Republic of the Philippines Department of Justice PAROLE AND PROBATION ADMINISTRATION DOJ Agencies Building, NIA Road corner East Avenue, Diliman, 1100 Quezon City DOJ-PPA MERIT SELECTION PLAN 2021CONTENTS Page I. Objectives 3 I. Scope 4 Ill. Definition of Terms 4 IV. Basic Policies 8 V. Equal Employment Opportunity Principle 12 VI. Composition of HRMPSB 14 VII. General Provisions 15 Vill. Procedures 17 IX. Protest 20 X. Administrative Disabilities 20 XI. Functions and Responsibilities 21 Xl. Appointing Authority 24 XIIL Effectivity 26 XIV. Commitment 27 20/27Republic of the Philippines Department of lustice PAROLE AND PROBATION ADMINISTRATION DO! Agencies Bldg., NIA Road corner East Avenue, Diliman, 1100 Quezon City ‘@ (02) 8927-6826 | http://probation.gov.ph DOJ-PPA MERIT SELECTION PLAN 2021 Pursuant to the provisions of Section 32, Chapter 5, Title I, Book V, of Executive Order No. 292, the “Administrative Code of 1987", requiring each department or agency to establish merit promotion plans, and in compliance with CSC-MC No. 3, 2. 2001, the Parole and Probation Administration (PPA) Merit Promotion Plan established under M.O. No. 17, S. 1993, and Revised Merit Promotion Plan per M.O. No. 1, S. 2003, is hereby further updated pursuant to CSC Resolution No. 1800692 (2018 Omnibus Rules on Appointments and Other Human Resource Actions) as contained herein: 1. Objectives I Scope I, Definition of Terms IV. Basic Policies V. Equal Employment Opportunity Principle VI. Composition of HRMPSB VI. General Provisions VII. Procedures IX. Protest . Administrative Disabilities XI. Functions and Responsibilities XII. Effectivity XII. Commitment L OBJECTIVES Itis the policy of the Parole and Probation Administration to strictly adhere to the merit, fitness and equality principles in the selection and promotion of employees on the basis of their relative qualifications and competence to perform the duties and responsibilities of the positions to be filled. In this pursuit, the DOJ-PPA Merit Selection Plan aims to: 1. Establish a selection and promotion system that is characterized by strict observance of the merit, fitness and equality principles in the screening of personnel for appointment and promotion to positions in the career service; 30/27u. 2. Create equal opportunities for career advancement to all qualified and competent employees in the Agency; Provide a basis for the expeditious approval of appointments; and 4. Provide a guide for the speedy and fair adjudication of protests of employees against contested appointments. SCOPE This Merit Selection Plan shall cover all positions in the Central/Regional/Field Offices of the Agency classified under the first and second levels of the Career Service, including the non-career positions as may be applicable. DEFINITION OF TERMS Agency ~ refers to the Parole and Probation Administration. Board - refers to the Agency Human Resource Merit Promotion and Selection Board (Central Office/Regional HRMPSB). Career Service - category of service in the civil service characterized by (1) entrance based on merit and fitness to be determined as far as practicable by competitive examination, or based on highly technical qualifications; (2) opportunity for advancement to higher career positions; and (3) se of tenure, Comparatively at Par - predetermined reasonable difference or gap between point scores of qualified candidates determined by overall cut-off point or score considered as passing in the comparative assessment or ranking. Deep Selection - _ the process of selecting a candidate for appointment who s not next-in-rank but possesses superior quali and competence. Discrimination - _ isa situation wherein a qualified applicant is not included in the selection line-up on account of age, sex, sexual orientation and gender identity, civil status, disability, religion, ethnicity, or political affiliation. First Level Positions - shall include clerical, trades and crafts, and custo service, which involve sub-professional, work \in.a non supervisory, or supervisory capacity requiring less than four (4) years of collegiate studies. 1 40f27Head of Agency - refers to the Parole and Probation Administrator Job Requirements ~ requisites not limited to the qualification standards of the position, but may include skills, competencies, potential, physical and psychosocial attributes necessary for the successful performance of the duties required of the position, Merit Selection - the systematic method of determining the merit and fitness of a person on the basis of qualification and ability to perform the duties and responsibilities of the position. Next-in-Rank Position - refers to a position which by reason of the hierarchical angement of positions in the agency or in the government is determined to be in the nearest degree of relationship to a higher position taking into account the following: 1, Organizational structure/s