With the partnership, the CSC through its Examination, Recruitment, and Placement Office will provide the overall management and supervision of the test processes as well as the development and conduct of the CSC-BOC pre-qualifying tests for supervisory and non-supervisory positions. The tests consisting of General Aptitude (GAT) and Ethics-Oriented Personality Tests (EOPT) are customized for BOC job applicants.
Customs Commissioner John P. Sevilla expressed confidence that the CSC partnership will further bolster the selection and hiring process of the Bureau. “This is a landmark partnership that will further elevate our hiring process. With our partnership with the Civil Service Commission headed by Chairman Francisco T. Duque III, we are positive that we will be able to put into fruition processes that will ensure that all future BOC employees are competent, professional and ethical public servants,” Sevilla said.
“We want to make sure that our employees are hired not because they have backers or have endorsements but because of their merit and they are physically fit to work. We also won’t tolerate nepotism, which can be a cause of corruption, that is why we will not entertain applicants who have relatives in the Bureau up to the 4th degree of consanguinity,” Sevilla added.
With the new hiring process, all applicants shall be initially screened by personnel selection boards (PSBs) composed of deputy commissioners, service directors and district collectors. Applicants who passed the initial screening will then take the GAT and EOPT to be administered by the CSC. Applicants who pass these tests will move on to second screening, consisting of a competency-based exam and panel interview. Physical examination will also be conducted for applicants for positions in the Intelligence and Enforcement groups.
This CSC-BOC pre-qualifying tests is in line with the Revised Guidelines and Procedure in the Hiring and promotion of Personnel for First and Second Level Positions under Customs Memorandum Order (CMO) 15-2014. The CMO aims to simplify the guidelines, widen the sphere of selection, as well as clarify the procedure for applicant screening to get the best qualified applicants.
The new selection process will be used to process the over 1,000 job vacancies opened by the Bureau to fill up the different vacant plantilla positions at the BOCs main office as well as its various collection districts throughout the country.