Management of Human

Resource
Presented by
Angela Ysabelle D. Pavilando
Introduction
• Human resource management in public administration concerns 
human resource management as it applies specifically to the field of public administration
. It is considered to be an in-house structure that ensures unbiased treatment, ethical
standards, and promotes a value-based system.
• A Civil Service Commission is a government agency that is constituted by legislature to
regulate the employment and working conditions of civil servants, oversee hiring and
promotions, and promote the values of the public service. Its role is roughly analogous to
that of the human resources department in corporations. Civil service commissions are
often independent from elected politicians.
Management of Human Resource
• Human resource management (HRM or HR) is the strategic approach to the effective
and efficient management of people in a company or organization such that they help
their business gain a competitive advantage. It is designed to maximize 
employee performance in service of an employer's strategic objectives. Human resource
management is primarily concerned with the management of people within
organizations, focusing on policies and systems. HR departments are responsible for
overseeing employee-benefits design, employee recruitment, training and development, 
performance appraisal, and reward management, such as managing pay and 
Employee benefits benefit systems. HR also concerns itself with organizational change
 and industrial relations, or the balancing of organizational practices with requirements
arising from collective bargaining and governmental laws.
THE CIVIL SERVICE COMMISSION

• The Civil Service Commission (Filipino: Komisyon ng Serbisyo Sibil, abbreviated

as CSC) is one of the three Constitutional Commissions of the Philippines with
responsibility over the civil service. It is tasked with overseeing the integrity of
government actions and processes. The commission was founded in 1900 through Act
No. 5 of the Philippine Commission and was made a bureau in 1905. The Civil
Service Commission (CSC) is the central personnel agency of the Philippine
government responsible for the policies, plans, and programs concerning all civil
service employees list the intended outcomes for this training session.
2030 AGENCY VISION

• CSC shall be globally recognized as a center of excellence for strategic HR and

OD

CORE PURPOSE
• Gawing Lingkod Bayani ang Bawat Kawani (To make every civil servant a
servant hero)
CORE VALUES
• Love of God and Country
• Excellence
• Integrity
 Concepts of Civil Service
REPUBLIC ACT No. 2260

• ARTICLE I Section 1. Title of Act. This Act shall be known as the Civil

Service Act of 1959.
• ARTICLE I Section 2. General Purpose. The general purpose of this Act is to
insure and promote the constitutional mandate regarding appointments only
according to merit and fitness, and to provide within the public service a
progressive system of personnel administration to insure the maintenance of an
honest, efficient, progressive and courteous civil service in the Philippines. 
 Categories of Philippine Civil Service
Positions
Scope of the Civil Service

• Section 3. Positions Embraced in the Civil Service. The Philippine Civil

Service shall embrace all branches, subdivisions and instrumentalities of the
Government, including government-owned or controlled corporations, and
appointments therein, except as to those which are policy determining,
primarily confidential or highly technical in nature, shall be made only
according to merit and fitness, to be determined as far as practicable by
competitive examination. Positions included in the civil service fall into three
categories; namely, competitive or classified service, non-competitive or
unclassified service and exempt service the exempt service does not fall within
the scope of this law.
 Categories of Philippine Civil Service
Positions

• Section 4. The competitive Service. The competitive or classified service shall include

positions for appointment to which prior qualification in an appropriate examination is
required.
• Section 5. The Non-Competitive Service. The non-competitive or unclassified service
shall be composed of positions expressly declared by law to be in the non-competitive
or unclassified service or those which are policy-determining, primarily confidential or
highly technical in nature.
The following specific officers and employees shall be embraced in the non-
competitive or unclassified service:

• (a) Officers appointed by the President of the Philippines with the consent of
the Commission on Appointments, except provincial treasurers and assistant
chiefs of bureaus and offices, and all other inferior officers of the Government
whose appointments are by law vested in the President alone;
• (b) The secretarial and office staff of the President, of the Vice-President, of
the President of the Senate, of the Speaker of the House of Representatives and
of each member of the Congress of the Philippines including the personnel of
all the committees of both Houses of the Congress;
• (c) One private secretary and one assistant private secretary to each of the
several Heads of Departments and to each of the Justice of the Supreme Court
and the Court of Appeals;
 The following specific officers and employees shall be embraced in the non-
competitive or unclassified service:

• (d) Officers as may be required and chosen by the Congress of the Philippines in
accordance with the Constitution;
• (e) Members of the various faculties and other teaching force of the University of the
Philippines and other government colleges offering courses on the collegiate level,
including the business directors and registrars of said institutions;
• (f) Secretaries of provincial, city and municipal boards or councils;
• (g) Unskilled laborers whether emergency, seasonal or permanent; and
• (h) All supplementary employees in the Senate and the House of Representatives of
Congress.
 Categories of Philippine Civil Service
Positions

