Republicof thePhilippines

Departmentof En~ronment andNaturalResources

VisayasAvenue,Diliman,1106QuezonCity
P (632) 929-6626 to 29; 929-6252.929-6633 to 35; 929-7041 to 43
E-mail:web@denr.gov.ph; Website: www.denr.gov.ph
MemorandumCircular OCT 2 3 2008
No.2008 - 06
SUBJECT : GUIDELINESINTHE SELECTIONAND PLACEMENTOF
PERSONNELINTHERATIONALIZATIONPROGRAM
In compliance with Executive Order No. 366 as implemented, the following
guidelines in the selection and placement of personnel in the rationalization
programareherebyissuedfortheguidanceof allconcerned.
I. BASICPOLICY
TheDepartmentof Environment and Natural Resourcesshalladhereto the
principleof meritandfitnessintheselectionandplacementof personnelto
the1"fand2nd LevelpositionsundertheCMT-approved rationalizedstaffing
pattern.
11. RELATEDISSUANCES
The selection and placement process shall be guided by and shall strictly
complywiththeapplicableprovisionsoffollowing:
1. RepublicAct6656- AnActtoProtecttheSecurityof Tenureof theCivil
Service Officers and Employees in the Implementation of Government
Reorganization
2. DENRMeritSelectionPlan
3. CSCMemorandum CircularNo. 02, s.2006- GuidelinesforthePlacement
of Personnel Affected by the Rationalization of the Functions and
AgenciesintheExecutiveBranch
4. ExecutiveOrder No. 366, Directing a strategic review of the operations
and organizations of the executive branch and providing options and
incentives for government employees who may be affected by the
rationalizationof thefunctionsand agenciesof theexecutivebranch and
itsIRR
5. CSC Memorandum Circular No. 21. s. 2007 - Clarificatory Policies on
AppointmentstoReclassified/UpgradedPositions
111.SCOPE
TheDENRGuidelinesshallgoverntheselectionandplacementof personnel
tothe1st and2nd levelpositionsundertheDENR-CMTapprovedRationalized
StaffingPattern.
IV.OBJECTIVES
TheseGuidelinesshall:
1. ensure that the selection and placement process upholds objectivity,
transparency and equality and is characterized by adherence to
qualification standards, appropriatescreening/examination procedures,
andcompetenceratings;and
2. serveasbases for allpersonnel actions includingappealsrelated to the
selectionandplacementof personnel.
V. DEFINITIONOFTERMS
Affected Personnel - incumbents of positions assigned to organizational
unitswhosefunctionshavebeenstrengthened,scaleddown,phased-outand
abolished under the agency rationalization plan on accountof their being
redundant/noncoreservices/activitiesof theDENR
CMT-Approved Rationalized Staffing Pattern - refers to the proposed
staffingpatternof theDENRsubmittedtotheDBMpursuanttoEO366
MeritSelection-the systematicmethodof determiningthemeritandfitness
of apersononthebasisof appropriatequalifications,competenceandability
toperformthedutiesandresponsibilitiesof theposition.
OrganizationalUnit- refersto thebureau, attachedagency, service/office,
regionaloffice,provincialorcommunityofficewherethepositionsexist
Qualification Standards - are the minimum and basic requirements for
positions in the government which shall include education, experience,
trainingandappropriatecivilserviceeligibility
Qualified Next-in-Rank - refersto anemployeeappointedonapermanent
statusto a position next-in-rank to the vacancy as reflected in the SRP as
approved by the head of agency and who meets the requirements for
appointmenttothenexthigherposition.
Selection Line-Up -a listing of qualified (and competent) applicants for
considerationtoavacancywhichincludes,butnotlimitedto, thecomparative
informationof their education, experience, training, civil serviceeligibility,
performancerating(if applicable),relevantwork accomplishments,physical
characteristics,psychosocialattributes,personalitytraitsandpotential.
Selection and Placement Board (SPB) - consists of officials, employees'
representatives and other employeeswho are designated to undertake the
selectionandplacementof personnelintheirrespectiveoffices.
