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Philippine Civil Service

Commission
Functions, History and
Development

2008 @ LIHernandez 1

Philippine Civil Service
Commission
• The Civil Service Commission (CSC)
is the central personnel agency of
the Philippine government. One of
the three independent
constitutional commissions with
adjudicative responsibility in the
national government structure, it is
also tasked to render final
arbitration on disputes and
personnel actions on Civil Service
matters.
2008 @ LIHernandez 2

building. Philippine Civil Service Commission • RESPONSIBILITY – Recruitment. professional and highly motivated government workforce truly responsive to the needs of the government's client . 2008 @ LIHernandez 3 . maintenance and retention of a competent.the public.

– adopting performance-based tenure in government. 2008 @ LIHernandez 4 . Philippine Civil Service Commission • SPECIFIC FUNCTIONS – leading and initiating the professionalization of the civil service. – promoting public accountability in government service. and – implementing the integrated rewards and incentives program for government employees.

CSC's SERVICES ARE CLASSIFIED INTO 6 KEY REFORM AREAS • Effective and – Strengthen CSC's Efficient contempt power to ensure Administrative implementation of Justice CSC Resolutions – Speedy disposition of – Take a lead role in cases the Inter-Agency Anti- – Develop a monitoring Graft Coordinating mechanism to check Council aging of cases. – Institute mechanisms – Enhance CSC's quasi- to declog case judicial functions dockets – Implement special – Intensify conciliation project on "Women and mediation as Against Graft" modalities for – Ensure consistency of resolving non- decisions disciplinary cases 2008 @ LIHernandez 5 .

job 2nd and 3rd level orders. consultancy services 2008 @ LIHernandez 6 .CSC's SERVICES ARE CLASSIFIED INTO 6 KEY REFORM AREAS • Professionalizing – Improve the Ethical/Moral Standards the Civil Service of Key Sectors through – Strengthen the Third – Design incentive Level packages to encourage – Develop policies the young professionals granting CSC and the best to join authority to appoint government service and and discipline those to retain competent below ASEC level workers – Implement HRD – Integrate gender Interventions development concepts – Re-thinking HRD in CSC policies and interventions/training programs s to correspond to – Rationalize policies on specific needs of 1st. contractuals.

DBM and BIR Project" for easy access on government – Monitor Process Flow personnel Chart. – Implement "Text CSC GSIS.CSC's SERVICES ARE CLASSIFIED INTO 6 KEY REFORM AREAS • Improving Public Service Delivery – Enhance Rewards and – Create a Common Sanctions Data Base for CSC. Service Pledge information and Service Standards by agencies – Develop programs for LGUs to – Strengthen the improve services "Mamamayan Muna. at the local levels Hindi Mamaya Na and to increase Program" awareness of CSC rules 2008 @ LIHernandez 7 .

CSC's SERVICES ARE CLASSIFIED INTO 6 KEY REFORM AREAS • Harnessing Public Sector Unionism – Strengthen – Strengthen PSUs to coordination and serve as watchdog in partnership with other every agency agency members of – Encourage unions to PSLMC register and accredit – Review rights and with CSC privileges as well as – Implement more existing mechanisms effective conciliation with respect to labor. and mediation services management relations – Develop proactive and – Intensify education and quick reaction information campaign mechanisms for on responsible Public resolving labor- Sector Unionism management conflicts 2008 @ LIHernandez 8 .

resource management provincial and in government municipal levels – Take a lead role in – Actively participate in inter-agency legislations pertaining committees involved in good governance to civil service matters – Develop and implement – Review relationship a Civil Service Public between CSC and the Information OSG re: handling of Communication Plan appealed cases before the CA and SC 2008 @ LIHernandez 9 .CSC's SERVICES ARE CLASSIFIED INTO 6 KEY REFORM AREAS • Strengthening – Develop programs that will follow through our External "jump start" programs Relations for LGUs – Strengthen advisory – Devolve personnel role to the President management functions on all matters to agencies particularly pertaining to human at the regional.

CSC's SERVICES ARE CLASSIFIED INTO 6 KEY REFORM AREAS • Managing Support – Develop and implement an Organization Public Services Information and – Reorganize CSC Education Plan for CSC structure (OPIEC) – Develop Prudent – Expand the use of Expenditure Information Technology in Management Program all CSC Operations – Strengthen the Internal – Rationalize fiscal policies Audit System – Revisit Performance – Enhance/streamline Evaluation Monitoring internal systems and System (PEMS) procedures – Ensure passage of Civil – Develop an efficient Service Code and effective model of – Review structure of and governance within CSC support to field offices – Create – Develop relevant and feedback/monitoring needs-based staff mechanism development programs 2008 @ LIHernandez 10 .

5 ("An Act for the Establishment and Maintenance of Our Efficient and Honest Civil Service in the Philippine Island") in 1900 by the Second Philippine Commission. 2008 @ LIHernandez 11 . It was reorganized into a Bureau in 1905. The Board administered civil service examinations and set standards for appointment in government service. A Civil Service Board was created composed of a Chairman. a Secretary and a Chief Examiner. Historical Developments • The civil service system in the Philippines was formally established under Public Law No.

