Philippine Civil Service System & Legal Framework PDF

THE PHILIPPINE CIVIL SERVICE SYSTEM AND THE LEGAL FRAMEWORK GOVERNING PUBLIC PERSONNEL ADMINISTRATION GROUP 2 PRESENTATION Group 2 Presenters Bernardino, Dela Cruz, Dumoran, Emberso, Simba, Shekinah Fai Shaira N. Ma. Cristina Lhean Ashlee Cathrina R....

THE PHILIPPINE CIVIL SERVICE SYSTEM AND THE LEGAL FRAMEWORK GOVERNING PUBLIC PERSONNEL ADMINISTRATION GROUP 2 PRESENTATION Group 2 Presenters Bernardino, Dela Cruz, Dumoran, Emberso, Simba, Shekinah Fai Shaira N. Ma. Cristina Lhean Ashlee Cathrina R.  Table Of Content 3.1. History and Development of the Philippine Civil Service 3.2. Structure, Function, and Scope of the Civil Service Commission (CSC) and the Career Executive Service Board (CESB) 3.3. Law Governing Public Personnel Administration: 3.3.1. Overview of 1987 Philippines Constitution on Public Service 3.3.2. The Civil Service Law (Presidential Decree No. 807) 3.4. Anti-Discrimination, Gender, and Inclusivity Policies in Public Personnel Management 3.5. The Structure and Role of Human Resource Departments  HISTORY AND 2.1. DEVELOPMENT OF THE PHILIPPINE CIVIL SERVICE  History and Development of the Civil Service Commission (CSC) The civil service system in the The current structure and Philippines has been shaped by nature of the civil service its colonial history, particularly system is primarily influenced the influences of both Spanish by the American experience. and American rule. History Highlights of Civil Service Commission The civil service system in the Philippines was officially established in 1900 through Public Law No. 5, titled "An Act for the Establishment and Maintenance of Our Efficient and Honest Civil Service in the Philippine Islands," enacted by the Second Philippine Commission. This legislation resulted in the formation of a Civil Service Board, which comprised a Chairman, a Secretary, and a Chief Examiner. Their responsibilities included overseeing civil service examinations and establishing standards for government appointments. In 1905, the Board was restructured into a Bureau. History Highlights of Civil Service Commission In 1959, Republic Act 2260, known as the Civil Service Law, was enacted as the first comprehensive legislation for the Philippine bureaucracy, replacing the various administrative orders related to government personnel administration issued since 1900. This Act transformed the Bureau of Civil Service into the Civil Service Commission, granting it department status. History Highlights of Civil Service Commission In 1975, Presidential Decree No. 807, known as The Civil Service Decree of the Philippines, redefined the Commission's role as the central personnel agency for the government. Its current mandate comes from Article IX-B of the 1987 Constitution, which was implemented through Book V of Executive Order No. 292 (The 1987 Administrative Code). This Code reaffirms existing principles and policies regarding bureaucratic administration and, for the first time, acknowledges the right of government employees to self-organize and engage in collective negotiations within the framework of the 1987 Constitution.  STRUCTURE, FUNCTION, AND SCOPE OF THE CIVIL 2.2 SERVICE COMMISSION (CSC) AND THE CAREER EXECUTIVE SERVICE BOARD (CESB) Topic Outline Structure of CSC Importance of CSC Key Functions Of The Career Executive CSC Service Board Scope of CSC CSC vs. CESB Civil Service Commission (CSC) Central personnel agency; that shall establish a career service, adopt measures to promote morale, efficiency, integrity, responsiveness and courtesy in the civil service -- Executive Order No. 292 Administrative Code of 1987 The Structure of CSC Composition chairperson and Qualifications two commissioners, Natural-born Term all appointed by the citizens At least 35 years of Seven- President of the Republic of the age year term With proven Philippines, as capacity for public (staggered administration approved by the term) Must not have been Commission on a candidate for any Appointments elective position The Structure of CSC Offices Offices Career Systems and Standards Office Office of the Executive Director Commission Secretariat and Liaison Merit System Protection Board Office Office for Legal Affairs Office for Human Resource Office for Planning Management Development Central Administrative Office Office of Personnel Inspection and Office of Central Personnel Audit Records Personnel Relations Office Office of Position Classification Corporate Affairs Office and Compensation Office of Retirement Administration Examination, Recruitment, and Field and Regional Offices Placement Office Key Functions of CSC 01. Recruitment and 02. Examination and Eligibility Selection as Qualifications Building, Tasked to control, maintaining, and supervise, and retention of coordinate civil competent, highly service motivated and examinations and professional may prescribe other government frameworks as workforce required by law Key Functions of CSC 03. Promotions and Welfare 04. Disciplinary and of