REORGANIZATION OF THE MERIT SELECTION PLAN IN THE MUNICIPALITY OF MALUNGON, SARANGANI PROVINCE.

            WHEREAS, pursuant to the provisions of Section 32, Book V of  Administrative Code of 1987 (Executive Order No. 292), CSC Memorandum Circular No. 3, s. 1979 as amended by CSC Memorandum Circular No. 18, s. 1988 and the CSC Memorandum Circular No. 38, s. 1989, as further amended by CSC Memorandum Circular No. 40, s. 1998, CSC Memorandum Circular No. 15, s. 1999, CSC Memorandum Circular No. 8, s. 1999, and CSC Memorandum Circular No. 3, s. 2001, the Merit Selection Plan (MSP) has been established;

            WHEREAS, the selection of employees for appointment in government service shall be open to all qualified men and women according to the principle of merit and fitness;

            WHEREAS, there shall be equal employment  opportunity for men and women at all levels of position in the agency, provided they meet the minimum requirements of the position to be filled;

            WHEREAS, there is a need to reorganize the composition of the MSP in view of the recently concluded national and local elections;

            NOW THEREFORE, I, ATTY. MARIA THERESA D. CONSTANTINO, Municipal Mayor of this municipality, by the powers vested in me by law, do hereby declare the reorganization of the Merit Selection Plan.

A. COMPOSITION. The reorganized MSP shall be composed of the following:

(if the position is in the Office of the  SB)Department Head or the Authorized Career Service Representative of the Organizational Unit where the vacancy occurs

ATTY. MARIA THERESA D. CONSTANTINO	Municipal Mayor/Chair
MARIANO S. ESCALADA, JR.	- Vice-Mayor
ARLYNE J. GUILLEY-DEL ROSARIO	- RO II/AO II-Designate
GLENN S. GARCIA	- Sanitation Inspector I
	Level Representative
RACHEL A. BAYSIC	- Admin. Asst. III
	Alternate Representative
NINFA C. FIGUEROA	- Mun. Treasurer & Deputy
	Level Representative
EVA A. EMEJAS	- LTOO II
	Alternate Representative

B. EFFECTIVITY. This shall be effective July 1, 2016.       

            Done in the Municipality of Malungon, Sarangani Province, this 1^st day of July, 2016. 

 

                                                      

 

                                                                                                                                  ATTY. MARIA THERESA D. CONSTANTINO                                                                                                                                                                                                Municipal Mayor

                                  

 

                              

 

b. Questions about the essential and marginal functions may be                                                       

              asked. Note: Inability to perform marginal functions is not an        

              acceptable reason for disqualifying an applicant.

c.  An interviewer can describe or demonstrate the essential functions and tasks of the position or provide a detailed Position Description and ask whether the applicant has the ability to perform these functions with or without a reasonable accommodation.

 

d. An applicant may be asked to describe or demonstrate performance of an essential position  function  only  if  all  applicants  are  asked  to  describe  or  demonstrate  the function, regardless of disability. Exception: An applicant with an obvious disability who has identified him/herself as having a disability that appears to prevent performance of a position function may be asked to describe or demonstrate how this function would be  performed,  even  if  other  applicants  are  not  asked  to  do  so.  For  example,  an applicant with one arm who is applying for a position as a carpenter may be asked to demonstrate how he/she would hammer a nail.

 

e. An interviewer may provide information about the regular work hours, leave policies and any special attendance needs of the position and ask an applicant if he/she can meet these requirements.

 

f. The interview site/location may be changed to ensure accessibility to a person with a mobility disability.

 

16. The Agency MSP signed by the Head of the agency shall be considered as a valid  contract binding among the head of agency, the employees and the CSC.  As such, non-compliance by the agency with the policies and procedures provided therein shall be considered as a ground for disapproval/invalidation of appointment. The same can be a ground for administrative disciplinary action against the official or employee who caused the violation.

 

IV. DEFINITION OF TERMS

Accredited Agency (Level II) refers to the accreditation status of an agency whose core HR systems, practices and HRMO competencies are confirmed by the Commission to be at the Maturity Level 2 (Process-Defined HRM).  The agency demonstrated readiness in exercising delegated HR functions.  It can be given Level II accreditation status and enjoy certain privileges, e.g. the authority to take final action on appointments. This shall include revalidated and accredited agencies under the PRIME-HRM.

