THE CIVIL SERVICE COMMISSION AND THE SALIENT FEATURES OF RA 6713

1. THE CIVIL SERVICE COMMISSION AND VALUES ON PUBLIC SERVICE PHILIPPINE ADMINISTRATIVE
SYSTEM MPA 201 PRESENTED BY: TOBIAS, VERNALYN A.

2. Philippine Civil Service Commission (CSC) “Komisyon ng Serbisyo Sibil” -Is the constitutional
commission of the Philippines with responsibility over the civil service. It is task with overseeing the
integrity of the government actions and processes.

3. Philippine Civil Service Commission (CSC) - The Commission was founded in 1990 through Act No.5 of
the Philippine Commission and was made a bureau in 1905. -It has sisteen (16) regional offices
throughout the country

4. Philippines-Australia Human Resource and Organisational Development Facility It is the core partner
organisation of CSC. It significantly influences HR and organisation development (OD) practices of
Philippine government agencies - including the partners of various other Australian Government
programs in the country.

5. Civil Service Commission (CSC) MISSION  To make civil servant a servant hero VISION  CSC shall be
globally recognized as a center of excellence for strategic human resource and organizational
development.

6. CSC OBJECTIVES Be recognised as Center for Excellence in HR and OD Develop high performing,
competent, and credible civil servants Provide excellent HR processes Ensure fairness and efficiency in
performing quasi-judicial functions Enhance the competency of CSC workforce  Ensure efficient
management of financial resources Cultivate partnerships with local and international institutions.

7. PROGRAMS OF CSC HR INTITIATIVE  Program to Institutionalize Meritocracy and Excellence in

Human Resource Management (PRIME-HRM)  Strategic Performance Management System 
Competency-Based Recruitment and Qualifications Standards  Competency-Based Learning and
Development Program  Leadership and Coaching

8. PROGRAMS OF CSC Anti Corruption Initiative Anti-Red Tape Act - Report Card Survey (ARTA-RCS)
Service Delivery Excellence Program Citizen’s Satisfaction Center Seal of Excellence Contact Center
ng Bayan  ARTA Watch Implementation of SALN Case Resolution/Nature of Cases

9. PROGRAMS OF CSC Public Sector Unionism CSC Gender and Development Program  Sexual
Harassment in Public Sector  Special Leave Benefit for Women under RA 9710 Health and Wellness
Program  Smoke Free Civil Service

10. Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-
HRM) It integrates and enhances the Personnel Management Assessment and Assistance Program
(PMAAP) and the CSC Agency Accreditation Program (CSCCAAP). it is a mechanism that empowers
government agencies by developing their human resource management competencies, systems and
practices toward HR excellence. PRIME-HRM entails greater engaggement not just of the human
resource management office (HRMO) but also the officials and the rank and file employees of the
agency.

11. Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-
HRM) What happens under PRIME-HRM? I. ASSESS The CSC will assess the maturity level of an agency’s
competencies, systems, and practices in four HR systems: (1) recruitment, selection, and placement; (2)
learning and development; (3) performance management; and (4) rewards and recognition.

12. Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-
HRM) Based on the assessment, a government agency may be classified according to four maturity
levels: I. Transactional HRM II. Process-Defined HRM III. Integrated HRM IV. Strategic HRM

13. Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-
HRM) II. ASSIST The CSC provides customized technical assistance and developmental interventions
according to the determined needs of the agency. III. AWARD Agencies may vie for special rewards and
citations for HR excellence.

14. Strategic Performance Management System The Strategic Performance Management System (SPMS)
is a mechanism that links employee performance with organizational performance to enhance the
performance orientation of the compensation system. It ensures that the employee achieves the
objectives set by the organization and the organization, on the other hand, achieves the objectives that
it has set as its strategic plan.

15. The SPMS Objectives are: (a) to concretize the linkage of organizational performance with the
Philippine Development Plan, Agency Strategic Plan, and Organizational Performance Indicator
Framework OPIF; (b) to ensure organizational and individual effectiveness by cascading institutional
accountabilities to the various levels of the organization; and (c) to link performance management with
other HR systems.