Section 6. The Exempt Service. The exempt service shall consist of the following:
• (a) Elective officers;
• (b) Members of the commissioned and enlisted service of the Army, Navy and Air Force of the
Philippines; and
• (c) Persons employed on a contract basis.
 Career Executive ship
CAREER EXECUTIVE SERVICE BOARD
• Pursuant to Executive Order No. 891, s. 2010 the Career Executive Service Board (CESB) is
mandated to promulgate rules, standards and procedures on the selection, classification,
compensation and career development of members of the Career Executive Service. In
Eugenio vs. Civil Service Commission, G.R. No. 115863, March 31, 1995, the Supreme
Court recognized the existence, mandate and authority of the CESB over third level positions,
and its autonomy from the Civil Service Commission (CSC).“
• Section 25. Career and Employee Development. The development and maintenance of a high
level of employee performance is a primary concern of the Government. It shall be the policy
of the government that a continuing program of employee training, supervisory, career and
executive development be established under the leadership of the Civil Service Commission
for all government personnel at all levels.
 Organization for Personnel
Administration
ARTICLE III
Organization
• Section 7. Civil Service Commission. There is hereby established a Civil
Service Commission, the head of which shall be known as the Commissioner
of Civil Service and who shall be responsible for the discharge of the duties
and functions of the Commission. He shall be appointed by the President of the
Philippines with the consent of the Commission on Appointments and shall
hold office for a term of nine years and may not be reappointed. The
commissioner may be removed from office only for cause and after
investigation. The Commissioner of Civil Service shall have the rank of a
Department Secretary and shall be an ex-officio member of the cabinet.
Organization for Personnel Administration
There shall be a Deputy Commissioner of Civil Service appointed in the same
manner as the Commissioner who shall assist the Commissioner and perform
such duties and functions as may be assigned to him by the Commissioner and
such as may be imposed upon him by law. In the absence of the Commissioner,
he shall act as head of the Commission
• Section 8. Regional Offices. The Commissioner of Civil Service may, as the
public interest may require, establish regional offices of the Civil Service
Commission at Dagupan City, Tuguegarao (Cagayan), Naga City, Iloilo City,
Cebu City, Tacloban City, City of Cagayan de Oro, Davao City and Zamboanga
City, to provide expeditious service to the various branches, subdivisions and
instrumentalities of the government in the areas to which the respective
Regional Offices are most conveniently accessible.
 Organization for Personnel
Administration
• Section 9. Wage and Position Classification Office. The Wage and Position
Classification Office shall be responsible for the classification of positions in
the civil service and shall standardize the salaries of the group or groups of
positions so classified: Provided, That the range of minimum and maximum
salaries allowable for civil service eligibilities shall be:

Eligibilities Minimum Maximum

First Grade P 2,400 No limit

Second Grade 1,800 P3,720

Third Grade 1,440 2,400

Senior Stenographer 2,400 No limit

Junior Stenographer 1,800 3,720

Senior Typist 1,920 3,720

Junior Typist 1,560 2,400

 Organization for Personnel
Administration
• Section 10. Line Departments. The Department Head is responsible for
personnel administration in his Department and with the assistance of the
personnel officer of the Department shall take all personnel actions in
accordance with the Civil Service Law and with the rules, standards, guidelines
and regulations set by the Civil Service Commission.
• Section 11. Civil Service Board of Appeals. There shall be a Civil Service
Board of Appeals composed of a Chairman and two members to be appointed
by the President of the Philippines with the consent of the Commission on
Appointments who shall be full-time officials, and who shall hold office during
good behavior unless sooner relieved for cause by the President. The Chairman
and members of the Board shall have the same qualifications as Justice of the
Court of Appeals.
Organization for Personnel Administration
• Section 12. Council of Personnel officers. There is hereby created a Council of
Personnel Officers to be composed of chief personnel officers of the different
executive departments and of agencies with the category of department that the
Commissioner of Civil Service shall select for membership. Except for its Executive
Officer who shall be designated by the Commissioner from among the appropriate
officials in the Civil Service Commission, the Council is authorize to elect such other
officers from among its members and to fix its own rules of procedure concerning
attendance at meetings, approval of policy declarations, and other business matters.
Provisions for necessary facilities and clerical assistance for the Council shall be
made in the annual budget of the Commission.
 Organization for Personnel
Administration
The Council shall have the following functions:
• (a) Upon request of the Head of Department or the Commissioner to offer
advice in developing constructive policies, standards, procedures, and
programs as well as on matters relating to the improvement of personnel
methods and to the solution of personnel problems confronting the various
departments and agencies of the Government;
• (b) To promote among the departments and agencies through study and
discussion, uniform and consistent interpretation and application of personnel
policies; and
• (c) To serve as a clearing house of information and to stimulate the use of
methods of personnel management that will contribute most to good
government.
 Organization for Personnel
Administration
• Section 13. Examining Committees, Special Examiners and Special
Investigators. Subject to approval by the proper Head of Department, the
Commissioner of Civil Service may select suitable persons in the government
service to act as members of examining committees, special examiners or
special investigators. Such persons shall be designated examiners or
investigators of the Commission and shall perform such duties as the
Commissioner may require in connection with examinations, appointments,
promotions and investigations; and in the performance of such duties they shall
be under his exclusive control. Examining committees, special examiners or
special investigators so appointed may be allowed additional compensation for
their service, to be paid out of the funds of the Commission, at a rate to be
determined by the Commissioner.
 Brief History of Civil Service
Commission
• The Philippine Civil Service was established in 1900 by the Second Philippine Commission
during the American colonial rule.
• Under the leadership of American William Howard Taft, the Second Philippine Commission
passed a law, Public Law No. 5, on the establishment of a system to secure an efficient civil
service in the country on March 16, 1900.
Brief History of Civil Service
Commission
• On September 19, 1900, Act No. 5 entitled “An Act for the Establishment and
Maintenance of an Efficient and Honest Civil Service in the Philippines” was
issued. Also known as the Civil Service Act, this started the concept of
appointments and promotions in the government being made according to
merit. It established a three-member body known as the Philippine Civil
Service Board composed of a Chairman, Secretary, and Chief Examiner
• The Board was reorganized into a Bureau in 1905. In 1959, Republic Act No.
2260, also known as the Civil Service Act of 1959, amended and revised the
laws relative to the Philippine Civil Service. It converted the Bureau to Civil
Service Commission (CSC) with department status. In 1973, Presidential
Decree No. 807 redefined the role of the CSC and it became a constitutional
Commission.
Brief History of Civil Service
Commission
• The Philippine Civil Service has undergone a great number of reforms in terms
of structure, size, leadership, position classification, and pay scheme, among
others, under the management and regulation of the CSC. Presently, CSC’s
mandate is based on Executive Order No. 292 or the Revised Administrative
Code of 1987.
• Through the years, the CSC has initiated various programs and issued policies
towards building a highly competent, credible, and motivated bureaucracy. Its
latest agenda is to elevate itself as “Asia’s leading center of excellence for
strategic human resource and organization development by 2030” and to make
a lingkod bayani out of every civil servant. “Lingkod bayani” is a play on the
terms “lingkod bayan” (public servant) and “bayani” (hero), thus associating
state workers with their capacity to be heroes in their own right. The CSC
manages and develops the bureaucracy’s most important resource—its people—
through five HR initiatives:
Recruitment
Hiring of high-performing, competent, and credible civil servants through the Competency-
Based Recruitment and Qualification Standards (CBRQS);
Performance Management
Performance review and appraisal through the Strategic Performance Management System
(SPMS);
HR Coaching
Coaching to improve employee performance, as well as develop leadership skills of
supervisors and managers;
Learning and Development
Direct training and personnel development interventions in the areas of governance and
leadership, human resource and organizational development, public service reforms, and
values and culture building through the Civil Service Institute; and
Agency Accreditation
Accreditation of agencies for the establishment of their own human resource management
systems and standards through the Program to Institutionalize Meritocracy and Excellence in
Human Resource Management (PRIME-HRM).
Present Organizational Set-up &
Structure
• The 1987 Constitution staggered the terms of the members of the
Constitutional Commissions. Of the first appointees, the Chairman would serve
seven years (1st line), a Commissioner would serve five years (2nd line), and
another Commissioner would serve three years (3rd line). Term refers to a
fixed period, while tenure refers to the actual period that a person held office.
