Page 74 - ADMINISTRATIVE MANUAL

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a.1 Education – shall refer to the educational background of the candidates which must
be relevant to the duties of the position to be filled.
a.2 Experience – this shall include occupational history and relevant work experience.
a.3 Professional Development including Outstanding Accomplishments – shall refer to
successful completion of training courses, scholarships, seminars, awards, etc. It includes
accomplishments worthy of special commendation.

b) Performance – the quantitative performance rating of the candidates for the last rating
period prior to the screening and evaluation of promotion. The new CSC PES will be used
as the instrument for performance rating. For those on leave and the like, the last rating
period immediately preceding their leave. All employees considered for promotion must
have a Very Satisfactory rating for their performance.
c) Psycho-Social Attributes and Personality Traits – refer to the voice and speech,
appearance, alertness, ability to present ideas, judgment, emotional stability, and self
confidence of the individual, which must have a bearing on the position to be filled.
d) Potential – this takes into account the candidate’s capability not only to perform the duties
and assume the responsibilities of the position to be filled but also those of higher and
more responsible positions.

The evaluation and ranking of all candidates for promotion shall be based on the following:

Criteria Total Equivalent Points

QUALIFICATIONS ……………………………………………….…… 50 pts.
(See Annex C for Mechanics)
Education …………………………………………………….. 25 pts.
Relevant Experience ……………………………………….. 15 pts.
Training, Seminars, Awards, etc …………………………… 5 pts.
Outstanding Accomplishments …………………………….. 5 pts.

PERFORMANCE ……………………………………………………. 30 pts.
(See Annex C for Mechanics)

PSYCHO-SOCIAL ATTRIBUTES AND PERSONALITY TRAITS… 10pts.
(See Annex D for Mechanics)

POTENTIAL …………………………………………………………… 10pts.
(See Annex E for Mechanics)
TOTAL …………………………………………………… 100pts

9) An employee may be promoted to a position which is not more than three (3) salary pay
or job grades higher than his/her present position, except in very meritorious cases, such
as: if the vacant position is next-in-rank is identified in the SRP or the lone or entrance
position indicated in the University staffing pattern.

10) In cases where the qualifications of employees who are candidates for promotion are
comparatively at par, preference may be given to the employee in the organizational until
where the vacant position is.