as reflected in the approved organization chart; 2. Salary Grade allocation; Classification and/or functional relationship of positions; and + Functional relationship - shall mean the correlation between the position to be filled and the position to be considered next-in-rank taking into consideration the duties and responsibilities of both positions. Geographical Location * Geographical location - shall mean the location of the position to be filled and position/s to be considered nex’ in-rank to the same; the determination of the next-in-rank positions in the first level may be limited in a particular Region/Office/Unit where the position is; for second level positions, determination of the nextin-rank positions should be on an agency-wide basis regardless of the location of the position. Non-Career Service - positions expressly declared by law to be in the non- career service; or those whose entrance in the service is characterized by (1) entrance on bases other than those of the usual tests of merit and fitness utilized for the career service; and (2) tenure which is limited to a period specified by law, or which is coterminous with that of the appointing authority or subject to his pleasure, or which imited to the duration of a particular project for which purpose employment was made. 5 of2?Open Positions - _ refer to those positions that do not have any positions next in rank or residual positions of each level or group, which may be filled by lateral/vertical entry. Human Resource Action - any action denoting the movement or progress of personnel in the civil service such as original appointment by certification, initial appointment, promotion, transfer, reemployment, reappointment, reinstatement, renewal, change of status, demotion, upgrading/reclassification, reassignment, detail, secondment, job__ rotation, separation, Personnel Selection and Promotion Rules and Procedures (PSPRP) - a detailed embodiment and amplification of the agency- adopted principles and policies in the recruitment, selection and promotion of personnel formulated in pursuance of the Merit Selection Plan, which contains the formal screening procedures and formulation of criteria for the evaluation of candidates for promotion or appointment. Promotion - is the advancement of an employee from one pos another with an increase in duties and responsibilities as authorized by law and usually accompanied by an increase in salary. ion to Psychosocial Atuibutes - refer to the characteristics or traits of a person, which involve both psychological and. social aspect: psychological includes the way he/she perceives things, ideas, beliefs, and understanding and how he/she acts and relates these things to others and in social situations. Qualification Standards - is a statement of the minimum qualifications for a position, which shall include education, experience, training, civil service eligibility, physical fitness and characteristics, and other personal qualities and traits required in the performance of the job. Qualified Nextin-Rank ~ refers to an employee appointed on a permanent status to a position nextin-rank to the vacancy: as reflected in the SRP approved by the head of agency and. who meets the requirements for appointment to!the next higher position. Second Level Positions - shall include professional, technical, and scientific positions which involve professional, technical, and scientific work in a non-supervisory or supervisory capacity requiring at least four (4) years of college studi up to Division Chief level or its equivalent. bof27Selection Line-up - is a listing of incumbents of positions nextin-rank to a vacancy as well as those who, though not nextin-rank are deemed qualified and competent for consideration to a vacancy which includes, but not limited to, the comparative information of their education, experience, training, civil service eligibility, performance rating (if applicable), relevant work accomplishments, physical characteristics, psychosocial attributes, personality traits and potential. Superior Qualifi tions - shall mean an outstanding relevant work experience and specialized academic preparation or training appropriate for the position to be filled. It shall include an outstanding performance representing an extraordinary level of achievement and commitment in terms of quality and time, technical knowledge and skill, ingenuity, creativity and initiative, and demonstration of exceptional Job mastery and potential in major areas of responsibility. System of Ranking Positions - Or SRP, is the hierarchical arrangement of positions from highest to lowest which shall be a guide in determining which position is nextin-rank. (See Annex A) ‘Top-Ranking Candidates - shall refer to the candidates who met the overall cut-off score based on comparative assessment and made it to the final ranking who are deemed most qualified for appointment.