Incumbents:
1. Chairperson Alicia dela Rosa-Bala
2. Commissioner Atty. Aileen Lourdes A. Lizada
3. Assistant Commissioner Ariel G. Ronquillo
4. Assistant Commissioner David E. Cabanag Jr
ORGANIZATIONAL STRUCTURE
• Office of the Chairman
• Office of the Commissioners
• Office of the Assistant
Commissioners
• Office of the Executive Director
• Commission Secretariat and Liaison
Office
• Office for Legal Affairs
• Examination, Recruitment, and
Placement Office
• Office for Human Resource
Management and Development
• Office for Strategy Management
• Internal Audit Service
• Human Resource Policies and
Standards Office
• Integrated Records Management
Office
• Human Resource Relations Office
• Office for Financial and Assets
Management
• Public Assistance and Information
Office
Composition of the Civil Service
Commission
• SECTION 10. Composition.—The Commission shall be composed of a
Chairman and two Commissioners who shall be natural born citizens of the
Philippines and, at the time of their appointment, at least thirty-five years of
age, with proven capacity for public administration, and must not have been
candidates for any elective position in the elections immediately preceding their
appointment.
• SECTION 11. Appointment of Chairman and Commissioners. —The Chairman
and the Commissioners shall be appointed by the President with the consent of
the Commission on Appointments for a term of seven years without
reappointment. Of the first appointed, the Chairman shall hold office for seven
years, a Commissioner for five years, and another Commissioner for three years,
without reappointment. Appointment to any vacancy shall be only for the
unexpired term of the predecessor. In no case shall any Member be appointed or
designated in a temporary or acting capacity.
Composition of the Civil Service
Commission
• SECTION 12. Powers and Functions. —The Commission shall have the
following powers and functions:
• (1) Administer and enforce the constitutional and statutory provisions on the
merit system for all levels and ranks in the Civil Service;
• (2) Prescribe amend and enforce rules and regulations for carrying into effect
the provisions of the Civil Service Law and other pertinent laws;
• 3) Promulgate policies, standards and guidelines for the Civil Service and
adopt plans and programs to promote economical, efficient and effective
personnel administration in the government;
Composition of the Civil Service
Commission
• (4) Formulate policies and regulations for the administration, maintenance and
implementation of position classification and compensation and set standards
for the establishment, allocation and reallocation of pay scales, classes and
positions;
• (5) Render opinion and rulings on all personnel and other Civil Service matters
which shall be binding on all heads of departments, offices and agencies and
which may be brought to the Supreme Court on certiorari;
• (6) Appoint and discipline its officials and employees in accordance with law
and exercise control and supervision over the activities of the Commission
Composition of the Civil Service
Commission
• (7) Control, supervise and coordinate Civil Service examinations. Any entity or
official in government may be called upon by the Commission to assist in the
preparation and conduct of said examinations including security, use of
buildings and facilities as well as personnel and transportation of examination
materials which shall be exempt from inspection regulations;
• (8) Prescribe all forms for Civil Service examinations, appointments, reports
and such other forms as may be required by law, rules and regulations;
• (9) Declare positions in the Civil Service as may properly be primarily
confidential, highly technical or policy determining;
• (10) Formulate, administer and evaluate programs relative to the development
and retention of qualified and competent work force in the public service;
Composition of the Civil Service
Commission
• 11) Hear and decide administrative cases instituted by or brought before it
directly or on appeal, including contested appointments, and review decisions
and actions of its offices and of the agencies attached to it. Officials and
employees who fail to comply with such decisions, orders, or rulings shall be
liable for contempt of the Commission. Its decisions, orders, or rulings shall be
final and executory. Such decisions, orders, or rulings may be brought to the
Supreme Court on certiorari by the aggrieved party within thirty (30) days
from receipt of a copy thereof;
• (12) Issue subpoena and subpoena duces tecum for the production of
documents and records pertinent to investigations and inquiries conducted by it
in accordance with its authority conferred by the Constitution and pertinent
laws;
Composition of the Civil Service
Commission
• (13) Advise the President on all matters involving personnel management in
the government service and submit to the President an annual report on the
personnel programs;
• (14) Take appropriate action on all appointments and other personnel matters in
the Civil Service including extension of Service beyond retirement age;
• (15) Inspect and audit the personnel actions and programs of the departments,
agencies, bureaus, offices, local government units and other instrumentalities
of the government including government-owned or controlled corporations;
conduct periodic review of the decisions and actions of offices or officials to
whom authority has been delegated by the Commission as well as the conduct
of the officials and the employees in these offices and apply appropriate
sanctions whenever necessary;
Composition of the Civil Service
Commission
• (16) Delegate authority for the performance of any function to departments,
agencies and offices where such function may be effectively performed;
• (17) Administer the retirement program for government officials and
employees, and accredit government services and evaluate qualifications for
retirement;
• (18) Keep and maintain personnel records of all officials and employees in the
Civil Service; and
• (19) Perform all functions properly belonging to a central personnel agency
and such other functions as may be provided by law.
Composition of the Civil Service
Commission
• SECTION 13. Duties and Responsibilities of the Chairman. —Subject to policies
and rules adopted by the Commission, the Chairman shall:
• (1) Direct all operations of the Commission;
• (2) Establish procedures for the effective operations of the Commission;
• (3) Transmit to the President rules and regulations, and other guidelines adopted by
the Chairman which require Presidential attention including annual and other
periodic
• (4) Issue appointments to, and enforce decisions on administrative discipline
involving officials and employees of the Commission;
• (5) Delegate authority for the performance of any function to officials and employees
of the Commission;
Composition of the Civil Service
Commission
• (6) Approve and submit the annual and supplemental budget of the
Commission; and
• (7) Perform such other functions as may be provided by law.

