RMO No. 36-2013 — Pre cribe the policie , guideline and procedure relative to the trategic recruitment and election proce Dige t |

BUREAU OF LSTERNAL REVENUL RECORDS MGT.DIVISION

REPUBLIGOFTHEPHILIPPINES DEPARTMENT OF FINANCE DEC27.2013 N q:4oam BUREAUOFINTERNALREVENUE Quezon City September 06,-2013 RECEIVED

REVENUE MEMORANDUM ORDER NO.3(0-200

TO :All Revenue Officials and Employees

SUBJECT :Strategic Recruitment and Selection Process

BACKGROUND

Organizations are all uniquely different but the overall mission to have the best and the brightest employee is a common goal. The government has been doing its level best to instill the virtues of integrity,transparency,accountability,and competence in the delivery of public service. In pursuance of this effort, a number of anti- corruption/good governance programs and activities have been introduced. Among these are the Integrity Development Action PlanIDAP) which was adopted in 2004,the Anti-Red Tape Act of 2007,the Integrity Development ReviewIDR)from 2003 to 2012 the Moral Renewal Program(MRP)in 2009,and the latest is the Integrity Management Program IMP).All government agencies are mandated to adopt and implement their own program.

particularly focused on Recruitment and Selection, had been identified as one of the goals in the Anti-Corruption Plan of the Bureau of Internal Revenue (BIR. The In 2007.improvement in the Human Resource Management HRM process

enhancement in the HRM process aims to find the right person,for the right job,at the right time and developing them to help the Bureau achieve optimal revenue and success. Several initiatives were adopted by the BIR, thru its Personnel Division,to achieve said objective and the implementation of those programs ultimately resulted to the BIR's commendable performance in the IDAP and IDR.

As part of the continuing efforts of the BIR to support this program af government as well as update the policies,guidelines and procedures of recruitment and selection that aim to implement the revised Merit Selection Plan (MSP) under Civil Service Commission (CSCMemorandum Circular(MC No.03,s.2001,the relevant sections of Republic Act (RA) No.9165 otherwise known as the Comprehensive Dangerous Drugs Act of 2002 and CSC MC No.13,s.2010 relative to the guidelines for a

governing the grant of rights and privileges of persons with disabilitythis RMO is hereby Drug-Free Workplace in the Bureaucracy,and the pertinent provisions of RA No.7277

established for the guidance of all concerned.

I OBJECTIVES

This Order is issued to

1. Adopt and implement the policies guidelines and procedures of a strategic recruitment and selection process that will ensure the hiring of the right employee positions. for each position leading to reduced costs and an improved outcome,provide fast quality Human Resource (HR) service ta potential BIR employees, and help HR officers sourcerecruit,assess,select and hire the "best fitcandidates for vacant

2. Update and align the policies, guidelines and procedures to be observed in the recruitment and selection of new employees with that of the identified competencies,as provided in the above-mentioned regulations. 3. Reflect the changes in the recruitment and selection process and in the roles and implementation of the improved hiring process. responsibilities of the concerned Official/Office/Group which include the National adherence to relevant employment laws and more importantly to ensure Selection Board (NSB,the Personnel Division PD/Training Delivery Division (TDD)/Human Resource Management Unit(HRMU),and the Appointing Authority in

SCOPE

levels in the Bureau. it shall also include nan-career service positions. This recruitment and selection process shall cover all career positions in the first and second

IN. DEFINITION OF TERMS

For purpases of this Order, the following terms shall mean Anti-Corruption-designed to eradicate or prevent dishonest or fraudulent conduct, especially in a political context:an onti-corruption campaign. Good Governance-epitomized by predictableopen and enlightened policy making a bureaucracy imbued with a professional ethos; an executive arm of government accountable for its actions;and a strong civil society participating in public affairs; and all behaving under the rule of law Integrity-the quality of being honest and having strong moral principles; moral uprightness.

individuals that are open in the clear disclosure of informationrules,plans,processes and actions. Transparency-is a characteristic of governments, companies, organizations and

World Bank 1994:Governonce:The Word Bank's Experence : See Oxford Dictionariss BUREAU OR INTERNAL REVENUE

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Accountability-means ensuring that officials in public private and voluntary sector commitments are not met. organizations are answerable for their actions and that there is redress when duties and

enable a person or an organization to act effectively in a job or situation. Competence -a cluster af related abilities, commitmentsknowledge, and skills that

her program of countering corruption through integrity development and good executive branch under Her Excellency President Gloria Macapagal-Arroyo in line with governance. Integrity Development Action PlanIDAP)-is the main output of the 3-day first ever Presidential Anti-Corruption Workshop(PAW held from 15 to 17 December 2004 with the theme: Countering Corruption through Integrity Development: A Key to Economic Competitiveness.It has been adopted as the national anti-corruption framework of the

