EQUAL EMPLOYMENT OPPORTUNITY POLICIES ON RECRUITMENT, SELECTION AND PLACEMENT

The Isabela State University (ISU) is committed to ensuring that the administration and implementation of the recruitment, selection and placement are fair and equitable without unlawful discrimination and harassment. The University established the Equal Employment Opportunity Policy (EEOP) in accordance with the Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) stipulated in the CSC Resolution No. 1601209 of 2016 and CSC MC 24, s. of 2016.

The University strictly adheres to the principles of merit and fitness and equality in the Recruitment, Selection and Placement (RSP) of employees and shall be based on their relative qualifications and competence to perform the duties and responsibilities of the position.

There shall be no discrimination on account of race, religion, color, nationality, ethnicity, sex, gender, including pregnancy, sexual orientation and identity, age, political affiliation, genetic information and/or disability.

POLICY STATEMENT

The Isabela State University is committed in ensuring that the administration and implementation of the Recruitment, Selection and Placement (RSP) policies, practices and programs are fair and equitable without unlawful discrimination and harassment on the basis of race, religion, color, nationality, sex, gender, including pregnancy, sexual orientation and identity, age, political affiliation, genetic information or disability.

This policy covers occupational aspects of employment, including hiring, dismissal, compensation, job assignment, classification, promotion, reduction in force and any other terms and conditions of employment in accordance with the University rules and regulations and other existing national EEOP laws.

GUIDELINES ON RECRUITMENT, SELECTION, PLACEMENT AND OTHER HUMAN RESOURCE ACTIONS

The following are the policy guidelines of the Isabela State University (ISU) in terms of the EEOP, to wit:

  1. Not to discriminate against any employee or any applicant for employment due to age, race, color, handicap, sex, physical condition, developmental disability, sexual orientation or national origin;
  2. This policy shall include, but not be limited to the following: recruitment and employment, promotion, demotion, transfer, detail, reassignment, substitute, reclassification, designation, compensation, including apprenticeship, layoff and termination;
  3. Reserve/allocate at least one percent (1%) of all positions for differently abled people (persons with disability) in the University;
  4. Consider gender responsive issues pertaining to recruitment and selection;
  5. With the inclusion to sexual orientation and gender issues, the University agrees to take affirmative action to ensure equal employment opportunities;
  6. To attract the best and the brightest for the bureaucracy;
  7. Not to discriminate pregnant women and the differently-abled persons for appointment to government positions;
  8. Encourage more women to apply in male-dominated agency vice-versa;
  9. Job Description shall be based on the Strategic HR plans, with the required competencies and qualifications, use gender-sensitive language;
  10. Disseminate internally and externally notice of vacancies containing complete information on the requirements, processes including duration,
  11. Encourage qualified and interested men and women and people with disabilities to apply;
  12. Equal representation of men and women;
  13. Have transparent selection process by the HRMPSB;
  14. Require selection committee to undergo gender-sensitivity trainings;
  15. Require Gender and Development (GAD) focal person be part of the selection committee;
  16. Inclusion of qualified women in the shortlist and its implementing guidelines;
  17. Post list of shortlisted candidates pursuant to CSC rules;
  18. Briefing of the appointing authority on gender issues on specific appointment by the HRMO;
  19. Provide applicants with information on the status of their application in accordance with specific timeline:
  20. Provide test (written) and interview questions that are gender-sensitive and devoid of stereotypes;
  21. Provide testing process inclusive in terms of accessibility, safety and security (e.g., travel to venue, possibility of on-line testing provisions for PWDs such as ramps or audio-test):
  22. Conduct interview gender-sensitivity orientation;
  23. Synchronize schedule of the interview to allow applicants to attend to their various gender concerns;
  24. For deaf or hard of hearing applicant/s, the University shall provide assistance by providing a written exam or encoded questionnaire and a laptop to the said applicants. A qualified encoder shall also be provided if need arises;
  25. For applicants with vision impairment, a qualified reader and encoder shall be assigned to him/her. Ensure the availability of laptops during their scheduled technical exam. A different schedule shall also be provided to them, if need arises; and
  26. The University shall strictly adhere to the existing general laws, rules and regulations on Equal Employment Opportunity Policy (EEOP).

APPOINTMENT OF EQUAL EMPLOYMENT OPPORTUNITY OFFICER

  • The highest official in-charge of the human resource management shall be appointed as Equal Employment Opportunity Officer and is responsible for planning and implementing, affirmative action program as well as for its day-to-day monitoring of affirmative action related decisions and activities.
  • All personnel who are responsible for hiring and promoting employees and for the development and implementation of programs or activities are committed to support this program.
  • They shall provide leadership in implementing affirmative action goals and initiatives.

CONTINUAL IMPROVEMENT OR SYSTEM REVIEW

  • This policy is subject to change and enhancement to reflect the needs of the University as well as the needs of the society.
  • This material is subject to a formal annual review taking into consideration the challenges faced by the University in this ever-changing environment.
  • It is the responsibility of all faculty and non-teaching staff to adhere with this policy and provide feedback on the efficacy of the Recruitment, Selection and Placement system within the University.