Civil Service Commission (CSC) Memorandum Circular Nos. 1, (October 29, 2013), 2, s. 2010 (February 4, 2013), 14 (July 3, 2013) 22 (November 7, 2013), 23 (November 18, 2013), 25 (November 29, 2013), and 40 (November 29, 2013)

December 16, 2013 BIR MEMORANDUM TO : All Revenue Officials and Employees Concerned SUBJECT : Civil Service Commission (CSC) Memorandum Circular Nos. 1, n (October 29, 2013), 2, s. 2010 (February 4, 2013), n 14 (July 3, 2013) 22 (November 7, 2013), 23 (November 18, 2013), 25 (November 29, 2013), and 40 (November 29, 2013) n For the information and guidance of all concerned, please disseminate in all Bureau Offices the attached copy of the Memorandum signed by Chairman Francisco T. Duque III, MD, MSc, Civil Service Commission (CSC), relative to the above-mentioned subject matter. You are enjoined to post a copy of this memo together with its attachments in your Office Bulletin Board or in a conspicuous place within your Office to ensure that it shall be given the most extensive publicity possible. (SGD.) CELIA C. KING Deputy Commissioner Resource Management Group ATTACHMENT February 4, 2010 CSC MEMORANDUM CIRCULAR NO. 02-10 TO : All Heads of Constitutional Bodies, Departments, Bureaus and Agencies of the National Government, Local Government Units, Government-Owned and/or Controlled Corporations, and State Colleges and Universities SUBJECT : Database of Individuals Barred from Entering Government Service and Taking Civil Service Examinations (DIBAR) In Memorandum Circular No. 17, s. 2006, the CSC has reiterated the provision of CSC Resolution No. 050132 as implemented by CSC MC No. 5, s. 2005, requiring all government offices to submit to the CSC, through its regional offices, copies of their administrative decision/resolutions/orders dismissing government personnel from the service which have become final and executory, together with the DIBAR report in the prescribed format. Data on these dismissed employees are included in the DIBAR . The following enhancements are being issued to ease accomplishment and facilitate submission of the DIBAR reports: 1. The DIBAR report format has been revised as follows: a. The columns on Profession and Type of Exam Irregularity Involved have been deleted to reduce the number of required data for inputting in the DIBAR. However, for examination-related cases, the data on the latter such as cheating, codigo , impersonation, employing a poste , collusion, examinee number switching, possession of fake eligibility, use of fake eligibility, unauthorized possession of examination-related materials, as well as other important data not falling under either of the columns provided in the report shall be indicated under the Remarks column. b. Certain headings shall be lumped under one column to simplify the form. These new columns are: CSIHDA Date and place of birth Eligibility and rating Place and Date of Exam Document type, number and date 2. For clarity and accuracy, the month of the dates required in the report shall be written in word, abbreviated as necessary. E.g., Oct. 24, 1964 or May 24, 1964. 3. The DIBAR report shall be certified by the Chief/Head of the Division, and approved by the Head of the Department/Office. 4. The Civil Service Commission Regional Offices (CSCROs) shall forward the reports and attachments submitted by the agencies under their jurisdiction together with their internal DIBAR report with attachments to the CSC Central Office (CSCCO) every 15th working day of the succeeding month. 5. DIBAR reports which do not contain data or where "none" is indicated may be submitted electronically through email without the need of submitting the hardcopies, as applicable. The agencies' reports with no data need not be forwarded by the CSCROs to the CSCCO but shall be indicated in the DIBAR Monitoring Report mentioned in Item No. 6 below. 6. To monitor compliance with the submission of DIBAR reports, the CSCROs shall accomplish the DIBAR Monitoring Report form to be submitted to the CSCCO together with the DIBAR reports. Attached are copies of the revised DIBAR Report and the DIBAR Monitoring Report forms. (SGD.) FRANCISCO T. DUQUE III, MD, MSc Chairman ATTACHMENT (sample) IRMO DIBAR FORM 1 (sample) IRMO DIBAR FORM 2 July 3, 2013 CSC MEMORANDUM CIRCULAR NO. 14-13 TO : All Heads of Constitutional Bodies; Departments, Bureaus and Agencies of the National Government; Local Government Units; Government-Owned and Controlled Corporations with Original Charters; and State Universities and Colleges SUBJECT : Clarification on the Qualification Requirements for Appointment to Executive/Managerial Positions in the Second Level Pursuant to CSC Resolution No. 1300979 promulgated on May 17, 2013, the Commission adopts the following policies on the qualification requirements for appointment to executive/managerial positions in the second level: 1. The Career Executive Service (CES) and Career Service Executive (CSE) eligibilities are considered as sufficient for permanent appointment to division chief and executive/managerial positions in lieu of the master's degree requirement, provided that the experience and training requirements are also met. 2. RA 1080 eligibles shall be exempt from the master's degree requirement for division chief and executive/managerial positions the duties and responsibilities of which involve practice of profession or belong to the same occupational group or functionally related positions as that of the professions regulated by bar or board laws. 3. Completion of the degrees of Bachelor of Laws and Doctor of Medicine from a CHED-recognized institution shall be considered appropriate education for appointment to division chief and executive/managerial positions or other positions requiring a master's degree the duties of which do not involve practice of profession covered by bar/board laws. DTAcIa The above policies shall supplement Item No. 2 of CSC MC No. 13, s. 2011 on the Policies for Executive/Managerial Positions in the Second Level. This Memorandum Circular shall take effect immediately. (SGD.) FRANCISCO T. DUQUE