Anti-Red Tape Act of 2007-an act to improve efficiency in the delivery of government service to the public by reducing bureaucratic red tape,preventing graft and corruption and providing penalties therefor

vuinerability assessment - for assessing the robustness of corruption resistance mechanisms, and for identifying the vulnerabilities of government agencies to corruption.It seeks to design and implement safeguards ta prevent corruption in the Integrity Development ReviewIDR-is a compendium of diagnostic tools self assessment scorecards for managersfeedback, survey of employees and corruption publicsector.

government officers and employees,as well as the strengthening of people's values to achieve zero tolerance for corruptian. Moral Renewal ProgramMRP-refers to values formation and ethical behavior for

Integrity Management ProgramIMP-is a preventive anti-corruption measure of the Government jointly undertaken by the Office of the President's Office of the Deputy Executive Secretary for Legal Affairs (OP-ODESLA)and the Office of the Ombudsman

Dangerous Drugs Act of 2002,repealing Republic Act (RA) No.6425,otherwise known as The Dangerous Drugs Act of 1972,as amended,providing funds therefor,and for other Comprehensive Dangerous Drugs Act of 20022-an act instituting the Comprehensive purposes.

Administrative Order AO No.255,s.2009 Integrity Management Program Briefer SSee www.transparency-initiative.org/about/definitions See www.mirdc.dost.gov.ph See Office of the Ombudsman Website,downloaded on 13 August 2013 Republic ActRANo.9485 Republic ActRANo.9165 Transparency International See Business Dictionary BUREAU OF INTERNAL REVENUE RECORDS MGT.DIVISION

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purpose a Professional Regulatory Board of Psychology,appropriating funds therefor and for other purposes. Republic Act (RA)No.10029-an act to regulate the practice of Psychalogy,creating for this

services defined in this Act. Psychologist-means a natural person who is duly registered and holds a valid certificate of registration and a valid professional identification card as professional psychologist,issued by the Professional Regulatory Board of Psychology and the Professional Regulation Commission pursuant to this Act for the purpose of delivering the different psychological

a valid professional identification card as psychometrician issued by the Professional Regulatory Board of Psychology and the Professional Regulation Commission pursuant to this Psychometrician14-means a natural person who holds a valid certificate of registration and Act.

Career Service5-positions in the civil service characterized by1 entrance based on merit and fitness to be determined as far as practicable by competitive examination,or based on highly technical qualifications;(2 opportunity for advancement to higher career positions; and3) security of tenure.

involve sub-professional work in a non-supervisory or supervisory capacity First Level Positions-shall include clerical, trades and crafts and custodial service which

Second Level Positions7-involve professional, technical and scientific work in a non- supervisory or supervisory capacity up to Division Chief Level or its equivalent

Non-Career Service-positions characterized by

a. entrance on bases other than those of the usual tests of merit and fitness utilized for b. tenure which is limited to the duration of a particular project for which purpose employment was made. the career service;

System of Ranking Positions19-is the hierarchical arrangements of positions from

taking into consideration the following: highest to lowest, which shall be a guide in determining which position is next-in-rank? a) Organizational structure; b Salary grade allocation c) Classification and functional relationship of positions;and

Geographical location

Merit Selection Plan(MSP) per CSC Meorandum Circular MC) No.03,s.2001 RA No.10029 T Infra T Infra 2 Infra I ibid. a Infra BUREAU OF INTERNAL REYENUE RECORDS MGT. DIVISION

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characteristics and personality traits required in the performance of the job. Qualification Standards (QS)2_is a statement of the minimum qualifications for a position which shall include education, experience, training. civil service eligibility, and physical

Specific Requirements - requisites not limited to the qualification standard of the position, but may include skills, competencies, potential,physical characteristics and personality traits necessary for the successful performance of the duties required of the position.

to competency models that define the traits of fully successful or exemplary performers. Recruitment-is the process of attracting as many qualified applicants as possible far posted vacancies and anticipated positions for validation.It is a talent searcha pursuit of the best group of applicants for an available position by comparing applicants'talents

then identifying an appropriate match between the individual, the job, the work group, Selection -reduces the list of applicants to thase who are most qualified ta achieve the desired outputs or results and will best fit the job.22 it is the process of searching for and and organization.

line-up on account of gender,civil statu,pregnancydiabilityreligionethnicityor politica Discrimination23 -is a situation where in a qualified applicant is not included in the selection afftliation.

