Recruitment, Selection and Placement

System:

RSP-G-Policy

System Level II RSP-G-S2.1

The Agency's RSP policies and/or processes are customized to Agency's requirements, and include specific guidelines in the application of equal employments opportunity principles.

Evidences (ER)

ER 1.1 - MSP for Teaching

ER 1.2 - MSP for Non-Teaching

ER 1.3 - Faculty Manual

ER 1.4 - Administrative Manual

ER 1.5 - HR Plan and Policies

ER 1.6 - Review & Compliance Procedure in the Filing and Submission of SALN

ER 1.7 - 2017 Omnibus Rules on Appointments and Other Human Resource Actions

System Level III RSP-G-S3.1

The Agency’s RSP policies and processes clearly define link with other core HRM areas (i.e. L&D, R&R and PM).

Evidences (ER)

ER 1.1 -

RSP-G-Structure and Roles

System Level II RSP-G-S2.2

The Agency has a PSB that performs additional functions to address specific RSP needs (e.g., formulates customized screening criteria, guidelines and tools).

Evidences (ER)

ER 1.1 - Office Order No. 17 s. 2021 - Creation and Composition of HRMPSB for Non-Teaching Personnel

ER 1.2 - Office Order No. 18 s. 2021 - Creation and Composition of HRMPSB for Teaching Personnel

ER 1.3 - BOR No. _ s. 202_ - BiPSU Organizational Structure

ER 1.4 - BOR Resolution No. 32 Series of 2021 - Approving the Revised Faculty Manual

System Level III RSP-G-S3.2

The Agency has a PSB that collaborates with HRMO, managers/ supervisors and other HR bodies in strengthening link between RSP and other core HRM areas.

Evidences (ER)

ER 1.1 -

RSP-G-Review Mechanisms

System Level II RSP-G-S2.3

The Agency tracks efficiency of RSP processes, and uses data to improve system:

• Turn-around time (i.e., time to source and fill up vacant positions)

• Cost of sourcing and hiring/ placement

Evidences (ER)

ER 1.1 -

System Level III RSP-G-S3.3

The Agency tracks effectiveness of RSP processes, and uses data to improve system:

• Profile of applicants (including data on gender, disability, civil status, religion, ethnicity, etc.)

• Performance at the end of the probationary period

• Workforce diversity (data on gender, disability, civil status, religion, ethnicity, etc.)

• Turnover rate

• Documented and analyzed exit interview

Evidences (ER)

ER 1.1 -

RSP-G-Information and Communication (Use of Technology)

System Level II RSP-G-S2.4

The Agency uses a computer-based system to maintain RSP data and documents.

Evidences (ER)

ER 1.1 -

System Level III RSP-G-S3.4

The Agency maintains a Human Resource Information System that shows link between RSP and other core HRM areas (i.e., L&D, PM and R&R).

Evidences (ER)

ER 1.1 -

RSP-G-Information and Communication (Database Content)

System Level II RSP-G-S2.5

The Agency maintains documentation and records on:

• RSP process flow

• System review data on RSP efficiency

• System implementation (e.g., PSB minutes of meetings deliberations, comparative assessment data, selection criteria, etc.)

Evidences (ER)

ER 1.1 -

System Level III RSP-G-S3.5

The Agency maintains documentation and records on:

• System review data on RSP effectiveness

• RSP policy and process flow showing link to other core HRM areas

Evidences (ER)

ER 1.1 -

Practices:

RSP-G-Policy

Practices Level II RSP-G-P2.1

The Promotion and Selection Board (PSB) and managers/supervisors can describe/explain how Agency’s RSP policies and processes meet its recruitment, selection and placement requirements.

Evidences (ER)

ER 1.1 -

Practices Level III RSP-G-P3.1

The top management can describe/explain how they are involved in linking the Agency’s RSP policies and processes with other core HRM areas.

Evidences (ER)

ER 1.1 -

RSP-G-Structure and Roles

Practices Level II RSP-G-P2.2

The PSB and managers/supervisors can describe/explain the functions of the board and how it evaluates candidates to ensure selection of qualified candidates.

Evidences (ER)

ER 1.1 -

Practices Level III RSP-G-P3.2

The top management can cite examples of how they have used information generated by other core HRM areas (e.g., performance data) in making RSP decisions.

