HRMP CUP - RBE Slides.pptx

2017 Omnibus Rules on Appointment and other Human Resource Actions
SIGNIFICANT CHANGES
on the
Rules on Appointments
and
Other Human Resource Actions

2017 Omnibus Rules
on Appointments and
Other Human Resource
Actions

2017 Omnibus Rules on Appointments and Other
Human Resource Actions (MC __, s. 2017)
Rule I  General Policies on Appointments
Rule II  Requirements for Regular Appointment
Rule III  Procedures in the Preparation of Appointments
Rule IV  Employment Status, Nature of Appointment and
Other Human
Rule V  Probationary Period
Rule VI  Effectivity and Submission of Appointments
Rule VII  Publication and Posting of Vacant Positions

Rule VIII  Qualification Standards
Rule IX  Agency Merit Selection Plan and Human Resource
Merit Promotion and Selection Board
Rule X  Certain Modes of Separation – Documents
Required for Record Purposes
Rule XI  Disapproval/Invalidation and Recall of
Approval/Validation of Appointments
Rule XII  Prohibitions

Rule XIII  Responsibilities of the Human Resource
Management Officer
Rule XIV  Transitory Provisions
Rule XV  Repealing Clause
Rule XVI  Separability Clause
Rule XVII  Effectivity

Highlights:
PERSONNEL - HUMAN RESOURCE
PERSONNEL ACTION - now called HUMAN
RESOURCE ACTION
Though SECONDMENT is still included, it will
be subject of a separate issuance. (Sec. 3)

Highlights:
• Checklist of Common Requirements (in tabular
form) for regular appointment to be submitted
by Regulated and Accredited/ Deregulated
Agencies
• List of Specific Cases Where Additional
Documents are Required; and
• List of Required Documents to be Retained in
the Agency.

Highlights:
Regulated Accredited
• Appointment Form 3 original 1 original
for Regular and copies copy
Contractual Appts. (Form 33-A)** (Form33-B) **
Appointment Form 3 original 1 original
for Casual Appts. copies copy
(Form 34-A (Form34-B
or 34-C)** or 34-D)**
** Revised 2017

Highlights:
• Electronic file (e-file) stored in compact disc
(CD)/flash drive or sent thru email
plus
2 printed copies of Appointment Transmittal
and Action Form (CS Form No. 1)
For ACCREDITED agencies the RAI (CS Form 2,
revised 2017) shall also serve as the
Appointment Transmittal and Action Form

Highlights:
• In addition to PDS and PDF, submission of
the following:
 Original copy of authenticated certificate
of eligibility/rating/license of appointee
 Oath of Office (CS Form No. 32, Rev. 2017)
 Certification of Assumption to Duty
(CS Form 4, s. 2017)

Highlights:
• For original appointment and Reemployment:
 authenticated Certificate of Live Birth to be
included in his/her 201 file
 PSA/LCR Authenticated Marriage Contract/
Certicate (married employees)
 Medical Certificate (CS Form 211, rev. 2017)
 NBI Clearance
 Scholastic/Academic Record (certified copy}

Highlights:
• PDS should bear signature in every page
• Certification of Erasure/Alteration on
Appointment Form to be signed by the
appointing officer/authority
• For LGU appointment:
• Certification by the Provincial/City/ Municipal
Accountant that funds are available (Sagpang,
et al. vs. Empleo, et al. GR No. 1809986, December 10, 2008);

Highlights:
• For Temporary appointment:
Certification from the highest official in
charge of human resource
management vouching for the absence
of a qualified eligible actually available
who is willing to accept the
appointment

Highlights:
• Medical certificate shall include the result of
psychological test for original, reemployment,
transfer and promotional appointments
• Clearance from MONEY, PROPERTY, AND
WORK-RELATED ACCOUNTABILTIES
required for transfer, promotion (from one
department/agency to another) and
reemployment shall include clearance from
work-related accountabilities

Highlights:
• Separate procedures in the preparation of
appointments for:
- Positions in the Plantilla of Personnel
and Contractual Employees
and
- Casual Employees

