Philippines Navy Personnel Career Management System - PDF

Here is the converted text from the image into a structured markdown format: # RESTRICTED **PUNONGHIMPILAN HUKBONG DAGAT NG PILIPINAS** (Headquarters Philippine Navy) JDTG:EAAE:RLC:jabf:jmr-6416 Naval Station Jose Andrada 2335 Roxas Boulevard, Manila 29 August 2018 O/N1/OTNA CIRCULAR NUMBER **...

Here is the converted text from the image into a structured markdown format: # RESTRICTED **PUNONGHIMPILAN HUKBONG DAGAT NG PILIPINAS** (Headquarters Philippine Navy) JDTG:EAAE:RLC:jabf:jmr-6416 Naval Station Jose Andrada 2335 Roxas Boulevard, Manila 29 August 2018 O/N1/OTNA CIRCULAR NUMBER **05** **PN SYNCHRONIZED PERSONNEL CAREER MANAGEMENT SYSTEM** 1. **REFERENCES:** a. AFP Regulation G 350-011 dtd 27 November 2006 Subj: Organization and Equipment Authorization Table b. AFP Regulations G 125-022 dtd 15 June 1991 Subj: Occupational Classification and Structure c. GHQ Circular Nr 05 dated 40 January 2007 Subj: Intelligence as a Primary Occupation Specialty in the AFP d. GHQ Circular Nr 03 dated 11 September 2014 Subj: Attrition System in the AFP e. PN Manual 1-1 (Navy Personnel Management) f. Philippine Navy Human Capital Strategy g. Philippine Navy Education and Training Management System h. PN Circular Nr 05 dated 19 August 2016, Subj: Officer Professional Development i. PN Circular Nr 07 dated 10 May 2013, Subj: EP Personnel Management System j. Personnel Directive Nr 06 dated 23 September 2008, Subj: Training, Classification, assignment, Utilization, Career Pattern and Promotion of Female Military Personnel. k. Personnel Directive Nr 01 dated 24 January 2014, Subj: Guidelines in the Implementation of the Rationalization Program in the PN and for Other Purposes l. Personnel Directive Nr 02 dated 10 March 2014, Subj: Supplemental Guidelines to Personnel Directive Nr 01 dated 24 January 2014 m. HPN SOP Nr 22 dated 29 November 2017, Subj: Recruitment and Selection of Philippine Navy Civilian Employees. RESTRICTED Cir Nr 05 HPN dtd 29 Aug 18 cont’n: 2. **PURPOSE:** This Circular prescribes the policies, guidelines, and procedures in the administration and management of the careers of officers, enlisted personnel, reservists, and civilian personnel of the Philippine Navy. 3. **SCOPE AND APPLICABILITY:** This Circular applies to officers, enlisted personnel, reservists, and civilian employees, covering the period from recruitment, progression of career in-service, retirement, and incorporation to the Reserve Force. 4. **DEFINITION OF TERMS:** (See Annex A) 5. **CONCEPTS:** a. Categorization of PN Personnel. PN's entire workforce shall be categorized as officers, enlisted personnel, reservists, and civilian employees. They may also be categorized as uniformed personnel (i.e. officers, enlisted personnel and reservists) and civilian personnel. b. Recruitment of PN Personnel. The recruitment of PN personnel shall be based on a "full-spectrum market-driven strategy" and IAW applicable laws, policies, and regulations. By this, we consider first the demand-side, which is programmed based on the PN Table of organization (TO) and the published Authorized Troop Strength (ATS). Once the demand requirements are determined, we look at the "supply-side", which means "focused recruitment" in the potential markets (i.e. maritime schools, PN-affiliated ROTC programs, universities, other government agencies, reservists, indigenous people, etc.). 1) **Officers.** PN officers are sourced from Philippine Military Academy, Foreign Service Academies, Naval Officer Candidate Course (NOCC), PN Midshipman Scholarship Program (PNMSP) at PMMA, and Call to Active Duty of EP who were commissioned by virtue of RA 718 (Combat Commission) shall undergo Naval Officer Basic Course (NOBC) or Marine Officer Basic Course (MOBC) directly upon entering naval service. Those sourced directly from civilian colleges shall undergo NOCC at PN Officer Candidate School (PNOCS) as their pre-entry training before proceeding to take their NOBC or MOBC. They will undergo several career training programs as they are promoted in rank and qualify to a designation. 2) **Enlisted Personnel.** PN enlisted personnel, upon recruitment shall undergo pre-entry training at NETC, MCTC or designated "education training units" (ETUs). They will undergo several career training programs as they are promoted in rank and rating. 3) **Reservists.** PN reservists, upon recruitment shall undergo pre-entry training (ROTC, BCMT, MOT or MNSA), which is under supervision of NRMC (the Career Administrator for naval reservists). They will undergo several career training programs as they are promoted in rank and rating in the reserve force. 