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CHAPTER III

MERIT SELECTION AND PROMOTION POLICIES

II. NON-TEACHING PERSONNEL

A. RECRUITMENT

Consistent with the effort of the University Administration to complement and supplement
instruction, research, extension and production through efficient and effective administrative
support services in order to provide quality education, only the qualified non-teaching personnel
will be recruited according to the principle of merit and fitness pursuant to pertinent Civil Service
laws, rules and regulations. For this purpose, the following policies and guidelines governing
recruitment of non-teaching personnel are hereby established.

1.0 OBJECTIVES

The recruitment of non-teaching personnel shall have the following objectives:

1.1 To establish a system of recruitment that is characterized by strict observance of the merit,
fitness and equality principles in the selection of employees for appointment to non-teaching
positions in the University.
1.2 To create equal opportunities for employment to all qualified men and women to enter the
University.
1.3 To ensure fair, object, transparent and equitable process for hiring non-teaching
personnel.

2.0 SCOPE
The non-teaching personnel recruitment shall cover career positions in the first and
second levels as well as non-career positions.

3.0 DEFINITION OF TERMS

3.1 Career Service – non teaching positions in the University characterized by: (1) entrance based
on merit and fitness to be determined by Civil Service eligibility/PRC licensure examination and/or
based on highly technical qualifications; (2) opportunity for advancement to highly career
positions; and (3) security of tenure.

3.2 Comparatively at Par – predetermined reasonable difference or gap between point scores of
candidates for appointment established by the UPSPB.

3.3 Discrimination – is a situation where in a qualified applicant is not included disability, religion,
ethnicity or political affiliation.

3.4 First Level Position – shall include clerical, trades and crafts, and custodial service, which
involves sub-professional work in a non-supervisory or supervisory capacity.

3.5 Hiring Quota – is the pre-determined ratio of applicants for appointment to ensure that one
gender does not fall short of the desired percentage of the selection rate for the other gender in
equivalent positions at every level, provided they meet the minimum requirements of the position.