SECTION 14. Membership of the Chairman in Boards.—The Chairman shall be

a member of the Board of Directors or of other governing bodies of government
entities whose functions affect the career development, employment status,
rights, privileges, and welfare of government officials and employees, such as
the Government Service Insurance System, Foreign Service Board, Foreign
Trade Service Board, National Board for Teachers, and such other similar boards
as may be created by law.
 Composition of the Civil Service
Commission
SECTION 15. Duties and Responsibilities of the Members of the Commission. —Jointly with
the Chairman, the two (2) Commissioners shall be responsible for the effective exercise of the
rule-making and adjudicative functions of the Commission. They shall likewise perform such
functions as may be delegated by the Commission. In case of the absence of the Chairman
owing to illness or other cause, the senior member shall perform the functions of the Chairman.
SECTION 16. Offices in the Commission. —The Commission shall have the following offices:
(1) The Office of the Executive Director headed by an Executive Director, with a Deputy
Executive Director shall implement policies, standards, rules and regulations promulgated by the
Commission; coordinate the programs of the offices of the Commission and render periodic
reports on their operations, and perform such other functions as may be assigned by the
Commission.
(2) The Merit System Protection Board composed of a Chairman and two (2) members shall
have the following functions:
Composition of the Civil Service
Commission
• (a) Hear and decide on appeal administrative cases involving officials and
employees of the Civil Service. Its decision shall be final except those
involving dismissal or separation from the service which may be appealed to
the Commission;
• (b) Hear and decide cases brought before it on appeal by officials and
employees who feel aggrieved by the determination of appointing authorities
involving personnel actions and violations of the merit system. The decision of
the Board shall be final except those involving division chiefs or officials of
higher ranks which may be appealed to the Commission;
• (c) Directly take cognizance of complaints affecting functions of the
Commission, those which are unacted upon by the agencies, and such other
complaints which require direct action of the Board in the interest of justice;
Composition of the Civil Service
Commission
• (d) Administer oaths, issue subpoena and subpoena duces tecum, take
testimony in any investigation or inquiry, punish for contempt in accordance
with the same procedures and penalties prescribed in the Rules of Court; and
• (e) Promulgate rules and regulations to carry out the functions of the Board
subject to the approval of the Commission.
(3) The Office of Legal Affairs shall provide the Chairman with legal advice and
assistance; render counselling services; undertake legal studies and researches;
prepare opinions and rulings in the interpretation and application of the Civil
Service law, rules and regulations; prosecute violations of such laws, rules and
regulations; and represent the Commission before any Court or tribunal.
Composition of the Civil Service
Commission
• (4) The Office of Planning and Management shall formulate development plans,
programs and projects; undertake research and studies on the different aspects of
public personnel management; administer management improvement programs;
and provide fiscal and budgetary services.
• (5) The Central Administrative Office shall provide the Commission with
personnel, financial, logistics and other basic support services.
• (6) The Office of Central Personnel Records shall formulate and implement
policies, standards, rules and regulations pertaining to personnel records
maintenance, security, control and disposal; provide storage and extension
services; and provide and maintain library services.
• (7) The Office of Position Classification and Compensation shall formulate and
implement policies, standards, rules and regulations relative to the administration
of position classification and compensation.
Composition of the Civil Service
Commission
• (8) The Office of Recruitment, Examination and Placement shall provide leadership
and assistance in developing and implementing the overall Commission programs
relating to recruitment, examination and placement, and formulate policies, standards,
rules and regulations for the proper implementation of the Commission’s examination
and placement programs.
• (9) The Office of Career Systems and Standards shall provide leadership and assistance
in the formulation and evaluation of personnel systems and standards relative to
performance appraisal, merit promotion, and employee incentive benefits and awards.
• (10) The Office of Human Resource Development shall provide leadership and
assistance in the development and retention of qualified and efficient work force in the
Civil Service; formulate standards for training and staff development; administer
service-wide scholarship programs; develop training literature and materials;
coordinate and integrate all training activities and evaluate training programs.
Composition of the Civil Service
Commission
• (11) The Office of Personnel Inspection and Audit shall develop policies, standards, rules
and regulations for the effective conduct or inspection and audit of personnel and
personnel management programs and the exercise of delegated authority; provide
technical and advisory services to Civil Service Regional Offices and government
agencies in the implementation of their personnel programs and evaluation systems.
• (12) The Office of Personnel Relations shall provide leadership and assistance in the
development and implementation of policies, standards, rules and regulations in the
accreditation of employee associations or organizations and in the adjustment and
settlement of employee grievances and management-employee disputes.
• (13) The Office of Corporate Affairs shall formulate and implement policies, standards,
rules and regulations governing corporate officials and employees in the areas of
recruitment, examination, placement, career development, merit and awards systems,
position classification and compensation, performing appraisal, employee welfare and
benefits, discipline and other aspects of personnel management on the basis of
comparable industry practices.
Composition of the Civil Service
Commission
• (14) The Office of Retirement Administration shall be responsible for the enforcement
of the constitutional and statutory provisions, relative to retirement and the regulation
for the effective implementation of the retirement of government officials and
employees.
• (15) The Regional and Field Offices. —The Commission shall have not less than
thirteen (13) Regional offices each to be headed by a Director, and such field offices
as may be needed, each to be headed by an official with at least the rank of an
Assistant Director. Each Regional Office shall have the following functions:
• (a) Enforce Civil Service law and rules, policies, standards on personnel management
within their respective jurisdiction;
• (b) Provide technical advice and assistance to government offices and agencies
regarding personnel administration; and
• (c) Perform such other functions as may be delegated by the Commission.
Composition of the Civil Service
Commission
• SECTION 17. Organizational Structure. —Each office of the Commission
shall be headed by a Director with at least one (1) Assistant Director, and may
have such divisions as are necessary to carry out their respective functions. As
an independent constitutional body, the Commission may effect changes in the
organization as the need arises.
Personnel Processes
Executive Order No. 292
ADMINISTRATIVE CODE OF 1987

