Philippine Civil Service Commission

2008 @ LIHernandez 1

Philippine Civil Philippine Civil Service CommissionService Commission

Functions, History and Development


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.



• 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.



• 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 Effective and Efficient Efficient Administrative Administrative JusticeJustice– 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

– Strengthen CSC's contempt power to ensure implementation of CSC Resolutions

– Take a lead role in the Inter-Agency Anti-Graft Coordinating Council

– Enhance CSC's quasi-judicial functions

– Implement special project on "Women Against Graft"

– Ensure consistency of decisions



• ProfessionaliziProfessionalizing the Civil ng the Civil ServiceService– 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


• Improving Improving Public Service Public Service DeliveryDelivery– 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"

– 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



• Harnessing Harnessing Public Sector Public Sector UnionismUnionism– 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

– 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 labor-management conflicts



• Strengthening Strengthening External External RelationsRelations– Strengthen advisory Strengthen advisory

role to the President role to the President on all matters on all matters pertaining to human pertaining to human resource resource management in management in governmentgovernment

– Take a lead role in Take a lead role in inter-agency inter-agency committees involved committees involved in good governancein good governance

– Develop and Develop and implement a Civil implement a Civil Service Public Service Public Information Information Communication PlanCommunication Plan

– Develop programs Develop programs that will follow that will follow through our "jump through our "jump start" programs for start" programs for LGUsLGUs

– Devolve personnel Devolve personnel management management functions to agencies functions to agencies particularly at the particularly at the regional, provincial regional, provincial and municipal levelsand municipal levels

– Actively participate Actively participate in legislations in legislations pertaining to civil pertaining to civil service mattersservice matters

– Review relationship Review relationship between CSC and the between CSC and the OSG re: handling of OSG re: handling of appealed cases appealed cases before the CA and SCbefore the CA and SC



• Managing Managing Support Support ServicesServices– Reorganize CSC Reorganize CSC

structure structure – Develop Prudent Develop Prudent

Expenditure Expenditure Management ProgramManagement Program

– Strengthen the Strengthen the Internal Audit SystemInternal Audit System

– Enhance/streamline Enhance/streamline internal systems and internal systems and proceduresprocedures

– Develop an efficient Develop an efficient and effective model and effective model of governance within of governance within CSCCSC

– Create Create feedback/monitoring feedback/monitoring mechanism mechanism

– Develop and implement Develop and implement an Organization Public an Organization Public Information and Information and Education Plan for CSC Education Plan for CSC (OPIEC)(OPIEC)

– Expand the use of Expand the use of Information Technology Information Technology in all CSC Operationsin all CSC Operations

– Rationalize fiscal Rationalize fiscal policiespolicies

– Revisit Performance Revisit Performance Evaluation Monitoring Evaluation Monitoring System (PEMS)System (PEMS)

– Ensure passage of Civil Ensure passage of Civil Service CodeService Code

– Review structure of Review structure of and support to field and support to field officesoffices

– Develop relevant and Develop relevant and needs-based staff needs-based staff development programsdevelopment programs



Historical Developments

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


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




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



• In 1975, Presidential Decree No. 807 (The Civil In 1975, Presidential Decree No. 807 (The Civil Service Decree of the Philippines) redefined Service Decree of the Philippines) redefined the role of the Commission as the central the role of the Commission as the central personnel agency of government. personnel agency of government.

• Its present mandate is derived from Article IX-Its present mandate is derived from Article IX-B of the 1987 Constitution which was given B of the 1987 Constitution which was given effect through Book V of Executive Order No. effect through Book V of Executive Order No. 292 (The 1987 Administrative Code). 292 (The 1987 Administrative Code).

• The Code essentially reiterates existing The Code essentially reiterates existing principles and policies in the administration of principles and policies in the administration of the bureaucracy and recognizes, for the first the bureaucracy and recognizes, for the first time, the right of government employees to time, the right of government employees to self-organization and collective negotiations self-organization and collective negotiations under the framework of the 1987 under the framework of the 1987 Constitution.Constitution.


How do we compare How do we compare the Philippine Civil the Philippine Civil

Service with the Service with the other ASEAN other ASEAN countries?countries?


PCS vs. ASEAN

• More than half of the civil More than half of the civil servant population in servant population in Cambodia and Laos are Cambodia and Laos are male. In Thailand, the male male. In Thailand, the male population is only slightly population is only slightly higher than the female higher than the female population. In the population. In the Philippines, more women are Philippines, more women are in the civil service than men. in the civil service than men.


CountryCountry Total Total PopulatioPopulatio

nn

MaleMale

(%)(%)FemaleFemale

(%)(%)

CambodiCambodiaa

166,381166,381 6969 3131

Lao PDRLao PDR 70,35470,354 6464 3636

PhilippinPhilippineses

1,445,4981,445,498 4747 5353

ThailandThailand 1,296,6881,296,688 5252 4747


Employment• The main qualifications The main qualifications

cited as basic cited as basic requirements for requirements for eligibility to become a eligibility to become a civil servant in the civil servant in the countries studied countries studied include nationality, the include nationality, the age requirement, age requirement, education, physical and education, physical and mental capabilities, mental capabilities, experience, training and experience, training and professional eligibility. professional eligibility.