Employees Administrative Justice Expected to take Fairness and equity care the employees within the work and promote them Ensuring employees Power to formulate are protected and policies, programs, secure and initiatives Taking appropriate Ensures merit-based actions promotion Key Functions of CSC 05. Human Resource 06. Policy and Program Development Formulation Tasked to develop its The commission enforces human resources to and develops civil ensure the quality, service rules and eligible, and appropriate regulations such as the pool of employees Civil Service Law. To integrate all human Programs in recruitment, resources development appointment, benefits, programs from all levels retirement, and security and ranks Key Functions of CSC 07. Ethical Standards and Good Governance Adherence to ethical standards and good governance Monitoring employees’ behavior and application of Code of Conduct and Ethical Standards Outstanding employees are given incentives and rewards The Scope of Civil Service Commission According to the 1987 Philippine Constitution, B, Section 2(1), the civil service embraces all branches, subdivisions, instrumentalities, and agencies of the government, including government-owned or controlled corporations with original charters. The Scope of Civil Service Commission CSC’s jurisdiction covers the following: National Government: workers or employees in different agencies or departments in the government Local Government Units: CSC can oversee personnel employed in cities, municipalities, or provinces. The Scope of Civil Service Commission CSC’s jurisdiction covers the following: Government-Owned and Controlled Corporations (GOCCs) Ex. Social Security System (SSS) or Philippine Health Insurance Corp. (PhilHealth) Constitutional Commissions: CSC is also involved in the hiring of employees and HR functions within these constitutional offices State Universities and Colleges (SUCs): CSC also covers the hiring and management of staff and faculty in public universities or colleges The Scope of Civil Service Commission According to Executive Order No. 292 of the Administrative Code of 1987, Book V, Title I, Subtitle A, Chapter 2, Section 6 (2), positions in the civil service must be classified into career service and non-career service. The Scope of Civil Service Commission Career Service Non-career Service Merits and fitness based on May be appointed, political exams and qualifications trust, temporary need Permanent employees enjoy co-terminous or temporary in security of tenure nature Requires CSC eligibility Does not necessarily require With opportunities of promotion CSC eligibility Limited opportunity Examples: Clerks, Teachers, directors Examples: project hires, elected officials CSC’s Importance Important in making sure that government is filled competent employees Safeguarding the employees’ interests and rights Making sure to uphold meritocracy, accountability, professionalism, and competence They help in upholding fair and equal employment opportunities and help in the prevention of corrupt practices within the government Topic Outline Structure of CSC Importance of CSC Key Functions Of The Career Executive CSC Service Board Scope of CSC CSC vs. CESB The Career Executive Service Board (CESB) Created through PD No. 1 on September 24, 1972 Governing body of Career Executive Service (CES) Main goal: depoliticize and professionalize the bureaucracy especially with high-ranking officials Difference Between CSC and CESB Civil Service Career Executive Commission Service Board Scope and Covers all Focuses on the government CES Members Jurisdiction employees with Governs 3rd 1st and 2nd level level positions positions More specified Has a broader scope scope Difference Between CSC and CESB Civil Service Career Executive Commission Service Board Broader mandate Manages only Promotes HR CES Functions management Granting of CES Manages Career Eligibility Service Exam (CSE) Handles mostly PPA Difference Between CSC and CESB Civil Service Career Executive Commission Service Board Hiring based on More stringent Appointment merit and fitness or and specialized Eligibility through Must be qualifications set prescribed by by CSC (for other CESB positions) Four-Stage CES Eligibility Difference Between CSC and CESB Civil Service Career Executive Commission Service Board Headed by a Headed by a Organizational Chairperson and Board of Setup two commissioners Directors led by More a Chairperson comprehensive with More specialized regional and field focus offices Topic Outline Structure of CSC Importance of CSC Key Functions Of The Career Executive CSC Service Board Scope of CSC CSC vs. CESB LAW GOVERNING 2.3 PUBLIC PERSONNEL ADMINISTRATION Overview of the 1987 Philippine Constitution on Public Service Article XI Public Trust SECTION 1. Public office is a public trust. Public officers and employees must, at all times, be accountable to the people, serve them with utmost responsibility, integrity, loyalty, and efficiency; act with patriotism and justice, and lead