Page 264 - Area 10 - Relevant Document

Part 1- Administrative Manual

4.4.8.2. For positions under the Trades and Crafts Group and those covered by Resolution 435, the
implementing guidelines of CSC Memorandum Circular No. 11, s. 1996 should be strictly
followed; and
4.4.8.3. For appointments involving change of status from temporary to permanent for purposes of
retirement, the following shall be submitted to the CSC Regional Office concerned:
 Duly certified statement of service record; and
 Certification as to the last day of actual service of the appointee.

4.4.9. Rules on Promotion for Administrative Support Staff
4.4.9.1. Promotion may be from one department to another or from one organizational unit to
another in the same department;
4.4.9.2. Whenever a vacancy occurs, the employees who occupy positions deemed to be next-in-
rank to the vacancy, shall be considered for promotion;
4.4.9.3. In no instance, however, shall a position in the first level be considered next-in-rank to a
position in the second level;
4.4.9.4. An employee who holds a next-in-rank position is considered the most qualified and
competent; one who possesses the appropriate civil service eligibility, and meets the other
conditions for promotion shall be considered to the higher position in case of vacancy;
4.4.9.5. In the event of changes in the organizational structure or occupational grouping, the line of
promotion shall be determined on the basis of the new organizational grouping;
4.4.9.6. The comparative degree of competence and qualification of employees shall be determined by
the following criteria:

4.4.9.6.1. Performance. This shall be based on the last two performance ratings of the employee.
No employee shall be considered for promotion unless the last two performance ratings
are very satisfactory;
4.4.9.6.2. Education and training. These shall include educational background and the successful
completion of training courses, scholarships, training grants and others, which must be
relevant to the duties and responsibilities of the position to be filled;
4.4.9.6.3. Experience and outstanding accomplishments. These shall include occupational history,
work experience and accomplishments worthy of special commendation;
4.4.9.6.4. Physical characteristics and personality traits. These refer to the physical fitness, attitudes
and personality traits of the employee which must have some bearing on the position to
be filled; and
4.4.9.6.5. Potential. This refers to the employee’s capability to perform not only the duties and
responsibilities of the position to be filled, but also those of higher and more responsible
positions;

4.4.9.7. Civil service awards and other awards for outstanding accomplishments shall be given due
consideration;
4.4.9.7.1. In cases where the qualifications of employees are comparatively equal, preference shall
be given to the employee in the organizational unit where the vacant position exists. In
case all things are still equal, seniority in the job or functionally related jobs shall be
considered;
4.4.9.7.2. A next-in-rank employee who is qualified and competent may not be promoted if he/she
waives the new assignment. The vacancy may be filled by one who may not be next-in-
rank but qualified, competent and willing to accept the new assignment;
4.4.9.7.3. No other civil service eligibility shall be required for promotion to a higher position in the
same level of the career service and within the same or functionally related grouping of
positions. However, this College shall not be precluded from prescribing its own internal
standards for purposes of promotion provided it is not contrary to CSC Rules and
Regulations;
4.4.9.7.4. When an employee has a pending administrative case, he/she shall be disqualified for
promotion during the pendency thereof. If he/she is found guilty, he/she shall be

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IFSU Code