• One of the basic One of the basic qualifications for qualifications for employment in employment in government in government in Cambodia, the Cambodia, the Philippines and Philippines and Thailand is nationality. Thailand is nationality.

• Two countries, Two countries, Cambodia and Thailand, Cambodia and Thailand, have a minimum age have a minimum age requirement. In both requirement. In both countries, one must be countries, one must be at least eighteen years at least eighteen years of age.of age.

• In three of the countries In three of the countries studied, specifically in studied, specifically in Laos, the Philippines Laos, the Philippines and Thailand, the and Thailand, the recruitment system is recruitment system is decentralized.decentralized.


Pay Ranges• All of the six countries studied had existing All of the six countries studied had existing

pay structures / wage scales on which they pay structures / wage scales on which they base the pay of the civil servants. The pay base the pay of the civil servants. The pay structures correspond to different factors, structures correspond to different factors, such as the salary grades indicated in their such as the salary grades indicated in their specific schemes, job classifications, current specific schemes, job classifications, current levels / rank of the civil servant in the pay levels / rank of the civil servant in the pay structure.structure.

• In Indonesia, seniority is also a consideration. In Indonesia, seniority is also a consideration. Aside from their base wage, civil servants also Aside from their base wage, civil servants also receive allowances, which depend, not only on receive allowances, which depend, not only on their level in the pay structure, but on the their level in the pay structure, but on the function of their jobs as well. In Laos, the function of their jobs as well. In Laos, the government does not have a government wide government does not have a government wide job classification system. It allows individual job classification system. It allows individual ministries to develop their own system.ministries to develop their own system.


Country Exchange Rate

Lowest Highest

CMBCMB RielsRiels US$1US$1 4,0004,000 $7.50$7.50 30,00030,000 $41.25$41.25 165,00165,0000

INDIND RupiahRupiah US$1US$1 9,0009,000 $42.55$42.55 382,95382,9500

$84.00$84.00 755,78755,7833

SNGSNG Sng$Sng$ US$1US$1 1.701.70 $480.0$480.000

818.00818.00 $1,436$1,436 2,4422,442

THLTHL BahtBaht US$1US$1 40.0040.00 $102.5$102.500

4,1004,100 $1,475$1,475 59,00059,000

PHLPHL PesosPesos US$1US$1 56.0056.00 $108.0$108.000

5,0825,082 $1,031$1,031 57,75057,750


Benefits

• In the Philippines, Singapore and Thailand, the In the Philippines, Singapore and Thailand, the employees are also entitled to non-financial employees are also entitled to non-financial benefits such as leave benefits (vacation, sick / benefits such as leave benefits (vacation, sick / medical leave, maternity and study leaves). In medical leave, maternity and study leaves). In the Philippines and Singapore, aside from the Philippines and Singapore, aside from maternity leave, civil servants may apply for maternity leave, civil servants may apply for paternity leave. paternity leave.

• Singapore grants childcare leave, marriage Singapore grants childcare leave, marriage leave (3 days) and unrecorded leave. In leave (3 days) and unrecorded leave. In Thailand, civil servants may also avail Thailand, civil servants may also avail themselves of religious and military leave. In themselves of religious and military leave. In these countries, civil servants also enjoy these countries, civil servants also enjoy health insurance, disability and housing loan health insurance, disability and housing loan benefits.benefits.


Retirement• There are compulsory ages for retirement in Cambodia, Laos, the There are compulsory ages for retirement in Cambodia, Laos, the

Philippines and Thailand. However the age requirements vary Philippines and Thailand. However the age requirements vary between 55 to 65 years old.between 55 to 65 years old.

• In Cambodia, the higher the educational attainment, the more years In Cambodia, the higher the educational attainment, the more years of service are required. In the Philippines, the compulsory age for of service are required. In the Philippines, the compulsory age for retirement for uniformed personnel – police and the military – is 55. retirement for uniformed personnel – police and the military – is 55. For civilian employees, the compulsory retirement age is 65. In For civilian employees, the compulsory retirement age is 65. In Laos, the compulsory age requirement depends on the gender. Laos, the compulsory age requirement depends on the gender. Females are required to retire by the age of 55, while the males can Females are required to retire by the age of 55, while the males can only retire by the age of 60.only retire by the age of 60.

• Civil servants must render a minimum number of years of service Civil servants must render a minimum number of years of service to be eligible for retirement benefits. In Cambodia and Thailand, to be eligible for retirement benefits. In Cambodia and Thailand, civil servants are required to render at least 25 years to receive civil servants are required to render at least 25 years to receive retirement benefits. In Laos, they are required to render at least 30 retirement benefits. In Laos, they are required to render at least 30 years of service.years of service.


Working Hours

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

Date post:	31-Dec-2015
Category:	Documents
Upload:	deborah-prince
View:	42 times
Download:	0 times

Philippine Civil Service Commission

Documents