Evidences (ER)

ER 1.1 -

RSP-G-Review Mechanisms

Practices Level II RSP-G-P2.3

The PSB and managers/supervisors can describe/explain how the Agency tracks the efficiency of RSP processes, and uses data to improve system.

Evidences (ER)

ER 1.1 -

Practices Level III RSP-G-P3.3

The top management can describe/explain how the Agency tracks the effectiveness of RSP processes, and uses data to improve system.

Evidences (ER)

ER 1.1 -

RSP-G-Information and Communication (Use of Technology)

Practices Level II RSP-G-P2.4

The PSB and managers/supervisors can describe/explain the computer-based system used to maintain RSP data and documents.

Evidences (ER)

ER 1.1 -

Practices Level III RSP-G-P3.4

The top management can explain how the Agency Human Resource Information System links RSP and other core HRM areas.

Evidences (ER)

ER 1.1 -

RSP-G-Information and Communication (Database Content)

Practices Level II RSP-G-P2.5

The PSB and managers/supervisors can describe/explain that the agency maintains documentation and records on:

• RSP process flow

• System review data on RSP efficiency

• System implementation (e.g., PSB minutes of meetings deliberations, comparative assessment data, selection criteria, etc.)

Evidences (ER)

ER 1.1 -

Practices Level III RSP-G-P3.5

The top management can describe/explain how they can participate in providing inputs and accessing data in the system.

Evidences (ER)

ER 1.1 -

Competencies:

RSP-G-Policy Review and Formulation

Competencies Level II RSP-G-C2.1

Reviews and enhances RSP policies, policy guidelines and/or processes to meet agency requirements and promote equal employment opportunity principles, in collaboration with the PSB, managers/supervisors and top management.

Evidences (ER)

ER 1.1 -

Competencies Level II RSP-G-C3.1

Develops RSP policies, policy guidelines and/or processes that clearly define link with other core HRM areas, in collaboration with the PSB, managers/supervisors and top management.

Evidences (ER)

ER 1.1 -

RSP-G-System Review

Competencies Level II RSP-G-C2.2

Tracks and analyses efficiency of RSP processes and uses data to improve or recommend improvements in RSP policies/policy guidelines and their execution, in collaboration with the PSB, managers/ supervisors and top management.

Evidences (ER)

ER 1.1 -

Competencies Level II RSP-G-C3.2

Tracks and analyses effectiveness of RSP processes its linkages with other HR core systems and uses data to improve RSP policies/policy guidelines and their execution, in collaboration with the PSB, managers/ supervisors and top management

Evidences (ER)

ER 1.1 -

RSP-G-Competency Modelling

Competencies Level II RSP-G-C2.3

Identifies and/or applies competencies and corresponding key behaviours required for an employee to deliver excellent performance in specific jobs

Evidences (ER)

ER 1.1 -

Competencies Level II RSP-G-C3.3

Develops and/or applies competency models with rubrics that can be used to determine proficiency level required for specific jobs and job families.

Evidences (ER)

ER 1.1 -

RSP-G-Use of Technology

Competencies Level II RSP-G-C2.3

Uses computer-based records and data management system to maintain RSP data and documents

Evidences (ER)

ER 1.1 -

Competencies Level II RSP-G-C3.3

Maintains an Information Management System that shows link between RSP and other core HRM areas (i.e., L&D, PMS and R&R).

Evidences (ER)

ER 1.1 -

RSP-G-Communication

Competencies Level II RSP-G-C2.3

Updates everyone in the Agency on RSP system and processes, and provides system review data to top management, managers/ supervisors and the PSB

Evidences (ER)

ER 1.1 -

Competencies Level II RSP-G-C3.3

Develops and implements a communication plan to generate buy-in and engagement of everyone in developing and executing RSP programs and processes

Evidences (ER)

ER 1.1 -

System:

RSP-TP-Staffing/ Workforce Plan

System Level II RSP-TP-S2.1

The Agency has an updated staffing plan reflecting recommended staffing modifications (e.g., deployment, conversion of positions, reclassification) based on planned annual HR needs.

