RECRUITMENT

PRESENTED BY:MICHELLE I. HERRERA

M.P.S. – Public Administration

SCREENING AND SELECTION

SCREENING AND SELECTION PROCESSScreening is a formal procedure

done by the PSB in the evaluation of candidates for appointment to vacancy.

Screen for Education and ExperienceDuring the initial screening, the recruiter checks for completeness of the application, along with a comparison against the job requirements.

MAIN PLAYERS:1. HRMO/

HRMP –minimum requirements

2. HRMO/HRMP-submit to PSB

3. PSB screen qualified applicants

NO LONGER SUBJECT TO SCREENING

1.Candidates due to short duration

2.Appointment of faculty members and academic staff of State University

3.Laborer Positions4.Change of status from

temporary to permanent

1.SCREENING PRE-INTEVIEW

Many organizations prefer to do a screening interview of those applicants that appear qualified based on information submitted on their résumé and application.

2. TESTING

Tests- measure knowledge, skill, and ability, as well as other characteristics, such as personality traits.

TESTSAMPLE

1. Cognitive Ability –

It measures the learning, understanding, and ability to solve problems. e.g. Intelligence Tests.

2. Personality Test -It measures the patterns of thought, emotion, and behavior.

3. FINAL INTERVIEW OR PANEL INTERVIEW -

is similar to a typical one-on-one interview but there are two or more interviewers in the room. They can feel very intimidating as it can be more difficult to build up a rapport with a group of people and they can be more formal in style.

4. Character and Background InvestigationThe Screening Committee shall cause an intensive investigation to be conducted on the character and background of the applicant with the view of determining his character reputation and possible involvement in any questionable or criminal activities.

PSB shall submit evaluation report of candidates screened – not only specify whether the candidates meet the qualification but also observations and comments on the candidates, competence and other qualifications.

Notify all applicants of their individual rating on the basis of education, training, experience, eligibility and interview as well as of the outcome of the evaluation of the PSB.

PSB shall recommend to the LCE the candidates who passed the screening.

Physical and Mental ExaminationIn order to determine whether or not the applicant is in good health, free from any contagious diseases, a physical and medical examination must be conducted.

SELECTIONAt this point, there usually is one or two candidates who clearly stand out as the most qualified for the job.

Do not forget to send letters to the candidates who did not get the job. They deserve a sincere letter from you that thanks them for their consideration and for interviewing for the job. Clearly explain that another candidate most closely matched the qualifications specified in the job description. 

LCE shall issued Appointment an appointment is a document that

gives authority to discharge the functions of his/her position

Be guided by the CSC Law and Rules

CS Form 33 shall be issued except for CASUAL (Plantilla Appointment Form)

REQUIREMENTS FOR APPROVALART. 168 (a) Rule 12 of the IRR LGC“all appointments shall be made only according to merit and fitness to be determined as far as practicable by competitive examinations.”

“SHALL MEET ALL THE REQUIREMENTS OF THE POSITION”

GROUNDS FOR DISAPPROVAL

When the appointee does not meet the qualifications for the position

Found guilty of a crime

Dismissed from the service for cause, unless clemency has been granted

GROUNDS FOR DISAPPROVAL

Attempted to practice any deception or fraud in connection with his appointmentIssued such appointment in violation of existing Civil Service Law and Rules and regulations

GROUNDS FOR DISAPPROVAL

May appeal be made by appointing authority within 15 days

Laborer positions

Service of employee shall be terminated

NEPOTIC APPOINTMENTArt 168(j) Section 12 of the IRR LGC. “No person shall be appointed if he/she is related within the FOURTH CIVIL DEGREE or affinity to the appointing or recommending authority”

NEPOTISM RULE

Covers all kinds of appointments whether original, promotional, transfer and reemployment regardless of status including casuals and contractual except consultants

KINDS OF APPOINTMENTPermanent - issued to a person who meets all theminimum requirements including education, experience andtraining (if any) and appropriate eligibility.Only permanent appointees enjoy security of tenure.

TEMPORARY - issued for a period of not more than one (1) year to a person who meets the education, experience andtraining but not the appropriate eligibility prescribed but onlyin the absence of a qualified eligible.

SUBSTITUTE – issued when the regular incumbent of a position is temporarily unable to perform the duties of his/herposition, as when he/she is on approved leave of absence or is under suspension or is on scholarship grant or is onsecondment. This is effective only until the return of the former incumbent. A substitute appointment is issued only if the leave of absence of the incumbent is at least three (3) months.

Coterminous – issued to a person whose entrance andcontinuity in the service is:(1) coterminous with the appointing authority or headof the organizational unit where assigned(appointments to these positions are based on trustand confidence and must be declared as primarilyconfidential by the Commission);(2) coterminous with the incumbent;(3) coterminous with the project;(4) coterminous with the life span of the agency

Over 65 years old – resolution of the Commission granting the request of extension- Absence of resolution, salaries will be made for the personal account of the responsbible

official

• Over 65 years old – resolution of the Commission granting the request of extension

• Absence of resolution, salaries will be made for the personal account of the responsible official

• Extension is not credited as government service

• Entitled to salary/allowance and other compensation

Contractual – issued to a person to undertake a specific work or job for a limited period not to exceed one year. The appointing authority shall indicate the inclusive period covered by the appointment for purposes of crediting services.

Casual – issued to a person to do only essential and necessary services where there are not enough regular staff to meet the demands of the services.

Job Order – issued to a person to do a piece of work or intermittent job of short duration not exceeding six (6) months paid on a daily basis for local projects authorized by the Sanggunian concerned.

Services rendered pursuant to consultancy contract and job orders are not considered government services and are not covered by civil service law and rules but are covered by COA rules.

EMPLOYMENT STATUS OF TEACHERSREGULAR APPOINTMENT – issued to a teacher who meets all the requirements of the position

PROVISIONAL – issued to a teacher who meets all the requirements of the position except the eligibility

SUBSITUTE – issued to a teacher when the regular incumbent of the position is temporarily unable to perform the duties of the position

CERTAIN MODE OF SEPARATIONAbsence w/o Approved Leave – an officer/employee w/o approved leave (AWOL) for at least 30 working days shall be separated from the service or dropped from the rolls.Unsatisfactory or Poor Performance – an employee who is given 2 consecutive unsatisfactory ratings.Physically and Mentally Unfit – an officer/employee who is intermittently absent of illness for at least 260 working days during 24 month period

- an employee who is behaving abnormally for an extended period which undergo mental disorder