responsibility for the administration of examination
as follows:

a. Examinations for technical, professional, and scientific classes which are unique within a
department shall be the responsibility of the department concerned
 b. Examinations for service-wide positions, such administrative and other classes common to all
departments, shall be centrally administered by the Civil Service Commission.
c. Examinations for positions which are technical, professional, or scientific in nature and which
exist in two or more departments shall be administered under inter-departmental agreements among the
line agencies subject to coordination by the Civil Service Commission.
d. Examinations for managerial, executive and policy advisory positions shall be administered by
the Career Executive Service Board.

The government reorganization plan called for the rationalization of the examination system of the Civil
Service.
A civil service eligibility acquired in a civil service examination, bar and board examinations
shall be effective on the date of the release of the results of the examinations. These eligibilities shall not
prescribe.

The Civil Service Commission may also select qualified persons in the government service to act as
members of examining committees, special examiners, or special investigators, provided the proper head
of department agrees.
Examination papers are rated according to their excellence on a scale of 100. The subjects of each
examination are given such relative weights as the Civil Service Commission prescribed.
Every examinee who obtains a general rating of 80 or over shall without regard to the date of
examination. With a rating of less thin be eligible for appointment to the position for which he was
examines 80 in the examination, an examinee cannot be granted eligibility of any kind, except for
examinations covered by special laws."
Pursuant to Executive Order No. 132, s. 1948, of the President of the Republic of the Philippines,
five points are added to the earned ratings in examinations for entrance to the career service of honorably
discharged soldiers, sailors and air force personnel.

The following examinees have ten points added to the earned ratings:
1. Honorably discharged soldiers, sailors and air force men who established by their respective
official records, the existence of service-connected disability.
2. Widows of honorably discharged soldiers, sailors and air force men.
3.Wives of honorably discharged soldiers, sailors and air force men who because of service-
connected disability are them- selves not qualified but whose wives are qualified for appointment, and
4. Retired officers and enlisted men who establish through official sources, the existence of a
service-connected disability.
The results of any particular civil service examination shall be released simultaneously. The
names of examinees who obtained the required passing grades in an examination are entered in the
appropriate register of eligibles.
The Civil Service Commission shall determine the range of minimum and maximum salaries
allowable for civil service eligibility except as specifically provided by law.

The selection examining process is as follows:

1. Determination of the objective for selection
2. Setting of basic standard for Selection
Other Factors in Devising Selection Methods
The following should be considered in devising selection methods:
1. Public relations
Public relations involve managing and disseminating information to the public to influence their
perception, requiring a plausible and acceptable selection process for success.
2. Status of the employment market
Status of the employment market. The employment market, where employers and employees
compete, can fluctuate based on labor demand and the overall economy's workforce supply.
3. Cost-utility
Cost-utility analysis is an economic evaluation method that compares the costs and effects of
alternative interventions, highlighting that the "ideal" selection process may not always be feasible.

The criteria for the effectiveness of the selection methods

The reasons are as follows:

1. Objectivity. Only those devices which disregard such extraneous factors as race, religion, politics, sex,
residence, and usually chronological age, can be considered thoroughly objective.
2. Validity. Validity is determined through two procedures: administering the test to employees of known
ability already on the job, and follow-up studies of selected employees' performance. A test must be valid
after both procedures are used.
3. Reliability. Reliability in personnel work refers to the consistency of a test as a measuring instrument.
A high degree of reliability is essential for personnel work. This can be determined through three
methods: giving the test to the same group at two times, giving different forms of the same test, or using
the split-half method.
 Selection methods should not replace judgment but rather aid it. Objectivity, validity, and
reliability are essential for analyzing, directing, and reinforcing judgment. Tests may be less effective in
the future due to overuse, population distribution, and social values. No test or selection device is
infallible, so a single technique alone is not a complete examination.

Promotion
Promotion signifies advancement from one position to another with the corresponding increase in duties
and responsibilities as authorized by law and usually with the corresponding increase in salary.

The officer or employee next in rank is determined by the hierarchical relationships 'of the positions in the
department or agency, taking into account the following conditions:

1.The organization structure as reflected in the organization chart duly approved by the proper department
head;
2.Classification and/or functional relationships of positions;
3. Salary and/or range allocation; and
4.Geographic location.