Evidences (ER)

ER 1.1 -

System Level III RSP-G-S3.1

The Agency has a workforce plan to meet medium-term (2-3 years) HR needs. It includes workforce diversity analysis of the Agency’s staffing (i.e., male-female ratio, age, information on disability, civil status, ethnicity, religion, etc.) in the last 2-3 years that is used to develop RSP strategies to promote workforce diversity and uphold equal opportunity principles.

Evidences (ER)

ER 1.1 -

Practices:

RSP-TP-Staffing/ Workforce Plan

Practices Level II RSP-TP-P2.1

The managers/supervisors can describe/explain how the Agency’s annual staffing plan supports their organizational unit’s objectives.

Evidences (ER)

ER 1.1 -

Practices Level III RSP-TP-P3.1

The top management can explain their involvement in developing medium-term (2-3 years) workforce plan that includes approaches for promoting workforce diversity and upholding equal opportunity principles.

Evidences (ER)

ER 1.1 -

Competencies:

RSP-TP-Workforce Planning

Competencies Level II RSP-TP-C2.1

Reviews and recommends staffing modification based on planned annual HR needs, in collaboration with top management and managers/ supervisors

Evidences (ER)

ER 1.1 -

Competencies Level III RSP-TP-C3.1

Develops RSP policies, policy guidelines and/or processes that clearly define link with other core HRM areas, in collaboration with the PSB, managers/supervisors and top management.

Evidences (ER)

ER 1.1 -

RSP-TP-Application of Equal Employment Opportunity Principles (EEOP)

Competencies Level II RSP-TP-C2.2

Applies national policies on Gender and Development, Persons with Disability, Indigenous Peoples and other related workforce diversity issuances in updating staffing plan

Evidences (ER)

ER 1.1 -

Competencies Level III RSP-TP-C3.2

Analyses and integrates Agency’s workforce diversity profiles (e.g., male-female ratio, PWD, etc.), sets targets, and develops strategies to improve workforce diversity in the Agency’s medium-term (2-3 years) workforce plan

Evidences (ER)

ER 1.1 -

Faculty Needs SY. 2021-2022

• School of Arts and Sciences

• School of Criminal Justice Education

• School of Engineering

• School of Management Education

• School of Nursing and Health Sciences

• School of Teacher Education

• School of Technology and Computer Studies

System:

RSP-TS-Recruitment Plan

System Level II RSP-TS-S2.1

The Agency has a Recruitment Plan based on anticipated vacancies within the year and includes possible candidate sources (e.g., qualified next in rank employees as well as submitted applications, referrals, etc.)

Evidences (ER)

ER 1.1 -

System Level III RSP-TS-S3.1

The Agency has a Recruitment Plan that supports the medium-term (2-3 years) workforce plan, which is reviewed annually to ensure responsiveness.

Evidences (ER)

ER 1.1 -

RSP-TS-Talent Attraction

System Level II RSP-TS-S2.2

The Agency recruits possible candidates for existing and anticipated vacancies within the year through posting in other appropriate publication modes (e.g., CSC bulletin of vacancies, newspapers, Agency website, social networking, etc.).

Evidences (ER)

ER 1.1 -

System Level III RSP-TS-S3.2

The Agency attracts possible candidates through proactive recruitment activities (e.g., job fairs, campus recruitment, use of databases of relevant agencies like CSC’s Register of Eligibles, Professional Regulation Commission, professional associations, etc.) to build a talent bank that supports the medium term workforce plan.

Evidences (ER)

ER 1.1 -

RSP-TS-Equal Employment Opportunity Principles (EEOP)

System Level II RSP-TS-S2.3

The Agency’s annual recruitment activities are planned to attract diverse applicants regardless of gender, civil status, disability, ethnicity, religion, etc.

Evidences (ER)

ER 1.1 -

System Level III RSP-TS-S3.3

The analysis of the Agency’s applicant diversity profile in the last 2-3 years is used to develop strategies to attract diverse applicants.

Evidences (ER)

ER 1.1 -

Practices:

RSP-TS-Recruitment Plan

Practices Level II RSP-TS-P2.1

The managers/supervisors can describe/explain how the Agency’s Recruitment Plan meets anticipated vacancies for the year.

Evidences (ER)

ER 1.1 -

Practices Level III RSP-TS-P3.1

The top management can describe/explain their involvement in planning recruitment of candidates for vital and hard-to-fill positions for the medium term (2-3 years).