III, MD, MSc Chairman * CSC Resolution No. 1300979 was promulgated on May 17, 2013 and published in Philippine Star on June 12, 2013. May 17, 2013 CSC RESOLUTION NO. 1300979 QUALIFICATION STANDARDS RE: CLARIFICATION ON THE QUALIFICATION REQUIREMENTS FOR APPOINTMENT TO EXECUTIVE/MANAGERIAL POSITIONS IN THE SECOND LEVEL WHEREAS, Section 3, Article IX (B) of the 1987 Philippine Constitution provides that "The Civil Service Commission, as the central personnel agency of the Government, shall establish a career service and adopt measures to promote morale, efficiency, integrity, responsiveness, progressiveness, and courtesy in the civil service. It shall strengthen the merit and rewards system, integrate all human resources development programs for all levels and ranks, and institutionalize a management climate conducive to public accountability. . . . ;" WHEREAS, the Supreme Court in its ruling on CSC vs. Court of Appeals and Philippine Charity Sweepstakes Office (G.R. No. 185766, November 23, 2010), categorically pronounced and interpreted Section 7 (3), Title I Subsection A. Chapter 2, Book V of the Revised Administrative Code of 1987 (Executive Order No. 292) to mean that the Career Executive Service (CES) covers presidential appointees only; WHEREAS, through CSC Resolution No. 100623 dated March 29, 2010, the Commission recognized that there are career positions in the second level performing executive/managerial functions comparable to those covered by CES but are not appointed by the President of the Philippines; WHEREAS, in CSC Resolution No. 1100472 dated April 8, 2011 as circularized through CSC Memorandum Circular (MC) No. 13, s. 2011, the Commission adopted the Policies for Executive/Managerial Positions in the Second Level and enjoined agency heads to set the qualification requirements for appointment to executive/managerial position in the second level as follows: Education : Master's Degree Experience : Five (5) years of supervisory experience Training : 120 hours of managerial training Eligibility : Appropriate eligibility for second level positions Appropriate (RA 1080) Bar/Board (for positions involving practice of profession); WHEREAS, in CSC Resolution No. 061053 dated June 20, 2006 as circularized through CSC MC No. 14, s. 2006, the Commission considered the third level eligibilities as sufficient for permanent appointment to Division Chief position where the education requirement is a Master's degree; AaSIET WHEREAS, in CSC MC No. 17, s. 2005 dated September 22, 2005, the Commission clarified Policy 12 (a), Part II (On Education) of the Revised Policies on Qualification Standards which provides that RA 1080 eligibles shall be exempt from Master's degree requirement for Division Chief positions the duties and responsibilities of which involve practice of profession or belong to the same occupational group or functionally related positions as that of the professions regulated by bar or board laws; WHEREAS, the Commission has been receiving various requests for clarification on the applicability of the provisions of CSC MC No. 14, s. 2006 and CSC MC No. 17, s. 2005 to executive/managerial positions considering that there are third level eligibles and/or RA 1080 eligibles who are deemed ready and competent to hold higher responsibilities but cannot be appointed to executive/managerial positions for lack of the required Master's degree; WHEREFORE, the Commission RESOLVES, as it hereby RESOLVED to adopt the following policies: a. The Career Executive Service (CES) and Career Service Executive (CSE) eligibilities are considered as sufficient for permanent appointment to division chief and executive/managerial positions in lieu of the master's degree requirement, provided that the experience and training requirements are also met; b. RA 1080 eligibles shall be exempt from the master's degree requirement for division chief and executive/managerial positions the duties and responsibilities of which involve practice of profession or belong to the same occupational group or functionally related positions as that of the professions regulated by bar or board laws; c. Completion of the degrees of Bachelor of Laws and Doctor of Medicine from a CHED-recognized institution shall be considered appropriate education for appointment to division chief and executive/managerial positions or other positions requiring a master's degree the duties of which do not involve practice of profession covered by bar/board laws. These policies shall supplement Item No. 2 of CSC MC No. 13, s. 2011 on the Policies for Executive/Managerial Positions in the Second Level. This Resolution shall take effect after fifteen (15) days from its publication in a newspaper of general circulation. Quezon City. (SGD.) FRANCISCO T. DUQUE III Chairman (SGD.) ROBERT S. MARTINEZ Commissioner VACANT Commissioner Attested by: (SGD.) DOLORES B. BONIFACIO Director IV Commission Secretariat and Liaison Office October 29, 2013 CSC MEMORANDUM CIRCULAR NO. 21-13 TO : All Heads of Constitutional Bodies; Departments, Bureaus and Agencies of the National Government; Local Government Units; Government-Owned and Controlled Corporations with Original Charters; and State Universities and Colleges SUBJECT : Qualification Standards on Training Pursuant to CSC Resolution No. 1300981 promulgated on May 17, 2013, published at the Manila Times on August 24, 2013, the Commission adopts the following guidelines pertaining to the Qualification Standards on Training: 1. Training may be acquired from any of the following institutions: a. Any CSC accredited private-training institution; b. Government training institutions; c. Non-accredited private training institution offering training of highly technical/specialized nature; d. Local training institution that is internationally acclaimed for meeting the global standards of excellence in training; e. Institution recognized by Commission on Higher Education (CHED) as Center of Excellence (COE) or Development (COD); aTIEcA f. Foreign institution that offers training for scholarship purposes or for personal advancement of participants; or g. Other institutions that partner with the Civil Service Commission in building capabilities of civil servants. 