Pre-employment Tests -refers to the assessment tools that measure the ability/skill thru the Aptitude,Personality,Integrity Tests and the Computer Practical (Hands-On Examination.It is used to assess relative strengths and weaknesses of job applicants.

Aptitude Test24-a test designed to predict learning capacityfor a particular area or particular skills.

Personality Tests5- any toof utilized to assist in assessment of character or tests,that claim to gauge unconscious factors of an invalved party's personality measuring of character traits. Personality tests might gather self-report information, wherein engaged porties reply to gueries about their character or chose objects which depict themselves,or they might take the form of projective

records, reference checks, blood or urine tests, handwriting analysis,and personal interviews. These tests, almost always paper-and-pencil instruments Integrity Tests2s-are viewed by employers as one tool in the armamentarium of persannel screening techniques, which can also include other tests of personality and/or cognitive ability background checks into criminal history and credit

See Psychology DictionaryWhat is PERSONALITY TEST7 definition of PERSONALTY TEST(Psychology Oictionary Competency-based Human Resaurce Management.David D.DuboisWilliam J.Rothwell with Deborah Jo King 2See http//www.alfeydog.com/glossary/definition.php?term=Aptitude%20Testfixzz2bq4kzuGb http://psychologydictionary.org/personality-test/Mixez2bq8R86gd The Us of integrity Tests for Pre-Employment Screening,1990 infra Stern and Linda K. Kemp, First Edition 33 infra 23 Infra

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counterproductive acts. contain either in whole or in part, questions about an individual's attitudes toward theft and other deviant or iflegal acts,and questions about an individual's prior involvement in such behavior.Answers to these queries lead to inferences about the test-taker's propensity to commit workplace theft ond/or other

this type of ossessment.This can relate to assessment of IT practical skills or more commonly the on screen presentation of knowledge tests. Computer Practical (Hands-On) Examination7 -refers to assessment which is built around the use of a computerthe use of a computer is always intrinsic to

social attributes,personality traits and potential. Selection Line-Upis a listing of qualified,competent and successful applicants for consideration to a vacancy which includes, but not limited to, the comparative information on their education,experience,training,civil service eligibility,performance rating if applicable),relevant work accomplishments,physical characteristics,psycho-

Strategic Recruitment29-recruiting in response to the needs of the business and building recruitment strategy around that need.It is focused purely on the key job positions in the organization.It is focused on the hiring of the job positions needed for the accelerated growth of the business.The strategic recruitment can be a separate process from the usual recruitment process for the mass job positions.

Best fito-the right candidate for the right jab.

resuit and consolidated interview rating result who are for consideration to a particular position. Forced-Rank List of Applicant/s -is a list of passed applicants placed according to their over-all ranking (from highest to lowest) based on their employment examination test

to a position in the career service but who has been separated as a result of reduction in workforce,reorganization and or voluntary resignation. Reemployment-is the reappointment of a person who has been previously appointed

to a career service and who has,through no delinquency or misconduct,been separated therefrom or the restoration of one who has been exonerated of the administrative Reinstatement -is the reappointment of a person who has been previously appointed charges filed against him.

Blacklisting -the act to permanently exclude the applicant/s to be formally employed in the Bureau due to any of the following reasons CHEATING during the pre-employment examination FALSIFICATIONS/MISREPRESENTATIONS stated on the submitted documents FAILING the BIR Pre-employment Examination TWICE and

Chandler Macleod Unleashing Potential 1 Wikipedia 2 Infra 21bid BUREAU OP INTERNAL REVENUE RECORDS MGT.DIVISION RECEIVED DEC 27 2013 qY9:40am

In most application processes, lying about background and credentials will keep the employer from hiring the applicant.Background checking ensures the employer that the candidate has the background and experience he or she claims. Background Checking1 - is the process of authenticating the information supplied to a potential employer by a job applicant in his or her resume,application,and interviews.

21 U.5.C.Section 812,and any illegal drug or drug used illegally3 Drug - any substance, other than alcohol, capable of altering the user's judgment perception, mood,or of impairing the user's physical reactions.This term includes the controlled substances defined in Schedules I through V of the Controlled Substances Act,

V POLICIES

prescribed for the information and strict compliance by all concerned In order to attain the aforesaid objectives, the following employment rules are hereby

1The recruitment and selection process must be driven by clear policiesaccountabilityand shared responsibility but most importantly by Human Resource (HR) professionals who have the capacity to deliver.