System of Ranking Positions (SRP) - is the hierarchical arrangement of
positionsfromhighesttolowest,whichshallbeaguideindeterminingwhich
positionisnext-in-rank, takingintoconsiderationthefollowing:
a. organizationalstructure;
b. salarygradeallocation;
c. classificationandfunctionalrelationshipof position;and
d.geographicallocation
VI. SELECTIONANDPLACEMENTBOARD(SPB)
1. Composition(basedon existingpositions/desiptions)
1.1.SPBforlSt and2"d levelattheRegional/PENR/CENR Offices
(exceptdivisionchiefpositionsandCENROs)
Chair - RegionalTechnicalDirector
(designation of SPB Chair to be decided by the
Regional Execom; in case of tie, the RED shallcast
hishervote)
Co-Chair - ChiefAdministrativeOfficer
Members:
-
RTD (specifictoposition/sfmdeliberation)
-
DivisionChiefconcerned(ROvacancies)
-
PENROconcerned (vacanciesat the PENR/CENR
offi@s)
-
CENROconcerned(vacanciesattheCENR Ofice)
- PersonnelSectionChief
-
Union/Rank and File Representative (elected
through an employees' assembly when no
accreditedunionexists)
o oneforlSt and
o anotherfor2ndLevel, dependingonposition
fordeliberation
0
RepresentativefromtheGADFocalPoint(observer)
Secretariat
Head - PersonnelSectionChief
Members - PersonnelSectionStaff
1.2. SPBforRegionalDivisionChiefsandCENROpositions
Chair - RegionalExecutiveDirector
Vice-Chair- . RegionalTechnicalDirector (chairof SPBforlSt
and2nd level)
Members RegionalTechnicalDirectors
PENROs
ChiefAdministrativeOfficer
PersonnelSectionChief
-
Union/Rank and File Representative (elected
through an employees' assembly when no
accreditedunionexists)
RepresentativefromtheGADFocalPoint(observer)
1.3 SPB for Staff Bureaus (1st or 2nd level except DivisionChief and
CENROpositions)
Chair - AssistantDirector
Vice-Chair - ChiefAdministrativeOfficer
Members:
- AllDivisionChiefs
Union/Rank and File Representative for I st or
2nd Level
RepresentativefromtheGADFocalPoint(observer)
Secretariat
Head - PersonnelSectionChief
Members - PersonnelSectionStaff
1.4. SPBforStaffBureaus(DivisionChiefpositions)
Chair - Director
Vice-Chair - AssistantDirector
Members:
- All Division Chiefs (incumbent/designated),
excepttheapplicant
Union/Rank and File Representative for lStor
2nd Level
RepresentativefromtheGADFocalPoint(observer)
Secretariat
Head - PersonnelSectionChief
Members - PersonnelSectionStaff
1.5 SPBforLineBureausCentral (1st or2nd levelexceptDivisionChief
positions)
Chair - AssistantDirector
Co-Chair - ChiefAdministrativeOfficer
Members:
Enduser - All DivisionChiefs(incumbent/ designated)
Union/hnk and File Representativefor lStor
2ndLevel
RepresentativefromtheGADFocalPoint(observer)
Secretariat
Head
- PersonnelSectionChief
Members - PersonnelSectionStaff
1.6. SPB for Line Bureaus Central (DivisionChief positions at the
CentralandRegionalOffices)
Chair - Director
Co-Chair - AssistantDirector
Members:
Enduser - All Central OfficeDivision Chiefs (incumbent/
designated),excepttheapplicant
Union/Rank and File Representativefor lstor
2ndLevel
RepresentativefromtheGADFocalPoint(observer)
Secretariat
Head - PersonnelSectionChief
Members - PersonnelSectionStaff
1.7. SPBforLineBureausRegionalOffices (I*or2ndlevel)
Chair - RegionalDirector
Vice-chair - ChiefAdministrativeOfficer
Members:
- AllDivisionChiefs(incumbent/designakd)
Union/hnk and File Representativefor 1st or
2ndLevel
RepresentativefromtheGADFocalPoint(obsewer)
Secretariat
Head - PersonnelSectionChief
Members - PersonnelSectionStaff
1.8 SPBforDENRCentralOffice (lst and2"d level)
Chair - At least Assistant Secretary level (to be
designatedbytheSecretary)
Vice-Chair - DirectorforAdministrativeService
Members:
Enduser - Service/Office Director/s (incumbent/
designated)
Union/Rank and File Representative for lSf or
2ndLevel
RepresentativefromtheGADFocalPoint(observer)
ConcernedService/OfficeDirectorwhereapplicantispresentlyassigned
(observer)
Secretariat
Head - PersonnelDivisionChief
Members - PersonnelDivisionStaff
2. Functions
The Selection and Placement Board shall perform the following
functions:
21 Adopt the screening procedure and criteria prescribed for the
assessmentofthequalificationandcompetenceofcandidates.
