Question Promotion

Question regarding the VS requirement for promotions, is the system really for the non demoralization of employees or is it for the purpose of promoting people close to the boss? Is it truly objective or is it subjective? Does the CSC put up ample safeguards to maintain the objectivity of the system of rating?

I am a very competent government employee and because of my undeserved satisfactory rating I am constrained to move to any higher position, how could this be remedied? Without me sucking up to the boss.

Dear Mr. Laurence,

This refers to your query on whether CSC has measures/processes to maintain the objectivity of the rating system of government agencies.

Please be informed that the Commission does not render opinions or rulings on issues that may eventually be the subject of a complaint or appeal before it. This is so especially when there are material facts necessary to the judicious adjudication of the issue which are not fully represented or substantiated as in this case.

Nonetheless, your attention is invited to Civil Service Commission Memorandum Circular No. 6, s. 2012 (Guidelines in the Establishment and Implementation of Agency Strategic Performance Management System (SPMS) dated March 19, 2012 which provides, as follows:

x x x

“GUIDELINES IN THE ESTABLISHMENT AND IMPLEMENTATION OF AGENCY
STRATEGIC PERFORMANCE MANAGEMENT SYSTEM

PART 1: THE SPMS

“II. The SPMS Concept

“The SPMS is focused on linking individual performance vis-à-vis the agency’s organizational vision, mission, strategy goals. It is envisioned as a technology composed of
strategies, methods and tools for ensuring fulfillment of the function of the offices and its personnel as well as for assessing the accomplishment.

“It is a mechanism that ensures that the employee achieves the objectives set by the organization and the organization, on the other hand, achieves the objectives that it has set
itself in its strategic plan.

x x x

“PART 3: Miscellaneous Provisions

x x x

“III. Appeals

"b. Individual employees who feel aggrieved or dissatisfied with their final performance rating can file an appeal with the PMT within ten (10 days from the date of receipt of notice of
their final performance evaluation rating from the Head of Office. xxx
" c.The PMT shall decide on the appeals within one (1) month from receipt.

"Appeals lodged at any PMT shall follow hierarchical jurisdiction of various PMTs in an agency. For example, the decision of the Provincial PMT is appealable to the Regional PMT
which decision is in turn appealable to the National/Central Office PMT.

"The decision of the PMT in the Central Office or Departments may be appealed to the head of office.

x x x

Additionally, Section 95, Rule IX of the 2017 Omnibus Rules on Appointments and Other Human Resource Actions (2017 ORAOHRA) provides the following;

“Sec. 95. An employee should have obtained at least Very Satisfactory performance rating in the last rating period prior to the assessment or screening for promotion or transfer.

“The performance rating of at least Very Satisfactory (VS) in the last rating period shall not be required for promotion from first to second level entry positions.”


We hope we have assisted you on the matter. Thank you.