Personnel selection is the methodical process used to hire (or, less commonly, promote)
individuals. Although the term can apply to all aspects of the process (recruitment,
selection, hiring, onboarding, acculturation, etc.) the most common meaning focuses on
the selection of workers. In this respect, selected prospects are separated from rejected
applicants with the intention of choosing the person who will be the most successful and
make the most valuable contributions to the organization. Its effect on the group is
discerned when the selected accomplish their desired impact to the group, through
achievement or tenure. The procedure of selection takes after strategy to gather data
around a person so as to figure out whether that individual ought to be utilized. The
strategies used must be in compliance with the various laws in respect to work force
selection.
Personnel Processes
• Personnel selection systems employ evidence-based practices to determine the most
qualified candidates and involve both the newly hired and those individuals who can
be promoted from within the organization
• The procedure of personnel selection includes gathering data about the potential
candidates with the end goal of deciding suitability and sustainability for the
employment in that particular job. This data is gathered utilizing one or more
determination devices or strategies classified as such:
1. Interviews
2. Personality Tests
3. Biographical Data
4. Cognitive Ability Tests
5. Physical Ability Tests
6. Work Samples
Recruitment & Selection Standards
• Section 23. Recruitment and Selection of Employees. Opportunity for
government employment shall be open to all qualified citizens and positive
efforts shall be exerted to attract the best qualified to enter the service.
• Employees shall be selected on the basis of their fitness to perform the duties
and assume the responsibilities of the positions whether in the competitive or
classified or in the non-competitive or unclassified service.
The Process of Choice
• Section 26. Performance Rating System. There shall be established a
performance rating system, which shall be administered in accordance with
rules, regulations and standards established by the Civil Service Commission
for all officers and employees in both the competitive and non-competitive
service. Such performance rating system shall be administered in such manner
as to continually foster the improvement of individual employee efficiency.
• Each department, bureau, office, or agency may, after consultation with and
approval by the Commission establish and use one or more performance rating
plans appropriate to the various groups of positions in the department, bureau,
office or agency concerned. No performance rating shall be given or used as a
basis for any personnel action except under a performance rating plan and on
the forms and in accordance with standards and procedures approved by the
Commission: Provided, that each employee shall be informed periodically by
his supervisor about his efficiency rating.
The Process of Choice
• SCREENING AND SELECTION PROCESS Screening is a formal procedure
done by the Personnel Selection Board (PSB) in the evaluation of candidates
for appointment to vacancy. Screen for Education and Experience During the
initial screening, the recruiter checks for completeness of the application, along
with a comparison against the job requirements.
NO LONGER SUBJECT TO SCREENING
1. Candidates due to short duration
2. Appointment of faculty members and academic staff of State University
3. Laborer Positions
4. Change of status from temporary to permanent
The Process of Choice
1.SCREENING PRE-INTEVIEW - Many organizations prefer to do a screening interview of those
applicants that appear qualified based on information submitted on their résumé and application .

