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LIHernandez 1 Philippine Civil Service Commission Functions, History and Development.

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Presentation on theme: "LIHernandez 1 Philippine Civil Service Commission Functions, History and Development."— Presentation transcript:

1 LIHernandez 1 Philippine Civil Service Commission Functions, History and Development

2 LIHernandez2 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 LIHernandez3 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 LIHernandez4 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 LIHernandez5 CSC's SERVICES ARE CLASSIFIED INTO 6 KEY REFORM AREAS Effective and Efficient Administrative JusticeEffective 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 LIHernandez6 CSC's SERVICES ARE CLASSIFIED INTO 6 KEY REFORM AREAS Professionalizing the Civil ServiceProfessionalizing 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/training s 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 LIHernandez7 Improving Public Service DeliveryImproving 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 CSC's SERVICES ARE CLASSIFIED INTO 6 KEY REFORM AREAS

8 LIHernandez8 Harnessing Public Sector UnionismHarnessing 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 CSC's SERVICES ARE CLASSIFIED INTO 6 KEY REFORM AREAS

9 LIHernandez9 Strengthening External RelationsStrengthening 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 CSC's SERVICES ARE CLASSIFIED INTO 6 KEY REFORM AREAS

10 LIHernandez10 Managing Support ServicesManaging 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 CSC's SERVICES ARE CLASSIFIED INTO 6 KEY REFORM AREAS

11 LIHernandez11 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.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 LIHernandez12 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 Bureau’s jurisdiction to include the three branches of government: the national government, local government and government corporations.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 Bureau’s jurisdiction to include the three branches of government: the national government, local government and government corporations. Historical Developments

13 LIHernandez13 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 This Act converted the Bureau of Civil Service into the Civil Service Commission with department status.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 This Act converted the Bureau of Civil Service into the Civil Service Commission with department status.

14 LIHernandez14 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.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).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.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 LIHernandez15 How do we compare the Philippine Civil Service with the other ASEAN countries?

16 LIHernandez16 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.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 LIHernandez17 Country Total Population Male(%)Female(%) Cambodia166, Lao PDR 70, Philippines1,445, Thailand1,296,

18 LIHernandez18 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.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.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.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.In three of the countries studied, specifically in Laos, the Philippines and Thailand, the recruitment system is decentralized.

19 LIHernandez19 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.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.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 LIHernandez20 CountryExchange Rate LowestHighest CMBRielsUS$14,000$7.5030,000$ ,000INDRupiahUS$19,000$ ,950$ ,783 SNGSng$US$11.70$ $1,4362,442 THLBahtUS$140.00$ ,100$1,47559,000 PHLPesosUS$156.00$ ,082$1,03157,750

21 LIHernandez21 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.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.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 LIHernandez22 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.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.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.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 LIHernandez23 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.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.


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