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Opportunity for promotion occurs when a vacancy exists in a higher position where those
occupying lower positions may be considered. These policies and guidelines promotion of non-
teaching personnel are hereby established for the guidance of all concerned.

1.0 OBJECTIVES
1.1 To provide a system for advancement for non-teaching personnel from a lower position
to a higher position based on merit and fitness.
1.2 To provide motivation to non-teaching personnel to upgrade their qualifications and
improve their work performance in terms of efficiency and effectiveness.
1.3 To fill up vacancy/ies in the higher positions by promoting qualified, competent and
deserving personnel.
1.4 To guarantee and safeguard the terms and conditions of their employment, career
progression and recognition.

2.0 SCOPE
This promotion plan shall cover all non-teaching personnel who are in the active service
of the University, who hold first or second level positions, both career and non-career. It includes
those who are on study leave, local or foreign scholarship/fellowship, on training grant, on
maternity leave or non extended leave with or without pay.

3.0 DEFINITION OF TERMS
3.1 Career Service – positions in the University characterized by: (1) entrance based on merit and
fitness to be determined as far as practicable by Civil Service eligibility or PRC licensure
examination, or based on highly technical qualifications; (2) opportunity for advancement to higher
career positions; and (3) security of tenure.

3.2 Deep Selection – the process of selecting a candidate for promotion who is not next-in-rank
but possess superior qualifications and competence.

3.3 Discrimination – a situation where in a qualified personnel is not included in the promotion
line-up on account of gender, civil status, pregnancy, disability, religion, ethnicity, or political
affiliation.

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

3.5 Job Requirements – requisites not limited to the qualification standards of the vacant position,
but may include skills, competencies, potential, physical and psycho-social attributes necessary
for the successful performance of the duties required for the position.

3.6 Next-in-Rank Position – refers to a position which, by reason of the hierarchical arrangement
of positions in the University, is determined to be in the nearest degree of relationship to a vacant
higher position as contained in the agency’s System of Ranking Position (SRP). (See Annex F)
3.7 Non-Career Service – position expressly declared by law to be in the non-career service; or
those whose entrance in the service is characterized by (1) entrance based on other than those
of the usual test 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.

3.8 Personal Action – any action denoting the movement of progress of personnel in the University
such as original appointment, promotion, transfer, reinstatement, reemployment, detail,
reassignment, secondment and demotion.