Untitled Quiz

Philippine Civil Service System and Legal Framework

• The presentation is about the Philippine Civil Service System and the legal framework governing public personnel administration.
• The presentation was given by Group 2.
• Key presenters include Bernardino Shekinah, Dela Cruz Fai Shaira N., Dumoran Ma. Cristina, Emberso Lhean Ashlee, and Simba Cathrina R.

Table of Content

• The presentation covers the history and development of the Philippine Civil Service.
• It details the structure, function, and scope of the Civil Service Commission (CSC) and the Career Executive Service Board (CESB).
• The presentation also discusses the laws governing public personnel administration, including the 1987 Philippine Constitution on Public Service and Presidential Decree No. 807.
• It includes information on anti-discrimination, gender, and inclusivity policies in public personnel management.
• The presentation concludes with a discussion of the structure and role of human resource departments.

History and Development of the Philippine Civil Service

• The Philippine civil service system has been shaped by colonial history, specifically Spanish and American rule.
• The current structure and nature of the system are primarily influenced by the American experience.
• The civil service system was officially established in 1900 through Public Law No. 5.
• The Second Philippine Commission enacted the law to establish and maintain an efficient and honest civil service in the Philippine Islands.
• The legislation established a Civil Service Board.
• The Board had a Chairman, Secretary, and Chief Examiner.
• Their tasks included overseeing civil service examinations and setting standards for government appointments.
• In 1905, the Board was restructured into a Bureau.
• In 1959, Republic Act 2260 was enacted, establishing a comprehensive legislation for government personnel administration.
• This act transformed the Bureau of Civil Service into the Civil Service Commission with a department status.
• In 1975, Presidential Decree No. 807, known as The Civil Service Decree of the Philippines, was issued defining the Commission's role.
• Its mandate is based on Article IX-B of the 1987 Constitution.

Structure, Function, and Scope of the CSC and CESB

• The CSC is a central personnel agency, responsible for the career service.
• The CSC works to establish a career service, promoting morale, efficiency, integrity, responsiveness, and courtesy in the civil service.
• The CSC complies with Executive Order No. 292, from the Administrative Code of 1987.
• The CESB is the governing body for the Career Executive Service (CES).
• The main goal of the CESB is to depoliticize and professionalize the bureaucracy.
• The main focus is on high-ranking officials.

Key Functions of the CSC

• Recruitment and Selection: Building, maintaining, and retaining a competent, motivated, and professional government workforce.
• Examination and Eligibility: Control, supervise, and coordinate civil service examinations, and prescribing additional frameworks as required by law.
• Promotions and Welfare of Employees: Taking care of, promoting, and formulating policies, programs, and initiatives, for employee welfare and merit-based promotions.
• Disciplinary and Administrative Justice: Ensuring employees' fairness and equity, protection, and security, with appropriate actions for cases requiring disciplinary measures.
• Human Resource Development: Developing human resources through quality assurance efforts and integration of programs across different levels and ranks.
• Policy and Program Formulation: Enforcing and formulating civil service rules and regulations, such as the Civil Service Law. This includes programs in recruitment, appointment, benefits, retirement, and security.
• Ethical Standards and Good Governance: Adherence to ethical standards and monitoring and guiding employee behavior and conduct with application of Code of conduct and Ethical Standards.
• Providing incentives and rewards to outstanding employees.

Scope of the CSC

• The CSC's jurisdiction encompasses all government employees, including those in national and local government units.
• Also, government-owned and controlled corporations, constitutional commissions, and state universities and colleges.
• The CSC classifies positions into career service and non-career service.
• Career service positions involve merit and fitness-based appointments, tenure, and promotion opportunities.
• Non-career service positions represent temporary or elected positions.

CSC's Importance

• Ensures government employment is filled by competent employees.
• Safeguards the interests and rights of employees.
• Upholds meritocracy, accountability, professionalism, and competence in the government.
• Promotes fair and equal employment opportunities, preventing corruption.

The Career Executive Service Board (CESB)

• Established September 24, 1972.
• It is the governing body of the Career Executive Service, responsible for depoliticizing and professionalizing the bureaucracy.
• Focuses on high-ranking officials within the bureaucracy.

Difference Between CSC and CESB

• Scope and Jurisdiction: CSC covers all government employees, while CESB focuses on Career Executive Service members, primarily in higher levels.
• Functions: CSC has a broader mandate, managing HR, career service exams, and public personnel administration. CESB manages the Career Executive Service (CES) and CES eligibility.
• Appointment Eligibility: CSC hiring is based on merit and fitness while CESB eligibility and hiring are specifically prescribed standards.
• Organizational Setup: CSC has a comprehensive structure with regional and field offices while CESB is more centralized with a chairperson-led board of directors.

Law Governing Public Personnel Administration

• 1987 Philippine Constitution (Article XI): Public office is a public trust. Public officers and employees must be accountable, serve with responsibility, integrity, loyalty, and efficiency. They should act with patriotism and justice, and lead modest lives.
• Presidential Decree No. 807: Created the Civil Service Commission. This law created standards and governed the selection, utilization, training and discipline of civil servants. It also focused on establishing a career service in line with the principles of morale, efficiency, and integrity.
• Republic Act No. 6725: Strengthened the prohibition of discrimination against women in the workplace.
• Republic Act No. 9710 (Magna Carta of Women): A comprehensive law to promote women's rights and gender equality, mandates the elimination of discrimination against women, and guarantees equal job opportunities, protection, and empowerment.
• Republic Act No. 10524: Expanded opportunities for employment for persons with disabilities.
• Republic Act No. 10911: Established the prohibition of age discrimination in employment.
• Republic Act No. 11313 (SAFE Spaces Act): Protects individuals from gender-based harassment in public spaces, workplaces, and online environments.

Overview of Human Resources Departments

• Human resources (HR) departments are crucial in managing an organization's workforce.
• Key responsibilities include employee recruitment, training, development, and support throughout their employment.
• HR oversees compliance with labor laws, manages compensation and benefits, and handles employee relations to ensure a positive and productive workplace.
• HR may also be responsible for health and safety programs, and data management.