4) **Civilian Employees.** PN civilian employees, upon recruitment shall undergo orientation training to be indoctrinated at the designated PN "education-training unit" or ETU. They will undergo several career training programs as they are promoted in salary grade and plantilla position. RESTRICTED Cir Nr 05 HPN dtd 29 Aug 18 cont'n: c. Career Mobility. Career mobility across categories of PN personnel shall be encouraged when filling-up the vacancies in the organization. However, their transition shall be IAW applicable laws, regulations, and policies, and the positions they can occupy shall be defined by the PN (TO) and published Authorized Troop Strength (ATS) per unit. 1) Officers. PN officers retiring from the service may be incorporated into the Reserve Force upon retirement and recalled to active duty IAW existing laws. 2) Enlisted Personnel. PN enlisted personnel retiring from the service may be incorporated into the Reserve Force upon retirement and recalled to active duty IAW existing laws. 3) Reservists. PU reservist officers and enlisted personnel can be Called to Active Duty (CAD) for the purpose of Active Duty Tour of Training (ADTT) or during mobilization. 4) Civilian Employees. PN officers and enlisted personnel retiring from the service may opt to join the civilian workforce provided that there is a vacancy in the plantilla and they are qualified for a specific position IAW the Civil Service Laws, Memorandum and Circulars. d. Career Path. The career path of PN personnel and their assignment in terms of specialization shall be framed IAW the approved PN TO and ATS by unit, rank and specialization for PN and GUAs, and the quota set by N3 for each, in consultation with Career Administrators concerned. 1) Officers. The career path for PN officers is in three (3) stages. From 01 to 05, it will be based on their specialization (Warfare, Support to Warfare or Staff Specializations) managed by their respective Career Administrators. Upon completion of their GSC, they qualify for general or joint staff billet or field command, and they will be managed by the PN Board of Senior Officers (PNBOSO). For selection to 0-7 positions and above, it will be determined by the AFP Board of Generals (AFPBOG). 2) Enlisted Personnel. The career path for PN enlisted personnel is in two(2) stages. From grade E-1 up to E-7 without AFP Sergeant Major Course (AFPSMC), it will be based on their rating and managed by their respective Career Administrators. For grade E-7 with AFPSMC up to E-9, it will be based on the recommendation of the PN Board for Senior Petty Officers (PNBFSPO). 3) Civilian Employees. The career path for PN civilian employees covering from SG-1 to SG-24, shall be in two (2) stages, divided into 1st and 2nd levels, and it will be based on the recommendation of the PN Civilian Employees Selection Board (PNCESB). e. Specialization for PM Personnel. 1) Specialization for PN Uniformed Personnel. RESTRICTED Cir Nr 05 HPN dtd 29 Aug 18 cont'n: a) Specialization for PN officers and enlisted personnel is categorized into Warfare, Support to Warfare, and Staff Specializations. They are further sub- divided into Sub-Specialization for officers and Ratings for enlisted personnel. (e.g., an officer with surface warfare specialization will have further sub-specialization in marine engineering shall be designated as a Marine Engineer, while enlisted personnel under similar circumstances shaft be designated with a rating of Engineman). b) PN officers and enlisted personnel shall have only one (1) specialization (either Warfare, Support to Warfare or Staff Specialization), and only one (1) sub- specialization for officers and rating for EP. c) PN officers and enlisted personnel shall request for a change specialization (See Annex F), as well as sub-specialization and rating if they intend to shift to another career path provided that they meet the qualification standards set forth by the Career Administrator of the Specialization they intended to transfer. PN personnel shall be allowed to Change their Specialization or Rating only once. Upon their change in specialization, they will be delisted from their previous specialization and will no longer be managed by their Losing Career Administrator (e.g. shift from surface warfare to naval air warfare or shift from gunner's mate (GM) to underwater operations man (UO). d) PN officers who are classified under Warfare and Support to Warfare Specialization can acquire as many skills in staff work that is covered by Staff Specialization (formerly Secondary FOS) through secondment (See Annex G), subject to the approval of their respective Career Administrators, However, this will not be counted as secondary specialization. It will only qualify them to occupy specific staff billets (i.e. personnel, operations, logistics, plans, etc.) e) PN enlisted personnel can be assigned to positions not required by their rating and undergo training not directly related to their rating through secondment (See Annex G) subject to the approval of their respective Career Administrators. f) PN reservist officers and enlisted personnel may apply for specialization covering the regular officers and enlisted personnel, provided they qualify. Separate implementing rules will be provided for this purpose. 