Section 11.

ORAORA

b. Promotion — the advancement of a career employee from one

position to another with an increase in duties and
responsibilities as authorized by law, and usually accompanied
by an increase in salary. Promotion may be from one
department or agency to another or from one organizational
unit to another within the same department or agency.
Provided, however, that any upward movement from the non-
career service to the career service and vice versa shall not be
considered as a promotion but as reappointment.

An employee who is promoted to another agency shall notify the

head of the department or agency in writing where he/she is
employed at least thirt! (30) days prior to his/her assumption to
the position. It is understood that the employee who is promoted
to another agency is cleared from all money, property and work-
related accountabilities.
The pendency of an administrative case against any employee
shall not be a bar to promotion.

An employee who has been found guilty of an administrative

offense and imposed the penalty of demotion, suspension or fine
shall be disqualified for promotion for the same period of
suspension or fine. In the case of demotion, the period of
disqualification for promotion shall be within one (1 ) year.

Special promotions based on awards and/or acts of conspicuous

courage and gallantry as provided under special laws, such as
Sec. 6, RA No. 67131 Sec. 10, RA No. 926325 , as amended by RA
No. 9592, Sec. 31, RA No. 8551 26 and Executive Order No. 50827 ,
as amended by Executive Order No. 77, shall be exempt from
qualification requirements but subject to specific validation
requirements as provided under the above-said special laws or
their implementing rules and regulations.

c. Transfer — the movement of employee from one position to

another which is of equivalent rank, level or salary without gap in
the service involving the issuance of an appointment.
The transfer may be from one organizational unit to another in
the same department or agency or from one department or

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 agency to another: Provided, however, that any movement from
the non-career service to the career service and vice versa shall
not be considered as a transfer but reappointment.
An employee who seeks transfer to another office shall notify the
head of the department or agency in writing where he/she is
employed at least thirty (30) days prior to the effective date of
his/her transfer. The head of the department or agency shall
notify the employee in writing of the approval of the request to
transfer within 30 days from date of notice.

If the request to transfer of an employee is not granted by the

head of the department or agency where he/she is emv'oyed, it
shall be deemed approved after the lapse of 30 days from the
dale of notice without the need to notify the employee concerned.

It is understood that the employee who seeks to transfer is

cleared from all money, property and work-related
accountabilities.
If, for whatever reason, the employee fails to transfer on the
specified date, he/she shall be deemed resigned. However,
should the employee opt to remain in the same agency before
the specified date of transfer, the employee may be reappointed
if there is no gap in the service or reemployed if there is gap in
the service. In both cases, the employee shall undergo the usual
hiring process.

x x x

Sec. 13. Other Human Resource Actions. The following human resource actions
which will not require the issuance of an appointment shall nevertheless require
an Office Order issued by the appointing officer/authority

x x x

Detail shall be governed by the following rules:

1 . The detailed employee shall receive his/her salary only from

his/her parent department/agency.

1. Detail without consent shall be allowed only for a period of

one (1 ) year.
2. Detail with consent shall be allowed for a maximum of three
(3) years. The extension or renewal of the detail shall be
discretionary on the par, of the parent agency.

Detail from one department or agency to another shall be

covered by an agreement manifesting the arrangement
between the agency heads that it shall not result in reduction
in rank, status or salary of the employee, the duration of the
detail, duties to be assigned to the employee and
responsibilities of the parent agency and receiving agency.

3. The employee may appeal the detail order within 15 days

upon receipt to the Commission or CSC RO with jurisdiction
if he/she believes there is no justification for the detail.
Pending appeal, the detail order shall be executory unless
otherwise ordered by the Commission. The decision of the
said CSC RO may be further appealed to the Commission
within 15 days from receipt.

4. During the period of the detail, the parent agency

relinquishes administrative supervision and control over the
detailed employee to the receiving agency. In this regard,
the receiving agency has the following responsibilities: to
monitor the punctuality and attendance of the employee,
approve requests for leave, evaluate the employee's
performance, grant the authority to travel and exercise
other acts necessary to effectively supervise the emnloyee;
provided, a report on said matters is submitted to the
parent agency for record purposes.

5. The detailed employee shall be designated by the receiving

agency to a position whose duties are comparable to his/her
position in the parent agency. However, he/she shall not be
designated to a position exercising control or supervision
over regular and career employees of the receiving agency.

6. Prior to the effectivity of the detail, the parent agency shall

furnish a certification of the available sick and vacation
leave credits of the detailed employee to the receiving
agency. In the event the receiving agency approves
requests for leave by the detailed employee, a copy of the
same shall be submitted to the parent agency.

7. The authority to discipline the detailed employee is still

vested in the appointing officer/authority of the parent
agency where he/she belongs. As used herein, the authority
to discipline includes the determination of the existence of a
prima facie case against the detailed employee, issuance of
a formal charge, issuance of the order of preventive
 suspension if the case so warrants, conduct of formal
investigation, and rendering of the decision on the
administrative case.

8. With respect to the administrative case arising from acts

done by the employee in the receiving agency, said agency
shall have the right to initiate or file the complaint against
the detailed employee subject to the provisions of the 2017
Rules on Administrative Cases in the Civil Service (RACCS).

1 0. All human resource actions and movements, including

monetization of leave credits, concerning the detailed employee,
shall still be under the jurisdiction of the parent agency
notwithstanding that the employee is detailed in another agency.

RULE Xl
DISAPPROVAL/INVALIDATION AND RECALL OF
APPROVAL/VALIDATION OF APPOINTMENTS
Sec. 107. An appointment shall be disapproved/invalidated on the following grounds: