Davao City Mayor Sebastian “Baste” Duterte has ordered the reconstitution of the Human Resource Merit Promotion and Selection Boards (HRMPSB), under the 2017 Omnibus Rules on Appointments and Other Human Resource Actions (ORAOHRA) as amended, through the issuance of Executive Order (EO) No. 38, Series of 2022, on September 1, 2022.
EO 38 cited Republic Act No. 7160, also known as the Local Government Code of 1991, providing for the creation of a Personnel Selection Board (PSB) to primarily assist the local chief executive in the judicious and objective selection for appointment or promotion in the local government and in the formulation of policies which would contribute to the welfare of the local government employees
The Code mandates the creation, reorganization, and reconstitution of the Personnel Selection Board (PSB) in every province, city, or municipality, also prescribing its composition, organization, functions, and other related matters in the implementation of its provisions.
Sangguniang Panlungsod Resolution No. 0158-01 of September 2001, in consonance with Civil Service Commission Memorandum Circular No. 3, Series of 2001, defined the PSB’s composition.
Civil Service Commission (CSC) Resolution No. 1701003, which took effect on August 2017 promulgated the 2017 Omnibus Rules on Appointments and Other Human Resource Actions (ORAOHRA, revised July 2018), applying to employees appointed to first and second-level positions, including executive/managerial positions who are not presidential appointees in the career service, and to those appointed to the non-career service.
The CSC resolution mandates the constitution of the HRMPSB that shall serve as the recommending body for the appointment.
For the first and second-level positions, the Davao City HRMPSB shall be composed of the city mayor or his duly authorized representative, or the vice mayor or his duly authorized representative as the chairperson in case the vacancy is in the Sangguniang Panlungsod.
The members include the department head or assistant department head of the office where there is a vacancy, the highest Human Resource Management officer, or in his or her absence, the assistant Human Resource Management officer. But in the absence of both, the career service employee is directly responsible for recruitment, selection, and placement. It will also consist of two representatives from the rank-and-file career employees; one each from the first and second-level positions chosen by the duly accredited employees’ association of the agency.
Meanwhile, for the second-level executive/managerial position, the city mayor or his duly authorized representative or the vice mayor or his duly authorized representative will be the chairperson in case the vacancy is in the Sangguniang Panlungsod. The highest Human Resource Management officer or his/her assistant and one department head from any office or department designated by the city mayor are the members.
The HRMPSB is mandated to serve as the recommending body for appointment; primarily responsible for the judicious and objective selection of candidates for appointment in the agency under the approved Merit Selection Plan (MSP) and shall recommend to the City Mayor the top five (5) ranking candidates deemed most qualified for appointment to the vacant position;
formulate formal screening procedures including but not limited to examination, interviews, and criteria for evaluating the competence and qualifications of candidates for the position in the first and second levels of career service, involving original appointments, reemployment, transfer, or promotions.
The agency head and the members of the HRMPSB shall ensure that all qualified men and women, including persons with disability and indigenous people shall be provided equal opportunity for employment in all position levels,
The special body is also tasked to apply fair consistently reasonable, and valid standards and methods of evaluating the competence and qualifications of all personnel competing for a particular position; set the criteria for the evaluation of qualifications of candidates for original appointments, reinstatements, reemployment, transfer, and promotion to suit the job requirements of the position; make a systematic assessment of the competence and qualifications of the candidates, taking into consideration the qualification standards of the position and such other requirements which may be deemed necessary; inform all applicants/employees who are candidates of the criteria and procedures of the selection, and evaluate and deliberate en banc the qualifications of those listed in the selection/promotion lineup.
At least a majority of its members shall be present during the deliberation of candidates for appointment.
A designated technical staff/secretariat from the HRMO will be directly responsible for recruitment, selection, and placement, comparative report assessment, and final evaluation of candidates. Its members will also evaluate and analyze the results of structured background investigation for the second-level, supervisory, and executive/managerial positions. However, the HRM officer, being an HRMPSB member, shall not act as secretariat.
The term of office of HRMPSB members, except for the rank-and-file representatives and technical staff/secretariat, shall be co-terminus with the appointing authority unless revoked or amended.
The HRMPSB’s budget shall be included in the City Government of Davao’s annual budget.
For the full provisions of EO 38, Series of 2022, click https://dcstaging.davaocity.gov.ph/transparency/executive-orders/2022-2/. CIO