2. TESTING Tests- measure knowledge, skill, and ability, as well as other characteristics, such as
personality traits.

TEST SAMPLE

1. Cognitive Ability – It measures the learning, understanding, and ability to solve problems. e.g. Intelligence
Tests.

2. Personality Test - It measures the patterns of thought, emotion, and behavior.

3. FINAL INTERVIEW OR PANEL INTERVIEW - is similar to a typical one-on-one interview but there
are two or more interviewers in the room. They can feel very intimidating as it can be more difficult to build
up a rapport with a group of people and they can be more formal in style.

 
The Process of Choice
4. Character and Background Investigation- The Screening Committee shall cause an
intensive investigation to be conducted on the character and background of the applicant with
the view of determining his character reputation and possible involvement in any
questionable or criminal activities.
• PSB shall submit evaluation report of candidates screened – not only specify whether the
candidates meet the qualification but also observations and comments on the candidates,
competence and other qualifications.
• Notify all applicants of their individual rating on the basis of education, training,
experience, eligibility and interview as well as of the outcome of the evaluation of the PSB.
• PSB shall recommend to the LCE the candidates who passed the screening.
• Physical and Mental Examination In order to determine whether or not the applicant is in
good health, free from any contagious diseases, a physical and medical examination must
be conducted.
SELECTION
At this point, there usually is one or two candidates who clearly stand out as the
most qualified for the job. Do not forget to send letters to the candidates who did
not get the job. They deserve a sincere letter from you that thanks them for their
consideration and for interviewing for the job. Clearly explain that another
candidate most closely matched the qualifications specified in the job
description. 
• Local Chief Executive shall issue Appointment
• an appointment is a document that gives authority to discharge the functions of
his/her position
• Be guided by the CSC Law and Rules
• CS Form 33 shall be issued except for CASUAL (Plantilla Appointment Form)
REQUIREMENTS FOR APPROVAL
ART. 168 (a) Rule 12 of the IRR LGC “all appointments shall be made only
according to merit and fitness to be determined as far as practicable by
competitive examinations.”
“SHALL MEET ALL THE REQUIREMENTS OF THE POSITION”
Civil Service Eligibility
What is the Civil Service Exam?
• Also known as the Career Service Examination, the Civil Service Examination
(CSE), is an annual eligibility exam for individuals who want to pursue a career
in the government. It is conducted by the Civil Service Commission (CSC), the
constitutional commission responsible for overseeing the government services, as
a way to screen and select prospective civil servants. Passing the CSE is required
for everyone who wants a job in the government.
What are the two types of Civil Service Exam?
• The Professional level qualifies for both first-level and second-level government
positions. This gives a wide range of options from clerical work to technical,
managerial positions in the government. Keep in mind that examinees for the
Professional level must be graduates of a four-year college course.
Civil Service Eligibility
• On the other hand, the Subprofessional level only allows to take jobs in first-level
government positions such as clerical, administrative work. Unlike the Professional
level, examinees who have less than four years of college education can take the test
under this category.
Who are the exempted in taking Civil Service Exam?
Here are the 11 eligibilities granted under special laws and CSC issuances:

1. Bar/Board Eligibility – pursuant to Republic Act No. 1080, all passers of bar
examination conducted by the Supreme Court and of licensure board examinations
administered by the Professional Regulation Commission are automatically granted
eligibility.

2. Barangay Health Worker (BHW) Eligibility – pursuant to RA No. 7883 and granted
to Barangay Health Workers who meet the qualifications:
3. Barangay Nutrition Scholar (BNS) Eligibility – pursuant to Presidential Decree No. 1569, granted to
barangay-based volunteer workers who meet the qualifications.

2 years of continuous and satisfactory nutrition services and other related activities to the barangay

4. Barangay Official Eligibility (BOE) – pursuant to RA No. 7160, is granted to elective barangay
officials: Punong Barangay, regular Sangguniang Barangay Members, and Sangguniang Kabataan
Chairman

Appointive barangay officials: Barangay Treasurers and Barangay Secretaries who were appointed by
the duly elected punong barangay, who meet the qualifications.

