1. UNIVERSITY OF THE PHILIPPINES Human Resources Development Office UNIVERSITY OF THE PHILIPPINES Human Resources Development Office OUTLINE 1.Scope and Coverage 2.Criteria 3.Education 4.Training 5.Experience and Accomplishment 6.Physical Characteristics & Personality Traits 7.Potential 8.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 UNIVERSITY OF THE PHILIPPINES Human Resources Development Office

3.  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 UNIVERSITY OF THE PHILIPPINES Human Resources Development Office

4. UNIVERSITY OF THE PHILIPPINES Human Resources Development Office UNIVERSITY OF THE PHILIPPINES Human Resources Development Office

5. 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 UNIVERSITY OF THE PHILIPPINES Human Resources Development Office

6. Third level - shall cover positions in the Career Executive Service includes: Undersecretary, Asst. Secretary, Bureau Director, Asst. Bureau Director, Regional Director, Asst. Regional Director, Chief of Department Service and other officers of equivalent rank as may be identified by the Career Executive Service Board, all of whom are appointed by the President. UNIVERSITY OF THE PHILIPPINES Human Resources Development Office UNIVERSITY OF THE PHILIPPINES Human Resources Development Office

7. 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 UNIVERSITY OF THE PHILIPPINES Human Resources Development Office UNIVERSITY OF THE PHILIPPINES Human Resources Development Office

8. 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. UNIVERSITY OF THE PHILIPPINES Human Resources Development Office UNIVERSITY OF THE PHILIPPINES Human Resources Development Office

9. 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 1 st level  75 training hours for the 2 nd level  100 training hours for division heads and equivalent or higher positions UNIVERSITY OF THE PHILIPPINES Human Resources Development Office UNIVERSITY OF THE PHILIPPINES Human Resources Development Office

10. 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 UNIVERSITY OF THE PHILIPPINES Human Resources Development Office UNIVERSITY OF THE PHILIPPINES Human Resources Development Office

11. 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%) UNIVERSITY OF THE PHILIPPINES Human Resources Development Office UNIVERSITY OF THE PHILIPPINES Human Resources Development Office

12. 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. UNIVERSITY OF THE PHILIPPINES Human Resources Development Office UNIVERSITY OF THE PHILIPPINES Human Resources Development Office

13. COMPOSITION OF UNIT/DEPT/DIVISION ADMINISTRATIVE PERSONNEL COMMITTEE Chair – Unit Head Members: One (1) representative of the first level employees nominated by the duly recognized negotiating union, if there is one; One (1) representative of the second level employees UNIVERSITY OF THE PHILIPPINES Human Resources Development Office Source: Civil Service Commission Approved MSP dated 02 July 2003

14. COMPOSITION OF COLLEGE/OFFICE ADMINISTRATIVE PERSONNEL COMMITTEE (CAPC) Chair – Unit Head Members: Two (2) representative of the first level employees nominated by the duly recognized negotiating union, if there is one; Two (2) representative of the second level employees UNIVERSITY OF THE PHILIPPINES Human Resources Development Office Source: Civil Service Commission Approved MSP dated 02 July 2003

15. COMPOSITION OF UNIVERSITY ADMINISTRATIVE PERSONNEL COMMITTEE (UPD-ADPFC ) Chair – Vice-Chancellor Members: HRDO Head Two (2) representatives from the recognized union Two (2) representatives from the second level employees One (1) representative from the Rank-and-File Group (not necessarily designated by the recognized union) One (1) representative from the REPS (usually represented by the REPS association) UNIVERSITY OF THE PHILIPPINES Human Resources Development Office Source: Civil Service Commission Approved MSP dated 02 July 2003

16. The End UNIVERSITY OF THE PHILIPPINES Human Resources Development Office

17. UNIVERSITY OF THE PHILIPPINES Human Resources Development Office UNIVERSITY OF THE PHILIPPINES Human Resources Development Office per approved MSPPresent Vice-Chancellor for Administration, Chair HRDO Director, Member Two (2) representatives of the first level employees nominated by the recognized union, Members Two (2) representatives from the recognized union (All-UP Workers Union), Members One (1) representative from the Rank-and-File Group (not necessarily designated by the recognized union), Member Two (2) representatives of the second level employees, Members Two (2) representative from the second level employees (usually one (1) from the UP Supervisors Association), Members One (1) representative from the REPS (usually represented by the REPS Association), Members