Title: NFA Merit Selection Plan

Digest:

A. Rationale
B. Objective
C. Scope
D. Basis

A. Basic Policies

1. The Merit Selection Plan shall cover positions in the first, second, and third level, and shall also include original appointments, promotion, transfer, change in item number, reemployment and other personnel actions as may be prescribed by CSC.

2. The approved agency Merit Selection Plan shall be used as one of the bases for the expeditious approval of appointments, for attestation and accreditation to take final action on appointments.

3. Selection of employees for appointment in NFA shall be open to all qualified men and women according to the principle of merit and fitness.

Conscious effort shall be exerted toward increasing the number of any group of employees, be it male or female, that is not equally or proportionately represented in an office, occupational group, or level of positions especially in managerial and third level positions.

There shall be no discrimination in the selection of employees on account of civil status, disability, religion, ethnicity, gender, or political affiliation.

4. When a position in the first, second, or third level becomes vacant, contenders for appointment who are competent, qualified, and possess appropriate civil service eligibility shall be considered for appointment. In addition to the required qualifications, contenders for third level positions must possess executive and managerial competence.

4.1. Whenever a position in the Agency becomes vacant, the employees who occupy next-in-rank positions under the NFA’s System of Ranking Positions (SRP) shall automatically be considered in the promotional line-up.

In no instance shall a position in the first level be considered next-in-rank to a position in the second level.

4.2. When a position in the first level and second level up to grade 23 of the Career Service becomes vacant, the employees in the executive office/department/region/ province who are qualified next-in-rank shall automatically be considered for promotion.

In situations where there are no qualified next-in-rank employees within the executive office/department/region/ province, the selection may be extended region/central office-wide.

4.3. For Division Chief III and equivalent positions - qualified next-in-rank employees in Central Office shall be considered for promotion.

4.4. For Provincial Manager Positions – incumbents of salary grades 22-23 items within the region where the vacancy exists shall be considered for promotion. However, priority shall be given to qualified Acting Provincial Managers/Officers-In-Charge.

4.5. When a grade level 25 and 26 position becomes vacant, the employees in the Agency who are qualified next-in-rank shall be considered for promotion.

4.6. Employees within the NFA who are not next-in-rank but meet the minimum education and experience requirements of the vacant position and who possess the appropriate Civil Service eligibility may apply and be considered for promotion.

4.7. For open positions, employees within the Department/Region/ Province/Office who meet the minimum QS shall be considered to fill-up the vacant position.

4.8. Applicants who are not NFA employees but are competent and meet the requirements for a particular vacant position, after passing the screening procedures required by the Agency for the position, may also be considered for appointment along with other contenders.
5. The comparative competence and qualification of candidates for appointment shall be determined on the basis of the following:
5.1. Performance
5.2. Education and Training
5.3. Experience and Outstanding Accomplishments
5.4. Psycho-Social Attributes and Personality Traits
5.5. Potential

6. No employee shall be considered for promotion unless his performance ratings for the last two (2) rating periods are at least “Very Satisfactory.”

For purposes of computation or evaluation of the comparative degree of competence and qualification of the contenders, the average of the last two (2) consecutive performance ratings prior to the intended promotion shall be considered.

7. Relevant Experience for first and second level positions shall be further distinguished as:

7.1. Directly relevant – particular experience which equipped the candidate with basic skills, knowledge or abilities to successfully discharge the functions of the position to be filled owing to actual assignment in the organizational unit where vacancy is.

7.2. Generally relevant - suitable experience which equipped the candidate with basic skills, knowledge or abilities to successfully discharge the functions of the position to be filled.

Directly relevant experience shall be conferred slightly higher weight than generally relevant experience.

8. Lack of confidence shall not be a valid reason for disqualifying an employee for promotion. The special reason must be real and substantial to be considered sufficient for his disqualification.

9. When an employee has a pending administrative case, he shall not be disqualified for promotion during the pendency of the case.

If found guilty, he shall be disqualified for promotion for the period of the penalty imposed as prescribed by the Agency.

10. NFA employees who have previously retired, resigned or sought transfer to other government offices and have been approved, shall undergo an assessment process to be undertaken by HRMD, before being considered for reemployment or reinstatement in the Agency.

11. Employees from other government agencies seeking transfer to NFA shall undergo a process of assessment for the position being applied for.

12. Promotion within six (6) months prior to compulsory retirement shall not be allowed, except as otherwise provided by law.

13. Qualified employees who are on duly approved local or foreign scholarship or on study and maternity leave, shall also be considered for promotion.

For this purpose, the performance rating to be considered shall be the last two (2) ratings immediately prior to the scholarship or training grant or maternity leave.

If promoted, the effectivity date of the promotional appointment shall be the employee’s assumption to duty.

14. An employee may be promoted or transferred to a position which is not more than three (3) salary, pay or job grades higher than the employee’s present position, except if the vacant position is next-in-rank as identified in the System of Ranking Positions (SRP), or it is the lone or entrance position indicated in the agency staffing pattern.

15. All candidates for appointment to first and second level positions shall be screened by the PSB including lateral movement and change in item number and position title. Candidates for appointment to third level positions shall be screened by the PSB for third level positions composed of at least six (6) career executive service officials as may be constituted in the agency.

Appointment to the following positions shall no longer be screened by the PSB:
a. Substitute appointment due to their short duration and emergency nature. However, should the position be filled by regular appointment, candidates for the position should be screened and passed upon by the PSB;
b. Appointment to entry laborer positions;
c. Appointment to personal and primarily confidential positions; and
d. Renewal of temporary appointment issued to the incumbent personnel.
16. The Personnel Selection Board can evaluate and recommend appointment/s of qualified contender/s in a chain of promotion. In such cases, the residual positions, i.e. the lowest position left after effecting the chain promotion, shall be left vacant until such time that protest/s, if any, against the promotion/s is/are finally resolved.

17. The designation in acting capacity to vacant positions for a minimum period of six (6) months shall be submitted to the PSB for deliberation. Such designation shall only be for a period of one (1) year after which the designee concerned shall be returned to his/her principal position, unless the exigency of the service demands a longer period.

18. The PSB shall recommend the contender deemed most qualified from among the list of the top five (5) ranking contenders and shall forward all pertinent documents to the Appointing Authority who shall assess the merits of said recommendation for appointment.

19. In cases where the qualifications of employees are comparatively at par, preference shall be given to employees according to the hereunder order of priority:
a. employees in the organizational unit/department/ region/province/executive office where the vacant position is; and
b. LSP graduates.
20. If the Chairman of the Personnel Selection Board refuses to sign the certification at the back of the appointment for whatever reason, submission of a copy of the proceedings/minutes of the deliberation will be sufficient document to support the endorsement of appointment for approval by the appointing authority.
21. Vacant positions marked for filling shall be published in accordance with Republic Act 7041 (Publication Law). The published vacant positions shall be posted in at least three (3) conspicuous places in the agency for at least ten (10) calendar days. Other appropriate modes of publication shall be considered.

Filling up of vacant positions shall be made after ten (10) calendar days from their publication.

The publication of a particular vacant position shall be valid until filled up but not to extend beyond six (6) months reckoned from the date the vacant position was published.

22. The following positions are exempt from the publication requirement:
a. Primarily confidential positions;
b. Positions which are policy determining;
c. Highly technical positions;
d. Other non-career positions;
e. Third level positions (Career Executive Service); and
f. Positions to be filled by existing regular employees in the agency in case of reorganization.

23. A notice announcing the appointment of an employee shall be posted in three (3) conspicuous places in the agency a day after the issuance of the appointment for at least fifteen (15) calendar days.

B. Assessment Criteria

1. Factors to Consider

FACTORS	GL 25 &up	GL 24	GL 22-23	GL 21 &below
Performance *	35	35	35	35
Experience Minimum based on Q.S Excess Years In Acting Capacity	25 (20) (3) (2)	25 (20) (3) (2)	30 (20) (8) (2)	30 (20) (8) (2)
Education and Training Minimum based on Q.S. Additional Credits Training	25 (12) (7) (6)	25 (15) (5) (5)	25 (15) (5) (5)	30 (20) (5) (5)
Psycho-Social Attributes and Personality Traits (PAPT)	5	5	2	2
Potential Suitability Potential Conversion Table Written Exam (NFA Operation)	10 (5) (5)	5 (1) (3) (1)	3	3
Panel Interview	-	5	5	-
TOTAL * not applicable for entry or open positions	100	100	100	100

The conversion tables for the Assessment Factors are attached as Annex A.


2. Assessment Instruments, Raters & Validity Period

FACTORS	Instrument	Rater	Validity Period
Performance	PER/PA/ CESPES	Immediate Supervisor as concurred by next higher supervisor	Last Rating Period
Experience	Service Record/ Special Order		All Valid
Education	Transcript of Records		- do -
Training	Certificates (Only those validated by HRMD)		- do -
Psycho-Social Attributes and Personality Traits (PAPT)	PAPT Evaluation Form	GL 25 & up - PSB GL 24 - PSB GL 23 - Head below of Office (Where vacancy exists)	Six (6) Months
Panel Interview	Interview Form	GL 22 to 24 -PSB
Potential	Written Exam (NFA Operations) Suitability Test (Instrument) Potential Conversion Table	GL 24 - HRMD GL 24 & up – HRMD All Levels – per conversion table	1 yr. 5 yrs.





3. Description And Operational Guidelines For The Assessment Instruments

3.1. Performance – The contenders shall be evaluated based on their individual actual accomplishment of concrete tasks based on quality, quantity, and time, and their individual personality traits and behavior manifested in a given rating period.

3.1.1. The rating on performance shall be based on the overall point score rating (raw score) indicated in the individual’s Performance Evaluation Report for the last two (2) rating periods.

3.1.2. Applicants who are employed in other government or private offices shall submit a copy of their performance appraisal reports to HRMD/Regional/ Provincial Personnel Section.

3.1.3. The Performance Ratings required to be used for promotion of employees who are on scholarship, study grant, training (either local or foreign) or on official leave of absence (i.e. maternity, prolonged sick leave, Bar or Board review) shall be as follows:

a) For employees on scholarship, study grant, or training - that which corresponds to the last two (2) rating periods prior to the scholarships, study grant or training.

b) For employees who are on prolonged sick leave, Bar or Board Exam, they shall render actual service for at least three (3) months in a given rating period upon their return to enable heads of offices to determine their contribution to the Agency. To complete the required two (2) ratings, the PER of an employee for the last rating before the prolonged sick leave or Bar/Board Review shall be considered.

3.1.4. Only employees with performance rating submitted within the period prescribed by the Agency shall be considered for promotion.

3.2. Education and Training – The relevant academic preparation/training requirement as provided under CSC-NFA approved Qualification Standards (QS) should be considered in the evaluation.
3.2.1. Education shall be validated against Transcript of Records submitted on file with HRMD.


3.2.2. Training shall be supported with certificates of training.

3.2.3. Relevant training for GL 24 and above positions is that which enhances managerial competence. It will include professional/technical training having a bearing on the position to be filled.

3.2.4. Relevant training for second level positions below grade level 24 is that which enhances professional/technical skills having a bearing on the position to be filled. It will include supervisory training and advanced computer courses but not training which is clerical in nature.

3.2.5. Relevant training for first level positions is that which enhances

technical/non-technical skills including training on basic computer and clerical courses.
3.3. Experience – Relevant actual job exposure shall be considered in the evaluation.

3.3.1. Relevant experience for first level positions includes non-professional/technical/non-technical functions performed under the same occupational group of the position to be filled or other functionally related areas including clerical functions.
Experience gained in Acting capacity to the vacant position to be filled or its equivalent level shall be considered.
3.3.2. Relevant experience for second level positions below grade level 24 includes professional/technical functions performed under the same occupational group of the position to be filled or other functionally related areas except clerical functions.


3.3.3. Relevant experience for GL 24 and above positions includes that performed in a supervisory capacity under the same occupational group of the position to be filled or other functionally related areas.



3.4. Written Examination – Assessment of the contender’s ability in terms of operational awareness in NFA operations to be administered by HRMD shall be considered in the evaluation of contenders for GL 24 positions.

3.5. Psycho-Social Attributes and Personality Traits (PAPT) – The physical fitness, attitudes and personality traits of the contenders which have a bearing on the position to be filled based on the prescribed format (Annex B) shall be considered in the evaluation.

3.5.1. For GL 23 and below, the head of office where the vacancy exists shall be responsible in rating the PAPT of employees being considered for promotion. The Selection Board may, however, validate the ratings given by the head of office.


3.5.2. For GL 24 and above, the PSB shall rate the PAPT of contenders

3.6. Potential - The readiness and capability of the contenders to perform not only the duties and responsibilities of his current position and the position to be filled, but also those of higher and more responsible positions, shall be assessed based on Performance, Education, Experience and Training.

3.6.1. The rating for this factor shall be determined using the Potential conversion table.


C. Determination Of Next-In-Rank

1. The determination of next-in-rank position shall be based on the following:

a. Organizational structure as reflected in the approved organization chart;
b. Classification and/or functional relationships as reflected in the Position Charts and the Qualification Standards Manual;
c. Salary and/or range allocation as indicated in the approved staffing pattern; and
d. Geographical location of the position.
2. The next-in-rank position shall be defined in the System of Ranking Positions (SRP) attached as Annex C.
3. In the event of changes in organizational structure, occupational grouping, or salary range allocation, the line of promotion shall be determined on the basis of the new structure, grouping, or allocation.
D. Personnel Selection Board (PSB) Composition

Chairperson	Second Level ( except GL - 24 ) Executive Offices/ Departments Line Departments	First Level
	Executive Office : Highest Ranking Concerned Asst. Official Administrator	Concerned Dept. Manager
	Departments: Asst. Adm. for Finance & Admn.
Vice-Chairperson	Executive Office : None Concerned Dept. Manager	Concerned Asst. Dept. Manager
	Departments: Concerned Dept. Manager
Members	Executive Office : Executive Concerned Division Assistant V Chief Exec. Assistant IV Asst. Dept. Mgr. HRMD EA Representative* Administrative Asst.	Concerned Division Chief/ Unit Head Div. Chief, HRMD-DMS Administrative Asst.
	Departments: Administrative Asst. EA Representative*	EA Representative*
	Asst. Dept. Mgr. HRMD
	EA Representative*

A. Posting / Publication

The following steps shall be adopted:

1. LIST OF VACANCIES - All Department/ Regional/Provincial Offices/HRMD shall prepare the list of vacancies in their respective offices and submit to CSC Regional Office for publication or other modes of publication, within thirty (30) days from the time the vacancy occurs.

2. POSTING FOR TEN (10) CALENDAR DAYS - After submitting the list, the Head of the Department/Regional/Provincial Office where the vacancy exists, or HRMD for Central Office, shall post the said list for ten (10) calendar days in three (3) conspicuous places in said office.

3. Vacant positions which are not filled within six (6) months should be re-published.

4. Department/Regional office concerned shall prepare the comparative evaluation of the competence and qualifications of all qualified candidates using the Summary of Scores form.

It shall submit to the Regional Administrative Officer/HRMD the Summary of Scores together with all the pertinent documents.

5. RAO/HRMD shall review the comparative evaluation to ascertain accuracy of the scores of candidates, the completeness of the requirements, and check if the vacant position has been duly published. They shall certify the correctness of the line-up, the scores, and compliance with all the requisites prescribed under CSC rules.
They shall submit to the Selection Board the preliminary evaluation of candidates and other requirements.

B. Determination of Contenders

1. To ensure that employees are informed whether their present positions are considered next-in-rank to the vacant position, HRMD/Executive Assistants/Administrative Officers shall post for ten (10) working days the announcement of vacancy, together with the list of qualified next-in-rank employees to the vacant position.

2. To be considered for the vacant positions, all qualified incumbents of non-next-in-rank positions shall apply in writing with HRMD/Regional/Provincial Offices/ Department, signifying their interest to a particular vacant position.

3. Non-NFA applicants who passed the usual HRMD screening process may be considered as contenders only after they signified their interest to a particular vacant position through an application form.

C. Processing and Approval

1. The PSB shall, after ten (10) days of publication or posting, convene to evaluate the qualifications of those employees included in the promotional line up using the assessment factors.

2. The Selection Board shall then determine en banc the most qualified employee from the comparative assessment of candidates. Then, it shall submit to the appointing authority the list of contenders who garnered the top five (5) ranking scores based on the criteria set in this MSP. To ensure proper documentation of the Board’s proceeding and decisions, a Secretariat assigned for the purpose shall record the minutes of the deliberation/s.

3. The Selection Board shall, before nominating a candidate for appointment, consider the gender impact of such decision.

In case of a tie for the top rank, it shall recommend a candidate coming from the group which is not equally or proportionately represented in the office, occupational group or position level where the vacancy belongs.

4. The PSB shall deliberate on the filling-up of a vacant position within the period not exceeding fifteen (15) working days

5. After Deliberation
5.1. Central Office
5.1.1. The PSB shall submit the following documents to the appointing authority through HRMD :

b) Minutes of deliberation duly signed by all members of the Selection Board.

d) Other pertinent documents of all contenders used during the deliberation:

d.3. Accomplished PAPT Form (All documents submitted in photocopy shall be certified by the Executive Assistants.)
5.1.2. HRMD shall review/evaluate within seven (7) working days, the documents submitted by the PSB in terms of the availability of the position to be filled, compliance with publication requirements and the MSP, before indorsing the same to the appointing authority.

5.1.3. HRMD shall prepare the appointment papers of the employees who are selected for appointment for approval of the Administrator.

