Merit And Promotion-merit And Fitness Principle

Merit Promotion and Fitness Principle Monaliza A. Herrero

Merit System • system by which entrance and advancement in the civil service is based on merit and fitness to be determined by competitive examinations and other objective criteria. • is the guiding principle in the selection, recruitment and promotion of the officers and employees of the local government bureaucracy or in the executive departments.

Promotion • is an advancement of an employee from one position to another with an increase in duties and responsibilities and usually accompanied by an increase in salary.

Purposes of promotion • It permits an organization to utilize more effectively any skills and abilities that individuals have been able to develop during the course of their training and employment. • It can serve as incentive for individuals to improve further their capacities and their performance. • It can also serve as reward and as evidence of appreciation for past achievements. If the promotion program is administered properly, it can serve to

Bases for Promotion 1. Merit - used as criterion for determining that an individual is qualified to meet the requirements of a higher-level job 2. Seniority - refers to the length of service that an employee has accumulated.

Policies • Whenever a position in the first level becomes vacant, the employees in the department/agency who occupy positions deemed to be next-in-rank to the vacancy, shall be considered for promotion. • Whenever a position in the second level becomes vacant, the employees in the entire bureaucracy who occupy next-inrank position, shall be considered for promotion. • The most qualified next-in-rank

Policies • The appointing authority may appoint an individual who is not next-in-rank but possess superior qualifications and competence than the next-in-rank employee • Next-in-rank position is defined as the one which by the reason of the hierarchical arrangement of position in the department or agency or in the government, assumes the nearest degree of relationship to a higher position as they appear in the agency’s System of Ranking Positions

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

Policies The factors used in determining degree of competence and qualification of employees are the following: Performance Education and Trainings Experience and Outstanding Accomplishments Physical Characteristics and Personality Traits Potential

Selection and Promotion Board • An official of the department/agency is directly responsible for personnel management • A representative of management • A representative of the organizational unit where the vacancy is • Two representatives of the rank-and-file employees representing the first and second level, who are chosen by the duly registered/accredited employee association in the department or agency.

The Board has the following functions: • Adopts formal screening procedures and formulate criteria for evaluation and candidates for promotion. • Evaluates the qualifications of employees being considered for promotion according to the set standards. • Prepares the list of employees recommended for promotion from which the appointing authority may choose. • Recommends the promotion of employees most qualified to fill the vacancies.

Merit Promotion Plan • The Plan is the document that will show an agency’s adherence to the established rules and regulations governing promotion. • The MPP is developed by the agency within a year from its organization or reorganization and is submitted for approval to CSC Regional Office having jurisdiction over the agency. It is updated and any amendments or changes therein take effect six months from the date of approval by the Commission.

Important Policies on Promotion • All appointments involved in a chain of promotions are submitted simultaneously for approval by the Commission. Disapproval of the appointment of a person proposed to a higher position invalidates the promotion of those in the lower position and automatically restores them to their positions. Affected persons are entitled to the payment of salaries for services rendered based on rates fixes promotional appointments.

Important Policies… • When an employee has a pending administrative case, he/she is disqualified for promotion while the case remains unsolved. If found guilty, he is disqualified for promotion for a period based on the penalty imposed, as prescribed by the Commission. • An administrative case in considered pending when the disciplining authority has already filed a formal charge; or when, in a complaint filed by a private person, the disciplining authority, already found a prima facie case.