Totoo ba? May advantage ang “insider” over other “external” applicants?

A GABOTAF member asked:

Hello po. Under the Prime HR System of CSC, is it true po ba na mas mataas ang weight ng credentials over the interview when it comes to internal applicants’ promotion whereas 70% vs 30% or something similar?

Is it still acceptable that someone was chosen as the budget officer (without masters degree, college degree not related to finance and has shorter length of service as permanent employee) against the rest of candidates who all have masters and bachelors degree in accounting/business, have longer experience in financial management and in the government service?

Is it a total waste of time filing a complaint? Medyo alam ko na po ang sagot dito😅 but I wanna hear your stories and opinions po.

Thanks in advance.

Anonymous Group Member

Top Comments

If the applicant meets the [minimum] QS [qualification standards] of the position, she/he can be appointed to that one in the “guise” of the appointing authority’s wide latitude of discretion which cannot be question[ed] po. [T]alagang ganyan po sa panahon ngayon so I guess it is [about] time that [the] “wide latitude” clause must be changed or deleted, the fact that we are taking off to a competency-based recruitment system

/fjubilo

The appointing authority has the SOLE jurisdiction kung sino i a-appoint niya. You cannot contest the appointee since he/she has obtained the minimum qualification towards the position. In short, tuturuan nyo sya kung ano yung tasks regarding his/her job.

“See Luego vs. CSC (G.R. No. L-69137 dated August 5, 1986) which ruled that Appointment is an essentially discretionary power and must be performed by the officer in which it is vested according to his best lights, the only condition being that the appointee should possess the qualifications required by law. If he does, then the appointment cannot be faulted on the ground that there are others better qualified who should have been preferred. This is a political question involving considerations of wisdom which only the appointing authority can decide.For further clarification please see also Español vs. CSC (G.R. No. 85479 dated March 3, 1992).”

/jjcarlos

Discretion of appointing authority. Basta shoot sa [minimum] requirements at shortlisted.

/ralca

Hindi po yan sa PRIME HRM, it all depends on your agency Merit Selection Plan and si Appointing Authority lang po may power to select among the top ranking candidates endorsed by the HRMPSB.

/rlemmor

Under the descritionary power na ng appointing authority na yan, as long as nameet ng Applicant ang minimum qualifications ng position.

/bzbhassan

Discretion of the appointing authority. So long as the appointee is qualified in terms of education, experience, eligibility and trainings (if required). Minimum requirements lang namn ang gusto ni government.

/kgopaon

Whether your rank is no 1, it is up to the discretion of the appointing authority.
Depends on the merit selection plan of an agency on how to execute the selection process. All are given weight. Credentials all are equal except those with post graduate course an advantage.

Decision of head of agency will prevail.
Just sharing. Thanks.

/sgmiranda