2) Specialization for Civilian Employees PN civilian employees shall be classified according to the following specializations namely Administrative, Technical, and Allied Health Services, based on their respective Plantilla Positions. f. Field Duty Requirement. All PN uniformed personnel are required to be undergo field assignment, regardless of their specialization. g. Coverage and Limitations. RESTRICTED Cir Nr 05 HPN dtd 29 Aug 18 cont'n: 1) This policy provides the basis towards a progressive career among the PN personnel. 2) The PN places premium on shipboard and combat duty considering that these are the foundations of a naval service. However, in recognition of the complexity of modern warfare, and the complementing management processes needed to run a robust navy, our career management system should provide fair and balanced opportunities for growth among other specializations. 3) In the implementation of this policy, the primary consideration is for the interests of the organization and secondary is the personal fulfillment of an individual. But this shall be tempered by fairness, humaneness, and common sense. h. Adjudication (See Annex H). 1) PN personnel who were not accepted by any of the Career Administrators either due to lack of qualification or potential or recommended for deletion from their eligibility list for cause, shall be adjudicated by the PNCMB. This is to ensure that PN personnel are unnecessarily disenfranchised or suffer from undue constructive discharge from the service. 2) The PNCMB shall deliberate cases of such PN personnel to determine if they are fit for retention or endorsed to the Efficiency and Separation Board for discharge from the service. 6. POLICIES: a. PN Personnel Career Management Board. This Board shall be created to assist the FOIC, PN on matters pertaining to personnel management. Once convened it shall craft its own implementing rules and regulations. Membership to the board is positional. Board members shall be covered by appropriate HPN orders. The Board shall be composed of the following: 1) Chairperson - Commander, NPMC 2) Vice-Chairman - Deputy AC of NS for Personnel, ON1 3) Members - F1, Philippine Fleet - SC1, Naval Sea Systems Command - MC1, Philippine Marine Corps - SG1, Submarine Group, PF - NA1, Naval Air Group, PF - SO1, Naval Special Warfare Group, PF - CB1, Naval Combat Engineering Brigade - ICT1, Naval Information, Communication and Technology Center RESTRICTED Cir Nr 05 HPN dtd 29 Aug 18 cont'n: 4) Secretary - IS1, Naval Intelligence and Security Force - CM1, Civil Military Operations Group-PN - Admin, Office of The Naval Inspector General - NP1, Navy Personnel Management Center - FM1, Fleet-Marine Warfare Center - LC1, Naval Logistics Center - T1, Naval Education and Training Command - Admin, Office of the Navy Financial Management - Admin, Office of The Chief Surgeon Navy - Admin, Office of The Chief Dental Surgeon Navy - Admin, Office of The Chief Nurse Navy - CO, Naval Reservist Management Center - Command Master Chief Petty Officer, PN - Chief, Civilian Resource Development Office - Chief, Career Advisory Division, NPMC b. Career Management Structure: The image shows a diagram showing the career management structure. At the top is a box labeled "PN Personnel Career Management Board". Below this is a box labeled "Career Administrator". 3 Boxes are below that and they are labeled: "Career Manager (Officer)", "Career Manager (Enlisted Personnel)", "Career Manager Civilian Employee". The "Careers Manager (Officer)" box leads to a box labeled "Career Detailer (Sub-Specialization)". The "Career Manager (Enlisted Personnel)" Box points at a box labeled "Career Detailer (Rating). The "Career Manager Civilian Employee" box points at a box labeled "Career Manager (Level I & II)". 1) PN Specialization Board. The PNSB (formerly PN FOS Board), which is chaired by the Chief of Naval Staff, shall be responsible for overseeing the PN Career Management Board. It also ensures that personnel management concerns are aligned with developments in terms of doctrine, organization, training, materiel acquisition, facilities, among others. 