Functions, History and Development

Philippine Civil
Service
Commission
By: Mark Christian R. Catapang
Teacher I
Alitagtag National High School

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2008 @ LIHernandez

Mamamayan muna, hindi mamaya na!

Philippine Civil Service

Commission
The
Civil Service Commission of the Philippines
(Filipino: Komisyon ng Serbisyo Sibil, abbreviated
as CSC) is a government agency which deals with
civil service matters and conflict resolution.
(Executive Order No. 292) The Revised
Administrative Code of 1987 on the Civil Service
Commission

SEC. 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 have been
candidates for any elective position in the
elections immediately preceding their
appointment.

Francisco T. Duque III

Atty. Robert S. Martinez

Ms. Nieves L. Osorio

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2008 @ LIHernandez

SECTION 1. Declaration of Policy

The State shall:
promote the Constitutional mandate that
appointments in the Civil Service shall be
made only according to merit and fitness
establish a career service, adopt measures to
promote morale, efficiency, integrity,
responsiveness, and courtesy in the civil
service

integrate all human resource

development programs for all levels
and ranks
institutionalize a management
climate conducive to public
accountability
public office is a public trust and
public officers and employees must
at all times be accountable to the
people

that personnel functions shall be

decentralized, delegating the
corresponding authority to the
departments, offices and agencies
where such functions can be
effectively performed

SEC. 6. Scope of the Civil

Service
The Civil Service embraces all
branches, subdivisions,
instrumentalities, and agencies of
the Government, including
government-owned or controlled
corporations with original charters.

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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.

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Philippine Civil Service

Commission

RESPONSIBILITY

Recruitment, building, maintenance

and retention of a competent,
professional and highly motivated
government workforce truly
responsive to the needs of the
government's client - the public.

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Philippine Civil Service

Commission
SPECIFIC FUNCTIONS
leading and initiating the professionalization of
the civil service;
promoting public accountability in government
service;
adopting performance-based tenure in
government; and
implementing the integrated rewards and
incentives program for government employees.

CSC's SERVICES ARE CLASSIFIED

INTO 6 KEY REFORM AREAS
Effective and Efficient
Administrative Justice
Speedy disposition of cases
Develop a monitoring
mechanism to check aging of
cases,
Institute mechanisms to
declog case dockets
Intensify conciliation and
mediation as modalities for
resolving non-disciplinary
cases

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Strengthen CSC's contempt

power to ensure implementation
of CSC Resolutions
Take a lead role in the InterAgency Anti-Graft Coordinating
Council
Enhance CSC's quasi-judicial
functions
Implement special project on
"Women Against Graft"
Ensure consistency of decisions

CSC's SERVICES ARE CLASSIFIED

INTO 6 KEY REFORM AREAS

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Professionalizing the Civil

Service
Strengthen the Third Level
Develop policies granting
CSC authority to appoint and
discipline those below ASEC
level
Implement HRD
Interventions
Re-thinking HRD
interventions/trainings to
correspond to specific
needs of 1st, 2nd and 3rd
level

Improve the Ethical/Moral

Standards of Key Sectors
through
Design incentive packages
to encourage the young
professionals and the best to
join government service and
to retain competent workers
Integrate gender
development concepts in
CSC policies and programs
Rationalize policies on
contractuals, job orders,
consultancy services

CSC's SERVICES ARE CLASSIFIED INTO 6

KEY REFORM AREAS

Improving Public
Service Delivery
Enhance Rewards and
Sanctions
Implement "Text CSC Project"
Monitor Process Flow Chart,
Service Pledge and Service
Standards by agencies
Strengthen the "Mamamayan
Muna, Hindi Mamaya Na
Program"

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Create a Common Data

Base for CSC, GSIS, DBM
and BIR for easy access on
government personnel
information
Develop programs for LGUs
to improve services at the
local levels and to increase
awareness of CSC rules

CSC's SERVICES ARE CLASSIFIED INTO 6

KEY REFORM AREAS

Harnessing Public
Sector Unionism
Strengthen coordination and
partnership with other agency
members of PSLMC
Review rights and privileges
as well as existing
mechanisms with respect to
labor-management relations
Intensify education and
information campaign on
responsible Public Sector
Unionism

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Strengthen PSUs to serve

as watchdog in every
agency
Encourage unions to
register and accredit with
CSC
Implement more effective
conciliation and
mediation services
Develop proactive and
quick reaction
mechanisms for
resolving labormanagement conflicts

CSC's SERVICES ARE CLASSIFIED INTO 6

KEY REFORM AREAS

Strengthening
External Relations
Strengthen advisory role to the
President on all matters
pertaining to human resource
management in government
Take a lead role in inter-agency
committees involved in good
governance
Develop and implement a Civil
Service Public Information
Communication Plan

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Develop programs that will

follow through our "jump
start" programs for LGUs
Devolve personnel
management functions to
agencies particularly at the
regional, provincial and
municipal levels
Actively participate in
legislations pertaining to
civil service matters
Review relationship
between CSC and the OSG
re: handling of appealed
cases before the CA and SC

CSC's SERVICES ARE CLASSIFIED

INTO 6 KEY REFORM AREAS

Managing
Support Services
Reorganize CSC structure
Develop Prudent Expenditure
Management Program
Strengthen the Internal Audit
System
Enhance/streamline internal
systems and procedures
Develop an efficient and
effective model of
governance within CSC
Create feedback/monitoring
mechanism

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Develop and implement an

Organization Public
Information and Education Plan
for CSC (OPIEC)
Expand the use of Information
Technology in all CSC
Operations
Rationalize fiscal policies
Revisit Performance Evaluation
Monitoring System (PEMS)
Ensure passage of Civil Service
Code
Review structure of and
support to field offices
Develop relevant and needsbased staff development
programs

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History of the Philippine

The Philippine Civil
Service was established
Civil Service
in 1900 by the Second
Philippine Commission
during the American
colonial rule.

Source: http://celebratepcsa.wordpress.com/history/

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

 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.

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Historical Developments

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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.

Historical Developments

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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.

Historical Developments

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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.

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Thank You!!!