2. Training acquired from any of the afore-mentioned institutions must be relevant to the position to be filled and aligned with the strategy map or development goal of the institution or organization. The Civil Service Institute shall post at the CSC website ( www.csc.gov.ph ) the list of CSC accredited training institutions which offer HROD and/or Leadership programs for the civil service. TCaADS This Memorandum Circular shall take effect immediately. (SGD.) FRANCISCO T. DUQUE III Chairman November 7, 2013 CSC MEMORANDUM CIRCULAR NO. 22-13 TO : Heads of Constitutional Bodies; Departments, Bureaus and Agencies of the National Government; Local Government Units; Government-Owned and Controlled Corporations with Original Charter; and State/Local Universities and Colleges SUBJECT : Amendment to CSC Resolution No. 1201763 (Revised Policies on the Grant of Honor Graduate Eligibility) As contained in CSC Resolution No. 1302214* promulgated on September 27, 2013, the Commission has resolved to amend CSC Resolution No. 1201763 dated October 11, 2012 (Revised Policies on the Grant of Honor Graduate Eligibility). As provided CSC Resolution No. 1302214 to be granted a Civil Service Eligibility pursuant to Presidential Decree No. 907, an individual must meet all of the following qualification requirements: 1. Must have graduated summa cum laude, magna cum laude , or cum laude , in his/her baccalaureate degree, regardless of the number of years of completion; 2. Must have graduated from school year 1972-1973, and thereafter; and 3. Must have graduated in: a. Private Higher Education Institution in the Philippines with baccalaureate/bachelor's degree recognized by the CHED; or b. State/Local College or University with baccalaureate/bachelor's degree included in its charter, or baccalaureate/bachelor's degree duly approved by its Board of Trustees/Board of Regents. DHECac Applicants shall submit CS Form 101-D (Revised, September 2013), together with the general and specific documentary requirements to the CSC Regional Office (RO)/Field Office (FO) having jurisdiction over the university/college where the applicant has graduated, or to the nearest CSCRO/FO where the applicant is currently based. For the guidance of all concerned. (SGD.) FRANCISCO T. DUQUE III Chairman ATTACHMENT Application for Grant of Eligibility Pursuant to P.D. No. 907 Footnotes * Published in the Manila Times on October 18, 2013 and effective on November 2, 2013. November 18, 2013 CSC MEMORANDUM CIRCULAR NO. 23-13 TO : Heads of Constitutional Bodies, Departments, Bureaus, and Agencies of the National Government; Local Government Units; Government-Owned and Controlled Corporations with Original Charter; and State Universities and Colleges SUBJECT : Alternative Work Arrangements for Government Employees Affected by Typhoon Yolanda CSC Memorandum Circular No. 2, s. 2012 provides for a 5-day emergency leave to government employees affected by natural calamities/disasters. However, considering the devastation wrought by Typhoon Yolanda, such leave may not be enough to address the situation in areas affected by said typhoon. Thus, cognizant of the need of affected government personnel to have time to begin the process of recovery and rehabilitation and of the need to resume the delivery of government services, the Civil Service Commission adopts the following alternative work arrangements pursuant to CSC Resolution No. 1302542 dated November 18, 2013 to address the concerns of government personnel in relation to the performance of their official functions: 1. Government employees in the areas severely affected by Typhoon Yolanda may be exempted from work, with pay, to commence from the first working day following the onslaught of the typhoon until such time that conditions in the area have normalized or as may be determined by the head of agency; Heads of government agencies in the affected areas shall take full responsibility for the grant of work exemption, including the period covered and verification of the employee's eligibility to be granted thereof; TaIHEA For this purpose, concerned government personnel should make known to their agency heads that they would seek exemption from work; 2. In instances wherein operations may be immediately restored, albeit partially, agency heads may require employees to work on rotation basis to help in restoring their agency's operations or to help in relief and rehabilitation efforts in the area; 3. In instances wherein it is physically impossible for employees to resume work in their designated stations ( e.g. , offices/work stations completely destroyed), employees may be temporarily assigned to work in the nearest regional/field office or attached agency or to other agencies in the area, upon coordination with concerned agencies, to help in the immediate restoration of public services for the people; 4. Heads of agencies shall take steps to properly record work arrangements adopted for their personnel; and, 5. Any and all issues arising from the implementation of this resolution shall be directed to the CSC Regional Office concerned. CSC Resolution No. 1302542 dated November 18, 2013 shall take effect immediately and shall remain in force until revoked by the Commission. (SGD.) FRANCISCO T. DUQUE III, MD, MSc Chairman ATTACHMENT November 18, 2013 CSC RESOLUTION NO. 1302542 WORK ARRANGEMENTS FOR GOVERNMENT EMPLOYEES AFFECTED BY TYPHOON YOLANDA WHEREAS, it is a declared policy of the State to uphold the people's constitutional rights to life, health, safety and property and to promote the general welfare of its people at all times, especially during disasters and calamities; WHEREAS, Section 3, Article IX-B of the 1987 Philippine Constitution provides that the Civil Service Commission, as the central human resource institution of the Government, shall adopt measures to promote morale, efficiency, integrity, responsiveness, progressiveness, and courtesy