Agency refers to the  ­­­­­­­­­­­­­­­­­­­­­­Municipal Government of Malungon

Career Service positions in the civil service characterized by (1) entrance based on merit and fitness to be determined as far as practicable by competitive examination, or based on highly technical qualifications; (2) opportunity for advancement to higher career positions; and (3) security of tenure.

Closed Career Positions refer to positions that are scientific, or highly technical in nature; these include the faculty and academic staff of state colleges and universities, and scientific and technical positions in scientific or research institutions which shall establish and maintain their own merit systems.

Deep Selection refers to the process of selecting a candidate for appointment who is not next-in-rank but possesses superior qualification and competence.

Developmental interventions refers to HRD interventions such as coaching, mentoring, cross posting program, job rotation, temporary assignment, secondment, team building, knowledge sharing and learning session, shadowing and counselling.

Executive/Managerial refers to the professional, technical and scientific positions, the functions of which are managerial in character, exercising management over people, resource, and/or policy and exercising  functions such as planning, organizing, directing, coordinating, controlling and overseeing the activities of an organization, a unit thereof or of a group, requiring some degree of professional, technical or scientific knowledge and experience, application of managerial skills required to carry out basic duties and responsibilities involving leadership, functional guidance and control.

First Level Positions refer to positions involved in structured work in support of office operations or those engaged in clerical, trades, crafts, or custodial service which involve sub-professional work in a non-supervisory and supervisory capacity.

Gender Identity refers to the personal sense of identity as characterized, among others, by manners of clothing, inclinations, and behaviour in relation to masculine or feminine conventions. A person may have a male or female identity with the physiological characteristics of the opposite sex. (Senate Bill 1022 – An Act Prohibiting Discrimination on the Basis of Sexual Orientation and Gender Identity and Providing Penalties Therefor)

Hard to Fill Vacancies refer to vacancies for which agencies found difficulties in recruitment for reasons such as, lack of skills of applicants, inadequate experience, applicants’ expectation of high salary,  lack of professional license, competition with private sectors and overseas jobs. (Occupational Shortages and Surpluses, 2013-2014 Integrated Survey on Labour and Employment, Philippine Statistics Authority, LABSTAT Updates, March 2016)

Highly Specialized Positions refer to positions with highly specialized and unique duties requiring specialized education, training or skills which may not be acquired through formal education, training programs, or experience gained from service-wide positions.

Human Resource Action Any action denoting the movement or progress of human resource in the civil service such as promotion, transfers, reappointment, reinstatement, reemployment, reclassification, detail, reassignment, secondment, demotion and separation shall be known as human resource action.

 

Next-in-Rank Position refers to a position which by reason of the hierarchical arrangement of positions in the 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 (SRP).

Non-Career Service positions expressly declared by law to be in the non-career service; or those whose entrance in the service is characterized by (1) entrance on bases other than those who usual tests of merit and fitness utilized for the career service; and (2) tenure which is limited to the duration of a particular project for which purpose employment was made.

Partisan political activity refers to an act designed to promote the election or defeat of a particular candidate or candidates to a public office.

Policy-Determining Positions refer to positions which vests in the occupant the power to formulate policies for the government or any of its agencies, subdivisions, or instrumentalities, like that of a member of the cabinet as may be determined by the Commission.

Promotion is the advancement of a career 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.

Regulated Agency (Level I) refers to the status of an agency whose core HR systems are assessed at Maturity Level 1 (Transactional HRM) or below.  The agency has not fully demonstrated readiness in exercising delegated HR functions and needs to be subjected to regular monitoring/assistance by the Commission.

Second Level Positionin cludes professional, technical and scientific positions which involve professional, technical and  scientific work in a non-supervisory or supervisory capacity up to Division Chief level or its equivalent.

System of Ranking Positions refers to the hierarchical arrangement of positions from highest to lowest, which shall be a guide in determining which position is next-in-rank, taking into consideration the following: a) organizational structure b) salary grade allocation c) classification and functional relationship of positions, and d) geographic location.  