2) PN Personnel Career Management Board. The PN Personnel Career Management Board (PNCMB) shall be created to assist the FOIC, PN on matters pertaining to personnel management. Refer to para 6a. RESTRICTED Cir Nr 05 HPN dtd 29 Aug 18 cont'n: 3) Career Administrators. Career Administrators (previously known as FOS and EP Rating Administrators) shall be responsible for monitoring and supervising the recruitment, pre-entry training, assignment, reassignment, career training, promotion, retention and attrition of PN personnel classified under their respective specialization. (See Annex E) 4) Career Managers. Career Managers shall be responsible to their respective Career Administrator, for the supervision of careers of officers, enlisted personnel, reservists, and civilian employees. 5) Career Detailer. Career Detailers shall be responsible to the respective Career Managers for the supervision of the careers of PN personnel in accordance with the sub-specialization for officers and rating for enlisted personnel. They shall monitor the shifting of duties through a Career Progression Chart (See Annex L & M). Likewise, they shall maintain a database of all PN personnel under their respective cognizance in order for them to keep track with the career progression in terms of assignment, training, promotion and attrition. 6) Career Administrator Boards. Each Career Administrator shall establish a board that shall be responsible for the personnel management of officers, enlisted personnel, and civilian employees under their respective specializations. (See Annex K) C. Other AFP and PN Boards: 1) AFP Board of Generals. The AFP BOG shall be responsible for the deliberation and endorsement for the promotion of officers to the rank of O-7 and their designation to flag rank billets, as well as the promotion of officers to O-6 and their subsequent assignment. 2) PN Board of Senior Officers. The PN BOSO shall be responsible for the selection of O-5 officers for GSC, MNSA and its foreign equivalent schooling; the recommendation for promotion of O-5 officers to grade O-6; the assignment of O-5 officers with GSC and O-6 officers to Positions of Major Responsibility (PMR); the attrition and lengthening of active service in grade of O-5 officers who have reached Tenure In Grade pursuant to PD1638; and the recommendation of officers for promotion to Flag/General Ranks and assignment to 0-7 and above positions. 3) PN Board for Senior Petty Officers. The PNBFSPO shall be responsible for career management of grade E-7 with AFPSMC and up and recommends for the promotion to grade E-8 and E-9. 4) PN EP Promotion Board. The PN EPPB shall be responsible for the deliberation and recommendation for promotion to grade E-3 to E-7. Likewise, all EP who applied for promotion to the next higher grade shall be endorsed by their respective EP Career Administrators to the PN EPPB. The PN EPPB shall also deliberate on EP who have reached their Tenure in Grade pursuant to higher headquarters policy and shall recommend for attrition or lengthening of active service in grade. RESTRICTED Cir Nr 05 HPN dtd 29 Aug 18 cont'n: 5) PN EP Special Promotion Board. The PN EPSPB shall deliberate all recommendations for Special Promotion of Enlisted Personnel. 6) PN Civilian Employees Selection Board. The PNCESB shall be responsible for the personnel management of PN civilian employees from SG1 to SG-24. d. Recruitment. PN personnel shall be recruited based on a "full-spectrum market- driven strategy", ideally matching the needs of the Career Administrators with the preference of the applicant. However, the following priority serves as a guide: 1) Requirements of the Career Administrators (i.e. fill-up of ATS, TO&E, force generation, etc.) 2) Qualifications of the applicant (academic, prior work experience, special skills, aptitude, result of entrance examination, etc.) 3) Preference of the applicant e. Career Training. PN personnel shall undergo various training at different phase of their career. This covers the pre-entry, basic, specialization, advance, and command training. 