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position shall be considered for promotion if a vacancy exists in the second level, provided
they are qualified based on merit and fitness and they meet the minimum requirement of
the position as stated in the Qualification Standards. Only when there are no qualified
insiders for a vacant position that outsider applicants shall be considered for recruitment.
4) Vacant positions marked for filling shall be published in accordance with R.A. 7041
(Publication Law). The published vacant positions shall be posted in at least three (3)
conspicuous places in all the Campuses of the University for at least ten (10) days. Other
appropriate modes of publication shall be considered. The publication of a particular
vacant position shall be valid until filled up but not to extend beyond six (6) months
reckoned from the date the vacant position was published. Positions identified in the
Memorandum Circular No. 03, s. 2001 of the Civil Service Commission.
5) The Personnel Selection Committee/Board members, including alternate representatives
for first and second level positions shall undergo orientation and workshop on the
selection/promotion process and the CSC policies on appointment.
6) The CPSPC/UPSB may no longer screen appointments to the following positions:
a) Casual/Contractual appointment due to their short duration and emergency nature.
However, should the position be filled by regular appointment, candidates for the
position be screened and passed upon by the CPSC and PSB;
b) Appointment to entry laborer positions;
c) Appointment to personal and primarily confidential positions; and
d) Renewal of temporary appointment issued to the incumbent personnel.

7) The Campus Personnel Selection Committee (CPSC) and the University Personnel
Selection Board (UPSB) shall maintain fairness and impartiality in the assessment of
candidates for appointment.
8) The University President shall assess the merits of the PSB’s recommendation for
appointment and in the exercise of sound discretion, select, in so far as applicable, from
among the top five (5) ranking applicants deemed most qualified for appointment to the
vacant position.
9) The following factors shall be considered in the screening of applicants for recruitment:

Criteria Total Equivalent Points

QIALIFICATIONS ………………………………………………………… 50p pts.
(See Annex A for Mechanics)
Education ………………………………………… 25 pts.
Relevant Experience …………………………… 15 pts.
Trainings, Seminars, Awards, etc ………….….. 5 pts.
Outstanding Accomplishments ………………... 5 pts.
PANEL INTERVIEW ………………………………………………………… 20 pts.
COMPETENCE-BASED/SKILL TEST ……………………………………. 30 pts.
TOTAL …………………………………………………100 pts.

10) Panel Interview shall be interaction of applicant with the members of the CPSPC where
his/her voice and speech, appearance, alertness, ability to present ideas, judgment,
emotional stability and self-confidence.
11) Skills Test shall consist of actual demonstration of skills required by the job. The applicant
will be evaluated by a specific committee composed of supervisor/staff who are
considered experts or knowledgeable about the works required by the vacant position.
The test includes criteria such as knowledge, accuracy, quality and time.