16. Competency-Based Recruitment and Qualifications Standards The current recruitment system in the
Philippine civil service is based on Qualification Standards (QS), a minimum set of requirements
comprised of education, eligibility, training, and experience. The CBRQS adds competencies to the
minimum QS requirements to improve accuracy in assessing a candidate’s fitness to a particular job.

17. Competency-Based Recruitment and Qualifications Standards ELIGIBILITY EDUCATION EXPERIENCE

TRAINING COMPETENCIES

18. Competency-Based Learning and Development Program The Competency-Based Learning and
Development Program (CBLDP) directly addresses the problem of competency gaps. It operates under
the competency-based L&D framework, an approach that uses competencies as the standards against
which employee development needs are assessed and priorities are set against the need of the
organization. CBLDP utilizes competencies as the foundation for designing targeted programs with
learning outcomes that directly link to the competency requirements.
19. Competency-Based Learning and Development Program Under the CBLDP, trainings that are given to
employees are focused on their needs. L&D opportunities include formal classroom training, on-the-job
training, self-development, and development activities and interventions. CBLDP does not only refer to
training, however. It corresponds to upgrading the HR maturity levels of government agencies by
upgrading the competency of the individual as well. L&D interventions mold high-performing individuals
who, in turn, make up high-performing organizations.

20. Implementation of SALN STATEMENT OF ASSETS LIABILITIES NETWORTH It is an annual document

that all government workers in the Philippines, whether regular or temporary, must complete and
submit attesting under oath to their total assets and liabilities, including businesses and financial
interests, that make up their net worth. SALNs are often used by officials or political opponents to
determine if government officials have "unexplained wealth", i.e. wealth that cannot be attributed to a
salary, investment, gifts, inheritance, or other legal sources and therefore are likely to have come from
bribes, kickbacks, grease money or other forms of corruption.

21. ARTA REPORT CARD SURVEY (ARTA _RCS) The Report Card Survey (RCS) is a client feedback survey
used to check government service offices’ compliance with the provisions of the Anti-Red Tape Act of
2007. It provides a quantitative measure of user perceptions on the quality, efficiency, and adequacy of
public services. Apart from being a data collection exercise, the RCS also helps exact public
accountability through media coverage and civil society advocacy that accompany the process.

22. ARTA REPORT CARD SURVEY (ARTA _RCS) Objectives of the RCS 1. To obtain feedback on how
agencies follow provisions in their Citizen’s Charter 2. To obtain information/estimates of hidden costs
incurred by clients in accessing frontline services 3. To rate agency performance and client satisfaction in
relation to frontline service delivery

23. ARTA REPORT CARD SURVEY (ARTA _RCS) Core Area 1: Compliance with ARTA Provisions 1.1 Citizen’s
Charter (containing service commitments on transaction steps, cost, and time) 1.2 Anti-Fixing Campaign
1.3 No Noon Break Policy 1.4 ID/Nameplates 1.5 Public Assistance and Complaints Desk 1.6 No Hidden
Costs Core Area 2: Overall Client Satisfaction 2.1 Frontline Service Providers (timeliness, knowledge,
competence, courtesy and extra mile, fairness and ethical treatment) 2.2 Service Quality (overall
transaction time and outcome) 2.3 Physical Setup 2.4 Basic Facilities 2.5 Respondent’s Satisfaction

24. Service Delivery Excellence Program Under the Report Card Survey (RCS), a service office may be
rated as Failed, Acceptable, Good, Outstanding, and Excellent. Those that obtained a rating of Failed will
undergo the Service Delivery Excellence Program (SDEP). The SDEP includes conduct of service
improvement workshops and facilitation for increasing the efficiency and effectiveness of the service
office’s strategies, structure, staff, and systems. SDEP Level 1 is given to offices which failed due to minor
infractions including the non-observance of No Noon Break policy, employees' failure to wear IDs, and
the absence of a Public Assistance and Complaints Desk and anti-fixing measures. SDEP Level 2 is given
to offices whose failure in the RCS requires improvement in the office strategies, structure, staff and
systems.
25. CONTACT CENTER NG BAYAN The Contact Center ng Bayan (CCB) is a feedback mechanism
designated as the government’s main helpdesk where citizens can request for information and
assistance on government frontline service procedures, and report commendations, appreciation,
complaints, and feedback.

