Philippine Civil Service Commission

1
Philippine Civil Service Commission

• Functions, History and Development

2
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.

3
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.

4
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.

5
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

• 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

6
CSC's SERVICES ARE CLASSIFIED INTO 6 KEY REFORM
AREAS

• 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

7
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"

• 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

8
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

• 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

9
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

• 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

10
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

• 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 needs-based staff
  development programs

11
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, 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.

12
Historical Developments

• 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.

13
Historical Developments

• 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.

14
Historical Developments

• 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.

15
How do we compare the Philippine Civil Service
with the other ASEAN countries?
16
PCS vs. ASEAN

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

17
Country Total Population Male () Female ()
Cambodia 166,381 69 31
Lao PDR 70,354 64 36
Philippines 1,445,498 47 53
Thailand 1,296,688 52 47
18
Employment

• The main qualifications cited as basic
  requirements for eligibility to become a civil
  servant in the countries studied include
  nationality, the age requirement, education,
  physical and mental capabilities, experience,
  training and professional eligibility.
• One of the basic qualifications for employment in
  government in Cambodia, the Philippines and
  Thailand is nationality.

• Two countries, Cambodia and Thailand, have a
  minimum age requirement. In both countries, one
  must be at least eighteen years of age.
• In three of the countries studied, specifically
  in Laos, the Philippines and Thailand, the
  recruitment system is decentralized.

19
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, such as the
  salary grades indicated in their specific
  schemes, job classifications, current levels /
  rank of the civil servant in the pay structure.
• In Indonesia, seniority is also a consideration.
  Aside from their base wage, civil servants also
  receive allowances, which depend, not only on
  their level in the pay structure, but on the
  function of their jobs as well. In Laos, the
  government does not have a government wide job
  classification system. It allows individual
  ministries to develop their own system.

20
Country Exchange Rate Lowest Highest
CMB Riels US1 4,000 7.50 30,000 41.25 165,000
IND Rupiah US1 9,000 42.55 382,950 84.00 755,783
SNG Sng US1 1.70 480.00 818.00 1,436 2,442
THL Baht US1 40.00 102.50 4,100 1,475 59,000
PHL Pesos US1 56.00 108.00 5,082 1,031 57,750
21
Benefits

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

22
Retirement

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

23
Working Hours

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