1) Officer: a) Naval Officer Candidate Course (Eq: PMA, PMMA, Foreign Academies) b) Naval Officer Basic Course or Marine Officer Basic Course c) Basic Specialization Course d) Advance Specialization Course e) Naval Command and Staff Course f) Command and General Staff Course g) Masters in National Security Administration 2) Enlisted Personnel: a) Basic Seaman Course or Marine Basic Course b) Basic Specialization Course c) Advance Specialization Course or Marine Basic NCO Leadership Course. d) System Management Course or Marine Advance NCO Leadership Course. Course. e) AFP Sergeant Major Course 3) Civilian Employees: RESTRICTED Cir Nr 05 HPN dtd 29 Aug 18 cont'n: a) Orientation Training b) Civilian Personnel Basic Course c) Civilian Personnel Basic Supervisory Course (Level II) d) Civilian Personnel Advance Supervisory Course (Level II) f. Retirement. The attrition of PN uniformed and civilian personnel is IAW existing GHQ and civil service policies. g. PN Uniformed Personnel. 1) Specialization. PN uniformed personnel shall be categorized according to the following specializations namely Warfare, Support to Warfare, and Staff Specializations. It shall be awarded upon completion of their NOBC or MOBC, depending on the vacancy or quota for each specialization and based on the published ATS for each specialization and based on the published ATS for each specialization by N3. They may transfer to another specialization upon completion of appropriate specialization training, which qualifies them for a certain specialization IAW para 5.f.5.b (Change of Specialization) of this policy. Career Managers and Detailers will be responsible for the implementation of sub- specialization/ratings for officers and enlisted personnel. 2) Warfare Specialization. Under each Warfare Specialization, PN officers and enlisted personnel shall be assigned to a sub-specialization after undergoing further training. a) Surface Warfare (Sub: Operations, Weapons, Electronic Warfare, Marine Engineer, Deck). b) Undersea Warfare (Sub: Operations, Weapons, Electronic and Communications, Sonar, Engineer, Damage Control, Deck). c) Amphibious Warfare (Sub: Infantry, Armor, Artillery). d) Naval Air Warfare (Sub: Fixed Wing, Rotary Wing, Avionics, Maintenance). e) Naval Special Warfare (Sub: SEAL, Dive/Salvage, Boat, EOD). 3) Support to Warfare Specialization. Under each Support to Warfare Specialization, PN officers and enlisted personnel shall be assigned to a sub- specialization after undergoing further training. a) Naval Combat Engineering (Sub: Ports and Harbor Engineer, Construction Engineer, Combat Engineer) b) Naval Intelligence (Sub: Intelligence, Counterintelligence, Technical Intelligence, Analyst) RESTRICTED Cir Nr 05 HPN dtd 29 Aug 18 cont'n: c) Information Warfare (Sub: Information Support Activity, Public Affairs, Civil Affairs). d) Cyber Warfare (Sub: CEIS, Cyber Defense, Maritime Surveillance and Reconnaissance). 4) Staff Specialization. PN officers can be classified under the following Staff Specialization upon completion of appropriate training. a) Administrative (Inspector General Service, Provost Marshal, Judge Advocate Service) is based on assignment in an IG, PM or JAGS office and acquisition of appropriate training. b) Personnel (Adjutant General Service, Personnel Management, Reserve Force Development) c) Plans and Operations (Strategic Planning and Studies, Operations) d) Logistics (Supply Management, Munitions Management) e) Education and Training (Naval Corps of Professors, Training, Reservist Training) f) Budget, Fiscal and Finance (Management and Fiscal, Resource Management) g) Health Services (Medical Corps, Medical Administrative Corps, Nurse Corps, Dental Corps, Veterinary Corps) 5) Change in Specialization: a) Requirements: PN personnel opting for a change in specialization, as well as sub-specialization or rating, shall comply with the following but not limited to the following requirements: (1) Availability of vacancy in the preferred specialization with reference to the ATS for each Specialization vis-a-vis the actual personnel fill-up. (2) Completion of the first field duty tour of losing specialization if required by the Career Administrator of the specialization being applied for. (3) Completion of the required specialization training required by the Career Administrator of the specialization being applied for. (4) For enlisted personnel, must pass the change of rating examination administered by NPMC. RESTRICTED Cir Nr 05 HPN dtd 29 Aug 18 cont'n: (5) Upon recommendation of unit commander or office supervisor, on the basis of performance and aptitude in the service. (6) Completion of contractual obligation (if applicable). b) Procedure. The procedure for changing specialization is as follows: (1) Submission of a Personnel Action Form (PAF) to the Losing Career Administrator, duly endorsed by their respective unit commander or office supervisor; (2) Review and deliberation (If needed) by the Losing Career Administrator; (3) The losing Career Administrator shall seek comment from the Career Administrator of the