SOME QUESTIONS AND SOME ANSWERS ON MERIT PROMOTION FROM VP AMANTE Dear SR Rara, The suggested response to your questions are provided below, which I also sent to President Pascual, VP Florendo Finance, and VP Concepcion, Academic Affairs. Please contact my office or email if there are further questions. NOY Amante ================================================ Q1. What are the chances of the staff members for rank promotion. Can the unfilled items in CUs be filled up if there are qualified staff members for the items that can also be tantamount to the promotion? A1. In the merit promotion / step increase guidelines for staff, there is no coverage / inclusion for rank promotion; only for merit step increases. Those in the maximum SG in their current job positions are considered “sagad”, who will be granted a one time “sagad allowance”. Staff members are eligible for rank promotion if items with higher salary grade / steps equivalent to the recommended step increases are available, subject to approval of the authority to fill such vacant items, and compliance with the UP’s merit selection guidelines and the usual CSC qualifications / procedures such as publication, etc. Q2. Will ALL SAGAD employees who are recommended for SAGAD grant be given equal amount OR will the SAGAD grant depend on the rating and the number of years of service of the employee? A2. This is still under deliberation / discussion. Please wait for the final decision, since the amount will depend on available funds. Q3. Are those with the rating of 2.21 (equivalent to Satisfactory) be included in the Sagad Grant? A3. The PAEP AO guidelines is about merit promotion. Merit promotion is meant to reward those who are deserving with the appropriate number of steps based on performance. Colleges, units and offices are in the best position to assess the recommendations for those to be considered for promotion. The sagad award specify a minimum average of 3.21 PRs (equivalent to VS) for admin staff, and a minimum of 3.00 for the REPS. More than 90 % of staff and REPS have VS equivalent ratings, and could qualify. Q4. There are staff members who have attained step 7 in their salary grade. If they be recommended for four steps, only 1 step can be credited to them to reach step 8 which is the maximum steps allowed for the item. T hese despite the fact that they deserve the 4-step recommendation. This deprive the recommendee the remaining 3 steps which could have resulted to a higher rank promotion but there is no available higher job position. What will happen to the 3 steps not credited? A4. This question is still under deliberation / discussion. To determine the funding required, information on headcounts / amounts need to be collected from the CUs. Q5. Is the performance rating be the sole basis for the grant of Step Promotion for the staff? What about other accomplishments, awards, and community service, committee and research involvement for the staff, etc? Will these be not considered in their promotion? A5. Accomplishments, recognition awards, etc. should be incorporated in the PRs, as intervening factors. The APCs of the unit, college, or office should be able to recognize and reward meritorious performance contributing to the delivery of their academic outputs or support services. *** *** *** Aside from the questions posed by the staff regent, the OVPA also received additional queries from other officials / staff: Q6. Staff promoted in 2012 or 2013 could again be eligible for merit step increases? A6. The reckoning is from July 2010 to Dec 2013. The points and the equivalent steps should be considered, and there should be no duplication. If the performance points were used to justify the previous promotion then those should not be counted anymore in the current round. Q7. What happens in case of the promotion of the administrative staff and the REPS? A7. Promotion of the administrative staff and REPS does not imply a vertical movement of the existing DBM item. The employee will actually vacate his/her position and will be assigned to some vacant higher position which is already existing in the CU plantilla, hence, will not require the NOSCA. The promotion is incidental to the filling up of a vacant position which is restricted by AO 40, the government’s attrition policy which is still in effect. A request for exemption from AO40 from the head of agency (UP President) provides for the authority to fill up a vacant position. Q8. Will the deadline to submit recommendations be extended, due to typhoons and holidays? A8. Colleges, units and CUs are encouraged to adhere to the original deadline.
Posted on: Mon, 04 Aug 2014 02:07:13 +0000