• Signature of appointing officer/authority
 In no case shall digital/electronic or
rubber-stamped signature of the
appointing officer/authority on the
appointment be allowed. (Sec. 1, Item 8)
Highlights

• Personnel Selection Board (PSB) renamed
to Human Resource Merit Promotion and
Selection Board (HRMPSB)
• Certification of Human Resource Merit
Promotion and Selection Board (HRMPSB)
Evaluation/Screening, signed by its
Chairperson.
Highlights

• The HRMPB Certification should specify
that the majority of the HRMPSB
members was present during the
deliberation OR alternatively, a copy of the
minutes/proceedings of HRMPSB
deliberation shall submitted together with
the appointment.
Highlights

• Temporary appointment - limitations and
exemptions clarified
• Coterminous appointment recategorized;
term and tenure are both specified
• Fixed Term appointment defined
• Contractual appointment is redefined
Highlights:

Highlights:
•Employment Status of Non-Teaching;
Temporary - meets QS except eligibility; only
in the absence of qualified applicants as
certified by the highest official in charge
of HRM; shall not exceed 12 months,
reckoned from the date the appointment
was issued and can be replaced sooner

Highlights:
Temporary appointment issued to a person
who do not meet the education, training or
experience requirements shall be invalidated/
disapproved EXCEPT to positions that are hard
to fill, such as: Medical Officer/Specialists,
Special Science Teachers, Faculty positions
and Police Officer positions.

Highlights:
Temporary appointment SHALL ONLY BE
RENEWED ONCE except to positions that
are hard to fill.
In no case shall a temporary appointment be
issued for positions that involve practice of
position regulated by bar/board law for lack
of the required license and/or certificate of
registration.

• Casual appointment issued for essential and
necessary services where there are not
enough regular staff to meet the demands of
the service and for emergency cases and
intermittent period not to exceed one year
• In no case shall a casual appointment be issued
to fill a vacant plantilla position or a casual
employee perform the duties and responsibilities
of the vacant plantilla position
Highlights:

Highlights:
•Employment Status of Teachers;
Provisional – meets QS except eligibility; only
certified by the SD; effective not beyond
the school year it was issued.
Temporary - meets QS except education; only
certified by the SDS; effective not beyond

Highlights:
•Employment Status of Teachers;
Contractual - part-time teachers of specialized
subjects in secondary education;
inclusive period shall be indicated on
the appointment for crediting services;
- not required to possess RA 1080
(Teacher) eligibility

• Promotion redefined to provide provision on:
 upward movement from the non-career service
to the career service and vice versa shall not
be considered as a promotion but as
reappointment
Highlights:

• Promotion redefined to provide provision on:
 promotion to another agency where the
promoted employee will be required to notify
the head of agency within 30 days prior to
assumption to the position.
 special promotions based on awards exempted
from qualification requirements
Highlights:

• Transfer redefined to include the following:
• Transfer becomes irrevocable once the
employee received the approved notice of
transfer.
• An employee who opt to remain in the same
agency before the specified date of transfer
may be reappointed if there is no gap in the
service or reemployed if there is gap in the
service and shall undergo the usual hiring
process
Highlights:

• Reinstatement redefined to mean re-
instatement to comparable positions
• Demotion redefined
• Reclassification redefined to include provision
that no reclassification shall be allowed
except when the position is actually vacant
Highlights:

• Types of adjustments or HR movements
expanded to include demotion as a result of a
disciplinary action and positions marked as
CTI (coterminous to incumbent) due to
rationalization or reorganization with
corresponding definition
Highlights:

• Reinstatement to the same position/item
includes provision that in case of appointment
of an employee to a position of an employee
with pending appeal, a colatilla that said
appointment is subject to the outcome of case
shall be reflected in the appointment form.
Highlights:

• Provisions on Reassignment enhanced to:
• clarify positions considered station-specific
• provide avenue for employees to request
recall of reassignment;
• provide grounds that constitute
indiscrimate and whimsical reassignment;
Highlights:

• Provisions on Reassignment enhanced to:
• include provision on reassignment of
public health, social and school teachers
and other professions covered by special
laws; and
• a provision that pending appeal,
reassignment shall not be executory.
Highlights:

• Provisions on Detail enhanced to:
• provide limit to period of detail to a maximum
of 3 years (Section 5, Item b (3))
• require that detail be covered by an agreement
that such will not result in reduction in rank,
status or salary (Section 5, Item b (4))
• shall not be designated to a position exercising
control or supervision over regular and career
employees of the receiving agency
Highlights:

• Designation involves an imposition of
additional and/or higher duties to be
performed by a public official/employee which
is tempoary and can be terminated anytime at
the pleasure of the appointing authority/officer
 Performance of a duty on concurrent
capacity or on full-time basis
Highlights:

• Designation as officers or members of
Committees, such as:
BAC,
HRMPSB,
PMT, etc.
are not subject to the provision of ORAOHRA
Highlights:

• Designation in acting capacity entails not only the
exercise of ministerial functions attached to the
position but also the exercise of discretion
(designee demed as incumbent of the position.
• Officer-in-Charge (OIC) enjoys limited powers which
are confined to functions of administration and
ensuring that the office continues its usual
business;
• No power to appoint employees UNLESS expressly
stated in the designation order.
Highlights:

• Limitation on Designation:
• Only those holding permanent appointment
can be designated
• Designation through an Office Order issued
by the appointing authority/office
• Designation allowed only to positions
within the level one is currently occupying
Highlights:

• 1st level employee can not be designated to
perform the duties of 2nd level positions
except in meritorious cases as determined
by the CSC Regional Office
• Division Chiefs may be designated to
executive/managerial or 3rd level
positions
Highlights:

• For positions with incumbent, designation is
synchronized with the temporary absence of the
incumbent (leave of absence, scholarship,
special assignment, etc.) unless revoked or
recalled earlier by the appointing
authority/officer**
• For positions without incumbent, designation is
maximum of 1 year**
**Renewable every year in the exigency of the
service but not to exceed 2 years
Highlights:

• Designees cannot be granted the salaries of the
positions they are being designated except
allowances that go with the performance of the
functions.
• Only experience gained from designations
compliant with the rules shall be credited as
relevant expperience for purposes of
appointment
Highlights:

• Probationary Period – refers to the period of
actual service following the issuance of a
permanent appointment wherein the appointee
undergoes:
• thorough character investigation and
• assessment of capability to perform
the duties of the position indicated
in the PDF
- Duration is generally 6 months or depending
on the probationary period required by the
position.
Highlights:

• Probationary Period; Coverage:
• Original appointments under permanent status
• Non-career employees reappointed/reemployed
to a career position under permanent status
• Reappointment (Change status from temporary
to permanent)
• Reemployment (under permanent status)
• First-time appointees to closed career positions
in SUCs, research institutions if so provided
under their agency Charters
Highlights:

• Probationary Period; Exemption-
• Teachers who, prior to issuance of permanent
appointments, have acquired adequate training
and professional preparation in any school
recognized by the government
• First-time appointees to closed career positions
in SUCs, and scientific and research
institutions if so provided under their agency
Charters
• Appointees to positions exempted from the
probationary period as maybe provided by law
Highlights:

Summary of Changes:
CSC MC No. 3, s, 2005 2017 Omnibus Rules
Review of Appointees Performance
Gathering of feedback by the Rater
(IS) on appointee’s performance,
and conduct feedback sessions to
determine appropriate intervention
to improve appointee’s performance
Performance Evaluation done at
least twice during the probationary
pperiod, ansd within 3 months or 6
months, depending on the duration
of the probationary period

Summary of Changes:
Conduct of Performance Review
• ten (10) days after the
end of every rating
period
Ten (10) days before the end
of every rating period during
the probationary period

Summary of Changes:
Period of notice of termination
• ten (10) days Fifteen (15) days immediately after
it was proven that he/she demon-
strated unsatisfactory conduct or
want of capacity before the end of
the second performance review on
the 6th month or depending on
duration of the probationary period
Execution of notice of termination
• Immediately After fifteen (15) days from receipt
of notice

1998 2017
Appointment to Department Head Positions in LGUs
• requires concurrence of the majority of
ALL the members of the local
sanggunian (Sec. 5)
Certification of Assumption to Duty
• to be submitted to the CSC FO for
notation in the service card of the
appointee (Sec. 23)
Summary of Changes