2 2 If necessary, adopt competency-basedevaluationmethods forthe
selection of the most qualified applicant, inaccordance with the
prescribedcriteriaandprocedures;
2 3 Certifythecorrectnessoftheresultsof evaluation;
2.4 Submit the ranking of applicants, results of evaluation and
proceedingsof deliberationperpositiontotheappointingauthority
throughthesub-CMT; and
2.5 Providethesub-CMT allinformationrelatedtoanyprotest/appeal
on related personnel actions as per IRR of the DENR
RationalizationPlan.
TheSelectionandPlacementBoardSecretariatshallprovideassistanceto
the Selection and Placement Board in all its actions and shall be
primarilyinchargeof obtainingandprovidingdata/documentsforand
maintainingrecordsof deliberations.
VII. PROCEDURES
1. InformationDissemination
1.1 The CMT shall facilitate communication of the selection and
placement guidelinesto allheadsof offices,SPBs and Sub-CMTs
through orientation, dissemination of information kit, or other
media.
1.2 The Sub-CMTs shall conduct information dissemination for all
employeesontheselectionandplacementguidelines.
1.3 TheSub-CMTsshallpostthefollowingdocuments,inatleastthree
(3)conspicuousplaceswithintheofficepremisesforatleastten(10)
workingdays,afterwhichevaluationof applicantsmayproceed:
a. CMT-approvedorganizationalchart
b. Form A (CMT-approved staffing pattern) of the respective
bureaus,regionaloffices,attachedagencies
c. Positionchartsto be prepared by theSub-CMTsbased onthe
CMT-approvedstaffingpattern
d. Summaryshowingpositionsinalphabeticalorder,thenumber
of filled positions as of June30, 2008 and number of CMT-
approvedpositions
1.4 The CMT-approved rationalized staffing pattern electronic copy
shall be posted and made available on the DENR intranet site.
Printed copy of which shall be furnished by the CMT to the
respectivesub-CMTs.
1.5 Qualification Standardsand Position Description Forms of CMT-
approvedpositionsshallbemadeavailableattheSPBsecretariat.
2.1 Where the number of incumbents is within the Bureau/Region/
PENRO/CENRO/Service is equal or less than the number of
positions in theCMT- approved staffingpattern, the incumbents
shallcontinuetoholdtheposition.
2.2 Wherethenumberof incumbentsexceedsthenumber of positions
retainedintheCMT-approvedstaffingpattern,incumbentsshallbe
requiredtoapplyforl i neup.
2.3 Personnelwhosignifytheir intenttoretireunderEO 366shallno
longer be lined up for selection, unless withdrawal of such
intention and filing of application for line-up is submitted in
writing within fifteen (15) calendar days from the start date of
posting.
Personnelwhoareonsecondment,detail,reassignment,authorized
leaveofabsence,andscholarshipmustsubmittheirintenttoapply
forline-upwithinfifteen(15)calendardaysfromdateof receiptof
notice. They may be considered for line-up intheunitwherethe
itembelongsorintheirpresentplaceof assignment
2.4 The SPB Secretariat shall identdy applicants qualified for each
vacantpositionandshallpreparetheselectionline-up.
The following employees who meet the minimum qualification
requirements of the rationalized positions, as established in the
CSC Qualification Standards and the criteria for selection and
placementarequalifiedtoapplyforplacementtothesepositions:
a. all qualified rationalized employees of equivalent or higher
positionlevel;
b. all qualified rationalized personnel whose positions are either
reclassified orabolishedtocreatethenewpositionto befilled;
and
c. all qualified next-in-rank within the organizational unit,
whetherrationalizedornot.
2.5 Only employees whose performance ratings in the last two (2)
semesterswereatleast"Satisfactory"willbequalifiedforinclusion
intheline-up.
2.6 As provided under CSC Resolution No. 991936 dated 31August
1999, an applicant with pending administrative case may be
consideredforplacement
2.7 Applicantsfromotherorganizationalunitsshallbeconsideredonly
afterthepersonnelof theorganizationalunitconcernedarealready
placed.
2.8 Casual employees may be considered for placement after all the
permanentandtemporarypersonnelhavebeenplacedpursuantto
provisionsof RA 6656.
3. Application
3.1 Applications shall be submitted within fifteen calendar (15) days
from the startof posting of the listof rationalized positions.
No
applicationshallbeacceptedbeyondthedeadline.