IV. FUNCTIONS AND RESPONSIBILITIES

1. A. Human Resource Management Officer (HRMO)

The Human Resource Management Officer (HRMO) or the duly authorized employee in charge of human resource management shall: 

Regulated Agencies

Accredited/Deregulated Agencies

Submit to the CSC Field Office concerned within the first quarter of the year the agency’s updated Personal Services Itemization/ Plantilla of Personnel Review thoroughly and check the veracity, authenticity and completeness of all the requirements and supporting papers2 in connection with all cases of   appointments before submitting the same to the Commission. c. Sign the following certifications at the  back of the appointment:   i. Certification as to completeness and authenticity of requirements; and ii. Certification that the vacant position to be filled has been published, posted and submitted to the Commission for publication in the CSC Bulletin of Vacant Positions in accordance with RA No. 7041, and deliberation was done by the HRMPSB ten (10) days or fifteen (15) days, in the case of LGUs, after publication.   d. Ensure that the Chairperson of the HRMPSB has signed the certification at the back of the appointment, whenever applicable.   The Human Resource Management Officer or the duly authorized employee directly responsible for recruitment, selection and placement shall be a regular member of the HRMPSB.   e. Ensure that a copy of the Sanggunian Resolution approving/concurring or a certification of non-action on the request for concurrence signed by the Sanggunian Secretary, as the case may be, shall be attached to the appointment for department head positions in the LGUs.   Ensure that the Personal Data Sheet (CS Form No. 212, Revised 2017) of the appointee is updated and accomplished properly and completely. To monitor any change in the employee’s profile, the PDS shall be updated on an annual basis.   g. Request authentication from the CSC or authorized agencies of the original copy of certificate of eligibility/ licenses of selected candidate/s prior to issuance of original appointment, transfer, reappointment(renewal)or reemployment unless previous authentication has been issued for the same eligibility/license.   H .Furnish appointee with a photocopy of the appointment (appointee’s copy) for submission to the Commission, ensuring that the appointee signs on the acknowledgment portion of the appointment.   i.  Submit appointments (CSC, agency, and appointee’s copy) with supporting documents in the prescribed Appointment Transmittal and Action Form (CS Form No. 1, Revised 2017) indicating the names of the appointees, their position, status and nature of appointment and the corresponding date of issuance within 30 calendar days from issuance thereof.   Transmit to the appointee the original copy of his/her appointment acted upon by the Commission.             Submit to the Commission, through the CSC Field Office concerned within the prescribed period, the required reports (electronic and hard copy) such as DIBAR (CS Form No. 8, Revised 2017), summary list of employees’ performance rating, and such other reports as may be required by the Commission.     Post in three (3) conspicuous places in the agency a notice announcing the appointment of an employee a day after the issuance of appointment for at least fifteen (15) calendar days.   Ensure the oath taking and conduct of orientation program to new employees and continuous human resource interventions for existing employees.   Submit to the CSCFO a copy of the Oath of Office (CS Form No. 32, Revised 2017) within 30 days from the date of assumption of the appointee.   Submit to the CSCFO a copy of the Certification of Assumption to Duty (CS Form No. 4, Series of 2017) within 30 days from the date of assumption of the appointee.   Ensure the conduct of orientation and workshop of the HRMPSB members including alternate representatives on the  agency selection/promotion process and CSC policies on appointments.   Ensure the orientation of officials and employees on the recruitment, selection and placement process.   r. Ensure the establishment and maintenance of the agency Human Resource Management Database which will be the basis of all the reports to be submitted by his/her agency to the Commission.   Ensure the establishment, maintenance  and disposal of agency’s employees 201/120 files pursuant to the guidelines of CSC MC No. 8, s. 2007 and CSC MC No. 1, s. 2011.   Perform all other functions as may be provided by law. Submit to the CSC Field Office concerned within the first quarter of the year the agency’s updated Personal Services Itemization/Plantilla of Personnel.

