Page 69 - ADMINISTRATIVE MANUAL

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