Mandate

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The Civil Service Commission was conferred the status of a department by Republic Act
No. 2260 as amended and elevated to a constitutional body by the 1973 Constitution. It
was reorganized under PD No. 181 dated September 24, 1972, and again reorganized
under Executive Order no. 181 dated November 21, 1986. With the new Administrative
Code of 1987 (EO 292), the Commission is constitutionally mandated to promote
morale, efficiency, integrity, responsiveness, progressiveness, and courtesy in the Civil
Service.

Mandated Functions
Under Executive Order No. 292, the Civil Service Commission shall perform the following
functions:

Administer and enforce the constitutional and statutory provisions on the merit
system for all levels and ranks in the Civil Service;

Prescribe, amend and enforce rules and regulations for carrying into effect the
provisions of the Civil Service Laws and other pertinent laws;

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;

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;

Render opinion and rulings on all personnel and other Civil Service matters which
shall be binding on all head of departments, offices and agencies and which may be
brought to the Supreme Court on certiorari;

Appoint and discipline its officials and employees in accordance with law and
exercise control and supervision over the activities of the Commission;

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;

Prescribe all forms for Civil Service examinations, appointment, reports and such
other forms as may be required by law, rules and regulations;

Declare positions in the Civil Service as may properly be primarily confidential,

highly technical or policy determining;

Formulate, administer and evaluate programs relative to the development and

retention of qualified and competent work force in the public service;

Hear and decide administrative cases instituted by or brought before it directly or

on appeal, including contested appointments, and review decisions and action 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 Supreme Court on certiorari by the aggrieved party within
thirty (30) days from receipt of the copy thereof;

Issues 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;

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;

Take appropriate actions on all appointments and other personnel matters in the
Civil Service including extension of service beyond retirement age;

Inspect and audit the personnel actions and programs of the departments,
agencies, bureaus, offices, local 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;

Delegate authority for the performance of any functions to departments,

agencies and offices where such functions may be effectively performed;

Administer the retirement program of government officials and employees, and

accredit government services and evaluate qualification for retirement;

Keep and maintain personnel records of all officials and employees in the Civil
Service; and

Perform all functions properly belonging to a central personnel agency such as

other functions as may be provided by law.

Historical Highlights

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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, a Secretary and a Chief Examiner.
The Board administered civil service examinations and set standards for appointment in
government service. It was reorganized into a Bureau in 1905.
The 1935 Philippine Constitution firmly established the merit system as the basis for
employment in government. The following years also witnessed the expansion of the
Bureaus jurisdiction to include the three branches of government: the national
government, local government and government corporations.
In 1959, Republic Act 2260, otherwise known as the Civil Service Law, was enacted. This
was the first integral law on the Philippine bureaucracy, superseding the scattered
administrative orders relative to government personnel administration issued since
1900. This Act converted the Bureau of Civil Service into the Civil Service Commission
with department status.
In 1975, Presidential Decree No. 807 (The Civil Service Decree of the Philippines)
redefined the role of the Commission as the central personnel agency of government.
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).
The Code essentially reiterates existing principles and policies in the administration of
the bureaucracy and recognizes, for the first time, the right of government employees
to self-organization and collective negotiations under the framework of the 1987
Constitution.

Vision, Mission, Values

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2030 AGENCY VISION

CSC shall be Asias leading center of excellence for strategic human
resource and organization development

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

About the Commission

Chairperson ALICIA dela ROSA-BALA

ALICIA

dela ROSA-BALA is currently the Chairperson of the central human resource agency of the
government, the Civil Service Commission (CSC). Prior to her appointment, she was the
Undersecretary for Policy and Plans of the Department of Social Welfare and Development (DSWD)
which she has served for the past 39 years. She also served from September 8, 2012 to
September 7, 2015 as Deputy Secretary-General for the ASEAN Socio-Cultural Community
Department in Jakarta, Indonesia which covers the sectors of civil service, science and technology,
health, women, youth, social welfare and development, disaster management, among others. She
was given recognition by ambassadors of member-countries for her contributions to ASEAN at the
conclusion of her term.Read more

Commissioner Robert S. MartinezAtty. Robert S.