2.Recruitment and selection is critical to effective HR Management, however, it must be Planning Career Management,Succession PlanningTraining and Development Performance Management, etc. practiced within the context of other HR systems such as Manpower Planning. Retention

3.HR officers performing recruitment functions shall focus on recruiting activities aimed at farecasts for future needs,the HR officer needs to direct efforts toward the best option for attracting the right candidates for the job. Based on the needs of current openings and Tecruiting the right candidates.

4.Pursuant to the pertinent provisions of RA No.10029,psychometrician shall be authorized to level forms of psychological tests;(2interpreting results of the same and preparing a written report on these results; and (3 conducting preparatory intake interviews of clients for do any of the following: Provided, That such shall at all times be conducted under the supervision of a licensed professional psychologist:1administering and scoring of objective personality tests,structured personality tests, excluding projective tests and other higher psychological invention sessions.

5. Vacant positions marked for filling-up shall be published in accordance with RA No.7041.The Bureaunamely at the BIR WebsitePD-National Office/HRMU-Regional Office bulletin board and CSC Bulletin in accordance with RA No.7041 for ten 10 calendar days. published vacant positions shall be posted in at least three (3 conspicuous places in the

6.The BIR shall observe Sec.25 of Republic Act(RANo.7277,which reads as follows opportunities for suitable employment,A qualified disabled emplayee shall be subject to the Equaf Opportunity for Employment.-No disabled person sholl be denled access to

31See http.//humanresources.about.com/od/glossaryb/a/background.htm See Working Partners for an Alcohol and Drug-Free Workplace BUREAU OF INTERNAL REVENUE RECORDS MGT.DIVISION

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fringe benefits,incentives or alfowances as a gualified able bodied person same terms and conditions of empioyment and the same compensation,privileges benefits

7. The grant of eligibility for skilled positions in the government shall be in accordance with the policies of CSC MC No.10,s.2013.

8.In the event that the applicant does not meet the required Qualification Standards (QS) for Management Unit (HRMU may recommend other positian/s commensurate to his/her the position that he/she is applying forthe Personnel Division (PD)/Human Resource

qualifications.

9.The hiring or reinstatement of persons over the age of forty40) but not over fifty-seven 57 dated September 10, 2003, provided he has rendered satisfactory service in the years may be given due course subject to the conditions cited in Memorandum Circular No.35 dated August 24,1987 of the Office of the President and Department of Finance letter

government.

10.Former BIR employees seeking reemployment in the Bureau shall submit Certificate of Clearance from the Office of the Ombudsman and from the National/Regional Offices where they were previously assigned.This particular requirement shall be attached to the application forms upon submission to the PD/HRMU

11.The CSC MC No.03,s.2001 also known as Merit Selection Plan reguires that Selection of employees for appointment in the government service shall be open to all gualified men and women according to the principle of merit and fitness

There shall be egual employment opportunity for men and women at all levels of position in the agency, provided they meet the minimum reguirements of the posltian to be filled.

2 The Merit Promotion Plan shall cover positions in the first,second and third fevel and

shall also include original appolntments and other related personnel actions.

gender,civil status,disabiityreligion,ethnicityor poitical affiliation. There shall be no discrimination in the selection of employees on account of

3. When a pasition in the first and second fevel becomes vacant,applicants for

employment who ore competent,qualified and passess appropriate civil service eligibility shall be considered for permanent appointment."

12.Selecting the right candidate requires identifying the specific skills,knowledge and qualities for the position itself, such as a specific degree or certification, and the desired personal you seek and desire in an employee. This can pertain to the necessary skills and knowledge qualities,such as a preference to hire employees with good moral and ethical standards

13.An improved selection process shall be observed in processing the applications for BIR psychologists to administer new assessment tool,and furnishing of an exclusive testing employment and these are: administering standardized pre-employment examinations room to be used by applicants including integrity examination providing licensed and accredited psychometricians and

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14.Applicant/s for hiring/reemployment must be able to qualify under the preliminary screening and pass the pre-employment exarmination and series of interviews to be given by the BIR.

15.Applicants who failed the pre-employment examinations may be allowed to re-take the examinations after the lapse of one year from the date of examinations. Re-taking of examination shall be allowed only once.

16.The selection process, which shall include examination and interview,shall be completed within fifteen 15) working days from the date of examinations.

17.A Personnel Selection Board, hereinafter referred to as the National Selection Board in the Bureau. NSB)/Regional Selection Board(RSB),for first and second level positions shall be established

18.The N5B/RSB members including altermate representatives for first and second level positians shall undergo orientation and workshop on the selection/promotion process and CSC policies on appointments.

