EQUAL OPPORTUNITY PRINCIPLE (EOP) in

Human Resource Management (HRM) System

RATIONALE
Pursuant to CSC Memorandum Circular 24, s. 2016,
Program to Institutionalize Meritocracy and
Excellence in Human Resource Management (PRIME-
HRM) which requires the institutionalization of the
Equal Opportunity Principle (EOP) in all areas of
human resource, particularly its core systems on
Recruitment, Selection and Placement (RSP); Learning
and Development (L&D); Performance Management
(PM); and Rewards and Recognition (R&R).
This policy shall remove all barriers and
discrimination in all personnel actions and
employment decisions and sustain an efficient
and productive workforce on account of age,
gender identity, sexual orientation, civil status,
disability, religion, ethnicity or political affiliation
are recognized and respected, subject to the
agency needs and requirements.
COVERAGE
All officials and employees shall observe this
Circular on the institutionalization of EEOP in the
following four (4) core systems of Human
Resource Management (HRM) namely:
1. Recruitment, Selection and Placement (RSP)
2. Learning and Development (L&D)
3. Performance Management (PM)
4. Rewards and Recognition (R&R)
POLICY STATEMENT
It acknowledges the right of all officials and
employees to be treated equitably and commit
to provide consistent, merit-based employment
practices that follow the EOP and encourages all
officials and employees to achieve their full
potential. The management shall carry out its
duties and personnel actions in a professional
and ethical manner compliant with existing rules
and regulations.
LEGAL BASES
1. CSC Memorandum Circular No. 30, s. 2014
“Adoption of HR Maturity Level Indicators for
the Human Resource Management System in
the Public Sector dated December 22, 2014”;
2. CSC Memorandum Circular No. 24, s.
2016 “Program to Institutionalize
Meritocracy and Excellence in Human
Resource Management (PRIME-HRM)
Enhanced Maturity Level Indicators”;
3. Republic Act No. 10911, July 21, 2016 “An Act
Prohibiting Discrimination Against and Individual
in Employment on Account of Age and Providing
Penalties therefor”;
4. Presidential Decree 966, July 20, 1976
“Declaring violations of the international
convention of the elimination of all forms of
racial discrimination to be criminal offenses and
providing penalties therefor”;
5. Republic Act No. 6725, May 12, 1989 “An Act
Strengthening the Prohibition on Discrimination
Against Women with Respect to Terms and
Conditions of Employment”;
6. Republic Act No. 7877, Anti-Sexual
Harassment Act of 1995 “An Act Declaring
Sexual Harassment Unlawful in the Employment,
Education or Training Environment and for other
Purposes”;
7. Republic Act No. 7192, July 21, 1991
“Women in Development and Nation
Building Act”;
8. Republic Act No. 9262, March 8, 2004
“Anti-Violence Against Women and Their
Children Act of 2004”;
9. CSC Memorandum Circular No. 48, s. 2013
“Directing all Concerned Government Agencies
to Adopt the Gender Equality Guidelines in the
Development of their Respective Media Policies
and Implementing Programs in Order to
Promote Gender Mainstreaming”;
10. 1987 Philippine Constitution (Article II
Section 14) “The State recognizes the role of
women in nation building and shall promote the
fundamental equality before the law of women
and men”;
11. Republic Act No. 8972, November 7, 2000
“The Solo Parents’ Welfare Act of 2000”, An Act
Providing for Benefits and Privileges to Solo
Parents and their Children, Appropriating Funds
therefor and for other purposes;
12. Republic Act No. 8371, October 29, 1997 “An
Act to Recognize, Protect and Promote the
Rights of Indigenous Peoples, Creating a
National Commission, Appropriating Funds
thereof and for other purposes”;
13. Republic Act No. 7041, June 5, 1991 “An Act
Requiring Regular Publication of Existing Vacant
Positions in Government Offices, Appropriating
Funds thereof and for other Purposes”;
14. CSC Memorandum Circular No. 2, s. 2001
“Revised Policies on the Settlement of
Grievances in the Public Sector”;
15. CSC Memorandum Circular No. 07, s. 2007
“Program on Awards and Incentives for Service
Excellence”
16. CSC Memorandum Circular No. 7, s. 2014
“Encouraging Government Agencies to hire
PWDs pursuant to Republic Act No. 7277”;
17. CSC Memorandum Circular No. 10, s. 1989
“Establishing the Personnel Development
Committee (PDC)”;
18. CSC Memorandum Circular No. 6, s. 2012
“Guidelines in the Establishment and
Implementation of Agency Strategic
Performance Management System (SPMS)”;
19. CSC Memorandum Circular No. 28, s. 1990
“Reiterating Certain Policies in the Conduct of
Government Training and Development
Program”;
20. Republic Act No. 10028, March 16, 2010 “An
Act Expanding the Promotion of the
Breastfeeding, amending for the purpose
Republic Act No. 7600”;
21. CSC Memorandum Circular No. 43, s. 1993
“Streamlining and Deregulating Human
Resource Development Function”;
GENERAL GUIDELINES
1. Recruitment, Selection and Placement (RSP)
Subject to all existing policies, the recruitment, selection
and placement of personnel shall be based on the merit and
fitness, qualification and competency to perform the duties
and responsibilities of the position. There shall be no
discrimination in the selection of employees on account of
age, sexual orientation, gender identity, civil status,
disability, religion, ethnicity, social status, income, class,
political affiliation or other similar factors/personal
circumstances which run counter to the principles of equal
employment opportunity.