in the civil service; WHEREAS, the Civil Service Commission is authorized under Section 12 (3), Chapter 3, Title I-A, Book V of Executive Order No. 292 (Administrative Code of 1987), to promulgate policies, standards and guidelines to promote economical, efficient and effective personnel administration in the government; WHEREAS, Typhoon Yolanda has caused unimaginable devastation in various areas of the country, leaving thousands dead, millions of families displaced and communities destroyed; WHEREAS, the Civil Service Commission issued Memorandum Circular No. 2, s. 2012 which provides for a 5-day emergency leave to government employees affected by natural calamities/disasters, but which leave may not be enough to address the situation obtaining in the areas devastated by Typhoon Yolanda; CEDHTa WHEREAS, in recognition of the need of government personnel affected by the said typhoon to have time to begin the process of recovery and rehabilitation and of the need to resume the delivery of government services, the Civil Service Commission deems it necessary to address the concerns of government personnel in relation to the performance of their official functions; WHEREFORE, the Commission RESOLVES to provide alternative work arrangements for affected government employees, as follows: 1. Government employees in the areas severely affected by Typhoon Yolanda may be exempted from work, with pay, to commence from the first working day following the onslaught of the typhoon until such time that conditions in the area have normalized or as may be determined by the head of agency; Heads of government agencies in the affected areas shall take full responsibility for the grant of work exemption, including the period covered and verification of the employee's eligibility to be granted thereof; For this purpose, concerned government personnel should make known to their agency heads that they would seek exemption from work; 2. In instances wherein operations may be immediately restored, albeit partly, agency heads may require employees to work on rotation basis to help in restoring their agency's operations or to help in relief and rehabilitation efforts in the area; 3. In instances wherein it is physically impossible for employees to resume work in their designated stations ( e.g. , offices/work stations completely destroyed), employees may be temporarily assigned to work in the nearest regional/field office or attached agency or to other agencies in the area, upon coordination with concerned agencies, to help in the immediate restoration of public services for the people; DcSACE 4. Heads of agencies shall take steps to properly record work arrangements adopted for their personnel; and, 5. Any and all issues arising from the implementation of this resolution shall be directed to the CSC Regional Office concerned. This resolution shall take effect immediately, and shall remain in force until revoked by the Commission. Quezon City. (SGD.) FRANCISCO T. DUQUE III Chairman (SGD.) ROBERT S. MARTINEZ Commissioner (SGD.) NIEVES L. OSORIO Commissioner Attested by: (SGD.) DOLORES B. BONIFACIO Director IV Commission Secretariat and Liaison Office November 29, 2013 CSC MEMORANDUM CIRCULAR NO. 25-13 TO : Heads of Constitutional Bodies; Department, Bureaus and Agencies of the National Government; Local Government Units; Government-Owned or Controlled Corporations; and State Universities and Colleges SUBJECT : 2014 Search for Outstanding Public Officials and Employees The Civil Service Commission announces the start of the 2014 Search for Outstanding Public Officials and Employees as mandated in the 1987 Philippine Constitution, Executive Order No. 292 or the 1987 Administrative Code, Executive Order No. 508, series of 1992, as amended by Executive Order No. 77, series of 1993, and Republic Act No. 6713. As provided by law, the CSC shall act as the Honor Awards Program (HAP) Secretariat and shall conduct the annual search for public service exemplars. The Search covers three (3) award categories, namely: the Presidential Lingkod Bayan Award, the Outstanding Public Officials and Employees Award or the Dangal ng Bayan Award, and the Civil Service Commission Pagasa Award. The conferment of the awards forms part of the Commission's advocacy of promoting excellence and recognizing as well as rewarding civil servants for outstanding performance, contribution and achievements, and/or consistent manifestation of exemplary ethical behavior in the public service. Group nominations for the Presidential Lingkod Bayan Award and the Civil Service Commission Pagasa Award are strongly encouraged. The Guidelines for the 2014 Search are herewith attached. Heads of agencies and state workers are enjoined to participate actively by submitting nominations to this prestigious Search. The guidelines and nomination forms may also be secured from the CSC Regional and Field offices nationwide or downloaded at the CSC website www.csc.gov.ph. For inquiries, the HAP Secretariat may be reached through telephone numbers (02) 931-7993, (02) 932-03-81, (02) 932-01-11, Text CSC 0917-839-8272 or email addresses: [emailprotected] and [emailprotected]. aScIAC Nominations shall be submitted to the CSC Regional and/or Field Offices. Deadline for submission of nominations is on March 31, 2014 . (SGD.) FRANCISCO T. DUQUE III, MD, MSc Chairman ATTACHMENT HONOR AWARDS PROGRAM Guidelines for the 2014 Search for Outstanding Public Officials and Employees I. Scope of the Program The Honor Awards Program (HAP) shall cover all officials and employees in the career and non-career service of the government. Appointive barangay officials and employees may also be nominated provided they meet all the following conditions pursuant to CSC Resolution No. 01-1352 dated August 10, 2001: 1) Respective appointment papers are submitted to the CSC for records purposes; 2) Positions have fixed salary in accordance with the salary schedule provided for in Local Budget Circular No. 63, s. 1996; 3) Meet the qualification requirements set in the Local Government Code of 1991; and 