POLICY OF THE STATE

 Article II. Declaration of Policy Sec. 2. It shall be the policy of the State to
insure and promote the Constitutional mandate that appointments in the
Civil Service shall be made only according to merit and fitness, to provide
within the public service of personnel administration, and to adopt
measures to promote morale and the highest degree of responsibility,
integrity, loyalty, efficiency, and professionalism in the Civil Service; that
the Civil Service Commission shall be the central personnel agency to set
standards and to enforce the laws and rules governing the selection,
utilization, training, and discipline of civil servants; that a public office is a
public trust and public officers shall serve with the highest degree of
responsibility, integrity, loyalty and efficiency and shall remain accountable
to the people; and that action on personnel matters shall be decentralized,
with the different departments and other offices or agencies of the
government delegating to their regional offices or other similar units,
powers and functions (need to state as this is part of the decree)
 Moreover, under the 1987 Philippine Constitution, specifically under the
Article II of the Declaration of Principles and Policies, Section 4 states
that “The prime duty of the Government is to serve and protect the
people. The Government may call upon the people to defend the
State and, in the fulfillment thereof, all citizens may be required,
under conditions provided by law, to render personal, military or civil
service” and noting such duty, this had paved the way for the creation of
the civil service which will be the topic of today’s report –

SCOPE OF CIVIL SERVICE

Article II – Coverage of the Civil Service

SEC. 6. Scope of the Civil Service. — (1) The Civil Service embraces all
branches, subdivisions, instrumentalities, and agencies of the Government,
including government-owned or controlled corporations with original charters. (2)
Positions in the Civil Service shall be classified into career service and non-
career service.

SEC. 7. Career Service. — The Career Service shall be characterized by (1)

entrance based on merit and fitness to be determined as far as practicable by
competitive examination, or based on highly technical qualifications; (2)
opportunity for advancement to higher career positions; and (3) security of
tenure.

The Career Service shall include:

(1) Open Career positions, appointment to which prior qualification in an

appropriate examination is required (MENTION OF: The Civil Service
Commission which is tasked in overseeing the integrity of
government actions and processes; however, more of the Civil
Service Commission will be discussed in the next report)
(2) Closed Career position which are scientific or highly technical in
nature; these include the faculty and academic staff of state colleges
and universities, and scientific and technical positions in scientific or
research institutions which shall establish and maintain their own merit
systems;
(3) Positions in the Career Executive Service, namely, Undersecretary,
Assistant Secretary, Bureau Director, Assistant Bureau Director,
Regional Director, Assistant Regional Director, Chief of Department
Service and other officers of equivalent rank as may be identified by
the Career Executive Service Board, all of whom are appointed by the
President;
(4) Career officers other than those in the Career Executive Service, who
are appointed by the President, such as the Foreign Service Officers in
the Department of Foreign Affairs;
(5) Commission officers and enlisted men of the Armed Forces which shall
maintain a separate merit system;
 (6) Personnel of government-owned or controlled corporations, whether
performing governmental or proprietary functions, who do not fall under
the non-career service; and
(7) Permanent laborer, whether skilled, semi-skilled, or unskilled.

SEC. 8. Classes of Positions in the Career Service. — (1) Classes positions in

the career service, appointment to which requires examinations shall be grouped
into three major levels as follows:

(a) The first level shall include clerical, trades, crafts, and custodial
service positions which involve non-professional or sub professional
work in a non-supervisory or supervisory capacity requiring less than
four years of collegiate studies;
(b) The second level shall include professional, technical and scientific
positions which involve professional, technical or scientific work in a
non-supervisory or supervisory capacity requiring at least four years of
college work up to Division Chief level; and
(c) The third level shall cover positions in the Career Executive
Service.

(2) Except as herein otherwise provided, entrance to the first two levels shall be
through competitive examinations, which shall be open to those inside and
outside the service who meet the minimum qualification requirements. Entrance
to a higher level does not require previous qualification in the lower level.
Entrance to the third level shall be prescribed by the Career Executive Service
Board.

(3) Within the same level, no civil service examination shall be required for
promotion to a higher position in one or more related occupational groups. A
candidate for promotion should, however, have previously passed the
examination for that level.

SEC. 9. Non-Career Service. — The Non-Career Service shall be characterized

by (1) entrance on bases other than those of the usual tests of merit and fitness
utilized for the career service; and (2) tenure which is limited to a period specified
by law, or which is coterminous with that of the appointing authority or subject to
his pleasure, or which is limited to the duration of a particular project for which
purpose employment was made.

The Non-Career Service shall include:

(1) Elective officials and their personal or confidential staff;

(2) Secretaries and other officials of Cabinet rank who hold their positions at the
pleasure of the President and their personal or confidential staff(s);

(3) Chairman and members of commissions and boards with fixed terms of office
and their personal or confidential staff;

(4) Contractual personnel or those who employment in the government is in

accordance with a special contract to undertake a specific work or job, requiring
special or technical skills not available in the employing agency, to be
accomplished within a specific period, which in no case shall exceed one year,
and performs or accomplishes the specific work or job, under his own
responsibility with a minimum of direction and supervision form the hiring agency;
and

(5) Emergency and seasonal personnel.

