Page 75 - ADMINISTRATIVE MANUAL

75

3.12 Superior Qualifications – shall mean outstanding relevant work accomplishments,
educational attainment and training appropriate for the position to be filled. It shall include
demonstration of exceptional job mastery and potentials in major areas of responsibility.

3.13 No-Security of Tenure Personnel – refer to non-teaching personnel who hold casual,
emergency, temporary or contractual appointments who have no items in the plantilla of
personnel and who have no security of tenure.

3.14 System of Ranking Position (SRO) – the hierarchical arrangement of position from
highest to lowest, which shall be the guide and determining which position is next-in-rank,
taking into consideration: organizational structure, salary grade allocation, classification in
functional relationship of position, and geographical location (See Annex F).

B.I. BASIC POLICIES

1) There shall be equal opportunity for promotion of all University non-teaching
personnel to vacant higher positions, provided they meet the requirements of the
position and are the most qualified to be promoted.
2) There shall be no discrimination in the promotion of employees on account of gender,
civil status, religion, ethnicity, or political affiliation.
3) Candidates for promotion shall be screened and evaluated by the CPSPC which
shall be further reviewed and approved by the UPSPB.
4) The CPSPC/UPSPB shall maintain fairness and impartially in the assessment of
candidates for promotion.
5) For vacancies I the first and second level, all qualified next-in-rank employees
including those who have no security of tenure who hold contractual, casual,
temporary or emergency positions shall be automatically considered candidates to
the next higher position.
6) An employee who holds a next-in-rank position, who is deemed the most competent
and qualified, who possesses the appropriate civil service eligibility, and meets the
other conditions for promotion, may be promoted to the higher position when it
becomes vacant.
7) An employee who is not the next-in-rank but who possesses superior qualifications
and competence compared to the one who in next-in-rank who merely meets the
minimum requirements of the position. This is determined as deep selection for
promotion.
8) The comparative degree of competence and qualification of employees who are
candidates for promotion shall be determined by the extent to which they meet the
following at the time of the promotion.

a) QUALIFICATIONS

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