26. CONTACT CENTER NG BAYAN Features of the CCB • Serves as a centralized contact point where all
communications from the public may be routed, logged, responded to, and ultimately distributed to the
different government agencies for proper handling and resolution, and follow through if necessary •
Data out of these communications can be collected, processed, and converted into useful information
and reports to assist the government in performance evaluation and to seek improvement of its system
of service delivery to the people.

27. SALIENT FEATURES OF RA 6713 “THE CODE OF CONDUCT AND ETHICAL STANDARDS FOR PUBLIC
OFFICIALS AND EMPLOYEES ”

28. SALIENT FEATURES OF RA 6713 Declaration of Policies. — It is the policy of the State to promote a
high standard of ethics in public service. Public officials and employees shall at all times be accountable
to the people and shall discharge their duties with utmost responsibility, integrity, competence, and
loyalty, act with patriotism and justice, lead modest lives, and uphold public interest over personal
interest.

29. SALIENT FEATURES OF RA 6713 Norms of Conduct of Public Officials and Employees. I. Every public
official and employee shall observe the following as standards of personal conduct in the discharge and
execution of official duties: (a) Commitment to public interest. — Public officials and employees shall
always uphold the public interest over and above personal interest. All government resources and
powers of their respective offices must be employed and used efficiently, effectively, honestly and
economically, particularly to avoid wastage in public funds and revenues. (b) Professionalism. — Public
officials and employees shall perform and discharge

30. SALIENT FEATURES OF RA 6713 (b) Professionalism. — Public officials and employees shall perform
and discharge their duties with the highest degree of excellence, professionalism, intelligence and skill.
They shall enter public service with utmost devotion and dedication to duty. They shall endeavor to
discourage wrong perceptions of their roles as dispensers or peddlers of undue patronage. (c) Justness
and sincerity. — Public officials and employees shall remain true to the people at all times. They must
act with justness and sincerity and shall not discriminate against anyone, especially the poor and the
underprivileged. They shall at all times respect the rights of others, and shall refrain from doing acts
contrary to law, good morals, good customs, public policy, public order, public safety and public interest.
They shall not dispense or extend undue favors on account of their office to their relatives whether by
consanguinity or affinity except with respect to appointments of such relatives to positions considered
strictly confidential or as members of their personal staff whose terms are coterminous with theirs.

31. SALIENT FEATURES OF RA 6713 (d) Political neutrality. — Public officials and employees shall provide
service to everyone without unfair discrimination and regardless of party affiliation or preference. (e)
Responsiveness to the public. — Public officials and employees shall extend prompt, courteous, and
adequate service to the public. Unless otherwise provided bylaw or when required by the public
interest, public officials and employees shall provide information of their policies and procedures in clear
and understandable language, ensure openness of information, public consultations and hearings
whenever appropriate, encourage suggestions, simplify and systematize policy, rules and procedures,
avoid red tape and develop an understanding and appreciation of the socio economic conditions
prevailing in the country, especially in the depressed rural and urban areas.

32. SALIENT FEATURES OF RA 6713 (f) Nationalism and patriotism. — Public officials and employees shall
at all times be loyal to the Republic and to the Filipino people, promote the use of locally produced
goods, resources and technology and encourage appreciation and pride of country and people. They
shall endeavor to maintain and defend Philippine sovereignty against foreign intrusion. (g) Commitment
to democracy. — Public officials and employees shall commit themselves to the democratic way of life
and values, maintain the principle of public accountability, and manifest by deeds the supremacy of
civilian authority over the military. They shall at all times uphold the Constitution and put loyalty to
country above loyalty to persons or party. (h) Simple living. — Public officials and employees and their
families shall lead modest lives appropriate to their positions and income. They shall not indulge in
extravagant or ostentatious display of wealth in any form.