5. Electronic Data Processing Specialist (EDPS) Eligibility – pursuant to CSC Resolution No. 90-083,
is conferred on passers of the proficiency test or training course conducted by the National Computer
Institute National Computer Center (NCI-NCC) on the following computer courses: Systems Analysis
and Design; Computer Programming; Java; MS Access; and Visual Basic.

6. Foreign School Honor Graduate Eligibility (FSHGE) – pursuant to CSC Resolution No. 1302714, is granted
to Filipino citizens who graduated summa cum laude, magna cum laude, cum laude, or its equivalent, in their
baccalaureate degree from school year 1972-1973 and thereafter, in legitimate prominent/reputable
school/college/university in other countries as verified by the Department of Foreign Affairs (DFA), through the
Philippine Foreign Service Posts
7. Honor Graduate Eligibility (HGE) – pursuant to PD No. 907 (local schools), those who
graduated summa cum laude, magna cum laude or cum laude, in their baccalaureate degree,
regardless of the number of years of completion both for Private HEIs with bachelor's degree
recognized by the Commission on Higher Education and State Colleges with baccalaureate
degree duly approved by its Board of Trustees.

8. Sanggunian Member Eligibility (SME) – pursuant to RA No. 10156, is granted to Sanggunian

Members (SM) who have been elected after the effectivity of the Local Government Code of 1991
(RA 7160) on May 11, 1992. Members of the Sangguniang Bayan, Sangguniang Panlungsod and
Sangguniang Panlalawigan are conferred the appropriate CSE Eligibility. 
9. Scientific and Technological Specialist (STS) Eligibility – pursuant to PD No. 997, conferred on
S&T Specialist who has at least a bachelor’s degree in areas enumerated in Section 1 of the Rules
and Regulations Implementing the Provisions of PD 997 (Revised 2009) and who meets any of the
additional requirements. 
At least three (3) years of continuous experience in research and/or teaching in the pertinent field,
which may include specialized training in research, or teaching experience at the college level in
one’s major field or field of specialization, or completion of a patented invention or has earned a
master’s or doctorate degree in his area of specialization.
10. Skill Eligibility – Pursuant to CSC MC No. 11, s. 1996, positions which are not measurable by
written test will be granted CSC eligibility. These include plant electrician, automotive mechanic,
heavy equipment operator, laboratory technician, shrine curator, carpenter, draftsman, plumber,
and others.

11. Veteran Preference Rating (VPR) Eligibility - pursuant to Executive Order Nos. 132, s. 1948 /
790, s. 1982, is granted to Philippine Veterans Affairs Office-certified World War II veteran, or
his/her spouse, or any one of his/her children who failed and lacks no more than 10 points in
either the Career Service Professional Examination, the Career Service Sub Professional
Examination, the Fire Officer Examination, or the Penology Officer Examination.
Training & Values Formation
Shaping the Servant-Hero towards Public Service Excellence.
Functions:
•     General: Provide direct training and personnel development interventions to
all government officials and employees.
•     Specific: CSI provides competency-based training and development as well
as best practices consulting services to all civil servants and government
agencies- specifically focusing on HR/OD and Leadership Capacity
Development, and Foundation Programs-to support them in their functions and
in recognition of their ability to extend the work and mandate of CSI and
ultimately influence the capabilities and capacities of civil servants.
Approach
 Leadership.
• CSI understands how leadership will be instrumental to the vision of competent and credible civil
servants. Its programs are designed to strengthen and deepen the leadership bench of the public
sector, equipping both emerging and seasoned leaders with the requisite strategic mindset,
competencies and character to meet the challenges of the bureaucracy today and beyond.
Human Resource/Organization Development.
• CSI believes that HROD specific to public service needs to be addressed significantly to support the
Civil Service Commission in realizing its vision of becoming Asia/s leading Center of Excellence
for Strategic Human Resource and Organizational Development. Human Resource in the public
sector need specialized training and instruction, development resources, and depth of knowledge to
focus on their respective government agencies from a true public service perspective.
Foundation.
• CSI recognizes that an understanding of civil service and what a civil servant should be must be
achieved in order to align the work and efforts of all government agencies. CSI will implement
programs designed to immerse new entrants and incumbents to the basic tenets of public service
focusing on values formation, competency development and knowledge of the bureaucracy-enabling
immediate contribution to the achievement of CSC Vision and Mission
THANK YOU !!