19.The Bureau head shall,as far as practicable,ensure equal opportunity for men and women to be represented in the P5B for alllevels.

20.The NSB/RSB shall maintain fairness and impartiality in the assessment of candidates for independent resource persons and may initiate innovative schemes in determining the best appointment.Towards this end the NSB/RSB may employ the assistance of external or and most qualified candidate.

21.The BIR shall adopt Sec.6 of Rule XVIIl of Omnibus Rules Implementing Book V of Executive thereof including government owned or controlled corporations with original charters shal be made in favor of a relative of the appointing or recommending authority,ar of the chief of the bureau or affice,or of the persons exercising immediate supervision over the appointee. Order No.292 and other pertinent Civil Service Laws which states that:No appointments in the national, provincial, city and municipal government or in any branch or instrumentality

22.The appointing authority shall assess the merits of the NSB/RSB's recommendation for appointment and in the exercise of sound discretion,select, in so far as practicable,from among the top five ranking applicants deemed most qualified for appointment to the vacant position.

23.Appointments shall be prepared and approved within three (3) weeks after the deliberatior of the NSB/RSB.

24.The comparative competence and qualification of candidates for appointment shall be determined on the basis of 24.1.4 PSYCHO-SOCIAL ATTRIBUTES and PERSONALITY TRAITS 24.1.2 EDUCATION and TRAINING 24.1.3 EXPERIENCE and OUTSTANDING ACCOMPLISHMENTS 24.1.5 POTENTIAL 24.1.1PERFORMANCE-For appointment by transfer,the performance rating for the last two (2 rating periods immediately preceding the transfer from the former office or agency should be at least very satisfactory.

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25.Applicant/s for hiring /re-employment in the Bureau who have been selected by the NSB/RSB shall submit the following clearance/s Applicants who have been separated from other government agencies-Certificate Applicant/s with work experience from private companies-Certificate of Clearance Applicant/s from other government agency without gap in the service (transferee of Clearance from the agency where they were last previously connected and Ombudsman Clearance. Certificate of Clearance fram the agency where they are presently connected from their previous employer.

26.All successful candidates for hiring are required to undergo physical and mental tests and to appropriate clearances and other documents, before employment in the BIR. submit results and/or reports of laboratory tests including drug test, together with the

27.Drug tests need to be completed prior to actual employment as required under CSC MC No 13,s.2010,CSC Resolution No.101359 dated July 6,2010,and MC No.34,s.1997 28.For applicants who violate the drug-free workplace policy in the BIR the offer of employment shall be withdrawn. Thereafter,applicant is banned from reapplying. 29.A notice announcing the appointment of an employee shall be posted in three 3 fifteen15 calendar days. conspicuous places in the Bureau a day after the issuance of the appointment for at least

30.Probationary period of new appointees shall be applied pursuant to CSC MC No.3,s2005 which states that:the probationary period shall be for six months reckoned from the date of assumption to duty.

31. The policies,guidelines and procedures on the recruitment and selection of candidates for herewith shall till apply employment as established in Revenue Memorandum Order(RMO) No.4-2005,consistent

V GUIDELINES AND PROCEDURES

A.Creation and Composition of Personnel Selection Board (PSB Order. A Personnel Selection Board shall be created pursuant to Section V(17 of this

b.Members: 1.The National Selection Board(NSB) shall be compased of .Chairperson Deputy Commissioner of internal Revenue Resource Management GroupDCIR,RMG DCIR-of the organizational unit where the vacancy is authorized

Assistant Commissioner of Internal Revenue (ACIR) of the organizational unit where the vacancy is authorized ACIR,Human Resource Develapment Service HRDS AlternateHead Revenue Executive Asst.(HREA AlternateHREAHRDS AlternateChief of Staff

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level. employees, one from the 1st level and one from the 2nd Two (2) elected representatives from the rank and file

The first level representative shall participate during the screening of candidates for vacancies in the first level; the second level representative

association may designate an alternate. level. Both rank-and-file representatives shall serve for a period of two 2 shall participate in the screening of candidates for vacancies in the second years. For continuity of operation the agency accredited employee

C. Secretariat: Personnel Division (PD)

2. The Commissioner of Internal Revenue may convene the Regional Selection

a Chairperson Board(RSBwhich shall be composed of: Assistant Regional DirectorARD b.Members Division Chief or Revenue District Officer where the

vacancy is authorized

Assistant Revenue District Officer ARDO AlternateAssistant Division Chiei (ADC or

b.Secretariat Human Resource Management Unit (HRMU) employeesone from the 1 level and one from the 2nd Ievel. Two (2) elected representatives from the rank and file