33. SALIENT FEATURES OF RA 6713 Duties of Public Officials and Employees (a) Act promptly on letters
and requests. — All public officials and employees shall, within fifteen (15) working days from receipt
thereof, respond to letters, telegrams or other means of communications sent by the public. The reply
must contain the action taken on the request. (b) Submit annual performance reports. — All heads or
other responsible officers of offices and agencies of the government and of government- owned or
controlled corporations shall, within forty-five (45) working days from the end of the year, render a
performance report of the agency or office or corporation concerned. Such report shall be open and
available to the public within regular office hours. (c) Process documents and papers expeditiously. — All
official papers and documents must be processed and completed within a reasonable time from the
preparation thereof and must contain, as far as practicable, not more than three (3) signatories therein.
In the absence of duly authorized signatories, the official next-in-rank or officer–in-charge shall sign for
and in their behalf.

34. SALIENT FEATURES OF RA 6713 Duties of Public Officials and Employees (d) Act immediately on the
public's personal transactions. — All public officials and employees must attend to anyone who wants to
avail himself of the services of their offices and must, at all times, act promptly and expeditiously. (e)
Make documents accessible to the public. — All public documents must be made accessible to, and
readily available for inspection by, the public within reasonable working hours.

35. SALIENT FEATURES OF RA 6713 1. Financial and material interest 2. Outside employment and other
activities related thereto 3. Disclosure and or misuse of confidential information 4. Solicitation or
acceptance of gifts Prohibited Acts and Transactions. Statements and Disclosure. 1. Statement of Assets
and Liabilities and Financial Disclosure 2. Identification and disclosure of relatives 3. Accessibility of
documents 4. Prohibited acts which are contrary to morals or public policy
36. SALIENT FEATURES OF RA 6713 1. Imprisonment not exceeding six months salary 2. Suspension not
exceeding one year 3. Administrative case 4. Conspirators shall also be punished either public/private
officials 5. Financial penalty not exceeding P25, 000 Penalties.

37. THANK YOUTHE CIVIL SERVICE COMMISSION AND THE SALIENT FEATURES OF RA 6713

1. THE CIVIL SERVICE COMMISSION AND VALUES ON PUBLIC SERVICE PHILIPPINE ADMINISTRATIVE
SYSTEM MPA 201 PRESENTED BY: TOBIAS, VERNALYN A.

2. Philippine Civil Service Commission (CSC) “Komisyon ng Serbisyo Sibil” -Is the constitutional
commission of the Philippines with responsibility over the civil service. It is task with overseeing the
integrity of the government actions and processes.

3. Philippine Civil Service Commission (CSC) - The Commission was founded in 1990 through Act No.5 of
the Philippine Commission and was made a bureau in 1905. -It has sisteen (16) regional offices
throughout the country

4. Philippines-Australia Human Resource and Organisational Development Facility It is the core partner
organisation of CSC. It significantly influences HR and organisation development (OD) practices of
Philippine government agencies - including the partners of various other Australian Government
programs in the country.

5. Civil Service Commission (CSC) MISSION  To make civil servant a servant hero VISION  CSC shall be
globally recognized as a center of excellence for strategic human resource and organizational
development.

6. CSC OBJECTIVES Be recognised as Center for Excellence in HR and OD Develop high performing,
competent, and credible civil servants Provide excellent HR processes Ensure fairness and efficiency in
performing quasi-judicial functions Enhance the competency of CSC workforce  Ensure efficient
management of financial resources Cultivate partnerships with local and international institutions.