5.1.4. HRMD shall forward the appointment including supporting documents to the appointing authority thru AAFA and DAFA. Said offices shall act on the proposed appointments within three (3) working days.

5.1.5. The appointing authority shall assess the merits of the Board’s recommendation and appoint the employee/s deemed best qualified to fill the vacancy/vacancies within a period not exceeding five (5) working days.

5.1.6. Approved/disapproved appointments shall be returned to HRMD. A duplicate copy of the approved appointments shall be filed in the appointees’ 201 file.

5.1.7. HRMD shall post a notice announcing the appointment in three (3) conspicuous places in NFA Central Office a day after the issuance of the appointment, for at least fifteen (15) calendar days.

5.1.8. HRMD shall submit to the CSC the appointment within thirty (30) calendar days from the date of the issuance which shall be the date appearing on the face of the appointment.

5.1.9. HRMD shall transmit the original copy of the attested appointment to the employee concerned. A duplicate copy shall be filed by HRMD in the employee’s 201 file.

5.1.10. The Department concerned shall submit to HRMD a copy of the employee’s certificate of assumption to duty for records purposes.

5.2. Field Office

5.2.1. The Regional Office concerned shall prepare the appointment papers of the employee who is selected for appointment for approval of the Administrator and forward the same to HRMD together with:
a) Transmittal letter for the top contenders.
b) Minutes of deliberation duly signed by all members of the Selection Board.
c) Summary of Scores as prescribed in these guidelines.
d) Other pertinent documents of all contenders used during the deliberation:
d.1. P.E.R
d.2. Information Sheets with attachments
d.3. Accomplished PAPT Forms
(All documents submitted in photocopy shall be certified by RAO/ PAO.)
5.2.2. HRMD shall review/evaluate within seven (7) working days the documents submitted by the PSB in terms of the availability of the position to be filled, compliance with publication requirements and the MSP, before indorsing the same to the appointing authority.

5.2.3. HRMD shall forward the appointment including supporting documents to the appointing authority thru AAFA and DAFA. Said offices shall act on the proposed appointments within three (3) working days.

5.2.4. The appointing authority shall assess the merits of the Board’s recommendation and appoint the employee/s deemed best qualified to fill the vacancy/vacancies within a period not exceeding five (5) working days.

5.2.5. Approved/disapproved appointments shall be returned to HRMD. A duplicate copy of the approved appointments shall be filed in the appointees’ 201 file.

5.2.6. HRMD shall forward the original copy of the approved appointment to the Region concerned which shall submit to the local CSC for attestation. A duplicate copy/wire notice of appointment shall be sent thru fastest means to the concerned Regional Office a day after the issuance of the appointment.

5.2.7. Regional Office concerned shall post a notice announcing the appointment in three (3) conspicuous places in NFA Field Office a day after the receipt of notice of appointment.

5.2.8. The Region concerned shall furnish HRMD with a copy of the attested appointment and certification of assumption to duty for records purposes.

Only a competent and qualified next-in-rank employee may file a protest with the Grievance Committee if he/she feels aggrieved with the issuance of the appointment.

Within fifteen (15) calendar days from notice of the issuance of an appointment, a next-in-rank employee who is competent and qualified and who feels aggrieved by the promotion of another may file a protest with the Grievance Committee.

Failure to file a protest within the prescribed period shall be deemed a waiver of such right and no protest shall thereafter be entertained.

The protest shall be written in the prescribed form and sworn to (notarized), and shall contain the following:

b. The full name, office, position and salary per annum of both the protestant and the protestee; and

c.1. Non-compliance with the selection process;
c.2. Discrimination on account of gender, civil status, disability, pregnancy, religion, ethnicity or political affiliation;
c.3. Disqualification of applicant to a career position for reason of lack of confidence of the appointing authority; and
c.4. Other violations of the provisions of this Merit Selection Plan.

The protest shall follow the procedures prescribed under the NFA Revised Grievance Machinery.

5. An appointment, though contested, shall take effect immediately upon its issuance if the appointee assumes the duties of the position. Said appointee is entitled to receive the salary attached to the position.

An appointment shall become ineffective from the time the protest is finally resolved against the protestee, in which case he shall be reverted to his former position.