3.2 Allapplicationsshallbeaddressed totheHeadof Office,Attn:The
Selection and Placement Board, having jurisdiction over the
rationalizedpositionappliedforthroughtheSecretariat.
3.3 Applications may be submitted in person, through mail, courier
service,facsimile,orelectronicmail.
3.4 The respective Selection and Hacement Board Secretariats shall
acknowledgereceiptof theapplicationwithinfifteen(15)daysfrom
thedateof receipt.
3.5 Anapplicantmayindicateinhis/her application,threepreferences,
inorder of priority forpossible placement, provided thathis/her
qualificationsmeettheminimumrequirementsof thesepositions.
3.6 Applicants who quallfy for line up to vacant positions will be
informed of the schedule of the assessment/deliberation at least
three(3)workingdaysbeforesaidschedule.
3.7 The Selection and Placement Board Secretariat shall initially
screen/reviewallapplicationsbasedontheminimumqualification
requirementsforfinalreviewof theSPB.
4. SelectionProcess
4.1 CriteriaforSelection
a. The approved DENR MeritSelection Plan shall be adopted in
the assignmentof weights and points. TheSPB,however, may
use a selection method for the effective screening of the
applicants.
i. PERFORMANCEEVALUATIONSYSTEM(40POINTS)
ii. EDUCATION AND TRAINING (20 POINTS)
ii.a. Education (12 Points)
In excess of the minimum
Educationalrequirements
Core - 12points
Support - 10points
30 units and above - 5 points
Less than 30 units - 2 points
ii.b. Training (8 Points)
Core Training
80 hours and above - 8 points
59-79 hours - 6 points
38-58 hours - 4 points
37 hours below - 2 points
SupportTraining (applies to applicant whose training are
supportiveto the position applied for per Qualification
Standard)
80 hours and above - 5 points
59-79 hours - 3 points
38-58 hours - 1point
iii. EXPERIENCE AND OUTSTANDING
ACCOMPLISHMENTS (20 POINTS)
iii.a Experience (15 Points)
8 years and above - 15points
5 years to 7years - 10points
1- 4 years (minimum) - 5 points
iii.b Outstanding Accomplishments (5 points)
National Awards (with the President
As the signatory) - 3 points
others (DENR, NGO, Rotary,
Other Offices and work-related) - 2 points
iv. PSYCHO-SOCIAL ATTRrBUTESAND PERSONALITY
TRAITS (20 POINTS)
iv.a Personality Traits (10 Points)
1. PersonalAppearance - 2.5points
2. StressTolerance - 2.5points
3. PersonalDeportment - 2.5points
4. VerbalCommunication - 2.5points
iv.bPotential(10Points)- Examandinterview
1. KnowledgeoftheJobAppliedfor - 2.5points
2. RelevantExperience - 2.5points
3. Written/Skills Communication - 5points
b. TheSelectionand Placement Board may use theCompetency-
Basedselectionandplacementsystem.
5. SubmissionofShortListedApplicants
Followingtheconductof evaluationtheapplicantswillbe ranked based
onthetotalpointsearned.Theappointingauthorityshallselectfromthe
listof thetopfive(5)rankingcandidates.
6. PostingoftheListsofSelected/PlacedandAffectedPersonnel
Aftertheappointingauthorityhasselectedthemostqualifiedpersonnelto
the rationalized positions, the SPB Secretariat shall post the list of
selected/placed and affected personnelin at least three[3] conspicuous
placeswithintheofficepremises.
7. AppealsMechanism
The existing procedures on appeals i n the selection/placement of
Personnelshallfollowtheestablishedproceduresof theDENRGrievance
Machinery.
8. SubmissionofListofAffectedPersonneltotheDENR-CMT
TheChair-SubCMTshallsubmitthelistofaffectedpersonneltotheDENR-
CMTforthefollowingsubsequentactions:
1. Possibleplacementintheotheroffices[bureaus,regions,andCentral
Office]of theDENRthroughtheDENRCMTpool
2. Issuanceof thenoticeof affectedpersonnelbytheChair,DENR-CMT
3. SubmissiontotheDBM of thelistof affectedpersonnelwhooptedto
retire
4. Submissionto the CSC of the listofaffectedpersonnel who opt to
remainingovernmentservice
VIII. EFFECTIVITY
These Guidelines for the Selection and Placement of Personnel under the
DENR Rationalization Pl Fshall be effective during the placement and
selectionof personnelandiuntiltherationalizationprocessisterminated.
I