In filling new positions, except at the lowest level, similar or allied positions existing
in the department or agency are considered next in rank in such positions.

The present ““next-in-rank “rule or promotion, however, is modified by broadening the area and bases of
selection as follows:

1.Whenever a vacancy occurs in a position in the first level, the employees who occupy the next lower-
level positions in the occupational group under which the vacant position is classified, and in other
functionally related occupational groups, shall be considered for promotion.
2.Whenever a vacancy occurs in a position in the second-level, the employees in the government service
who occupy the next lower-level positions in the occupational group under which the vacant position is
classified and in other, functionally related occupational groups, shall be considered for promotion.
3. Vacancies in the third level shall be filled by members of the Career Executive Service.

Promotion boards shall be formed to formulate criteria for evaluation, conduct tests and/or interviews and
make systematic assessment of training experience. Departments must establish a ranking system for
promotion within a year, with approval from the Civil Service Commission. Changes must be approved
within six months. Employees are informed about the system and its amendments. Appointments are only
processed after the ranking system is established.

The competence and qualification of the officer or employee are unmined by the extent he, Mets the Tulio
wine regulates:

1.Performance.
2.Education and training.
3.Experience and outstanding accomplishments.
4. Physical characteristics and personality traits.
5. Potential.

Nigro believes promotion should be based on merit among the best-qualified candidates, with written
tests not mandatory. He believes this ensures true competition and makes the decision on seniority
irrelevant. When two or more persons are next in rank to a vacant position, preference is given to the most
competent and qualified officer or employee. However, preference is given to seniority when the next in
rank consists of two or more officers or employees with equal ratings in competence and qualification
from the same organizational unit.

Brian Chapman argues that the seniority system is objective and fails to consider personal merit, making
it a burden on the public and straining the efficient handling of public business.

To solve a promotion problem, those who meet all conditions but are not promoted should be informed of
the reason by the appointing official and given an opportunity to be heard by the Civil Service
Commission. Reasons against promotion must be real and substantial, and administrative charges do not
disqualify promotion. If an employee is found guilty, they may be eligible for promotion during a period
determined by the Civil Service Commission. Departments or agencies should establish personnel folders
and maintain open records for inspection by the Commission.

How, then do you solve a problem like this?

 Those who meet all the conditions for promotions but could not be promoted for one reason or
another must be informed in writing of the reason by the appointing official. They should be given an
opportunity to be heard by the Civil Service Commission whose decision, of course, shall be final.
Reason or reasons against promotion of any employee or officer must be real and substantial. Mere lack
of confidence does not constitute a valid reason against the promotion of anyone in the career service.
When a person entitled for promotion to a next higher position left vacant is administratively charged, the
charges placed against him do not pose a disqualification to the promotion.

Individual folders of personnel must be kept open at all times for the inspection of the Civil
Service Commission or its representative. Each employee shall be informed periodically of his
performance rating by his superior.

The basic terms of an approved performance rating plan include the following:

1. It must be simple.
2. It specifies the positions or groups of positions embraced.
3. The frequency of ratings shall be once every six months, unless shorter or longer period is authorized
by the Civil Service Commission, provided that no rating period shall be no longer than one year, and the
minimum appraisal period shall be at least 90 days or three months.
4. There shall be a minimum rating for the four levels. In accordance with Rule IX of the Omnibus Rules

Implementing Book V of Executive Order No. 292 and Other Pertinent Civil Service Laws, the following
adjectival ratings shall be adopted:
 Outstanding - An employee shall be given this rating when he exceeds his target by at least 50%.
It represents an extraordinary level of achievement and commitment in terms of quality and time,
technical skill and knowledge, ingenuity, creativity, and initiative.
 Very Satisfactory - An employee shall be given this rating when he exceeds the expected
output/performance by at least 25% but falls short of what is considered an outstanding
performance.
 Satisfactory - An employee shall be given this rating when he meets 100% of the standards or
ordinary requirements of the duties of the position.
 Unsatisfactory - An employee shall be given this rating when his performance is 51% to 99% of
the minimum requirements but could stand improvement.

5. Each employee shall be informed of the plan by which he shall be rated.

6. Provision shall be made for appeal in case the employees feel they have not been judged fairly.