Review thoroughly and check the veracity, authenticity and completeness of all the requirements and supporting papers57 in connection with all  cases of   appointments before submitting the same to the Commission. Sign the following certifications at the back of the appointment:                    i.Certification as to completeness and                            authenticity of requirements; and   ii.Certification that the vacant position to be filled has been published, posted and submitted to the Commission for publication in the CSC Bulletin of Vacant Positions in accordance with RA No. 7041, and deliberation was done by the HRMPSB ten (10) days or fifteen (15) days, in the case of LGUs, after publication. Ensure that the Chairperson of the HRMPSB has signed the certification at the back of the appointment, whenever applicable.   The Human Resource Management Officer or the duly authorized employee directly responsible for recruitment, selection and placement shall be a regular member of the HRMPSB.     Ensure that a copy of the Sanggunian Resolution approving/concurring or a certification of non-action on the request for concurrence signed by the Sanggunian Secretary, as the case may be, shall be attached to the appointment for department head positions in the LGUs.   f. Ensure that the Personal Data Sheet (CS form No. 212, Revised 2017) of the appointee is updated and accomplished properly and completely. To monitor any change in the employee’s profile, the PDS shall be updated on an annual basis.     g. Request authentication from the CSC or authorized agencies of the original copy of certificate of eligibility/licences of selected candidate/s prior to issuance of original appointment,                          transfer, reappointment(renewal) or, reemployment unless previous authentication has been issued for the same eligibility/license.   h. Furnish the appointee with a copy of his/her appointment (appointee’s copy), ensuring that the appointee signs on the acknowledgment portion of the appointment.     Submit RAI (CS Form No. 2, Revised 2017), original copy of appointments (CSC copy) with supporting documents on or before the 30th day of the succeeding month.   Transmit to the appointee copy of the RAI indicating the action of the CSC Field Office concerned on the appointment.          Record the action of the CSCFO at the Notation portion of the Agency and Appointee’s copy of appointment.   Submit to the Commission, through the CSC Field Office concerned within the prescribed period, the required reports (electronic and hard copy)such as DIBAR (CS Form No. 8, Revised 2017), summary list of employees’ performance rating, and such other reports as may be required by the Commission.   Post in three (3) conspicuous places in the agency a notice announcing the appointment of an employee a day after the issuance of appointment for at least fifteen (15) calendar days.   m. Ensure the oath taking and conduct of orientation program to new employees and continuous human resource interventions for existing employees.   Submit to the CSCFO a copy of the Oath of Office (CS Form No. 32, Revised 2017) within 30 days from the date of assumption of the appointee.   o. Submit to the CSCFO a copy of the Certification of Assumption to Duty (CS Form No. 4, Series of 2017) within 30 days from the date of assumption of the appointee.   Ensure the conduct of orientation and workshop of the HRMPSB members including alternate representatives on the agency selection/promotion process and CSC policies on appointments.   Ensure the orientation of officials and employees on the recruitment, selection and placement process.   Ensure the establishment and maintenance of the agency Human Resource Management Database which will be the basis of all the reports to be submitted by his/her agency to the Commission.   Ensure the establishment, maintenance and disposal of agency’s employees 201/120 files pursuant to the guidelines of CSC MC No. 8, s. 2007 and CSC MC No. 1, s. 2011.   Perform all other functions as may be provided by law.

 

Failure of the HRMO or the duly authorized employee in charge of human resource management to perform any of the above responsibilities shall be a ground for administrative disciplinary action for neglect of duty which the head of agency or the Commission can initiate.

 

1. B.   The Human Resource Merit Promotion  and  Selection Board

 

1. The duly constituted Human Resource Merit Promotion and Selection Board (HRMPSB) shall be tasked to :

 

1. Prepare a systematic assessment of the competence and qualifications of candidates for appointment. The HRMPSB shall maintain fairness and impartiality in the assessment of candidates for appointment.  Towards this end, the HRMPSB may employ the assistance of external or independent resource persons and may initiate innovative schemes in determining the best and most qualified candidate.

 

1. Evaluate and deliberate en banc the qualifications of those listed in the selection line-up. The HRMPSB shall serve as the recommending body for appointment. However, final decision on whom to appoint shall be with the appointing officer/authority.

 

1. The HRMPSB shall be primarily responsible for the judicious and objective selection of candidates for appointment in the agency in accordance with the approved Agency MSP and shall recommend to the appointing officer/authority the top five (5) ranking candidates deemed most qualified for appointment to the vacant position.

 

1. Maintain records of the deliberations which must be made accessible to interested parties upon written request and for inspection and audit by the CSC.

 

1. C.      The Appointing Authority

 

The following functions and responsibilities is lodged on the appointing  authority:

 

1. Establish a Human Resource Merit Promotion and Selection Board (HRMPSB) and see to it that all HRMPSB members undergo orientation and workshop on the selection/promotion process and CSC policies on appointments. The agency head shall, as far as practicable, ensure equal opportunity for men and women to be represented in the HRMPSB for all levels of positions. 

 

1. Assess the merits of the HRMPSB’s recommendation for appointment and in the exercise of sound discretion, select from among the top five ranking applicants deemed most qualified for appointment to the vacant position.

 

          The appointing authority may appoint an applicant who is ranked higher than those next-in-rank to the vacant positions based on the qualifications/competence evidenced by the comparative rating.

