Article 96p. 96

ADMINISTRATIVE CODE AND LAW OF PUBLIC OFFICERS TEXT AND RULES

that there is no justification for the detail, he may appeal

his case to the Commission. Pending appeal, the decision

to

detail

the

employee

shall

be

executory

unless

otherwise ordered by the Commission.

(7) Reassignment . — An employee may be reassigned

from one organizational unit to another in the same

agency:

Provided ,

That

such reassignment shall not

involve a reduction in rank, status or salary.

SECTION 27. Employment Status . — Appointment in

the career service shall be permanent or temporary.

(1) Permanent status . — A permanent appointment

shall

be

issued

to

a

person

who

meets

all

the

requirements for the positions to which he is being

appointed,

including

the

appropriate

eligibility

prescribed, in accordance with the provisions of law, rules

and standards promulgated in pursuance thereof.

(2) Temporary appointment . — In the absence of

appropriate eligibles and it becomes necessary in the

public interest to fill a vacancy, a temporary appointment

shall

be

issued

to

a

person

who

meets

all

the

requirements for the position to which he is being

appointed except the appropriate civil service eligibility:

Provided , That such temporary appointment shall not

exceed

twelve

months,

but

the

appointee

may

be

replaced

sooner

if

a

qualified

civil

service

eligible

becomes available.

SECTION

28.

Salary

Increase

or

Adjustment .

—

Adjustments in salaries as a result of increase in pay levels

or upgrading of positions which do not involve a change

in

qualification

requirements

shall

not

require

new

appointments

except

that

copies

of

the

salary

adjustment

notices

shall

be

submitted

to

the

Commission for record purposes.

SECTION 29. Reduction in Force . — Whenever it

becomes necessary because of lack of work or funds or

due to a change in the scope or nature of an agency's

program, or as a result of reorganization, to reduce the

staff of any department or agency, those in the same

group or class of positions in one or more agencies within

the

particular

department

or

agency

wherein

the

reduction is to be effected, shall be reasonably compared

in terms of relative fitness, efficiency and length of

service, and those found to be least qualified for the

remaining positions shall be laid off.

SECTION 30. Career and Personnel Development . —

The development and retention of a competent and

efficient work force in the public service is a primary

concern of government. It shall be the policy of the

government that a continuing program of career and

personnel

development

be

established

for

all

government

employees

at

all

levels.

An

integrated

national plan for career and personnel development shall

serve

as

the

basis

for

all

career

and

personnel

development activities in the government.

SECTION

31. Career and Personnel Development

Plans . — Each department or agency shall prepare a

career and personnel development plan which shall be

integrated into a national plan by the Commission. Such

career and personnel development plans which shall

include provisions on merit promotions, performance

evaluation, in-service training, including overseas and

local

scholarships

and

training

grants,

job

rotation,

suggestions and incentive award systems, and such other

provisions

for employees' health, welfare, counseling,

recreation and similar services.

SECTION

32.

Merit

Promotion

Plans .

—

Each

department or agency shall establish merit promotion

plans which shall be administered in accordance with the

provisions

of

the

Civil

Service

law

and

the

rules,

regulations and standards to be promulgated by the

Commission. Such plans shall include provisions for a

definite screening process, which may include tests of

fitness, in accordance with standards and guidelines set

by the Commission. Promotion Boards may be organized

subject to criteria drawn by the Commission.

SECTION

33.

Performance Evaluation System . —

There shall be established a performance evaluation

system, which shall be administered in accordance with

rules, regulations and standards, promulgated by the

Commission for all officers and employees in the career

service. Such performance evaluation system shall be

administered in such manner as to continually foster the

improvement

of

individual

employee

efficiency

and

organizational effectiveness.

Each department or agency may, after consultation

with the Commission, establish and use one or more

performance evaluation plans appropriate to the various

groups

of

positions

in

the

department

or

agency

concerned. No performance evaluation shall be given, or

used as a basis for personnel action, except under an

approved performance evaluation plan: Provided , That

each employee shall be informed periodically by his

supervisor of his performance evaluation.

SECTION

34.

Responsibility

for

Training .

—

The

Commission shall be responsible for the coordination and

integration

of

a

continuing

program

of

personnel

development for all government personnel in the first

and second levels.

Central staff agencies and specialized institutes shall

conduct

continuing

centralized

training

for

staff

specialists from the different agencies. However, in those

cases where there is sufficient number of participants to

warrant

training

at

department

or

agency

or

local

government

levels,

such

central

staff

agencies

and

specialized

institutes

shall

render

the

necessary

assistance, and consultative services.

To avoid duplication of effort and overlapping of

training

functions,

the

following

functional

responsibilities are assigned:

(1) Public and private colleges and universities and

similar institutions shall be encouraged to organize and

carry out continuing programs of executive development.

(2) The Commission, the Commission on Audit, the

Department of Budget and Management, the General

Services Administration, and other central staff agencies

shall

conduct

centralized

training

and assist in the

training program of the Departments or agencies along

their respective functional areas of specialization.

(3)

In

coordination

with

the

Commission,

the

Department

of

Local

Government

and

Community

Development shall undertake local government training

programs.

(4)

In

coordination

with

the

Commission,

each

department or agency, province or city shall establish,

maintain and promote a systematic plan of action for

personnel

training

at

all

levels

in

accordance

with

standards laid down by the Commission. It shall maintain

appropriate training staffs and make full use of available

training facilities.

Whenever it deems it necessary, the Commission shall

take the initiative in undertaking programs for personnel

development.

SECTION 35. Employee Suggestions and incentive

Award

System .

—

There

shall

be

established

a

government-wide employee suggestions and incentive

awards system which shall be administered under such

rules, regulations, and standards as may be promulgated

by the Commission.

In accordance with rules, regulations, and standards

promulgated by the Commission, the President or the

head of each department or agency is authorized to incur

whatever necessary expenses involved in the honorary

recognition of subordinate officers and employees of the

government

who

by

their

suggestions,

inventions,

superior

accomplishment, and other personal efforts

contribute

to

the

efficiency,

economy,

or

other

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