Republic of the Philippines

House of Representatives
Quezon City, Metro Manila

Twentieth Congress
First Regular Session

HOUSE BILLNo, 2771

Introduced by Representatives Ferdinand Martin G.
Romualdez, Andrew Julian K. Romualdez, Yedda Marie K.
Romualdez, and Jude A. Acidre

EXPLANATORY NOTE

One of the primary issues plaguing the Philippine civil service is the
lack of transparency and public accountability in the hiring and
appointment process, which has resulted in the perpetuation of patronage
politics, nepotism, and corruption. While the Omnibus Rules on
Appointments and Other Human Resource Actions (ORAOHRA) provide
the current regulatory framework for recruitment and placement, they fall
short of mandating mechanisms that guarantee public access to
information, citizen oversight, and institutional safeguards in the
appointment process.

This bill seeks to amend and strengthen the ORAOHRA by
institutionalizing mandatory publication and digital disclosure of vacant
and filled government positions, the criteria used in selecting candidates,
and the actual results of selection processes. It further empowers civil
society and citizen groups to observe and report anomalies in
appointments, thereby institutionalizing participatory governance and
merit-based recruitment in public service.


This legislation upholds the constitutional policy that public office is
a public trust. Transparency in government hiring fosters competence,
integrity, and trust in the bureaucracy.

This is one of the bills proposed during the first Eastern Visayas
Young Leaders Parliament held on December 11-15, 2024.

Immediate passage of this bill is ie
RDINAI Th Tn MARIE K. ROMUALDEZ

ANDREW JULIAN K. ROMUALDEZ

JUDE A. ACIDRE


Republic of the Philippines
House of Representatives
Quezon City, Metro Manila

Twentieth Congress
First Regular Session

HOUSE BILL NO. 2771

Introduced by Representatives Ferdinand Martin G.
Romualdez, Andrew Julian K. Romualdez, Yedda Marie K.
Romualdez, and Jude A. Acidre

AN ACT
ENSURING TRANSPARENCY, ACCOUNTABILITY, AND
INCLUSIVENESS IN THE RECRUITMENT, SELECTION, AND
APPOINTMENT PROCESS IN GOVERNMENT SERVICE, AMENDING
THE OMNIBUS RULES ON APPOINTMENTS AND OTHER HUMAN
RESOURCE ACTIONS (ORAOHRA), AND FOR OTHER PURPOSES

Be it enacted by the Senate and House of Representatives of the Philippines in
Congress assembled:

Section 1. Title — This Act shall be known as the “Transparent
Appointments in Government Act of 2025”

Section 2. Declaration of State Policy - It is the policy of the State
to ensure that public office is a public trust and that all appointments to
government service are based on merit, fitness, transparency, and
inclusivity. Towards this end, the State shall seek to promote equal
opportunity, prevent abuse of discretion, strengthen public accountability,
and protect the civil service system from politicization.


Section 3. Coverage — This Act shall apply to all appointments in
career and non-career positions within government agencies, offices, and
instrumentalities, including government-owned or -controlled corporations
(GOCCs), state universities and colleges (SUCs), constitutional
commissions, and local government units (LGUs), except those positions
expressly exempted by law.

Section 4. Mandatory Publication and Disclosure of Vacancies.
— All vacancies for government positions, whether career or non-career,
permanent or temporary, must be published in the Civil Service
Commission Job Portal. Agencies shall also post the same vacancies on
their official websites and verified social media platforms to ensure broad
accessibility. The public notice shall include the following: a. Title of the
position; b. Qualification standards; c. Salary grade and step; d. Place of
assignment; e. Duties and responsibilities; f. Deadline for submission of
application; and g. List of required documents.

Acentralized online application platform shall be established by the
Civil Service Commission to receive, process, and track all employment
applications. Except when otherwise stated in the implementing rules,
applications submitted outside this system shall not be considered valid.

Section 5. Disclosure and Notification of Applicants. - All
applicants to a government position, regardless of their internal or external
status, must be notified of the result of their application.

Applicants must be informed whether they were shortlisted or
disqualified. Those disqualified shall be given clear and specific grounds
for disqualification, such as failure to meet minimum qualifications or
incomplete documentation. Those who were appointed shall have their
identity, final rating, and qualifications disclosed along with the
appointment notice.

A final summary list of all applicants, indicating their names, internal
or external status, and result of their application, shall be published in the
same platform used for the job posting.

Section 6. Rectification of Minor Documentary Defects. -
Applications with minor clerical errors or documentary defects shall not be
automatically disqualified. Instead, the applicant shall be informed of the
defect and be given one calendar day before the application deadline to
rectify the same.


If the defect is discovered after the closing date, the applicant shall
be allowed up to two working days to correct it, provided such leniency
does not unduly delay the process or prejudice other applicants.

Reasonable leniency shall be exercised for first-time job seekers,
especially for entry-level positions not requiring prior experience. A record
of all allowed rectifications and notifications must be included in the
recruitment report.

Section 7. Inhibition of HRMPSB Members with Conflict of
Interest. - Any member of the Human Resource Merit Promotion and
Selection Board (HRMPSB) who is the immediate supervisor or holds any
authority within the direct command structure over an internal applicant
must inhibit from participating in the deliberations and final decision-
making process concerning the said position.

The inhibited member must be replaced temporarily by an alternate
member designated by the appointing authority in consultation with the
Civil Service Commission.

Section 8. Presence of Independent Observers - Each HRMPSB
shall include one independent observer from a recognized civil society
organization and one representative from a duly accredited employees’
association.

These observers shall participate in all stages of the screening and
selection process and may submit an independent report regarding the
integrity of the proceedings. Their observations shall form part of the final
report submitted to the Civil Service Commission.

Section 9. Deliberation Records and Reporting - All
deliberations, interviews, and evaluation activities conducted by the
HRMPSB shall be properly recorded and archived. Minutes and
summaries of these proceedings must be certified and submitted to the
Civil Service Commission within fifteen calendar days after completion of
the appointment process.

Failure to comply with this requirement may result in the suspension
or invalidation of the appointment, and administrative penalties against
responsible officials.


Section 10. Separability Clause. - |f any provision of this Act is
declared unconstitutional, the remainder thereof not otherwise affected
shall remain in full force and effect.

Section 11 Repealing Clause. - All laws, presidential decrees,
executive orders, letters of instruction, proclamations or administrative
regulations that are inconsistent with the provisions of this Act are hereby
repealed, amended, or modified accordingly.

Section 12. Effectivity. - Notwithstanding the non-issuance of the
implementing rules and regulations, this Act shall take effect fifteen (15)
days after its publication in the Official Gazette or in a newspaper of
general circulation.

Approved,