Explanation: Since there is no existing case study in relation to the Civil Service
in the Philippines, I had just decided to integrate the Scope of the Civil Service
with the article written by Bernadette E. Tamayo of the Manila Time for
Jan/2/2021 – relating on the probing of low passing rate and low rate of
applicants seeking Civil Service which is related to the topic of the report and in
order to present in a more organized and case study approach how knowing the
scope of the civil service can increase the interest of the public in seeking various
government positions and be engaged in public service.

Related Case/s

CASE STUDY ANALYSIS ON THE SCOPE OF CIVIL SERVICE: INCREASING

INTEREST AND WIDENING PUBLIC’S PERSPECTIVE ON
DIFFERENT CAREER OPTIONS IN
THE GOVERNMENT

Introduction

In order to bring peace and order as well as other adequate services to

the local communities and its people, there are the officials and employees of the
government and agencies that is expected to render assistance and services for
the betterment of their constituents. Moreover, local authorities and employees
are also considered as multi-purpose bodies of the government which is
responsible for delivering a wide range of services to the people such as in terms
of: economic development, community building, healthcare services, legal
services, housing planning and programs, and many more. The significant and
crucial role of local government units and its personnel in providing the essential
services to the people is also considered as a challenging aspect for them to
further improve their services and the way they are approaching people. And
without enough integrity and credibility being exhibited in their actions and in the
accomplishment of their duties and responsibilities, the public can no longer
place their trust to the government.

The need for employees and workers in the various government

departments and agencies had promulgated for the implementation of the
Administrative Code of 1987 on the Civil Service Commission, particularly in the
Article II which pertains to the Coverage of the Civil Service and implicating that
“(1) The Civil Service embraces all branches, subdivisions, instrumentalities, and
agencies of the Government, including government-owned or controlled
corporations with original charters. (2) Positions in the Civil Service shall be
classified into career service and non-career service.” The development and
promotion of the civil service in the country is associated with the need of
overseeing the overall integrity of the government – both in national and local
levels and its processes.

Objectives

The main objectives of the present study include the following:

1. To present and analyze the Article II under the Administrative Code of

1987 which pertains to the Scope of Civil Service and its role and
importance
2. To determine the different career options allowed under the Civil Service
3. To present and integrate recommended options that can help increase the
public’s interest and perspective on the different career options available
in the government.

Statement of the Problem

What is the role and importance of knowing the Scope of Civil Service and
what can be done in order to increase the publics’ interest and perspective on the
different career options available for them in the government?

Scope of the Study

In this present study, the scope of the study is only concerned on the
Scope of Civil Service under Article II of the Administrative Code of 1987 on the
Civil Service Commission.
Data Analysis

The following are the approaches being conducted in order to encourage

the Filipino public to better know of the different career options available for them
in the government:

a. Online Job Fairs – includes the participation of different government

agencies with vacancies in order to provide employment opportunities in
the public sector
b. Online Job Vacancy Announcements via Social Media – this include
the use of Facebook and Twitter and also providing information on what
particular career opportunities are available for vacancy in the public and
government sector.

Conclusions

Based from the gathered data and information, it can be noted that the
Scope of the Civil Service in the Philippines is important to be taken in
consideration as this provides the basic framework of the different career
opportunities in which Filipinos can apply to and be part of. Knowledge of the
different career paths in the government or the public sector can provide a
clearer direction and overview for the Filipinos and can also help in increasing
their interest of becoming public servants.

Recommendations

It is recommended that the Civil Service should also take in consideration

the need to include other forms of media such as infographics and educational
videos that can help the community to have a better understanding of the
meaning, role and importance of civil service as well as its scope and
requirements and also the different career opportunities that can be made
available for them and thus, gives them a chance to serve in the government.
References:

http://www.csc.gov.ph/phocadownload/GovtIssuances/eo_292.pdf
https://www.govexec.com/management/2018/05/5-tips-attracting-young-people-
government-careers/147857/
http://isacenter.org/wp-content/uploads/2018/12/2015-Case-Study-Civil-Service-
Commission.pdf
https://econ.feb.ui.ac.id/wp-content/uploads/2015/10/201202.pdf
http://www.csc.gov.ph/new-updates/1984-csc-seeks-to-help-unemployed-
filipinos-through-online-job-fair.html
http://www.csc.gov.ph/
http://www.csc.gov.ph/new-updates/2008-csc-invites-applicants-to-government-
job-fair.html
http://www.csc.gov.ph/2014-02-21-08-16-56/2014-02-21-08-17-24/2014-02-28-
06-37-10.html
https://www.manilatimes.net/2021/01/02/news/national/probe-of-low-passing-
rate-in-csc-exams-sought/821217/