1998 2017
Services Rendered Without an Appointment
It shall not be credited nor recognized by
the Commission
Payment of salaries and other benefits
shall be the personal liability of the person
who made him/her assume office
Summary of Changes

• 2 performance rating shall be required to the
present position before one can be promoted

1998 Omnibus Rules 2017 Omnibus Rules
Requirements for Publication
• Agencies are required to
submit the list of vacant
positions to be filled to
CSC which shall be
published in CSC Bulletin
of Vacant Positions, news-
paper of general circulation
or any other mode
Agencies are required to submit an
electronic and printed copies of CS
Form No. 9, revised 2017 (List of
vacancies to be filled with
qualification standards and item
numbers to CSCFO concerned:
-printed copy for posting in
CSFO bulletin board
-electronic copy for CSRO to
publish the same in the CSC
BVP in Govt. in CSC website
(Sec. 25)
Summary of Changes

Requirements for Publication (Executive/Managerial)
• Vacant positions to be filled
up shall be posted in 3
conspicuous places in the
agency and published in
CSC Bulletin of Vacant
Positions, newspaper of
general circulation, or any
other mode
Vacant position shall be posted
in 3 conspicuous places in the
agency AND shall be submitted
to the CSC-ERPO for
publication in CSC Website and
the Philjobnet per CSC MC
No, 11, s. 2007)
Summary of Changes

Filling of Positions
• Vacant positions shall
not be filled unless and
until ten (10) days
(NGAs, GOCCs, SUCs)
or fifteen (15) calendar
days (LGUs) had
elapsed from date of
publication.
HRMPSB deliberation shall
not be made earlier than ten
(10) calendar days (NGAs,
GOCCs, SUCs) or fifteen
(15) calendar days (LGUs)
from date of posting and
publication of vacant
position. (Sec. 7.a.12)
Summary of Changes

ANTICIPATED VACANCIES
• No provision Allowed only to agencies with
SUCCESSION PLAN.
Exceptions:
Anticipated vacancies due to
RETIREMENT,
RESIGNATION, OR
TRANSFER but the
publication should be made
not earlier than sixty (60)
days prior thereto. (Sec. 30)
Summary of Changes

Validity of Publication
• Six (6) months from date of
publication
Valid until filled up but not to
extend beyond nine (9)
months from date of
publication (Sec. 29)
Error in Publication
Any incorrect information in
the publication of vacant
position, such as item
numbers, position title, or
qualification standards shall
be a ground for DISAPPROVAL or
INVALIDATION of the
appointment. (Sec. 25)
Summary of Changes

Summary of Changes

• Incorporates MC No. 12, s. 2003
QS by Special Law
• QS for certain positions prescribed
by a special law shall prevail;
• QS for department head and
assistant department head positions
(mandatory or optional) in LGUs,
considered as executive/managerial
positions and for newly-created
department head and assistant
department head positions shall be
equivalent or comparable to those
prescribed by RA 7160 (Sec. 34)

2 years Studies in College Requirement
At lest 72 academic units leading
to a degree OR
Has completed a relevant two-
year collegiate/technical course
(Sec. 44)
Education Requirement for Division Chief and
Executive/Managerial Positions
Master’s degree or Certificate
in Leadership & Management
(C-Pro) from the CSC (Sec. 50)

Exempted from Master’s Degree
for appointment to Division Chief/Managerial Positions
Completion of Bachelor
of Laws and Doctor of
Medicine
• Completion of Bachelor of Laws
and Doctor of Medicine
(considered as appropriate
education)
• CES or CSE eligibles
• RA 1080 eligibles
(involves practice of position belonging
to the same occupational groups)

Relevant Experience Acquired through
Job Order or Contract of Service
• May be considered relevant
experience provided covered by a
contract or MOA (Sec. 57).
Relevant Experience Acquired through
Volunteer Work
Experience, on full time basis, as
certified by the HRMO or authorized
officials, may be considered relevant
experience (Sec. 58)

Learning & Development Interventions
• Continuous learning and
development shall be espoused
by the CSC
• At least one planned HRD
intervention for each employee
should be ensured by agency
head during the year.

