Philippine Civil Service Overview

Introduction to Philippine Civil Service

  • The Civil Service Commission (CSC) is the main governing body of the Philippine Civil Service.

Mandate of the Civil Service Commission

  • Promotes:
    • Morale
    • Efficiency
    • Integrity
    • Responsiveness
    • Progressiveness
    • Courtesy in the Civil Service

Historical Background

  1. Establishment of Civil Service System
    • First established: 1900
    • Reorganized into a Bureau by 1905.
  2. Expansion and Key Developments
    • 1935: Merit system established, jurisdiction expanded.
    • 1959: Civil Service Law (RA 2260) enacted.
    • 1975: PD 807 redefined the role of the Commission.
    • 1987: Book V of Executive Order No. 292 consolidated the administrative code.

Vision, Purpose, and Core Values

  • 2030 Vision: CSC aims to be Asia’s Leading Center of Excellence for Strategic Human Resource and Organizational Development.
  • Core Values:
    • Love for God & Country
    • Integrity
    • Excellence

Classification of Positions

  • Career Service:

    • Entrance based on merit and competitive exams, ensures job security and advancement opportunities.

  • Non-Career Service:

    • Entrance based on qualifications other than competitive exams, tenure limited.

Levels of Position in the Career Service

  1. First Level Positions: Less than four years of college, likely non-supervisory.
  2. Second Level Positions: At least four years of college studies or work.
  3. Third Level Positions: Career Executive Service positions.

Personnel Policies and Standards

  • Omnibus Rules on Appointment and Other HR Action: Includes rules for appointments, leave policies, and handling administrative cases.

Competency-Based Recruitment

  • Importance:
    • Helps in hiring the right talent and aligns goals with business objectives.
  • Types of competencies include:
    • Core
    • Technical
    • Behavioral
    • Leadership.

Proficiency Levels of Competency

  • Basic: Understands basic principles, requires guidance.
  • Intermediate: Performs tasks reliably, may coach others.
  • Advanced: Expert, capable of leading.

Example Qualification Standards

  • Position: Human Resource Specialist I
    • Salary Grade: 13, Annual Salary: P 279,084.00
    • Required Education: Bachelor’s Degree
    • Eligibility: Career Service Professional/Second Level Eligibility

Strategic Performance Management System (SPMS)

  • A mechanism linking employee performance with organizational performance to enhance compensation performance.

GROW Model for Coaching

  • Goal: What do you want to achieve?
  • Reality: Where are you now?
  • Options: What options do you have?
  • Will: What choices will you make?

PRIME-HRM Program

  • Institutionalizes meritocracy and excellence in HR management through various maturity levels.

Core HRM Systems

  1. Recruitment, Selection & Placement
  2. Performance Management
  3. Learning & Development
  4. Rewards & Recognition

Conclusion

  • The civil service plays a crucial role in ensuring effective public service delivery.
  • The commitment to developing competencies and maintaining integrity underlines the importance of being effective servants to the public.