CSC’s Omnibus rules on appointment revised

The Revised Omnibus Rules on Appointments and Other Human Resource Actions (ORAOHRA) and its differences from the previous version.

The Civil Service Commission (CSC) in a press release revealed that the Revised Omnibus Rules on Appointments and Other Human Resource Actions (ORAOHRA)— a consolidation of rules pertaining to appointment, promotion, reassignment, separation, and other human resource actions in the civil service took effect on Sunday, August 26, 2018

It could be recalled that the previous version of the ORAOHRA was promulgated on June 16, 2017 and since its implementation, the Commission took into consideration the feedback from its stakeholders that prompted them to amend the policy to ensure that its provisions are in accordance with other administrative issuances and pertinent laws.

The former Personnel Selection Board (PSB) which was renamed Human Resource Merit Promotion and Selection Board (HRMPSB) is the recipient of the salient amendment in the shift in the role of the said Board that processes the application of qualified applicants to government service from recommendatory to assistorial, stating that the HRMPSB should assist the appointing authority in the judicious and objective selection of candidates for appointment, in accordance with the agency’s CSC-approved Agency Merit Selection Plan. Recommending the top-ranking candidates deemed most qualified for recruitment is not anymore a task given to HRMPSB.

Prior to the opening of items for hiring agencies are required to publish their vacant positions, including vacant executive/ managerial positions in the second level, except for third level officials, together with their corresponding qualification standards and plantilla item numbers.

The publication of the vacant items shall be done and be posted in three conspicuous places for a period of at least 10 calendar days for national government agencies (NGA), state universities and colleges (SUC), and government owned or controlled corporations (GOCC) with original charters. For the local government units, 15 calendar days is allocated.

Moreover, agencies should submit the list of their vacant positions authorized to be filled to the concerned CSC Field Office, which shall then post a copy on its bulletin board and forward the list to the CSC Regional Office (CSC RO). In return, the CSC RO shall publish the vacancies in the Bulletin of Vacant Positions found in the CSC website at www.csc.gov.ph/ career.

The CSC also encourages the agencies to also publish the vacancies through other modes such as in the agency website, newspapers, and job search websites.

In the case of retirement, resignation, or transfer, which is termed anticipated vacancies, may be published and should be done not earlier than 30 days prior to such retirement, resignation, or transfer.

The acceptance of a professional license, Certificate of Registration, or Report of Rating issued by the Professional Regulation Commission (PRC), Supreme Court, or Maritime Industry Authority (MARINA) as proof of eligibility for appointment to positions not involving the practice of profession is also among the amendments. It means that the passers of Bar and Board Exams are assured of automatic grant of civil service eligibility, called Bar/Board Eligibility (pursuant to Republic Act No. 1080, as amended), which is considered appropriate for first or second level positions in government that do not require practice of profession and are not covered by special laws.

However, it was made clear that a valid, which means not expired professional license issued by the PRC, Supreme Court, or MARINA remains necessary for appointment to positions involving the practice of profession.

For the complete text of the revised ORAOHRA, you may access it on the CSC website (under Published Resolutions).

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