4) Attendance and service records are kept and maintained in the barangay office. However, those whose nature of employment fall either under job order or contract of services, as defined in Sections 1 and 2, Rule XI of the Revised Omnibus Rules on Appointments and Other Personnel Actions , and who are not considered government employees, are excluded from the coverage of the program. TASCDI Posthumous nominations may be made for a public servant who died in the line of duty or in the pursuit of his/her official duties and responsibilities as a civil servant. Posthumous nominations should be formalized within 12 months from the time of death of the official and/or employee. II. Categories of Award A. Awards for Outstanding Work Performance The awards for outstanding work performance are the following: 1. Presidential Lingkod Bayan (PLB) Award is conferred on an individual or group of individuals for exceptional or extraordinary contributions resulting from an idea or performance that had nationwide impact on public interest, security and patrimony. The contribution may be a suggestion, innovation, invention or superior accomplishment; and 2. Civil Service Commission Pagasa (Pagasa) Award is conferred on an individual or group of individuals for outstanding contribution/s resulting from an idea or performance that directly benefit more than one department of the government; The term "group" shall refer to the following: Two or more individuals bound by a common objective, a task force, a technical group or a special working team, formed/created/organized formally or informally to undertake certain projects/programs. Maximum membership for both Presidential Lingkod Bayan and Civil Service Commission or Pagasa Awards group/team shall not exceed 10 employees. The group/team should have demonstrated teamwork/camaraderie shown by constant communication, coordination, cooperation, and cohesiveness among its members. Each group/team member should have verifiable/actual contribution in the attainment of the group/team's accomplishment. TaSEHC B. Award for Exemplary Conduct and Ethical Behavior Outstanding Public Officials and Employees Award or the Dangal ng Bayan (DnB) is conferred to an individual for performance of an extraordinary act or public service and consistent demonstration of exemplary ethical behavior on the basis of his/her observance of the eight norms of behavior provided under Republic Act No. 6713, otherwise known as the "Code of Conduct and Ethical Standards for Public Officials and Employees", to wit: 1. Commitment to Public Interest 2. Professionalism 3. Justness and Sincerity 4. Political Neutrality 5. Responsiveness to the Public 6. Nationalism and Patriotism 7. Commitment to Democracy 8. Simple Living III. Qualifications for Nomination A. Nominated officials and employees in the individual, group/team category must meet the following qualifications: 1. Have rendered at least three (3) years of continuous government service. Accomplishments for which nominee is being recognized for should be made within the last three (3) years immediately prior to nomination. Said accomplishments should have been consistent and continuously carried out by the nominee during the said period; 2. Have a performance rating of at least Very Satisfactory or its equivalent for four (4) semestral or two (2) annual rating periods prior to the nomination; and 3. Have not been found guilty of any administrative or criminal offense involving moral turpitude at the time of nomination. aHIEcS B. A group or team may be nominated in either the Presidential Lingkod Bayan or the CSC Pagasa Award, even if there are members who fail to meet squarely the above (Items 1 to 4) qualification requirements. Said members, however, shall automatically be excluded from the grant of award should the team/group be selected as a recipient. IV. Criteria for Evaluation A. Presidential Lingkod Bayan and Civil Service Commission Pagasa Awards Individual Category 1. Noteworthiness of Outstanding Performance/Contribution/s The degree of uniqueness and originality of outstanding performance or contribution/s. 2. Impact of Performance/Achievement The extent to which the idea, suggestion, innovation or invention is being used, whether it has far-reaching effect; the number of persons benefited; the paradigm shift it has caused and the amount of money saved. 3. Reliability and Effectiveness The extent to which the innovation/idea has effectively and efficiently addressed a pressing need/improved service delivery. 4. Consistency of Performance The degree of consistency of the individual as manifested by consistent outstanding performance based on historical data/work record. B. Presidential Lingkod Bayan and Civil Service Commission Pagasa Awards Group Category 1. Noteworthiness of Outstanding Performance/Contribution/s The degree of uniqueness and originality of outstanding performance or contribution/s. 2. Impact of Performance/Achievement The extent to which the idea, suggestion, innovation or invention is being used, whether it has far-reaching effect; the number of persons benefited; the paradigm shift it has caused and the amount of money saved. EHITaS 3. Reliability and Effectiveness The extent to which the innovation/idea has effectively and efficiently addressed a pressing need/improved service delivery. 4. Consistency of Performance The degree of consistency of the group nominee as manifested by consistent outstanding performance based on historical data/work record. 5. Demonstrated Teamwork, Cooperation, Camaraderie and Cohesiveness The extent the group members motivate and support each other or the degree to which group members positively influence each other. C. Outstanding Public Officials and Employees or the Dangal ng Bayan Award 1. Quality and Consistency of Behavioral Performance The level of consistency to which the nominee has manifested exemplary conduct and noteworthiness of behavioral performance. 2. Impact of Behavioral Performance The extent to which the extraordinary act has created a powerful effect or impact on the organization or public. 