1. HUMAN RESOURCE MANAGEMENT DEPARTMENT (HRMD)

a) Develop and maintain an updated qualification database of employees of the agency to include education, training, experience, skills, competencies and other similar information;

b) Identify vacant positions that may be enrolled in the Brightest in the Bureaucracy Program (BBP);
c) Publish vacant rank-and-file and executive (C.O. and F.O.) positions in the CSC Bulletin of Vacant Positions or through other modes of publication and post the same in three (3) conspicuous places in the agency for at least ten (10) calendar days;

d) Submit selection line-up with all supporting documents to the PSB for deliberation en banc.

e) Provide sex-disaggregated data to the PSB to serve as basis or reference for nominating either men or women to a vacant position.

The data should indicate the ratio of women to men, as follows:

e.1. in the occupational group where the vacant item belongs, e.g. Clerical, Information Technology, Human Resource Management, Accounting, Engineering, Public Relations, Market/Warehouse Operations, Attorneys, Laboratory Services, Market/Warehouse Operations, Licensing, Cashiering, Planning, Budgeting, Auditing and Supply Management.

e.2. in the division/section where the vacancy exists.

e.3. in the office/department where the vacancy exists.

2. DEPARTMENTS/FIELD OFFICES

a) Prepare list of candidates aspiring for the vacant position/s either from within or outside the agency, including qualified next-in-rank employees within fifteen (15) calendar days from completion of the preliminary evaluation. In the process, the following should be considered:
· The pre-determined ratio of applicants for appointment or hiring quota.

· Compliance to NFA MSP and CSC Rules, such as:

a. Three-salary-grades limitation for promotion and transfer, except for meritorious cases;

b. Eligibility for promotion of those on scholarship, training or maternity leave, prolonged sick leave, Board or Bar Exams;

c. Preferential treatment of LSP graduates subject to certain conditions; and

d. Prohibition against promotion within six (6) months prior to compulsory retirement.

b) Conduct preliminary evaluation of the qualification of all candidates. Those initially found qualified shall undergo further assessment. Prepare and post the selection line-up in three (3) conspicuous places in the agency for at least fifteen (15) calendar days. The date of posting shall be indicated in the notice.
c) Notify all applicants of the outcome of the preliminary evaluation.
d) Submit selection line-up with all supporting documents to the PSB for deliberation en banc.

3. EMPLOYEE
Update Personal Data Sheet annually, if deemed necessary, and submit supporting documents thereto to the Manpower Services Division-HRMD/Administrative Section.

4. PERSONNEL SELECTION BOARD

a) Adopt and implement the screening procedures and criteria in the evaluation of candidates for appointment, as herein provided.

b) Prepare a systematic assessment of the competence and qualifications of candidates for appointment. Maintain fairness and impartiality in the assessment of candidates. Towards this end, the PSB may employ the assistance of external or independent resource persons.

c) Submit and deliberate en banc the qualifications of those listed in the selection line-up.

d) Recommend the contender deemed most qualified from among the list of the top five (5) ranking contenders. The recommendation shall consider the gender and development dimension of such action.

e) Maintain records of the deliberations which must be made accessible to interested parties upon written request and for inspection and audit by the CSC.

5. APPOINTING AUTHORITY

a) Establish a Personnel Selection Board and see to it that all PSB members undergo orientation and workshop on the selection/promotion process and CSC policies on appointments. The Agency Head shall, as far as practicable, ensure equal opportunity for men and women to be appointed in all levels of positions;

b) Assess the merits of the PSB’s recommendation for appointment and in the exercise of sound discretion, select, in so far as practicable, the applicant deemed most qualified to the vacant position.

c) Issue appointments in accordance with the provisions of the agency Merit Selection Plan.

1. The provisions of the MSP shall conform with the existing laws, rules and regulations including Article IX of the Collective Negotiation Agreement between the NFA and the NFA-EA.

2. Notwithstanding the initial approval of an appointment, the same may be recalled on any of the following grounds:

d. Violation of the existing collective negotiation agreement between management and employees relative to promotion.
3. Any official or employee of the National Food Authority found to have violated any provision of the MSP will be considered having violated office rules and regulations and will be sanctioned accordingly.

The Merit Selection Plan and System of Ranking Positions and subsequent amendments thereto shall take effect immediately after the approval by the Civil Service Commission.

The Human Resource Management Department shall immediately disseminate copies of the Agency Merit Selection Plan and amendments thereto, to provide for expeditious approval of appointments.

I hereby commit to implement and abide by the provisions of this Merit Selection Plan. It is understood that this MSP shall be the basis for expeditious approval of appointments.

ANTHONY R.A. ABAD
Administrator



APPROVED BY:



(SGD. ) CSC Regional Director
Signature over Printed Name


Date: 6-20-02

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