7. PROGRAMS OF CSC HR INTITIATIVE  Program to Institutionalize Meritocracy and Excellence in

Human Resource Management (PRIME-HRM)  Strategic Performance Management System 
Competency-Based Recruitment and Qualifications Standards  Competency-Based Learning and
Development Program  Leadership and Coaching

8. PROGRAMS OF CSC Anti Corruption Initiative Anti-Red Tape Act - Report Card Survey (ARTA-RCS)
Service Delivery Excellence Program Citizen’s Satisfaction Center Seal of Excellence Contact Center
ng Bayan  ARTA Watch Implementation of SALN Case Resolution/Nature of Cases

9. PROGRAMS OF CSC Public Sector Unionism CSC Gender and Development Program  Sexual
Harassment in Public Sector  Special Leave Benefit for Women under RA 9710 Health and Wellness
Program  Smoke Free Civil Service
10. Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-
HRM) It integrates and enhances the Personnel Management Assessment and Assistance Program
(PMAAP) and the CSC Agency Accreditation Program (CSCCAAP). it is a mechanism that empowers
government agencies by developing their human resource management competencies, systems and
practices toward HR excellence. PRIME-HRM entails greater engaggement not just of the human
resource management office (HRMO) but also the officials and the rank and file employees of the
agency.

11. Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-
HRM) What happens under PRIME-HRM? I. ASSESS The CSC will assess the maturity level of an agency’s
competencies, systems, and practices in four HR systems: (1) recruitment, selection, and placement; (2)
learning and development; (3) performance management; and (4) rewards and recognition.

12. Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-
HRM) Based on the assessment, a government agency may be classified according to four maturity
levels: I. Transactional HRM II. Process-Defined HRM III. Integrated HRM IV. Strategic HRM

13. Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-
HRM) II. ASSIST The CSC provides customized technical assistance and developmental interventions
according to the determined needs of the agency. III. AWARD Agencies may vie for special rewards and
citations for HR excellence.

14. Strategic Performance Management System The Strategic Performance Management System (SPMS)
is a mechanism that links employee performance with organizational performance to enhance the
performance orientation of the compensation system. It ensures that the employee achieves the
objectives set by the organization and the organization, on the other hand, achieves the objectives that
it has set as its strategic plan.

15. The SPMS Objectives are: (a) to concretize the linkage of organizational performance with the
Philippine Development Plan, Agency Strategic Plan, and Organizational Performance Indicator
Framework OPIF; (b) to ensure organizational and individual effectiveness by cascading institutional
accountabilities to the various levels of the organization; and (c) to link performance management with
other HR systems.

16. Competency-Based Recruitment and Qualifications Standards The current recruitment system in the
Philippine civil service is based on Qualification Standards (QS), a minimum set of requirements
comprised of education, eligibility, training, and experience. The CBRQS adds competencies to the
minimum QS requirements to improve accuracy in assessing a candidate’s fitness to a particular job.

17. Competency-Based Recruitment and Qualifications Standards ELIGIBILITY EDUCATION EXPERIENCE

TRAINING COMPETENCIES

18. Competency-Based Learning and Development Program The Competency-Based Learning and
Development Program (CBLDP) directly addresses the problem of competency gaps. It operates under
the competency-based L&D framework, an approach that uses competencies as the standards against
which employee development needs are assessed and priorities are set against the need of the
organization. CBLDP utilizes competencies as the foundation for designing targeted programs with
learning outcomes that directly link to the competency requirements.

19. Competency-Based Learning and Development Program Under the CBLDP, trainings that are given to
employees are focused on their needs. L&D opportunities include formal classroom training, on-the-job
training, self-development, and development activities and interventions. CBLDP does not only refer to
training, however. It corresponds to upgrading the HR maturity levels of government agencies by
upgrading the competency of the individual as well. L&D interventions mold high-performing individuals
who, in turn, make up high-performing organizations.

20. Implementation of SALN STATEMENT OF ASSETS LIABILITIES NETWORTH It is an annual document

that all government workers in the Philippines, whether regular or temporary, must complete and
submit attesting under oath to their total assets and liabilities, including businesses and financial
interests, that make up their net worth. SALNs are often used by officials or political opponents to
determine if government officials have "unexplained wealth", i.e. wealth that cannot be attributed to a
salary, investment, gifts, inheritance, or other legal sources and therefore are likely to have come from
bribes, kickbacks, grease money or other forms of corruption.

