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WHEREAS, the Audit Code of the Philippines (PD 1445), the Administrative Code, the
Philippine Civil Service Law (PD 807), and the CSC Omnibus Rules lend guidance and support
to this concern of the Commission;
NOW, THEREFORE, the Commission Proper Resolves, as it does hereby resolve, that
the COA Merit Promotion Plan (MPP) herein stated be adopted and made operational.
1.1 Establish recruitment and promotion system based on merit and fitness;
1.2 Sustain fairness, consistency, and objectivity in the selection and promotion of
personnel; and
1.3 Create equal opportunities for personnel development and career mobility to all
personnel within the Commission.
2. SCOPE
This Plan shall serve all COA officials and employees classified under the first
and second levels of the career service in the Commission.
2.1.1 Recruitment - hiring of an outsider to serve for the first time the
Commission.
2.1.4 Plantilla or Staffing Pattern - manning structure of COA offices, audit unit,
audit group, & audit team based primarily on work load requirements.
2.1.6 First Level - includes clerical, trades and crafts, and custodial service
positions which involve sub-professional work in a non-supervisory or
supervisory capacity requiring less than four (4) years of collegiate
studies.
2.1.8 Position Groupings - refers to the various position titles falling under a
particular position or occupational group.
State Auditor V
State Auditor IV
State Auditor III
State Auditor II
State Auditor I
2.1.14 Open Position - refers 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 laterally/vertical entry.
3. GENERAL POLICIES
3.1 Merit, fitness, and competency shall be the bases of personnel action in
recruitment and promotion.
3.2 Recruitment and promotional actions shall always be transparent, fair, and
objective.
3.3 Open, professional, and competitive procedures shall be used to determine the
best qualified candidate to fill the position.
3.4 Government employment in the career service shall be open to qualified Filipino
citizens and shall attract the best qualified candidates.
4. SPECIFIC GUIDELINES
4.1 All COA offices, units, and audit groups shall have and maintain Plantilla of
personnel positions for effective delivery of audit and other services. Positions
allotted to the region, office or operating area (i.e. NGAO and LGAO in Metro
Manila) shall be maintained and used only within these places.
4.2 The Pool of position items as a practice shall remain operational solely for the
purpose of meeting the manpower needs and effectiveness management of the
office. It shall be effected in the following manner.
4.3a. The COA Qualification Standards and other determinants of sound personnel
management shall be used to ensure effective recruitment and promotion
processes.
b. Employee who holds a next-on-rank position and qualified for promotion shall be
considered for appointment to the next higher vacant position.
4.4 Promotional movement shall be allowed up to one (1) rank higher position.
4.5 The Commission Proper may promote an employee who is not next-in-rank in
case of the in-depth selection in accordance with the prescribed requirements.
4.8 Employee on a scholarship grant either here or abroad may be considered for
promotion.
4.9 The two (2) immediately preceding performance ratings prior to the
recommendation shall be used for the purpose of evaluation and ranking.
Immediate Concurring
Recommendee Supervisor Recommendation
FACTORS WEIGHTS
Performance 50%
Education 10%) In excess of the minimum
Training 9%) requirements of COA
Experience 7%) Q.S.
Proficiency Exams 10%
Physical Characteristic
& Personality Traits 2%
Potential 12% -To be evaluated and
determined by the
Commission Proper as the
appointing authority.
Supervisors may be required
to provide necessary
information.
------
100%
====
5.1.3.2 For streamlining appointments the following criteria shall apply:
b. Regular Streamlining
Appointments Appointments
Degree Points Points
---------- ------------------- -------------------
Doctorate Degree 10 20
Masteral Degree 9 18
LLB 8 17
BSC Accounting 7 16
Other BSC Major 6 15
Engineering 6 15
Other relevant under- 5 14
graduate degree
relevant to position
All academic units 2 7
earned toward any
of these courses but
not less than 21 units
Regular Streamlining
Yrs. of Appointments Appointments
Experience Points Points
--------------- ------------------ -----------------
12 - above 7 6
10 - 11 6 5
8- 9 5 4
6- 7 4 3
1- 5 3 2
5.1.4.1 Using the criteria stated above, all personnel belonging to the
same position (1st level positions - office/unit wide; 2nd level
positions - province/region wide) shall be evaluated and ranked
from the highest to the lowest every semester. This shall be the
basis for the recommendation of the Directors.
1 First ........ 3
3 First ........ 7
5 First ........11
6 First ........13
10 First ........21
20 First ........41
5.1.4.4 The Commission Proper shall select from this submitted list of
contenders their appropriate choice for appointment to the
vacant position.
5.1.5.1 Composition -
Central office
The Commission Proper shall assess the merits of the recommendation of the
Central/Regional SPB and select the contender deemed best qualified for the position.
The Personnel Recruitment Placement and Promotions Division (PRPPD), Human
Resource Management Office (HRMO) shall prepare the appointment upon the direction
of the Commission Proper.
6.1 The Central SPB shall submit to the Commission Proper the evaluated papers of
the recommendees in accordance with the No. 5.1.4.3 (p.10).
7.2 The PRPPD, HRMO shall submit the appointment to the Civil Service
Commission (CSC) for approval. All approved appointments shall be released to
the appointee through the Director. The PRPPD shall be furnished certificate of
the employee's assumption of office.
a. The position contested including its item number and the salary per
annum of both the protestant and the protestee;
b. The full name, office, position and salary per annum of both the protestant
and the protestee;
a. The protest shall be filed in triplicate within fifteen (15) days from notice of
the issuance of the appointment or promotion to the Commission Proper
thru the COA SPB. Failure to file a protest within the prescribed period
shall be deemed a waiver of one's right and no protest shall thereafter be
entertained.
b. The SPB shall secure the comment of the recommending authority within
three (3) days from receipt of the protest. The comment shall be made
within five (5) days. Upon failure on the part of the recommending
authority to file his comment, the case shall be decided on the basis of
the records at hand.
c. The Commission Proper shall decide a protest case within sixty (60) days
from receipt of the protest.
10. RESPONSIBILITY
The PRPPD, Human Resource Management Office, shall be responsible for the
publication and dissemination of this MPP to all COA personnel after its approval by the
Civil Service Commission.
11. APPLICABILITY
The guidelines prescribed herein shall apply to all COA career positions.
All issuances by this Commission which are inconsistent herewith are hereby
deemed repealed or modified accordingly.
13. EFFECTIVELY
This Merit Promotion Plan shall take effect upon its approval thereof by the Civil
Service Commission. Any subsequent changes in, or amendments to this Merit and
Promotion Plan shall be subject to the approval of the Civil Service Commission and
shall take effect six (6) months from the date of the approval.