B.Conduct of the PSB Deliberations

1. The NSB/RSB shall meet every second and last Wednesday of the month.The

NSB/RSB meetings in the absence of the regular member alternate of the regular member of the NSB/RSB shall automatically attend the

2.The DCIR-RMG/ARD,in his/her capacity as Chairperson of NSB/RSBmay call for NSB/RSB deliberation Special NSB/RSB Deliberationin his/her own accord or upon the request of any NSB/RSB member,for the discussion of a particular urgent selection requiring

3.The Minutes of NSB/RSB Meeting shall be prepared by the NSB/RSB 5ecretariat Commissioner. and must be approved by all NSB/RSB Members prior to submission to the

the BIR,and may be used as reference documents for any decision reached by the Commissioner. The Minutes of the NSB/RSB Meetings shall form part of the afficial records of

4.Clarifications, queries or objections involving any NSB/RSB decision/resolution shall be referred directly to NSB/RSB for its consideration and response,On no account shall any revenue official or employee introduce modifications or amendments to any document of NSB/RSB

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C,Functions and Duties of the PSB

1.All candidates for appointment to first and second level positions shall be screened by the NSB/RSB excluding Substitute/casual appointnent due to their short duration and Appointment to entry labor positions; emergency nature. However,should the position be filled by regular upon by the PSB appointment,candidates for the position should be screened and passed

Renewal of temporary appointment issued to the incumbent personnel. Appointment to personal and primarily confidential positions;and

2 Convene and evaluate en banc the qualifications of the applicant listed in the include all applicants who passed both the pre-employment test and series of line-up against the selection criteria and qualification standards.The line-up shall interviews.

3.Choose the most qualified and competent applicant in the line-up

4. Recommend to the Commissioner/Regional Director the applicant to be hired

based on its en banc deliberation.Submit the list of candidates recommended for appointment from which the appointing authority shall choose the applicant ta be appointed.

5.Prepare Minutes of the Meeting and maintain records of the deliberations 6. The NSB/RSB shall mainly be responsible in selecting candidates for the vied position in accordance with Civil Service Laws and Rules on Appointments,Merit Selection Planand pursuant to the existing rules, policies,and procedures of the Bureau.

D.Functions and Duties of the PD/TDD/HRMU

The PD/HRMU shall have the following functions and duties Recruitment

1Attract and encourage more and more candidates to apply in the Bureau through the following sources Social networking sites Walk-ins Educational Institutes/Campus recruiting Job fairs Employee referrals/recommendations Job posting/Advertisements

2. Develop and maintain an updated plantilla of positions and qualification database of applicants for employment in the BIR to include educationeligibilityexperience competencies,and other similar information.

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3,Conduct a position/job analysis.Learn everything possible about the job processes performance factors working conditions, etc. to determine what the essential functions are and what is required in terms of knowledge,skills and personal traits to perform the position's duties satisfactorily 4. Publish vacant position/s in the CSC Bulletin of Vacant Position or through ather mode of publication and post the same in three3) canspicuous places in the Bureau for at least ten (10) calendar days.

but no position shall remain vacant for a period of more than six(6)months from 4.1. The publication of a particular vacant position shall be valid until filled-up the date of publication of the vacancy. 4.2.The following positions are exempt from the publication requirements: Third level positionsCareer Executive Service)and Positions to be filled by existing regular employees in the agency in case of reorganization. Primarily confidential positions Positians which are policy determining Highly technical positions Other non-career positions;

5. Receive and evaluate employment applications against the established recruitment criteria) to determine whether the applicants meet the minimum QS of positions in the BIR as approved by the CSC and specific job requirements stated in the job description.

6. In the evaluation of application for employment in the BIR,the PD/HRMU shall ensure that the applicant meets following recruitment criteria

Technical Competence -refers to the capability and know-haw in relevant technical or functional area. Individual Competence-refers to competencies related to personal and interpersonal effectiveness,communication,work management Educational Attainment -this shall include educational background that is relevant to the duties and responsibilities of the position. Experience -this shall include relevant occupational history,and work experience.Creditable experience shall be based on actual duties performed and not on the position title. Civil Service Eligibility Rating-BAR/Board/CSP/CSSP and other applicable professional licensure and government accredited examination required for the position applied for and other skills.

7Inform applicants and other concerned offices of the results of the evaluation.

Notify in writing the applicants one {1 month before their scheduled date of examination thru letter,email and phone call.