21. ARTA REPORT CARD SURVEY (ARTA _RCS) The Report Card Survey (RCS) is a client feedback survey
used to check government service offices’ compliance with the provisions of the Anti-Red Tape Act of
2007. It provides a quantitative measure of user perceptions on the quality, efficiency, and adequacy of
public services. Apart from being a data collection exercise, the RCS also helps exact public
accountability through media coverage and civil society advocacy that accompany the process.

22. ARTA REPORT CARD SURVEY (ARTA _RCS) Objectives of the RCS 1. To obtain feedback on how
agencies follow provisions in their Citizen’s Charter 2. To obtain information/estimates of hidden costs
incurred by clients in accessing frontline services 3. To rate agency performance and client satisfaction in
relation to frontline service delivery

23. ARTA REPORT CARD SURVEY (ARTA _RCS) Core Area 1: Compliance with ARTA Provisions 1.1 Citizen’s
Charter (containing service commitments on transaction steps, cost, and time) 1.2 Anti-Fixing Campaign
1.3 No Noon Break Policy 1.4 ID/Nameplates 1.5 Public Assistance and Complaints Desk 1.6 No Hidden
Costs Core Area 2: Overall Client Satisfaction 2.1 Frontline Service Providers (timeliness, knowledge,
competence, courtesy and extra mile, fairness and ethical treatment) 2.2 Service Quality (overall
transaction time and outcome) 2.3 Physical Setup 2.4 Basic Facilities 2.5 Respondent’s Satisfaction

24. Service Delivery Excellence Program Under the Report Card Survey (RCS), a service office may be
rated as Failed, Acceptable, Good, Outstanding, and Excellent. Those that obtained a rating of Failed will
undergo the Service Delivery Excellence Program (SDEP). The SDEP includes conduct of service
improvement workshops and facilitation for increasing the efficiency and effectiveness of the service
office’s strategies, structure, staff, and systems. SDEP Level 1 is given to offices which failed due to minor
infractions including the non-observance of No Noon Break policy, employees' failure to wear IDs, and
the absence of a Public Assistance and Complaints Desk and anti-fixing measures. SDEP Level 2 is given
to offices whose failure in the RCS requires improvement in the office strategies, structure, staff and
systems.

25. CONTACT CENTER NG BAYAN The Contact Center ng Bayan (CCB) is a feedback mechanism
designated as the government’s main helpdesk where citizens can request for information and
assistance on government frontline service procedures, and report commendations, appreciation,
complaints, and feedback.

26. CONTACT CENTER NG BAYAN Features of the CCB • Serves as a centralized contact point where all
communications from the public may be routed, logged, responded to, and ultimately distributed to the
different government agencies for proper handling and resolution, and follow through if necessary •
Data out of these communications can be collected, processed, and converted into useful information
and reports to assist the government in performance evaluation and to seek improvement of its system
of service delivery to the people.

27. SALIENT FEATURES OF RA 6713 “THE CODE OF CONDUCT AND ETHICAL STANDARDS FOR PUBLIC
OFFICIALS AND EMPLOYEES ”

28. SALIENT FEATURES OF RA 6713 Declaration of Policies. — It is the policy of the State to promote a
high standard of ethics in public service. Public officials and employees shall at all times be accountable
to the people and shall discharge their duties with utmost responsibility, integrity, competence, and
loyalty, act with patriotism and justice, lead modest lives, and uphold public interest over personal
interest.

29. SALIENT FEATURES OF RA 6713 Norms of Conduct of Public Officials and Employees. I. Every public
official and employee shall observe the following as standards of personal conduct in the discharge and
execution of official duties: (a) Commitment to public interest. — Public officials and employees shall
always uphold the public interest over and above personal interest. All government resources and
powers of their respective offices must be employed and used efficiently, effectively, honestly and
economically, particularly to avoid wastage in public funds and revenues. (b) Professionalism. — Public
officials and employees shall perform and discharge