The following years also witnessed the expansion of the Bureau’s jurisdiction to include the three branches of government: the national government. 2008 @ LIHernandez 12 . Historical Developments • The 1935 Philippine Constitution firmly established the merit system as the basis for employment in government. local government and government corporations.

This Act converted the Bureau of Civil Service into the Civil Service Commission with department status. superseding the scattered administrative orders relative to government personnel administration issued since 1900. was enacted. 2008 @ LIHernandez 13 . Republic Act 2260. otherwise known as the Civil Service Law. This was the first integral law on the Philippine bureaucracy. Historical Developments • In 1959.

Historical Developments • In 1975. 807 (The Civil Service Decree of the Philippines) redefined the role of the Commission as the central personnel agency of government. Presidential Decree No. • Its present mandate is derived from Article IX-B of the 1987 Constitution which was given effect through Book V of Executive Order No. • The Code essentially reiterates existing principles and policies in the administration of the bureaucracy and recognizes. 292 (The 1987 Administrative Code). 2008 @ LIHernandez 14 . for the first time. the right of government employees to self-organization and collective negotiations under the framework of the 1987 Constitution.

How do we compare the Philippine Civil Service with the other ASEAN countries? 2008 @ LIHernandez 15 .

PCS vs. In Thailand. the male population is only slightly higher than the female population. 2008 @ LIHernandez 16 . In the Philippines. more women are in the civil service than men. ASEAN • More than half of the civil servant population in Cambodia and Laos are male.

688 52 47 2008 @ LIHernandez 17 .381 69 31 Lao PDR 70.296.445.498 47 53 Thailand 1. Country Total Male Female Population (%) (%) Cambodia 166.354 64 36 Philippines 1.

2008 @ LIHernandez 18 . Laos. physical and mental capabilities. the at least eighteen years age requirement. eligibility to become a have a minimum age civil servant in the requirement. requirements for Cambodia and Thailand. government in Cambodia. the qualifications for recruitment system is employment in decentralized. one must be include nationality. specifically in professional eligibility. Employment • The main qualifications cited as basic • Two countries. training and studied. education. of age. the Philippines and Thailand is nationality. • In three of the countries experience. the Philippines • One of the basic and Thailand. In both countries studied countries.

job classifications. not only on their level in the pay structure. It allows individual ministries to develop their own system. 2008 @ LIHernandez 19 . which depend. Pay Ranges • All of the six countries studied had existing pay structures / wage scales on which they base the pay of the civil servants. Aside from their base wage. seniority is also a consideration. In Laos. the government does not have a government wide job classification system. such as the salary grades indicated in their specific schemes. but on the function of their jobs as well. current levels / rank of the civil servant in the pay structure. • In Indonesia. The pay structures correspond to different factors. civil servants also receive allowances.

000 $41.000 $7.00 755.436 2.50 30.00 $108.55 382.750 2008 @ LIHernandez 20 .475 59.000 PHL Pesos US$1 56.00 $1.950 $84.70 $480.50 4.100 $1.00 $102.00 818. Country Exchange Lowest Highest Rate CMB Riels US$1 4.783 SNG Sng$ US$1 1.031 57.00 5.442 THL Baht US$1 40.25 165.082 $1.000 $42.000 IND Rupiah US$1 9.

sick / medical leave. In these countries. civil servants may apply for paternity leave. • Singapore grants childcare leave. 2008 @ LIHernandez 21 . maternity and study leaves). civil servants may also avail themselves of religious and military leave. civil servants also enjoy health insurance. disability and housing loan benefits. Singapore and Thailand. the employees are also entitled to non-financial benefits such as leave benefits (vacation. In Thailand. aside from maternity leave. marriage leave (3 days) and unrecorded leave. In the Philippines and Singapore. Benefits • In the Philippines.

the more years of service are required. In Cambodia and Thailand. the higher the educational attainment. • In Cambodia. the compulsory retirement age is 65. while the males can only retire by the age of 60. In Laos. civil servants are required to render at least 25 years to receive retirement benefits. the Philippines and Thailand. 2008 @ LIHernandez 22 . For civilian employees. Laos. Retirement • There are compulsory ages for retirement in Cambodia. • Civil servants must render a minimum number of years of service to be eligible for retirement benefits. In the Philippines. the compulsory age requirement depends on the gender. the compulsory age for retirement for uniformed personnel – police and the military – is 55. In Laos. Females are required to retire by the age of 55. they are required to render at least 30 years of service. However the age requirements vary between 55 to 65 years old.

civil servants only have to accomplish 7 hours a day. 2008 @ LIHernandez 23 . it is exclusive of time for lunch. Working Hours • In Cambodia and in the Philippines. civil servants are required to render eight (8) hours of work per day. In the Philippines. In Thailand.