specialization being applied for by subject PN Personnel for acceptance or objection IAW existing policies and ATS vacancy for that particular specialization. If there is an objection, the PAF of subject personnel shall be disapproved by 'the losing Career Administrator. (4) If it is accepted, the losing Career Administrator shall approve the PAF enclosed with the favorable comment of the Gaining Career Administrator, and forwards it to C, NPMC for processing and endorsement to the FOIC, RN (Attn: N1) for approval. (5) Upon approval of the FOIC, PN, the C, NPMC shall facilitate the issuance of appropriate HPN orders for the new specialization of subject PN personnel and termination of previously awarded specialization. (6) Likewise, Losing Career Administrator shall remove subject personnel from their list of personnel under their specialization while Gaining Career Administrator shall include subject personnel from their list. This shall signal the transfer of personnel administration of subject personnel from the previous Career Administrator to the New Career Administrator. 6) Standards. Each Career Administrator will establish its own standards for performance in their respective specialization. The failure to meet said standards at some point in the career of a PN personnel may be grounds for transfer to another specialization or separation from the service. This may include, but not limited to the following: a) Physical proficiency (e.g. good eyesight for aviators, complete set of limbs for personnel of the Marine Corps) b) Skill Proficiency (e.g. swimming skill for those assigned aboardship) c) Medical Fitness (e.g. not prone to claustrophobia for those assigned aboard submarines) RESTRICTED Cir Nr 05 HPN dtd 29 Aug 18 cont'n: d) Moral Fitness (e.g. for those assigned in managing and disbursing of funds) e) Security Clearance (e.g. for those assigned in posts handling sensitive documents or involved in the conduct of classified activities) 7) Issuance of Orders. All actions pertaining to categorization of PN personnel shall be made through issuance of appropriate HPN orders. The Naval Adjutant shall publish all orders of all PN personnel 8) Approval of Specialization, Sub-Specialization, and Rating. a) The FOIC, PN shall be the approving authority for the awarding of all specialization of officers (i.e. warfare, support to warfare or staff specialization). This includes changes in specialization for officers. b) The FOIC, PN shall be the approving authority for the distribution of the enlistment quota to the different EP Ratings. The PN Enlisted Personnel Procurement Board chaired by C, NPMC shall award the EP's ratings to the candidate sailors, based on their academic background, skills, future potential, and requirements of the PN upon their selection for Basic Seaman Course. C, NPMC shall be the approving authority in cases of change in EP rating. c) The FOIC, PN shall be approving authority for the recruitment if civilian employees based on salary grade and specialization required by the PN. NPMC in consultation with CRDO, shall hire the most qualified civilian employees to respective vacant Plantilla Positions of the PN. 9) Assignment. PN uniformed personnel shall follow a progressive career and shall be assigned to various PN units as part of their career path. The types of duties are to wit: a) Field Duty. Field Duty covers duty assignments for shipboard, combat, and combat support, and combat service support unit (See Annex I), regardless of location; deployments in-country and overseas; and, in naval facilities considered as hardship or hazardous duty postings. b) Garrison Duty. Garrison Duty covers assignment at all headquarters offices, units/offices in urban areas (See Annex J), and in all naval facilities not considered as hardship or hazardous duty postings. c) Secondment Duty. PN officers and enlisted personnel may be placed under secondment outside of respective specialization, subject to the requirements of the service. Secondment covers any assignment at HPN, GHQ, AFPWSSUS, DND, UN, or other national government agencies as approved and duly endorsed by their respective Career Administrators to C, NPMC. RESTRICTED Cir Nr 05 HPN dtd 29 Aug 18 cont'n: d) Reassignment. Reassignment of PN officers and enlisted personnel shall be in IAW the career paths for respective specialization (warfare, support to warfare, staff) and subject to the availability of positions as per PN TO/ATS as approved and duly endorsed by their respective Career Administrators to C, NPMC. They may be rotated outside their specialization through secondment, if their services or skills are needed at