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Inform in writing applicants who did not qualify fifteen days 15 from Post at the BIR Website, PD/regional offices bulletin board copy receipt on the status of their application. furmished the Commissioner of Intemal Revenue (CIR,DCIR-RMG,ACIR and Regional Directors, the list of qualified applicants who will take the employment examination stating the venue and time of examination three 3days before the scheduled date. HRDS,HREA-HRDS,DCIR/ACIR/Division Chiefs of the concerned office

Selection The PD/HRMU shall have the following functions and duties

8 Administer employment tests on a regular basis both in the National and Regional

Offices.

8.3.Prepare the summary of candidates test results.Only those who passed the 8.4.Post at the BIR Website,regional offices bulletin board,copy furnished the CIR 8.5.Inform applicants af employment tests results. 8.2.Administer pre-employment tests.However,the following standardized tests 8.1.Conduct pre-employment orientation prior to tests administration 8.2.1.Aptitude Test 8.2.3.Integrity Tests 8.2.4.Computer PracticalHands-On) Examination 8.2.5.Procedures on other assessment methods shall include basic rules and regulations examination for driver position and work simulations/manual dexterity tests for other applicable positians examination ten10 warking days after the examination. 8.2.2.Personality Tests The standard guiding principle for the recruitment employment test results are need to be administered and scored by licensed/accredited and trained psychometrician or psychologist employment tests shall be interviewed. office,and Regional Directors,the list of applicants who passed the employment DCIR-RMG,ACIR-HRDS,HREA-HRDS,DCIR/ACIR/Division Chiefs of the concerned as follows: PASSED Test Result Candidate shall get at least an AVERAGE rating in al a FAVORABLE result in the Integrity Test. aspects of the pre-employment test administered and Description

FAILED Candidate who obtains a BELOW AVERAGE rating in any of the foilowing Aptitude Test

V Computer Practical

8.6.Match all successful applicants according to how they relate to the job position qualificatians shall be set in a separate RMO relative to competency- Specifications.The criteria or core competencies for each functional group and based recruitment. FAILED Candidate who obtains an UNFAVORABLE rating In the Integrity Test

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8.6.1.Technical Positions

8.7.Retain test and test results for at least one1 year from the date the test is 8.8.Keep detailed records of every correspondence at every stage administered or from the date of any personnel action relating to the testing,whichever is later,except in case of reorganization ar any other similar event 8.6.2.Administrative Positions BIR Pre-employment Examination Result BIR Pre-employment Examination Result BIR Consolidated Interview Result BIR Consolidated Interview Result

9.Facilitate the conduct of employment interviews on time to all applicants who passed 9.6. Promote a good public image of the agency and the government. 9.2.Obtain additional information on the applicant's education,work experience 9.3.Identify the extent of the applicant's knowledgeskills,and other competencies 9.4.Compare an applicant's strengths and weaknesses with those of other 9.5.Describe the job,what the agency expects of employees,and what employees the employment examinations with the following objectives 9.1.Observe an applicant's attributes that will affect job performancei.e.ability to job-related interests,and other information that can fill in the gaps on the by inquiring about past performance and achievements. really interested in the position resume or application form. applicants. can expect. This gives the applicant more information to determine if s/he is communicateability to reason and understand;temperament,personality and character;etc.

10.Ensure that a team of two interviewers shall interview applicants separately and then compare notes afterwards.This shall be done in the following methods: 10.1.InitialInterview-to be conducted by the ACIRaiternate HREA) of the 10.2.Final Interview-to be conducted by the DCIR in the National Office and writing. Service and Division of the concerned Office or where the vacancy is. HRDS/Assistant Regional Director or any representative duly authorized in Regional Director in the Regional Office or a representative from the Group

11.Evaluate the Interviews conducted and ensure that these reflect the applicant's skills intelligence and interpersonal and communication skills abilities,and performance factors measured against those required for the position form.Interviews are useful for assessing such personal characteristics as practical Match the candidate to the job and complete the interview evaluation or rating

12.Conduct background checking of applicant's information to apprapriate offices is just one of many factors to consider in making a final selection decision. While Applicants need to be screened with a background check to see if anything objectionable would prohibit them from working in the Bureau. Reference checking

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impression of a reference may be subjective, consensus of all references may be looked at as being objective. 13.Prepare forced-rank list of applicants (shortist of passed applicants for inclusion in on which the candidate was rejected. possible finish up with the best possible candidates on the shortlist. It is sensible to reject those applications that do not match the key criteria closely.If feasible keeping a set of notes is a gaod idea. This helps to remember or explain the graunds the selection line-up for recruitment.The important point is to ensure that as far as

14.Maintain an updated database of passed applicants'profile including among others educationeligibility,experience,competencies,and other similar information.