30. SALIENT FEATURES OF RA 6713 (b) Professionalism. — Public officials and employees shall perform
and discharge their duties with the highest degree of excellence, professionalism, intelligence and skill.
They shall enter public service with utmost devotion and dedication to duty. They shall endeavor to
discourage wrong perceptions of their roles as dispensers or peddlers of undue patronage. (c) Justness
and sincerity. — Public officials and employees shall remain true to the people at all times. They must
act with justness and sincerity and shall not discriminate against anyone, especially the poor and the
underprivileged. They shall at all times respect the rights of others, and shall refrain from doing acts
contrary to law, good morals, good customs, public policy, public order, public safety and public interest.
They shall not dispense or extend undue favors on account of their office to their relatives whether by
consanguinity or affinity except with respect to appointments of such relatives to positions considered
strictly confidential or as members of their personal staff whose terms are coterminous with theirs.
31. SALIENT FEATURES OF RA 6713 (d) Political neutrality. — Public officials and employees shall provide
service to everyone without unfair discrimination and regardless of party affiliation or preference. (e)
Responsiveness to the public. — Public officials and employees shall extend prompt, courteous, and
adequate service to the public. Unless otherwise provided bylaw or when required by the public
interest, public officials and employees shall provide information of their policies and procedures in clear
and understandable language, ensure openness of information, public consultations and hearings
whenever appropriate, encourage suggestions, simplify and systematize policy, rules and procedures,
avoid red tape and develop an understanding and appreciation of the socio economic conditions
prevailing in the country, especially in the depressed rural and urban areas.

32. SALIENT FEATURES OF RA 6713 (f) Nationalism and patriotism. — Public officials and employees shall
at all times be loyal to the Republic and to the Filipino people, promote the use of locally produced
goods, resources and technology and encourage appreciation and pride of country and people. They
shall endeavor to maintain and defend Philippine sovereignty against foreign intrusion. (g) Commitment
to democracy. — Public officials and employees shall commit themselves to the democratic way of life
and values, maintain the principle of public accountability, and manifest by deeds the supremacy of
civilian authority over the military. They shall at all times uphold the Constitution and put loyalty to
country above loyalty to persons or party. (h) Simple living. — Public officials and employees and their
families shall lead modest lives appropriate to their positions and income. They shall not indulge in
extravagant or ostentatious display of wealth in any form.

33. SALIENT FEATURES OF RA 6713 Duties of Public Officials and Employees (a) Act promptly on letters
and requests. — All public officials and employees shall, within fifteen (15) working days from receipt
thereof, respond to letters, telegrams or other means of communications sent by the public. The reply
must contain the action taken on the request. (b) Submit annual performance reports. — All heads or
other responsible officers of offices and agencies of the government and of government- owned or
controlled corporations shall, within forty-five (45) working days from the end of the year, render a
performance report of the agency or office or corporation concerned. Such report shall be open and
available to the public within regular office hours. (c) Process documents and papers expeditiously. — All
official papers and documents must be processed and completed within a reasonable time from the
preparation thereof and must contain, as far as practicable, not more than three (3) signatories therein.
In the absence of duly authorized signatories, the official next-in-rank or officer–in-charge shall sign for
and in their behalf.

34. SALIENT FEATURES OF RA 6713 Duties of Public Officials and Employees (d) Act immediately on the
public's personal transactions. — All public officials and employees must attend to anyone who wants to
avail himself of the services of their offices and must, at all times, act promptly and expeditiously. (e)
Make documents accessible to the public. — All public documents must be made accessible to, and
readily available for inspection by, the public within reasonable working hours.

35. SALIENT FEATURES OF RA 6713 Prohibited Acts and Transactions: 1. Financial and material interest 2.
Outside employment and other activities related thereto 3. Disclosure and or misuse of confidential
information 4. Solicitation or acceptance of gifts.
Statements and Disclosure: 1. Statement of Assets and Liabilities and Financial Disclosure 2.
Identification and disclosure of relatives 3. Accessibility of documents 4. Prohibited acts which are
contrary to morals or public policy

36. SALIENT FEATURES OF RA 6713 Penalties: 1. Imprisonment not exceeding six months salary 2.
Suspension not exceeding one year 3. Administrative case 4. Conspirators shall also be punished either
public/private officials 5. Financial penalty not exceeding P25, 000 .

37. THANK YOU