3. Risk or Temptation Inherent in the Work The degree of risk and temptation substantially present in the work. 4. Obscurity of the Position The lowliness or insignificance of the position in relation to the degree of performance and extraordinary norm/s manifested. 5. Years of Service the cumulative years of service that the nominee has rendered in the government vis--vis his/her accomplishments. 6. Other similar circumstances or considerations in favor of the nominee, as may be determined by the members of the Committee on Award for Dangal ng Bayan. ITDHcA V. Required Nomination Documents Each nomination require the submission of only one (1) nomination folder containing the fully-accomplished prescribed HAP Nomination Form which shall show the summary of accomplishments, impact and other information, original clearances and other documentary requirement; and five (5) additional copies of the fully-accomplished prescribed HAP Nomination form, excluding copies of clearances. A. Completely filled out HAP Nomination form: 1. HAP Form No. 1 Nomination for the Presidential Lingkod Bayan Award and CSC Pagasa Award (Individual Category) 2. HAP Form No. 2 Nomination for the Presidential Lingkod Bayan Award and CSC Pagasa Award (Group Category) 3. HAP Form No. 3 Nomination for the Outstanding Public Officials and Employees Award or the Dangal ng Bayan Award B. Nominee's CS Form 212 or Personal Data Sheet with passport size (1 1/2" x 2") photo with name tag taken within the last six months prior to the nomination. C. Certification from the Chairperson of the local, provincial, regional or national Program on Rewards, Awards and Incentives for Service Excellence (PRAISE) Committee or its equivalent, that the nomination has undergone deliberation by the Committee. D. Certification issued by the nominee that he/she has not been found guilty of any administrative or criminal offense involving moral turpitude and in instances that the nominee/s has/have pending administrative or criminal case/s, there should be no adverse judgment/ruling on administrative or criminal case at the time of nomination. For posthumous nomination/s, certification issued by the highest ranking Administrative Officer or Legal Officer is required. E. Detailed information on dismissed/decided case/s of the nominee, if any. SEIcAD F. Certifications issued by the highest Human Resource Management Officer (HRMO) that the individual nominee or each member of the group nominee has obtained at least Very Satisfactory (VS) performance ratings for four (4) semestral or two (2) annual rating periods prior to the nomination. G. Certification of No Unliquidated Cash Advances and Disallowances for previous accountabilities as of December 31, 2013 to be secured by the HRMO from the Commission on Audit (COA) Resident Auditor. H. Copy of the Statement of Assets, Liabilities and Networth (SALN) for the year 2012 of the individual nominee or each member of the group nominee certified by the highest ranking Administrative Officer in the employing agency. In case the nominee will be selected as semi-finalist, he/she will be required to submit a copy of his/her 2013 SALN certified by the highest ranking AO. I. Service record duly certified by the agency's HRMO. J. Nominee's clearances issued within the last three (3) months prior to nomination, from the following agencies in his/her locality: - National Bureau of Investigation and - 2012 BIR Tax Clearance The CSC Regional Office shall issue Clearance for Pendency or No Pendency of Administrative Case to the nominee, free of charge. The HAP Secretariat, on the other hand, shall facilitate the request for negative listing from the Office of the Ombudsman, Sandiganbayan, CSC Central Office-Office for Legal Affairs, and the Commission on Human Rights. K. For appointive Barangay officials/employees, Certification issued by the Barangay Chairperson that the nominee meets the conditions provided under CSC Resolution No. 01-1352 dated August 10, 2001. Any misrepresentation made in any of the documents submitted shall be a ground for disqualification and for disciplinary action against the certifying nominee/authority pursuant to applicable CS laws and rules. All nomination folders and documents submitted shall be considered as records of the Commission, thus, shall no longer be returned to the nominee/s. TCaAHI VI. Procedure for Nomination A. For Presidential Lingkod Bayan, Dangal ng Bayan and CSC Pagasa Awards 1. Except those of Heads of Departments, Agencies and elective officials, all nominations must be submitted in the prescribed Nomination Form to the office, provincial, regional or central Committee on Program on Awards and Incentives for Service Excellence (PRAISE) or its equivalent. 2. Nominations must be approved and endorsed by the office, provincial or regional PRAISE Committee or its equivalent which, in turn, endorses the nomination to the Honor Awards Program Secretariat through the CSC Field/Provincial or Regional Offices. In the absence of a duly constituted and operational PRAISE Committee or its equivalent, the department/agency cannot nominate or endorse nominations of its officials and employees to the HAP Secretariat. In the case of group nomination composed of members from various agencies, the Chairperson of the PRAISE Committee or its equivalent and the Agency Head of the lead agency shall approve/endorse the nomination. The Agency Head shall refer to Department Secretary, Chairperson or President (in national government agencies, constitutional commissions, government financial institutions, and state universities and colleges), who has the power to appoint, as well as Governors or Mayors. aETAHD Heads of agencies also refer to the following officials: Nominee Endorsing Head of Agency Members/Staff of the Judiciary Chief Justice, Supreme Court Members/Staff of the Senate Senate President Members/Staff of the House of Speaker of the House of Representatives Representatives Members/Staff of the Local Vice-Governor/Vice Mayor Sanggunian Governor/Mayor