 

1. Issue appointment in accordance with the provisions of the agency Merit Selection Plan.

 

 

1. VI. PROTEST 

 

1. Protest; Who May File.  Only qualified next-in-rank official or employee may file a protest against an appointment made in favour of another who does not possess the minimum qualification requirement.

 

1. Where to File.  A qualified next-in-rank employee shall have the right to appeal initially to the head of agency, then to the CSC RO, then then to the Civil Service Commission Proper.

 

1. When to File. Protest may be filed within fifteen (15) days from the announcement and/or posting of appointments subject of protest.

      For this purpose, all appointments or promotions shall be duly announced/or posted in bulletin boards  or at conspicuous places in the Department, or Agency within thirty (30) days or within a shorter period from the issuance of appointments as provided in the agency-approved            Merit Selection Plan (MSP).

 

1. The procedure for filing and action on the protest shall be in accordance with Rule 18 of the 2017 Rules on Administrative Cases in the Civil Service.

 

VII.  PROHIBITIONS

1. No appointive official shall hold any other office or employment in the government unless otherwise allowed by law or by the primary functions of his/her position.

       

        2.No elective official shall be eligible for appointment in any capacity to any public office or position during his/her tenure.

   

        3.No elective or appointive public officer or employee shall receive additional, double or indirect compensation, unless specifically authorized by law, nor accept without the consent of Congress, any present, emolument, office or title of any kind from any foreign government.

 

          Pensions and gratuities shall not be considered as additional, double or indirect compensation.

       

         4.A person who lost in an election, except Barangay election, shall not be eligible for appointment or reemployment to any office in the government or government-owned or controlled corporation within one year following such election.

       

         5.  A person holding a public appointive office or position, including active members of the armed forces, shall be considered ipso facto resigned from his/her office upon filing of the certificate of candidacy.  He/she must vacate the same at the start of the day of the filing of the certificate of candidacy with the COMELEC, even if later on disqualified or has withdrawn the certificate for candidacy.  This prohibition extends to private citizens appointed as board members in public offices representing the private sector.  

         6. An employee who resigned from the government service during the three (3)-month period before any election to promote the candidacy of another shall not be reemployed during the six-month period following such election.

         

         7.  No detail or reassignment shall be made within three (3) months before any election unless with the permission of the COMELEC.

 

         8. No officer or employee in the civil service including the members of the Armed Forces, shall engage directly or indirectly in any partisan political activity or take part in any election except to vote nor shall he/she use his/her official authority or influence to coerce the political activity of any person or body. Nothing herein provided shall be understood to prevent any officer from expressing his/her views on current political problems or issues, or from mentioning the name of candidates for public office whom he/she supports.

            Provided that public officers and employees holding political offices may take part in political and electoral activities but it shall be unlawful for them to solicit contributions from their subordinates or subject them to any of the acts prohibited in the Election Code.

         9. No appointment in the national government or any branch or instrumentality thereof, including government-owned or controlled corporations with original charters shall be made in favour of a relative of the appointing or recommending officer/authority, or of the chief of the bureau or office or of the person exercising immediate supervision over the appointee. 

            Unless otherwise provided by law, the word “relative” and the members of the family referred to are those related within the third degree either of consanguinity or of affinity.

            In the local government career service, the prohibition extends to the relatives of the appointing or recommending officer/authority within the fourth civil degree of consanguinity or affinity. However, for the non-career service in the local government, the prohibition extends to the third degree either of consanguinity or of affinity of the appointing or recommending officer/authority, or head of office, or of the person exercising immediate supervision over the appointee.

        The following are exempted from the operation of the rules on nepotism:

1. persons employed in a confidential capacity
2. teachers^[2]
3. physicians
4. members of the Armed Forces of the Philippines
5. science and technology personnel under RA No. 8439^[3]
6. other positions as may be provided by law

 

             The nepotism rule covers all kinds of appointments whether original, promotion, transfer, and reemployment regardless of status, including casual, contractual and coterminous but are not primarily confidential. This rule shall also apply to designation.

      10.   The appointing officer/authority shall not withdraw or revoke an appointment already accepted by the appointee. Such appointment shall remain in full force and effect until disapproved/invalidated by the Commission. However, in case an appointment is void from the  beginning  due to fraud on the part of the appointee or because it was issued in violation of law, the proper appointing officer/authority may request the Commission for its withdrawal or revocation. Provided that if a protest on the appointment is filed, the Rules on Protest  under the 2017 RACCS shall apply.

      11.  No person who has been dismissed or perpetually excluded/disqualified from government service shall be appointed or reemployed unless he/she has been granted executive clemency by the President of the Philippines upon recommendation of the Commission.

