REVENUE MEMORANDUM ORDER NO. 36-2013 issued on December 27, 2013 prescribes the policies, guidelines and procedures relative to the strategic recruitment and selection process. Human Resource (HR) officers performing recruitment functions shall focus on recruiting activities aimed at attracting the right candidates for the job. Based on the needs of current openings and forecasts for future needs, the HR officer needs to direct efforts toward the best option for recruiting the right candidates. Vacant positions marked for filling-up shall be published in accordance with Republic Act (RA) No. 7041, which shall be posted in at least 3 conspicuous places in the BIR, namely: the BIR Website; Personnel Division (PD)-National Office/Human Resource Management Unit (HRMU)-Regional Office bulletin board; and Civil Service Bulletin for 10 calendar days. The BIR shall observe Section 25 of RA No. 7277, which reads as follows: “Equal Opportunity for Employment. – No disabled person shall be denied access to opportunities for suitable employment. A qualified disabled employee shall be subject to the same terms and conditions of employment and the same compensation, privileges, benefits, fringe benefits, incentives and allowances as a qualified able bodied person.” The grant of eligibility for skilled positions in the government shall be in accordance with the policies of CSC MC No. 10, s. 2013. In the event that the applicant does not meet the required Qualification Standards (QS) for the position that he/she is applying for, the PD/HRMU may recommend other position/s commensurate to his/her qualifications. The hiring or reinstatement of persons over the age of 40 but not over 57 years may be given due course subject to the conditions cited in Memorandum Circular No. 35 dated August 24, 1987 of the Office of the President and Department of Finance letter dated September 10, 2003, provided, he has rendered satisfactory service in the government. Former BIR employees seeking re-employment in the BIR shall submit to the PD/HRMU Certificates of Clearance from the Office of the Ombudsman and from the National/Regional Offices where they were previously assigned, together with their application forms. An improved selection process shall be observed in processing the applications for BIR employment, and these are administering standardized pre-employment examinations including integrity examination; providing licensed and accredited psychometricians and psychologists to administer new assessment tools; and furnishing of an exclusive testing room to be used by applicants. Applicant/s for hiring/re-employment must be able to qualify under the preliminary screening and pass the pre-employment examination and series of interviews to be given by the BIR. Applicants who failed the pre-employment examinations may be allowed to re-take the examinations only once after the lapse of one (1) year from the date of examinations. The selection process, which shall include examination and interview, shall be completed within 15 working days from the date of examinations. The National Selection Board (NSB)/Regional Selection Board’s (RSB) shall maintain fairness and impartiality in the assessment of candidates for appointment. Towards this end, the NSB/RSB may employ the assistance of external or independent resource persons and may initiate innovative schemes in determining the best and most qualified candidate. The appointing authority shall assess the merits of the NSB/RSB’s recommendation for appointment and, in the exercise of sound discretion, select, in so far as practicable, from among the top five ranking applicants deemed most qualified for appointment to the vacant position. The comparative competence and qualification of candidates for appointment shall be determined on the basis of: a. Performance – For appointment by transfer, the performance rating for the last two (2) rating periods immediately preceding the transfer from the former office or agency should be at least very satisfactory. b. Education and Training c. Experience and Outstanding Accomplishments d. Psycho-Social Attributes and Personality Traits e. Potential All successful candidates for hiring are required to undergo physical and mental tests and to submit results and/or reports of laboratory tests including drug test, together with the appropriate clearances and other documents, before employment in the BIR. Appointments shall be prepared and approved within three (3) weeks after the deliberation of the NSB/RSB. A notice announcing the appointment of an employee shall be posted in 3 conspicuous places in the BIR a day after the issuance of the appointment for at least 15 calendar days.