Evidences (ER)

ER 1.1 -

RSP-TS-Talent Attraction

Practices Level II RSP-TS-P2.2

The managers/supervisors can describe/explain how candidates are sourced.

Evidences (ER)

ER 1.1 -

Practices Level III RSP-TS-P3.2

The top management can describe/explain how they are involved in attracting possible candidates through various recruitment activities to support the medium-term workforce plan.

Evidences (ER)

ER 1.1 - Publication

RSP-TS-Equal Employment Opportunity Principles (EEOP)

Practices Level II RSP-TS-P2.3

The managers/supervisors can describe/explain how the Agency’s recruitment strategies attract diverse applicants and uphold equal employment opportunity principles.

Evidences (ER)

ER 1.1 -

Practices Level III RSP-TS-P3.3

The top management can describe/explain how they are involved in determining and implementing approaches that would attract diverse applicants to job vacancies.

Evidences (ER)

ER 1.1 -

Competencies:

RSP-TS-Recruitment Planning

Competencies Level II RSP-TS-C2.1

Develops a Recruitment Plan that includes internal and external sources, based on anticipated vacancies within the year, in collaboration with managers/ supervisors of offices with anticipated vacancies.

Evidences (ER)

ER 1.1 -

Competencies Level III RSP-TS-C3.1

Develops a Recruitment Plan that supports the medium-term (2-3 years) workforce plan, in collaboration with top management and managers/ supervisors.

Evidences (ER)

ER 1.1 -

RSP-TS-Talent Attraction

Competencies Level II RSP-TS-C2.2

Develops notice of vacancies that attracts diverse applicants and initiates posting in other appropriate publication modes (e.g., CSC bulletin of vacancies, newspapers, Agency website, social networking, etc.).

Evidences (ER)

ER 1.1 -

Competencies Level III RSP-TS-C3.2

Develops and implements proactive recruitment activities (e.g., job fairs, campus recruitment, use of databases of relevant agencies like CSC’s Register of Eligibles, Professional Regulation Commission, professional associations, etc.) to attract diverse potential candidates for talent banking to support medium-term workforce plan

Evidences (ER)

ER 1.1 -

System:

RSP-TSP-Selection Criteria

System Level II RSP-TSP-S2.1

The Agency’s selection criteria are based on updated job description and approved/prescribed Qualification Standards specific for the position to be filled.

Evidences (ER)

ER 1.1 -

System Level III RSP-TSP-S3.1

The Agency’s selection criteria are based on competency-based job description and approved Qualification Standards specific for the position to be filled.

Evidences (ER)

ER 1.1 -

RSP-TSP-Assessment and Selection Process

System Level II RSP-TSP-S2.2

The assessment and selection process uses appropriate additional tools to evaluate candidate’s functional/technical qualifications for the job (e.g., trade test, paper and pencil test of functional knowledge, etc.), and background investigation for short-listed candidates.

Evidences (ER)

ER 1.1 -

System Level III RSP-TSP-S3.2

The assessment and selection process uses appropriate additional tools to evaluate candidates against competency requirements for the position (e.g., behavioral events interview, proficiency test, etc.).

Evidences (ER)

ER 1.1 -

RSP-TSP-Equal Employment Opportunity Principles (EEOP)

System Level II RSP-TSP-S2.3

The Agency’s assessment and selection criteria processes are responsive to applicants with special needs (e.g., auxiliary aids* and services to visually or hearing impaired).

Evidences (ER)

ER 1.1 -

System Level III RSP-TSP-S3.3

The Agency’s assessment and selection criteria and processes consider equal employment opportunity principles (e.g., affirmative action) where candidates possess comparable competencies.

Evidences (ER)

ER 1.1 -

RSP-TSP-Onboarding

System Level II RSP-TSP-S2.4

The Agency has an orientation program that helps employees understand performance expectations, reporting relationships and information networks needed to perform job.

Evidences (ER)

ER 1.1 -

System Level III RSP-TSP-S3.4

The Agency implements and evaluates a 3-6 month onboarding program to establish and strengthen interpersonal and organizational relationships to facilitate adjustment and immersion into the new work environment and organization.