DILG Secretary Vice-Governor/Vice-Mayor Governor/Mayor Punong Barangay/Kagawad City/Municipal Mayor Where the nominee is the Agency Head, endorsement by the superior official is required, as follows: Nominee Endorsing Head of Agency Department Secretaries Executive Secretary Heads of Bureaus and Agencies Department Secretary attached to or under the Departments President of SUCs Chairperson of the Board of Regents President of Corporations Chairperson of the Board of Trustees or the Secretary of the Department to which the Corporation is attached B. The following information must be adequately provided: 1. For Group Nomination (Presidential Lingkod Bayan and CSC Pagasa Awards): Names of team members, including disqualified member/s, with their respective positions and contributions enumerated in detail. For group nominee with member/s who failed to qualify, state the reason for his/her disqualification. Only members who meet the qualification requirements shall be included in the grant of award if chosen as awardee. Please refer to HAP Form No. 2 for details. STcHEI 2. For Individual Nomination (Outstanding Public Officials and Employees or Dangal ng Bayan , Presidential Lingkod Bayan and Civil Service Commission Pagasa Awards): On Summary of Accomplishments/Norms of Conduct Manifested, the following information should be provided: 2.1 Highlights of outstanding accomplishments or exemplary norms manifested within the last three years. Presentation of accomplishments or norms manifested should be in order of significance, complete with descriptions, justifications and should adhere to the following pointers: Use specific terms. Define/clarify terms such as "assisted", "contributed" or "facilitated"; State outstanding accomplishments of exemplary norms displayed and impact in brief, factual and in bullet form; and Present impact of accomplishments by indicating problems addressed, savings generated, people/office benefited and/or transactions facilitated. 3. For outstanding work accomplishment state whether or not the accomplishments presented are part of the regular duties of the nominee or if these are his/her own initiative. If part of nominee's regular duties or mandate, cite justifications on why the accomplishments are considered exceptional or extraordinary. 4. For exemplary conduct and ethical behavior in addition to the presentation of the summary of exemplary norms of conduct manifested/displayed, give justifications why the norm/s displayed are considered exemplary. 5. The nominations of heads of offices, agencies and local government units should present their individual accomplishments or behavioral norms, not the accomplishments of the entire unit or agency. HAaDTI C. Limitation on Nomination 1. Although there are three award categories under the Search, an employee or official should be nominated to only one award category. The CSC Regional Directors shall review and evaluate the nomination and shall have the option to reclassify the nominations based on the appropriate award category prior to submission to the HAP Secretariat. 2. Honor awardees or those who have been previously conferred with any of the three award categories: Presidential Lingkod Bayan , Outstanding Public Officials and Employees or Dangal ng Bayan and Civil Service Commission Pagasa can still be nominated to the same or to another award category after five years from the conferment of his/her award, provided that the nomination is based on a new set of accomplishments and/or exemplary norms/behavior manifested. 3. Nominees who are recipients of national awards given by nationally recognized private organizations/institutions or award giving bodies, i.e. , Metrobank Foundation's Search for Outstanding Teachers, Safety Organization of the Philippines, Inc.'s Search for Ten Outstanding Pilipino Firefighters, to name a few, shall be considered for the Search provided the documentary requirements prescribed under the 2014 HAP Guidelines are submitted to the HAP Secretariat within the set deadline. D. Individual winners of the three award categories: Presidential Lingkod Bayan , Outstanding Public Officials and Employees or Dangal ng Bayan and Civil Service Commission Pagasa who are below 35 years old will be endorsed to the Eastern Regional Organization for Public Administration (EROPA) to vie for the Outstanding Young Practitioner Award, which seeks to recognize young individuals in the field of public administration and governance in ten member countries from the Asia Pacific Region. TaHDAS E. Government agencies are expected to nominate their exemplars: There is no limit to the number of nominees which the agency may file in any of the award categories provided the nominees comply with the requirements. VII. Grounds for Disqualification of Nominations A. Non-submission on the deadline set by the Commission, of any of the requirements enumerated under Items VI and VII of these Guidelines; B. Any misrepresentation of information made in the Nomination Form and in any of the documents submitted; Non-compliance with the instructions in accomplishing the Nomination Form; and C. Nominees requesting Member/s of the Committee on Awards and/or Member/s of the HAP Secretariat, directly or thru intermediaries, special favor or consideration. VIII. Submission of Nomination Any individual or organization with extensive knowledge of the outstanding work performance and/or exemplary ethical behavior of the official or employee or group/team may nominate an individual or group of individuals for a specific category in the Honor Awards Program. cCAIDS Nominations to the 2014 Search for Outstanding Public Officials and Employees under the Presidential or Lingkod Bayan , the Outstanding Public Officials and Employees or the Dangal ng Bayan and CSC or Pagasa Awards categories must be submitted to any Civil Service Commission Provincial/Field or Regional Office on or before March 31, 2014. December 14, 1998 CSC MEMORANDUM CIRCULAR NO. 40-98 TO : All Heads of Departments, Bureaus, Offices and Agencies of the National and