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OUTLINE

UNIVERSITY OF THE PHILIPPINES Human Resources Development Office. OUTLINE. UP MERIT SELECTION PLAN . Scope and Coverage Criteria Education Training Experience and Accomplishment Physical Characteristics & Personality Traits Potential Composition of APC. SCOPE AND COVERAGE

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OUTLINE

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  1. UNIVERSITY OF THE PHILIPPINES Human Resources Development Office OUTLINE UP MERIT SELECTION PLAN Scope and Coverage Criteria Education Training Experience and Accomplishment Physical Characteristics & Personality Traits Potential Composition of APC

  2. SCOPE AND COVERAGE The UP MSP shall be consistently applied in the comparative evaluation of qualification of candidates for promotions, transfers and other personnel actions of administrative staff that require performance rating, training and experience as basis for qualification. Its criteria are not applicable in the assessment of qualifications of candidates for employment, who do not have any formal work experience. UNIVERSITY OF THE PHILIPPINES Human Resources Development Office UP MERIT SELECTION PLAN FOR ADMINISTRATIVE PERSONNEL

  3. CRITERIA FOR MERIT SELECTION Per Memorandum No. MVG 03-75 (UP Merit Selection Plan for Administrative Personnel) issued on 2 July 2003 Per Memorandum No. CAS-11-040 (Strict implementation of the UP Merit Selection Plan for Administrative Personnel) issued on 17 Oct 2011 Per VCY Memorandum No. VCY-2011-011 (Submission of Unit’s Selection Matrix in Filling-up Vacant Administrative Positions) 9 November 2011 UNIVERSITY OF THE PHILIPPINES Human Resources Development Office

  4. UNIVERSITY OF THE PHILIPPINES Human Resources Development Office CRITERIA FOR MERIT SELECTIONBelow are the maximum point allocation

  5. CRITERIA FOR MERIT SELECTION First level – shall include clerical, trades & crafts and custodial service positions which involve non-professional or sub-professional work in a non-supervisory and supervisory capacity requiring less than (4) years of collegiate studies; Second level – shall involve professional, technical, and scientific work in a non-supervisory or supervisory capacity requiring at least (4) years of collegiate work up to Division Chief level or its equivalent; UNIVERSITY OF THE PHILIPPINES Human Resources Development Office

  6. UNIVERSITY OF THE PHILIPPINES Human Resources Development Office PERFORMANCE RATING (PR) • Refers to the weighted average of the numerical equivalent of the last two performance ratings, valued at 40% of the first & 60% of the more recent PR or at a ratio of 1 is to 1.5. • No employee shall be considered for promotion unless the last (2) PRs are at least Very Satisfactory

  7. UNIVERSITY OF THE PHILIPPINES Human Resources Development Office EDUCATION • Education is the formal studies completed in excess of the minimum educational requirement of the position. First level: Maximum of 15 points • 10 points for completion of a BS degree • 5 points for completion of master’s degree Second level: Maximum of 10 points • 5 points for completion of master’s degree • 5 points for completion of Ph.D. Div. Chief & Higher: Maximum of 5 points • 5 points for completion of Ph.D.

  8. UNIVERSITY OF THE PHILIPPINES Human Resources Development Office TRAINING • Refers to the relevant training/seminar attended within the last (5) years for each level, in excess of the minimum requirement of the position, allocated as follows: • 50 training hours for the 1st level • 75 training hours for the 2nd level • 100 training hours for division heads and equivalent or higher positions

  9. UNIVERSITY OF THE PHILIPPINES Human Resources Development Office Experience & accomplishment • Experience – these shall include occupational work history or experience in excess of the minimum requirements of the position, and accomplishments worthy of special commendation. • A maximum of (5) years of relevant experience may be credited. • Only award/citation/recognition which has not been credited for promotional purposes shall be considered

  10. UNIVERSITY OF THE PHILIPPINES Human Resources Development Office physical characteristics & personality traits • Refers to physical fitness, attitudes and personality traits of the candidates which have bearing on the nature of positions to be filled. The applicant shall be rated by the unit head/immediate supervisor and his co-workers. • Supervisors evaluation (60%) • Co-workers evaluation (40%)

  11. UNIVERSITY OF THE PHILIPPINES Human Resources Development Office potential • This takes into account the employee’s capability not only to perform the duties and responsibilities of the position to be filled but also of the higher and more responsible positions. The potential shall be measured through: • Employees attributes shall mean the candidate’s capacity to assume higher duties and responsibilities. Leadership, Resourcefulness and Creativity • Written/Skills examination shall be used to assess deeply the applicant’s intellectual and physical ability to perform the duties and responsibilities of the position to be filled.

  12. The End  UNIVERSITY OF THE PHILIPPINES Human Resources Development Office

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