Placement The PD/HRMU shall have the following functions and duties

15.Prepare selection line-up for recruitment to fill-up vacant positions and gaps in critical areas of expertise and submit aforesaid list to the NSB/RSB for deliberation en banc.

16.Maintain records of the deliberations of the NSB/RSB which must be made accessible to interested parties upon written request and for inspection and audit by the external and internal auditors.

17.Prepare appointment papers for approval of the appointing authority.The signed appointment,together with other documentary reguirements,shall be forwarded to the CSC within fifteen (15) days of the succeeding month and to the head of office where the appointee is assigned,provided that, all pre-employment requirements are complied with.

18.Post a notice announcing the appointment of an employee in three (3 conspicuous places in the Bureau a day after the issuance of the appointment for at least fifteen 15 days.The date of posting shall be indicated in the notice. 19. Require all selected candidates for employment in the BIR to undergo drug test in consonance with Section 36,Article III of the RA No.9165,and CSC MC No.34s. 1997,as follows iiDrug test certificates issued by accredited drug testing centers shall be valid jiThe drug testing shall employ,among others,two 2 testing methods, the i Authorized drug testing shall be done by any government forensic http://www.lto.gov.ph/DrugTestCenters/As%20of%20May%202005.paf screening test which will determine the positive result as well as the type of the drug used and the confirmatory test which will confirm a positive for a one-year period from the date of issue which may be used for other Certificate for Employment) laboratories or by any of the drug testing laboratories accredited and monitored by the DOH to safeguard the quality of test results.The list of purposes.it shall be attached to the revised CSC Form 211 (Medical screening test. accredited centers may be accessed through

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20.Oblige all candidates who were selected for hiring to undergo physical and medical Psychiatric report along with other pertinent documents prior to beginning tests,and to submit results of drug test,NBI and/or Police Clearance and Neuro employment.

21.Prepare list of newly hired employees for submission to the Official/Office in-charge of ermployment orientation.

22. Ensure that all newly hired employees shall attend on boarding program prior to reporting to duty.

23.Assure provision of ID/ATM,enrollment in the biometrics or issuance of time card whichever i applicable,and inclusion in the payroll,GSIS,and Phil Health

24.Create 201file and encode to the HRIS

Employment Orientation The TDD/HRMU shall have the following functions and duties 25.Conduct orientation/on boarding training program to new employees prior to commencement of their work in the Bureau,particulary,on the following areas viiRevised Cade of Conduct of Revenue Officials and Employees vii.Administrative policies ixBIR Corruption Prevention Practices iv.Performance standards vi.Campensation and benefits policies iii.Job objectives and responsibilities x.Salient Features of RA No.9165 and its Implementing Rule5 and Regulations iiOrganizational systems rewardstraining and development,etc. v.Performance measurement iBIR profile (Vision/Mission/Core Values/Strategies

26.Provide the newly hired employee with a copy of the Revised Code of Conduct of copy of the Drug-Free Workplace Policy Revenue Officials and Employees as implemented by RMO No.53-2010 as well as a

27.Ensure that the respective superior of the newiy hired employee shall conduct a Job supervisor and the newly-hired employee. supervisor of the newly hired employee shall accomplish the Orientation Checklist and issue a Certificate of Appearance duly acknowledged by the immediate Induction session,upon reparting to duty,to fully equip and prepare the employee on what the job is and the expected performance results.Also, ascertain that the

The PD/HRMU shall have the fallowing functions and duties: Probation

28.Monitor probationary periad of new appointees for six (6 months reckoned from 29.Prepare and submit all reportorial requirements on time to the concermed offices. the date of assurmption to duty.

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E.Functions and Duties of the Appointing Authority

1Establish the NSB/RSB and see to it that all NSB/RSB members undergo orientation

and workshop on the selection/promotion pracess and CSc policies on

appointments. He/she shall,as far as practicable,ensure equal opportunity for men

and women to be presented in the PSB for all levels

2.Assess the merits of the NSB/RSB's recommendation for appointment.

3.Issue appointments in accordance with the provisions of the Merit Selection Plan

Vi REPEALING CLAUSE

All revenue issuances or portion/s thereof inconsistent herewith are hereby amended

and superseded accordingly.

Vi. EFFECTIVITY

This Order shall take effect immediately

KIM S.ACINTO-HENARES Commissiorfer Of Internal Revenue

020052

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