1.a. Publication of Vacancies
• Subject to all existing policies, the agency shall not print
or publish or cause the printing, in any form of media,
including the internet, any notice of advertisement
relating to employment, suggesting preferences,
limitations, specifications and discrimination or decline
any employment application because of an individual’s
age, sexual orientation, gender identity, civil status,
disability, religion, social status, income, class, political
affiliation or other similar factors/personal
circumstances which run counter to the principles of
the equal employment opportunity principle.
• Subject to all existing policies, all vacant
positions shall be open to all qualified
applicants regardless of age, sexual orientation,
gender identity, civil status, disability, religion,
ethnicity, social status, income, class, political
affiliation or other similar factors/personal
circumstances which run counter to the
principles of merit and fitness for the job and
equal employment opportunity.
1.b. Assessment and Examination
• Shall base its RSP assessment on the policy of
equal employment opportunity.
• During the preparation of any listing or
database of applicants, the HRMD shall note if
there are differently-abled or senior citizen
applicants so that proper assistance shall be
provided.
1.c. Human Resource Merit Promotion and
Selection Board (HRMPSB) Panel Interview
• All applicants must be properly informed of
their interview schedule.
• The panelist shall only ask question related to
the selection criteria.
1.d. Monitoring Mechanism
• The HRMD shall maintain records of the total number of
applicants, including data on classification of age, sexual
orientation, gender identity, civil status, disability, religion,
ethnicity, social status, income, class, political affiliation or
other similar factors/personal circumstances.
• Should the HRMD encounter applicants within the
specialized groups, such shall be recorded and proper
assistance shall be provided to them.
• The HRMD shall inform the HRMPSB on the diverse status of
applicants during the initial meeting and orient them with
the assistance and consideration that has accorded to them.
2. Learning and Development
• Shall align competency programs to the agency’s vision,
mission and mandate, specifically the agenda to intensify
the capacity building programs of its officials and
employees.
• Shall proactively lead in the implementation of the
Learning and Development plan and its management
system; and
• It shall lead the way and promote effective adult learning
methodologies such as, just-in-time, just-the-right amount
of information and other capability building approaches.
3. Performance Management
• The distribution of tasks/assignments of personnel
should be discussed by the supervisor and subordinates
so that there will be consensus and agreements on
commitments/targets of the office/division.
• Assignments/tasks should consider the needs of
personnel belonging to specialized groups or those who
are recuperating from life-threatening illnesses,
undergoing chemotherapy or radiation, dialysis and the
like.
• Work areas that will ensure the safety and easy access
of personnel who have physical limitations or health-
related conditions must be provided.
• Pregnant officials/employees should be given due
consideration on assignments/tasks to ensure their
safety as well as that of their unborn child.
• All employees belonging to the Indigenous People’s
group should be given targets and activities which
compliant with their cultural beliefs and practices.
• The standard rating scale approved by the Civil
Service Commission shall strictly apply during
review and evaluation of performance of personnel.
Supervisors shall not exercise biases or give ratings
based on the limitations and restrictions considered
when personnel belonging to specialized groups
were given assignments/tasks
4. Rewards and Recognition
• Subject to all existing policies, the rewards and
recognition of staff shall be based on equal
opportunity, merit, performance and
accomplishments and shall not be based on age,
sexual orientation, gender identity, civil status,
disability, religion, ethnicity, social status, income,
class, political affiliation or other similar
factors/personal circumstances which run counter
to the principles of equal employment opportunity.
• Equal opportunities shall be given to all
employees and those belonging to specialized
groups. The agency shall ensure that they
should not be left behind because of their
limitations and restrictions.