HPN, GHQ, or in posting in other national government agencies or overseas. e) Assignment Near Domicile. For PN uniformed personnel who by force of domestic circumstance, are carrying the burden of raising their children (below 18 years of age) or looking after other dependents (parents above 65 years of age) may apply for the opportunity to work in unitsloffices nearest their domicile provided they meet all qualifications for such posting, as approved and duly endorsed by their respective Career Administrators to C, NPMC. However, PN personnel availing of this privilege shall assume responsibility for the cost in terms of future advancement and training opportunities while still in the service. If the condition is compelling and places the service at a disadvantage, subject personnel may be advised to seek honorable discharge from active service. h. Civilian Employees. 1. Career. PN civilian personnel shall follow a progressive career pattern IAW the plantilla approved by DBM and pursuant to the Civil Service Law (See Annex D). 2. Career Training. The civilian employees will have a separate training IAW Civil Service Law. 3. Specialization for Civilian Employees. PN civilian employees shall be assigned to any of the following specializations, depending on their approved application to the PN: a) Administrative (Human Resource Management, Intelligence, Defense Research and Analysis, Financial Management, Legal, Investigation) b) Technical (Aeronautical Engineering, Chemical Engineering, Civil Engineering, Electrical Engineering, Hydrographer, Information Management, Marine Engineering, Mechanical Engineering) c) Allied Health Services (Medical, Dental, Health Service Administration) 4. Reassignment by Promotion. PN civilian employees occupy plantilla positions as approved by the DBM and CSC. They can be reassigned only if there is a vacancy in a position with a higher salary grade, to which they are qualified and pass a deliberative process under the PN Civilian Employees Selection Board (PNCESB). If no candidates are available among current PN plantilla to fill-up vacancies by promotion or training, it may be sourced from other government agencies on lateral entry basis. 5. Contracted Civilian Workers. Civilian contractors shall be hired 1AW existing logistics procedures, to work on non-core duties and assignments. This Includes stevedoring, sanitation, commissary, ground maintenance services, among others. RESTRICTED Cir Nr 05 HPN dtd 29 Aug 18 cont'n: 7. DUTIES AND RESPONSIBILITIES: a. PN Personnel Career Management Beard (PNCMB): 1) Supervise all Career Administrators in the implementation of this Circular. 2) Established the requirements, qualification and valuation criteria, endorse papers to' the FOIC, PN (Altn: NI) for his approval, and subsequent awarding of the Specialization for PN personnel. 3) Confirmation of the awarding and approval of Sub-Specialization and Rating to PN personnel undertaken by respective Career Administrators. 4) Maintain records of all policies, regulations, board meetings and proceedings relative to this Circular. 5) Adjudicate cases involving PN personnel who have been rejected application for a Specialization and recommended for termination for cause, and submit findings to the FOIC, PN for final disposition. 6) Ensure the proper dissemination of the provisions of this Circular. 7) Review, assess and recommend changes in this Circular as deemed necessary. b. Commandant, Philippine Marine Corps: UPR for recruitment and conduct of pre-entry training for Candidate Soldier in the Philippine Marine Corps. C. Commander, Naval Education and Training Command: 1) UPR for the conduct of pre-entry training for NOCC, Candidate Sailor, and career courses for officers, enlisted personnel and civilian employees; and 2) Encode in the IPMS training module the graduates with their ranking and grades of the different PN Career and Specialization Courses. d. Commander, Naval Combat Engineering Brigade: UPR for the conduct of pre-entry training for Candidate Sailors at the Naval Combat Engineering Brigade. e. Commander. Naval Reserve Command: UPR for the conduct of recruitment, pre-entry training and career management of naval reservists RESTRICTED Cir Nr 05 HPN dtd 29 Aug 18 cont'n: f. Commander. Naval Personnel Management Center: 1) UPR for recruitment of NOCC and Candidate Sailors; 2) Designated as Career Administrator for civilian employees. Program the promotion and training of civilian employees. 