Learning & Development Interventions
• A minimum of 40 hour
supervisory management training
or learning intervention per year
based on the L&D Plan of the
agency should be provided by
the agency for incumbents of
supervisory/managerial positions.
(Sec. 62)

Learning and Development/Training Requirement
for Division Chief and Managerial Positions
• 40 hours of supervisory/
management L&D intervention
undertaken within five (5) years
reckoned from the date of issuance
of appointment.
for Executive/Managerial Positions in Second Level
120 hours of supervisory/
management L&D intervention
undertaken within the last 5
years reckoned from date of
issuance of appointment

for Executive/Managerial Positions in Second Level
(involves practice of position)
• 40 hours (MCLE) for BAR
passers or (CPE/CPD) for
licensed professionals or
trainings relevant to the practice
of profession, AND
• 80 hours of management
trainings
TAKEN WITHIN THE LAST
5 YEARS reckoned from the
date of issuance of
appointment (Sec. 68)

Summary Of Changes

Selection Board
• Personnel Selection Board
(PSB)
• One (1) PSB
• Human Resource Merit
Promotion and Selection
Board (HRMSB)
• Two (2) HRMPSB
- First Level & Second Level
positions, and
- Second Level Executive/
Manager positions
(Sec. 84)

Composition of the HRMPSB
• presented in tabular form
Chairperson of the HRMPSB in NGAs/SUCs/GOCCs
• the highest official in-
charge of human resource
management
Special HRMPSB
• may be established for
specialized and highly
technical positions
(Sec.84)

Role of the HRMPSB
. • HRMPSB shall serve as the
recommending body for
appointment (Section 85)
Role of the HRMO in the HRMPSB
• Act as the Secretariat of
PSB
• MEMBER of the HRMPSB.
Shall not act as HRMPSB
Secretariat.
• Agency head shall
designate an employee
from other units to act as
Secretariat in case it has
only 1 HRMO (Sec. 91)

Ratings Considered for Promotion
• At least Very Satisfactory
performance rating for one
year (annual or 2
semestral ratings) in the
present position before
being considered for
promotion. (Sec. 95)
Three Salary Grade Limitation
• Applicable only to
promotion within the
agency.

Three (3) Salary Grade Limitation
• Not applicable to the following
HR actions:
1. Transfer incidental to
promotion (deep selection)
2. Reappointment involving
promotion from non-career
to career (deep selection)
3. Reappointment from career
to non-career
4. Reemployment
5. Reclassified position

Resignation
• Complete and operative
resignation articulated (DTI vs.
Singun)
• Revocable until accepted
• Proof of notice of the
acceptance of resignation to
the employee to be submitted

Resignation
• Restoration to former position
not automatic in case of
withdrawal once resignation is
deemed complete and
operative

Dismissal
• Certified true copy of the
decision rendered where
the penalty of dismissal
was imposed shall be
submitted to the
Comission
• Report on DIBAR with a
certified true copy of the
final decision shall be
submitted to the CSC Field
Office within thirty (30)
calendar days from the date
of dismissal, for record
purposes.
Dropping from the Rolls
• Formerly Rule XII, Sec.
2
• deleted and shall be
transferred to the 2017
RACCS

Grounds for Disapproval/Invalidation of Appointments
• lifted from Rule V, Sec. 7 of
Omnibus Rules Implementing Book
V of EO 292
• Reversion to former position in case
of disapproved/invalidated
promotional appointment
Grounds for the Recall of Approval/Valdiation of
Appointments
• New

Rules on Nepotism
• NGAs,
GOCCs
SUCs
• Prohibition on appointment of
relatives of HARI within the 3rd
degree of consanguinity or affinity

Rule on Nepotism in LGUs
• Prohibition
on appoint-
ment in the
career
service of
relatives of
A/R offcer
• Prohibition on appointment in the career
service extends to relatives of
Appointing or Recommending (A/R)
officer/authority with the 4th
civil degree
of consanguinity or affinity.
• However, in the non-career service the
prohibition extends to the 3rd
degree
relatives of consanguinity or affinity of
appointing or recommending officer