 

      12.Promotion within six (6) months prior to compulsory retirement shall not be allowed except as otherwise provided by law.

 

      13.No person who has reached the compulsory retirement age of 65 years can be appointed to any position in the government, except to a primarily confidential position.

 

             A person appointed to a primarily confidential position who reaches the age of 65   is considered automatically extended in the service until the expiry date of his/her appointment or until his/her services are earlier terminated.

             The extension of service of a person who will reach the compulsory retirement age of 65 years may be allowed for a period of six (6) months and in meritorious circumstances may be extended for another six (6) months.  The request for extension shall be made by the Head of Office. The same shall be filed with the Commission not later than three (3) months prior to the date of the official/employee’s compulsory retirement.  Services rendered during the period of extension shall no longer be credited as government service. 

             However, for one who will complete the fifteen (15) years of service required under the GSIS Law, a maximum period of two (2) years may be allowed.  Services rendered during the period of extension shall be credited as part of government service for purposes of retirement. The official or employee, may file the request of extension of service.

     

      14.Unless allowed by the Commission in meritorious cases, heads of oversight agencies and their staff are prohibited from transferring or being appointed to any position in the department/agency/office/local government unit which their unit is assigned or designated to oversee  within one year after the termination of such assignment or designation.

 

      15.  No person appointed to a position in the non-career service shall perform the duties properly belonging to any position in the career service.

 

      16.  No consultant, contractual, non-career or detailed employee shall be designated to a position exercising control or supervision over regular   and career employees, except as may be provided by law.

 

      17.No institutional or individual contract of service employees shall be made to perform functions pertaining to regular positions nor be designated to positions exercising control or supervision over regular and career employees.

     

     18.No discrimination shall be exercised, threatened or promised against or in favour of any person examined or to be examined or employed by reason of his/her political or religious opinions or affiliations, sex, sexual orientation and gender identity, civil status, age, disability, or ethnicity.

   

     19. No changes in designation or nomenclature of positions resulting in promotion or demotion in rank or increase or decrease in compensation shall be allowed in LGUs, except when the position is actually vacant.

     

    20. No officer or employee, whether in a permanent or regular capacity, temporary, casual, or hold-over, shall engage directly or indirectly in any private business or practice of profession.  Exemptions maybe allowed,

          subject to the limitations provided under RA No. 6713 and other special laws. Provided, further that the following requirements/conditions are met:

 

       a. Written permission from head of agency must be secured and renewed annually;

       b.Time devoted outside of office hours shall not impair in anyway the efficiency of the officer or employee nor pose a conflict or tend to conflict with the official functions and must be fixed by the head of agency; and

       c. Government facilities, equipment and supplies shall not be used while engaged in private business or practice of profession.

 

     21. A person with dual citizenship shall not be appointed in the government unless he/she renounces his/her foreign citizenship pursuant to the provisions of Republic Act No. 9225.[4] However, even if he/she has renounced his/her foreign citizenship, but continues to use his/her foreign passport in travelling after renunciation, he/she shall not be considered for appointment in the government service.

 

        This rule shall not apply to Filipino citizens whose foreign citizenship was acquired by birth.

     

      22. The right to be appointed to any public office in the Philippines cannot be exercised by, or extended to, those who are candidates for or are occupying any public office in the country of which they are naturalized citizens and/or are in active service as commissioned or non- commissioned officers in the armed forces of the country of which they are naturalized citizens.[5]

 

VIII. EFFECTIVITY

 

The Merit Selection Plan and subsequent amendments thereto shall take effect immediately upon the approval by the Civil Service Commission Regional Office XII.

 

IX. COMMITMENT

I hereby commit to implement and abide by the provisions of this Merit Selection Plan. It is understood that this MSP shall be the basis for expeditious approval of appointments.

 

 

 

 

                                                                                                   ATTY. MARIA  THERESA D. CONSTANTINO

          Municipal Mayor

                                                                       

                                                                        ____July 25, 2018___

                                                                                    Date

 

 

 

APPROVED BY:

 

 

 

 

 

RESURRECCION P. PUEYO

     Regional Director

 

____November 22, 2018____

                Date

 

 

• Download Executive Order on Merit Selection Plan 2016

• Download Executive Order on Merit Selection Plan 2013

• Download Executive Order on Merit Selection Plan 2010

• Download Executive Order on Merit Selection Plan 2007