3) Maintain a data-base of eligibility listing based on the different specializations specified in this Circular for officers, enlisted personnel, reservists and civilian employees using the IPMS; 4) Maintain a data-base/website indicating vacancies in position of Officers, enlisted personnel, reservists and civilian employees using the IPMS; 5) In coordination with N1 and N3, ensure the fill-up of PN personnel requirements based on the approved ATS per unit, rank and specialization for PN and GUAS (GHQ, Unified Command and AFPWSSUs) with designations based on the Unit Manning Document of the approved Table of Organization; 6) Monitor the career progression of officers, enlisted personnel, reservists and civilian employees who are seconded to HPN, PN-Wide Service Support Units, NOFs, GUAS, UN or foreign deployment and any other assignment; 7) Monitor the cases of officers, enlisted personnel, reservists and civilian employees who failed to qualify in their preferred Specialization and Rating and recommend to the PN Personnel Career Management Board for appropriate action; and 8) Monitor the recommended training programs, local and foreign schooling that are relevant for the development and advancement of PN personnel, in coordination with FOIC, PN (Attn: N8). g. Career Administrator: 1) Career Administrators are drawn from the Commanders/ Head of Office of identified. PN Type and Support Commands/Units and HPN Offices; 2) Supervise the respective Career Administrator Board to manage the activities of each specialization. 3) Manage the PN personnel under their jurisdiction, from recruitment, entry into the service and subsequent progression in career, and retirement, in consultation with NPMC. 4) Set the standards for recruitment, qualification, and maintaining their service until retirement. RESTRICTED Cir Nr 05 HPN dtd 29 Aug 18 cont'n: 5) Set the standard career path for their PN personnel and rotation in between field and garrison duty. 6) Set the required training to be undertaken to qualify for position and promotion in the Specialization, in consultation with NETC and NPMC. Ensure that the selection of candidates for career courses and related trainings is in accordance with the selection criteria set forth by the respective specialization; 7) Designate Career Managers and Career Detailers for all officers, enlisted personnel, reservists, and civilian employees under their respective specialization; 8) Submit monthly updated eligibility listing for officers, enlisted personnel, reservists and civilian employees under their respective specialization to C, NPMC (Attn: CAD); and 9) Maintain records of all policies, regulations, board meetings and proceedings. g. AC of NS for Personnel. N1: 1) Advised the FOIC, PN on matters concerning the implementation of this Circular. 2) Review this Circular and other existing career management policies to conform with the requirements of the service and policies issued by higher Headquarters. 3) In consultation with NPMC, determine the vacancy per specialization vis-à-vis the PN ATS for every specialization as published by N3 as the basis for procurement of PN personnel and programming of appropriate resources. h. AC of NS for Operations, N3: 1) Formulate and update the PN Table of Organization (TO), which shall serve as basis in the career management of PU personnel. 2) Publish the ATS by unit, rank and specialization/rating for PN and GUAs to determine the vacancy or excess in fill-up for every specialization among uniformed and civilian personnel as basis for recruitment and fill-up. 3) Ensure that the civilian plantilla is aligned with the PN Table of Organization. 4) In coordination with the Career Administrators, publish the ATS by rank, unit and specialization/rating for PN and GUAs in order to set the quota tor the assignment of PN personnel by specialization based on the approved PN TO and ATS. RESTRICTED Cir Nr 05 HPN dtd 29 Aug 18 cont'n: i. AC of NS for Education and Training, N8: 1) Program all the training requirements of the Career Administrators. 2) In coordination with CNETC and ETUs, review and amend the current Program of instruction (POI) for all training courses, as deemed necessary. 3) Review and propose amendments to CSAFP (Attn: J1), regarding the AFP Service Aptitude Test (AFPSAT), which is the testing instrument used for applicants in the naval service. j. The Naval Adjutant: 1) Encode the following orders pertaining to personnel management of PN personnel both published by OTAG and OTNA in the IPMS Orders Module: a) Appointment Orders as cadet or probationary ensign or candidate soldier/sailor and civilian employees; b) Commission Orders; c) Enlistment Orders; d) Call to Active Duty Orders or Tour of Duty Orders: e) Specialization and Change of Specialization Orders: f) Change of Rating Orders; g