Evidences (ER)

ER 1.1 -

Practices:

RSP-TSP-Selection Criteria

Practices Level II RSP-TSP-P2.1

The PSB and managers/supervisors can describe/explain the Agency’s approved/prescribed Qualification Standards and updated job descriptions for positions that were recently filled up (i.e., past year).

Evidences (ER)

ER 1.1 -

Practices Level III RSP-TSP-P3.1

The top management can describe/explain how they were involved in developing the selection criteria for positions to be filled.

Evidences (ER)

ER 1.1 -

RSP-TSP-Assessment and Selection Process

Practices Level II RSP-TSP-P2.2

The PSB and managers/supervisors can describe/explain how candidates are evaluated vis-à-vis the approved/prescribed Qualification Standards and updated job descriptions.

Evidences (ER)

ER 1.1 -

Practices Level III RSP-TSP-P3.2

The top management can describe, explain or cite examples of how they apply competency-based assessment processes to evaluate candidates.

Evidences (ER)

ER 1.1 -

RSP-TSP-Equal Employment Opportunity Principles (EEOP)

Practices Level II RSP-TSP-P2.3

The PSB and managers/supervisors can cite examples of how the Agency’s assessment and selection criteria and processes promote equal opportunity for applicants regardless of gender, disability, civil status, ethnicity, religion, etc.

Evidences (ER)

ER 1.1 -

Practices Level III RSP-TSP-P3.3

The top management can describe/explain how they are involved in ensuring that the Agency’s assessment and selection criteria and processes consider equal employment opportunity principles.

Evidences (ER)

ER 1.1 -

RSP-TSP-Onboarding

Practices Level II RSP-TSP-P2.4

The managers/supervisors can explain how they orient new employees and employees new in their role about what are expected of them on the job and available information networks to help them in their new job.

Evidences (ER)

ER 1.1 -

Practices Level III RSP-TSP-P3.4

The top management can describe, explain or cite examples of how they have been involved in facilitating communication and information exchange to enable new hires and employees new in their role to appreciate their job in relation to other offices within the Agency.

Evidences (ER)

ER 1.1 -

Competencies:

RSP-TSP-Selection Criteria Development

Competencies Level II RSP-TSP-C2.1

Updates job description and develops specific Qualification Standards for a position to be filled

Evidences (ER)

ER 1.1 -

Competencies Level III RSP-TSP-C3.1

Develops competency-based job description and specific Qualification Standards for a position to be filled

Evidences (ER)

ER 1.1 -

RSP-TSP-Candidate Assessment and Selection

Competencies Level II RSP-TSP-C2.2

Develops/ acquires and uses appropriate assessment tools to evaluate candidate’s behavioral and functional/technical qualifications for the job (e.g., trade test, paper and pencil test of functional knowledge, etc.), and background investigation for short-listed candidates, in collaboration with the PSB and hiring managers/ supervisors

Evidences (ER)

ER 1.1 -

Competencies Level III RSP-TSP-C3.2

Develops/acquires and uses appropriate assessment tools to evaluate candidates against competency requirements for the position (e.g., behavioral events interview, technical proficiency test, etc.), in collaboration with the PSB and hiring managers/ supervisors.

Evidences (ER)

ER 1.1 -

RSP-TSP-Application of Equal Employment Opportunity Principles (EEOP)

Competencies Level II RSP-TSP-C2.3

Develops and applies assessment and selection processes that respond to applicants with special needs (e.g., auxiliary aids and services to visually or hearing impaired)

Evidences (ER)

ER 1.1 -

Competencies Level III RSP-TSP-C3.3

Develops/acquires and applies assessment and selection criteria and processes that consider equal employment opportunity principles (e.g., affirmative action) where candidates possess comparable competencies, guided by a targeted workforce diversity profile.

Evidences (ER)

ER 1.1 -

RSP-TSP-Onboarding Program Management

Competencies Level II RSP-TSP-C2.4

Develops and implements an orientation program that helps employees understand performance expectations and information networks in collaboration with managers/ supervisors

Evidences (ER)

ER 1.1 -

Competencies Level III RSP-TSP-C3.4

Develops, implements and evaluates a 3-6 month Onboarding Program to help employees establish and strengthen interpersonal and organizational relationships to facilitate adjustment and immersion into the new work environment and organization

Evidences (ER)

ER 1.1 -