Local Governments Including Government-Owned and Controlled Corporations and State Colleges and Universities SUBJECT : Revised Omnibus Rules on Appointments and Other Personnel Actions The Commission, as mandated by law, issued CSC MC No. 38, s. 1993 prescribing the Omnibus Guidelines on Appointments and Other Personnel Actions. However, certain provisions thereof were amended through the various resolutions and circulars which the Commission issued from time to time. Furthermore, a series of consultations with the Human Resource Management Office (HRDOs) of the various agencies of the government surfaced pressing issues and problems on policies and procedures on appointments and other personnel actions. LLjur In response to the ever changing need in personnel administration, there is an urgency to update and consolidate the various issuances on appointments and other personnel actions to facilitate action on all kinds of appointments and further simplify processing thereof. Hence, the Commission hereby adopts the attached Revised Omnibus Rules on appointments and Other Personnel Actions. Effective July 1, 1999, a new form for appointment shall be used. Likewise, the revised form for Plantilla of Casual Appointments shall be adopted. Appointments issued using the old forms shall be disapproved without prejudice to resubmission thereof on the new prescribed forms within fifteen (15) days from disapproval. All other existing Civil Service Commission issuances which are inconsistent herewith are deemed repealed or amended. dctai This Memorandum Circular shall take effect fifteen (15) days after its publication in a newspaper of general circulation. * (SGD.) CORAZON ALMA G. DE LEON Chairman RULE VII RESPONSIBILITIES OF THE HUMAN RESOURCE MANAGEMENT OFFICER/PERSONNEL OFFICER SECTION 1. The Human Resource Management Officer (HRMO), Personnel Officer (PO) or the duly authorized personnel in charge of personnel matters shall: a. Review thoroughly and check the completeness of all the requirements and supporting papers in connection with all cases of appointments before submission to the Commission. b. Sign the following certifications at the back of the appointment. i. Certification as to the completeness of the requirements ii. Certification that the vacant position to be filled has been duly published c. Ensure that the Chairman of the Personnel Selection Board (PSB) has signed the certification at the back of the appointment, when applicable. The Human Resource Management Officer shall be a regular member of the PSB. d. Ensure that all questions in the Personal Data Sheet (CS Form 212) of the appointee are answered properly and completely with his recent photograph attached, his right thumbmark affixed and his current Community Tax Certificate indicated therein. e. Furnish appointee with a photocopy of his appointment for submission to the Commission. Ensure that appointee acknowledges receipt of a photocopy of said appointment by signing on the duplicate and other copies thereof. f. Submit appointments with the prescribed transmittal form indicating the names of the appointees, their position and the corresponding date of issuance. g. Officially transmit to the appointee original copy of his appointment acted upon by the Commission. h. Submit a quarterly report of employee accession and separation to the Commission. i. Submit ROPA, copies of appointments with supporting documents within fifteen (15) days of the succeeding month for accredited agencies. j. Submit certified copies of licenses and ensure that the same are renewed. k. Ensure the oath taking of concerned appointees. SECTION 2. Failure of the HRMO, PO, or the duly authorized personnel in charge of personnel matters to perform any of the above responsibilities shall be a ground for administrative disciplinary action for neglect of duty which the head of agency or the Commission can initiate. prcd RULE VIII DOCUMENTS TO BE RETAINED IN THE AGENCY SECTION 1. In addition to the common and other applicable requirements, the following documents shall be retained in the agency and filed in the 201 Files of the appointees: a. Position Description Form (BC-CSC Form No . 1) for all types of appointments, except of, change of status. b. Medical Certificate (CS Form 211) for original appointment and reemployment. The Physician must state if the appointee is fit for employment. The results of the Pre-employment Mental-Physical-Medical examinations consisting of Blood Test, Urinalysis, Chest X-ray, Drug Test, and Neuropsychiatric Exam, shall be attached to the medical certificate for employment. c. Clearances . The NBI Clearance is required for original appointment and reemployment. In case of transfer and reemployment, clearance from financial obligation and property accountability from the appointee's former office is required. d. The result of the neuro-psychiatric examination is required for original appointment to positions which involve the maintenance of peace and order and the protection of life and property. e. Performance Rating . For purposes of promotion or transfer, the following shall be required: i. For appointment by promotion, the Performance Ratings of the appointee for the last two rating periods and prior to the effectivity date of the appointment which should be at least very satisfactory; ii. Performance ratings for the last "two" rating periods prior to the scholarship grant, which should be at least very satisfactory shall be used as basis for promotion of the appointee-scholar. iii. For appointment by transfer, the performance rating for the semester immediately preceding the transfer from the former office or agency. n Note from the Publisher: Copied verbatim from the official document. CSC Memorandum Circular No. 1 should read as CSC Memorandum Circular No. 21 dated October 29, 2013. n Note from the Publisher: Copied verbatim from the official document. February 4, 2013 should read as February 4, 2010. n Note from the Publisher: Copied verbatim from the official document. November 29, 2013 should read as December 14, 1998.