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Philippine Civil Service

Functions, History and

2008 @ LIHernandez 1

Philippine Civil Service
• 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
2008 @ LIHernandez 2

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

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

CSC's SERVICES ARE CLASSIFIED INTO 6 KEY REFORM AREAS • Effective and – Strengthen CSC's contempt power to Efficient 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. decisions disciplinary cases 2008 @ LIHernandez 5 . – Enhance CSC's quasi- – Institute mechanisms 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.

2nd and 3rd level consultancy services 2008 @ LIHernandez 6 . job orders. contractuals.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.

– Implement "Text CSC GSIS. 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 . DBM and BIR Project" for easy access on government – Monitor Process Flow personnel Chart.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.

CSC's SERVICES ARE CLASSIFIED INTO 6 KEY REFORM AREAS • Harnessing Public Sector Unionism – Strengthen PSUs to – Strengthen serve as watchdog in coordination and every agency partnership with other agency members of – Encourage unions to PSLMC register and accredit – with CSC Review rights and 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 to civil service matters good governance – Review relationship – Develop and implement between CSC and the a Civil Service Public 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 – Devolve personnel – Strengthen advisory 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 .

The Board administered civil service examinations and set standards for appointment in government service. 2008 @ LIHernandez 11 . It was reorganized into a Bureau in 1905. a Secretary and a Chief Examiner. Historical Developments • The civil service system in the Philippines was formally established under Public Law No. 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. A Civil Service Board was created composed of a Chairman.

Historical Developments • The 1935 Philippine Constitution firmly established the merit system as the basis for employment in government. local government and government corporations. 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 .

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

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

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

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

354 64 36 Philippines 1. Country Total Male Female Population (%) (%) Cambodia 166.498 47 53 Thailand 1.445.296.381 69 31 Lao PDR 70.688 52 47 2008 @ LIHernandez 17 .

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

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

70 $480.00 0 IND Rupiah US$1 9.0 5.55 382.5 4.78 0 3 SNG Sng$ US$1 1.031 57.442 0 THL Baht US$1 40.000 $7.25 165.00 $108.00 755.100 $1.50 30.00 $102.475 59.750 0 2008 @ LIHernandez 20 .082 $1.95 $84. Country Exchange Lowest Highest Rate CMB Riels US$1 4.000 $41.436 2.000 0 PHL Pesos US$1 56.00 $1.000 $42.0 818.

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

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

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