Martinez, known to the Civil Service Commission as Comm. Doc, was appointed by President
Benigno S. Aquino III as Commissioner in July 2012. Having both the legal qualifications and
competence on human resource, and a solid foundation from his 23-year track in government
service, Commissioner Martinez is seen as a suitable and fitting addition to the three-member
Commission and his appointment is a significant contribution to the CSC being an administrative
agency and the governments human resource institution. He took his Bachelor of Arts degree Major
in Economics at the University of Santo Tomas and graduated in 1981. Shortly then, he went to
Ateneo De Manila University School of Law and finished Bachelor of Laws in 1985. On the same
year, he took and passed the BAR...Read more
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About the Commission

Performance Pledge

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We, the officials and employees of the Civil Service Commission, commit to:
Serve you promptly, efficiently, and with utmost courtesy by authorized personnel with
proper identification from Mondays to Fridays, 8:00 a.m. to 5:00 p.m., without noon
break;
Ensure strict compliance with service standards, with written explanation for any delays
in frontline services;
Respond to your complaint about our services the soonest or within the day through our
complaint and assistance desk and take corrective measures;
Value every citizens comments, suggestions, and needs, including those with special
needs such as the differently-abled, pregnant women, and senior citizens; and
Empower the public through 24/7 access to information on our policies, programs,
activities and services through our website (www.csc.gov.ph [or RO/FO website]),
TextCSC (0917-8398272 [or RO/FO TextCSC number]).
All these we pledge,
because YOU deserve no less.

ISO Certification

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Aligned with its objective of providing excellent HR processes, the CSC is pursuing ISO
9001:2008 Certification.

What is ISO?
ISO is a voluntary organization that develops and publishes international standards. Its
goal is to provide international standards (or requirements/specifications/ guidelines) for
products, services, technologies, processes or systems. Standards help make industries
and organizations more efficient, productive, and globally competitive.

ISO stands for International Organization for Standardization. Because ISO would have
different acronyms in different languages (ex. IOS in English, OIN in French
for Organisation internationale de normalization), the organization decided to give it the
short form ISO. ISO is derived from the Greek word isos, meaning equal.

What is ISO 9001:2008?

ISO 9001:2008 is a standard belonging to the ISO 9000 family of standards, which deals
with Quality Management. ISO 9001:2008 guides organizations on how to define and
standardize processes. The results:
1.
2.

Internal procedures are controlled and consistent.

It becomes easier to identify and solve problems, thus leading to continual
improvement.
3.
Clients will receive consistent, good quality service.
What is ISO 9001:2008 certification?
When we say that an organization is certified to ISO 9001:2008, it means it has been
audited by a third party Certification Body and has been found compliant with the
requirements of the said standard.

Why does the CSC need to be certified?

Achieving ISO 9001 certification is similar to having a quality seal which the CSC can
use to prove to its customers and stakeholders that it complies with an internationallyaccepted standard. Through certification, the CSC will be known as an organization that

commits to quality service, and thus, will achieve a higher level of trust and credibility
from the public.

Which of CSCs functions or procedures are ISO 9001-certified?

Four core functions have already been certified Examinations (particularly Test
Administration and Design), Appointments Processing, Cases Adjudication, and External
Training Service Provision (Civil Service Institute training processes).

CSC Compliance with Section 91 (Transparency Seal)

R.A. No. 10633 (General Appropriations Act FY 2014)

CSC CENTRAL OFFICE

CSC FINAL PERFORMANCE SCORECARD
PBB FY 2016
- Guidelines/Mechanics in Ranking CSC Offices/Delivery Units and Individual for
the Grant of Performance-Based Bonus for 2016

PBB FY 2015
- IATF Congratulatory Letter
- MFO Accountability Report Card (MARC-1)
- Management Accountability Report Card (MARC-2)
- Priority Program Accountability Report (PPARC)

I. THE AGENCYS MANDATE AND FUNCTIONS, NAMES OF ITS OFFICIALS WITH THEIR
POSITION AND DESIGNATION, AND CONTACT INFORMATION
THE AGENCY'S MANDATE AND FUNCTIONS
THE AGENCY'S VISION, MISSION AND VALUES
DIRECTORY OF OFFICIALS
- Central Office
- Regional Offices

I. ANNUAL REPORT
STATEMENT OF ALLOTMENT, OBLIGATION AND BALANCES
- FY 2014
- FY 2013
- FY 2012
- FY 2011
- FY 2010
- FY 2009
PHYSICAL PLAN
FY 2016

- Financial Plan (Monthly Disbursement Program)

- Financial Plan

FY 2015

- Financial Plan
- Physical Plan
- Physical Plan

FY 2014

- Physical Plan