Rules on Nepotism, Exemptions
• PACT Added the following exemptions:
 Scientific and technology
personnel under RA 8439
 Other positions as may be
provided by law
Nepotism covers all kinds of appointments
REGARDLESS OF STATUS including casual,
contractual and coterminous BUT ARE NOT
PRIMARILY CONFIDENTIAL
The Rule on Nepotism applies
to DESIGNATION

Extension of Service
• For those who will complete the 15
years for retirement under GSIS Law:
Maximum period of two (2) years
may be allowed to complete the
fifteen (15) years of service required
under the GSIS Law

Extension of Service
• The only basis for Heads of
Offices to allow an employee to
continue rendering service after
his/her 65th
birthday is a CSC
Resolution granting the request
for extension (Sec, 129)

Institutional Contract of Service
• Formerly
Rule XI
• Now under Rule XII (Prohibitions)
• Institutional contract of service only for
lump sum work or services (Sec. 133)
• Institutional or individual contract of
service employees are not allowed:
- to perform functions pertaining to
regular positions
- to be designated to positions
exercising control or supervision
over regular and career employees

Rule on Dual Citizenship
• Person with dual citizenship
shall not be appointed in the
government unless he/she
renounces his/her foreign
citizenship (Sec. 137)
This rule shall not apply to Filipino
citizen whose foreign citizenship
was acquired by birth.

Appointment to public office of those naturalized to
another country
• New
• cannot be extended to those who
are candidates for or are
occupying any public office in the
country of which they are
naturalized citizen and/or in
active service as commissioned
or non-commissioned officers in
the armed forces of the country
of which they are naturalized
citizens (Sec. 138)

Responsibilities of the HRMO
• Expanded to include the conduct of orientation to:
• to new employees and continuous HRD
interventions to existing employees;
• to HRMPSB members on agency
selection/promotion process and CSC
appointment policies
• to officials and employees on the RSP
process

Responsibilities of the HRMO
• HRMO to ensure the establishment of HRM
database and the establishment, maintenance and
disposal of 201 files per CSC MC No. 8, s. 2007
and MC No. 1, s. 2011

CSC REVISED FORMS, s. 2017
(to be used starting January 2, 2017)
Regulated Accredited/
Deregulated
Regular Appointment CS Form 33-A CS Form 33-B
Casual Plantilla CS Form 34-A CS Form 34-B
Appointment or 34 C or 34 D
Position Description DBM-CSC Form No. 1, s. 2017
Form (PDF)
Personal Data Sheet (PDS) CS Form 2l2
Oath of Office CS Form 32
Medical Certificate CS Form 211

CS Form No.1 - Appointment Transmittal and Action Form
CS Form No. 2 - Report on Appointments Issued (RAI)
(serves as the Appointment Transmittal
and Action Form)
CS Form No. 3 - Certification of Erasures/Alteration on
Appointment Form
CS Form No. 4 - Certification of Assumption to Duty
CS Form NO. 5 - Certification issued by the highest HRM
official vouching the absence of a
qualified eligible actually available who
is willing to accept the appointment

CS Form No.7 – Clearance from money, property and
work-related accountabilities from
the appointee’s former office
CS Form No. 8 - DIBAR
CS Form No. 9 – Request for Publication of Vacant
Position

• The revised forms prescribed under
ORAOHRA shall be used in submitting
appointments starting January 2, 2018
Highlights:

• Appointments issued using the old forms
starting January 2, 2018 shall be returned
for resubmission in the new prescribed
form within fifteen (15) days, otherwise,
said appointment shall be disapproved/
invalidated.
Highlights:

• Agencies are required to submit to the CSCRO
concerned for approval their revised Merit
Selection Program (MSP) in accordance with the
2017 ORAOHRA within six (6) months from date of
the effectivity of the said Rules
- not later than February 17, 2018
- The Rules provided in the 2017 ORAOHRA shall be used
as bases in the issuance and attestation of appointments
should the agency fail to submit its revised MSP within the
said period.
Highlights:

HRMP CUP - RBE Slides.pptx

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