TOURISM PROMOTIONS BOARD
PROCEDURE FOR PERSONNEL SELECTION
HOW TO APPLY:
1. Go to tpb.gov.ph and click careers;
2. For applicants who are applying for Plantilla Item Positions, click TPB Vacant Positions;
3. For applicants who are applying for positions not included in the list of Plantilla Item Positions, click TPB Opportunities;
4. Click appropriate office to view available positions and minimum qualification standards;
5. Choose a position and:
5.2 Use the Work Experience Sheet as supporting document and save as:
6. Where to send :
For TPB Vacant Positions email to email@example.com.
For TPB Opportunities email to firstname.lastname@example.org.
7. Email should contain the following:
Letter of Application
Updated Personal Data Sheet
Work Experience Sheet (if applicable)
8. Hard copies of the following documents must be submitted to facilitate proper evaluation:
8.2 Transcript of Records
8.3 Training Certificates
8.4 Authenticated CS Eligibility Certificate
8.5 Actual duties and responsibilities signed by the immediate supervisor and noted by the department/sector head (for promotion)
The TPB Personnel and Human Resources Development Division and the Personnel Selection Board reserve the right to request for additional documents as it deems necessary.
– Submission of intent, confirms the candidate’s understanding and acceptance of the TPB Guidelines on Personnel Selection
– Applicants will be considered valid for a period of one (1) year.
-Due to the large volume of application we receive, only applicants who submitted complete documents will be shortlisted and contacted.
VACANT POSITIONS AND QUALIFICATION STANDARDS PER OFFICE
as of 22 January 2020
Tourism Promotions Board
Human Resource Merit Promotion and Selection Board
Resolution No. 2018-003
10 July 2018
WHEREAS, the Tourism Promotions Board Personnel Selection Board Human Resource Merit Promotion and Selection Board (TPB HRMPSB) agreed on the following guidelines and procedure in processing of application for hiring and promotion:
SELECTION AND PROMOTION PROCEDURE
a. Selection of employees for appointment in the TPB shall be open to all qualified men and women according to the principle of merit and fitness.
b. Employees with pending appeal with the CSC relative to the disapproval of their appointment to the reorganized TPB may not apply to other positions pending appeal, unless they withdraw their appeal.
c. Pending administrative case will not be a hindrance in promotion pursuant to Section 42, Rule 8 of CSC Resolution No. 1101502 (Revised Rules on Administrative Cases in the Civil Service or RRACCS) dated 08 November 2011.
II. SCREENING PROCESS
a. Request to fill up vacant positions shall be made by the concerne department head, endorsed by the Deputy COO (DCOO) and approved by the Chief Operating Officer (COO) or through the direct instruction of the COO. In the absence of incumbent officials, request and endorsement to the COO shall be made by the highest official in the concerned office/sector.
b. Once approved, the TPB Personnel and Human Resources Development Division (PHRDD) shall evaluate the application based on existing Civil Service Qualification Standards and preliminary interview of the Chief of PHRDD and Manager of Administrative Department or the Officers-in- Charge.
c. Candidates who pass the preliminary interview shall be given a psychological and aptitude testing by an external service provider.
d. A candidate is recommended for the position shall undergo interviews with the Department Manager (DM) where the vacancy exists, and the DCOO concerned for endorsement to the TPB HRMPSB. In the absence of incumbent officials, interviews and endorsement to the COO shall be made by the highest official in the concerned office/sector.
e. For the Deputy Chief Operating Officer for Marketing and Promotions, Deputy Chief Operating Officer for Corporate Affairs and Board Secretary V, the qualified candidates shall be endorsed to the Head of the TPB Board of Directors Nomination, Remuneration and Compensation Committee for interview as part of the evaluation/ assessment.
f. For Internal Auditor V the qualified candidates shall be endorsed to the Head of the TPB Board of Directors Audit Committee for interview as part of the evaluation/ assessment.
g. The HRMPSB shall recommend to the COO the top five (5) ranking candidates deemed most qualified for appointment to the vacant position.
h. The COO shall assess the HRMPSB’s recommendation and in the exercise of sound discretion, select from among the top five ranking applicants deemed most qualified for appointment to the vacant position. COO may appoint an applicant who is ranked higher than those next-in-rank to the vacant position based on the assessment of qualifications/ competence evidenced by the comparative ranking.
i. All applicants will have to go through the entire process except for those who applied and passed the assessment for any of the positions applied for during the reorganization but whose appointment was eventually disapproved by the CSC. These applicants need not go through the oral and written assessment except for the HRMPSB deliberation provided further that any of the following condition is present:
• those who will be considered to a lower position than the position he/she was appointed to during the placement process;
• those who will opt to be placed into a position comparable to their position prior to reorganization.
• those who will opt to be separated from the service and seek re- employment for the same position where they passed the assessment;
• those who were appointed to a lower position but who would eventually apply within two years from the time of their reappointment to any of the positions (1.) where they passed the assessment during the reorganization or (2.) when the position they are applying for and the position they passed during the reorganization has the same competencies.
III. PSYCHOLOGICAL ASSESSMENT
a. Written examination shall be done by an external service provider hired for this purpose.
b. The minimum required overall rating shall be moderately recommended and average / normal for psychological and aptitude testing respectively.
IV. RATING CRITERIA
Assignment of points and weights shall be based on the rating criteria hereby attached as Annex A.
a. The conduct of written examination is mandatory for all applicants for hiring and promotion.
b. Lateral transfer with the same salary grade and job description need not go through written examination within two years from the date of appointment but subject to oral assessment of the end user and further interview and deliberation of the HRMPSB.
c. External applicants shall undergo pre-screening process simultaneously with internal applicants.
d. The result of the written assessment will be used as reference of the TPB HRMPSB in its evaluation and interview proceedings for internal applicants and those already under Contract of Service in TPB for at least 6 months. The minimum required overall rating of moderately recommended and average / normal for psychological and aptitude testing respectively shall apply to external applicants.
VI. APPROVAL, AMENDMENTS AND REVISIONS
Any amendments and revision to the TPB HRMPSB guidelines shall be approved by the Chief Operating Officer of the Tourism Promotions Board.
The TPB HRMPSB hereby resolves to endorse these guidelines to the COO of the TPB for his approval.
TPB HRMPSB for Executive/ Managerial Level
|JOSELITO V. GREGORIO||MARICON B. EBRON|
|Officer-in-Charge, Corporate Affairs||Officer-in-Charge, Marketing and Promotions|
TPB HRMPSB for First and Second Level
JANET W. CANOY
|PRESCILA D. SEVILLA
Personnel and Human Resources
|MARIVIC M. SEVILLA
Personnel and Human Resources Permanent Representative
|CHRISTIE N. NAVARRO
| ARTEMIO S. MAUNAHAN
|ANNABELLE F. BALBOA
ARNOLD T. GONZALES
Tourism Promotions Board
AS OF 12 February 2019
MANAGEMENT INFORMATION SYSTEMS DEPARTMENT
CORPORATE PLANNING AND BUSINESS DEVELOPMENT DEPARTMENT
INTERNATIONAL PROMOTIONS DEPARTMENT
MARKETING COMMUNICATIONS DEPARTMENT