RMC No. 52-2008: Circularizes Memorandum Circular No. 04, s. 2005 entitled “Amendment to Policy No. 12 of CSC MC No. 3, s. 2001 and Clarification of the Functions and Responsibilities of the Personnel Selection Board”

Key points

1. Role of the PSB. The PSB assists the appointing authority in selecting candidates under the approved Agency Merit Selection Plan. The appointing authority is guided by the PSB’s evaluation report and selects, as far as practicable, from the top five applicants.
2. Evaluation report and salary grade limit. The PSB submits a comprehensive evaluation report covering qualification standards, observations on competence, and the candidate’s preference of assignment. It must follow the 3-salary grade limitation, which applies only to promotion and not to transfer, re-employment, reappointment and reclassification/upgrading.
3. Records and information. The PSB checks the agency System of Ranking Positions for next-in-rank positions and keeps minutes of deliberations, accessible on written request and open to CSC inspection and audit. Through the HRM Unit, it makes available the screening criteria, personnel action policies and the approved Agency MSP on written request.
4. Notice to applicants. All applicants assessed by the PSB are notified of their individual rating and the outcome of the evaluation. Information on a particular applicant’s rating is given on written request, subject to the approval of the appointing authority.
5. Membership. PSB membership may be modified if it conforms to the composition in CSC MC No. 3, s. 2001. Agencies may add a reasonable number of members but may not reduce the prescribed composition, and members’ names are posted on the bulletin board. Any change is reported to the CSC Regional or Field Office concerned.
6. Grievances. All complaints or grievances on the selection and evaluation of applicants go to the agency Grievance Committee.

Who is affected

• Government agencies and their Personnel Selection Boards
• Applicants for appointment