modest lives. Article XI Special Authorities MAINLY SECTION 4, SECTION 5, SECTION 7, SECTION 12 Sandiganbayan and The Office of the Ombudsman Article XI Actions and Consequences SECTION 2, SECTION 15, SECTION 16, SECTION 17 AND SECTION 18 - no form of financial accomodation for any business purpose to be granted, submitting a declaration under oath of all their assets, liabilities and net worth. - impeachment or removal from office at any high crime and sign of betrayal of public trust, rightful recovery of the State for unlawful acquirement of public officials, said officers subject to law when they renounce their allegiance to our country Civil Service Law (Presidential Decree No. 807) MAINLY SECTION 4, SECTION 5, SECTION 7, SECTION 12 Civil Service Law (Presidential Decree No. 807) - Made during 1975 in pursuit of the Constitution providing organization of a Civil Service Commission which shall establish a career service and adopt measures to promote morale, efficiency and integrity in the government service, with the former Civil Service Commission created under Republic Act No. 2260, serving as the nucleus of said amendment. Civil Service Law (Presidential Decree No. 807) - the central agency on creating the standards ands laws governing the selection, utilization, training and discipline of civil servants Career Service 1. Open Career 2. Closed Career 3. Positions in the Career Executive Service 4. Career officers Non-Career Service Elective officials and their personal or confidential staff; Department Heads and other officials of Cabinet Chairman and members of commissions and boards Contractual personnel or those whose employment in the government is in accordance with a special contract to undertake a specific work or job Emergency and seasonal personnel Offices The Commission shall carry out its functions through the following Offices and Service: (1) Office of Recruitment, Examination and Selection, (2) Office of Career and Employee Development, (3) Office of Personnel Planning and Program Evaluation, (4) Office of Personnel Relations, (5) Office of Legal Affairs, and (6) Administrative Service, maintaining regional offices according to necessary provisions and laws. Prohibitions Included in the prohibitions are the ineligibility of any elected official during his term or candidate that lost an election, within a year after said election, towards any appointment in any office in the government, engaging directly or indirectly in any partisan political activity, barring solicitations from subordinates and prohibited acts towards them, with the only exception of voting, unlawful additional or double compensation, employment of laborers towards clerical duties, any detail or assignment made within three months before any election and nepotism. Causes of Suspension Causes for suspension or dismissal are of the expected crimes, violations, nepotism, gambling, vices and incapability due to it, ineffiency towards their tasks, negligence of their duty and debts, any behaviour seen to be undesirable, and any financial actions such as borrowing and lending money, contracting loans, receiving gifts and money when it has connections to an expected favor or enhanced treatment and even spreading of any harmful information or belief that may affect the service. ANTI-DISCRIMINATION, 2.4 GENDER, AND INCLUSIVITY POLICIES IN PUBLIC PERSONNEL MANAGEMENT Public Personnel Management Public Personnel Management (PPM) is the process of managing employees within public sector organizations. It involves recruitment, training, development, performance evaluation, compensation, and ensuring compliance with laws and policies to enhance efficiency and effectiveness in public service delivery. ANTI-DISCRIMINATION POLICIES refers to the policies and practices that ensure all employees in public sector organizations are treated fairly and equally. The goal of this policies is to foster an inclusive and equitable work environment for everyone. GENDER EQUALITY POLICIES refer to guidelines and practices designed to promote gender equality and inclusivity in government workforce management. These policies aim to eliminate gender-based discrimination, ensure equal opportunities in hiring, promotion, and professional development, and foster a supportive work environment for all genders. INCLUSIVITY POLICIES refer to practices that ensure equal opportunities, fair treatment, and representation of diverse groups within the public sector workforce. These policies aim to promote a work environment that values and respects differences in race, gender, ethnicity, disability, age, and other characteristics, fostering diversity and inclusion in hiring, promotion, training, and organizational culture.  POLICY AND LEGAL FRAMEWORKS IN PUBLIC PERSONNEL MANAGEMENT: ARTICLE II, SECTION 14 OF 1987 PHILIPPINE CONSTITUTION Acknowledges the significant contributions of REPUBLIC ACT NO. 9710 women in various sectors and mandates that (MAGNA CARTA OF WOMEN): both men and women have equal rights and protection under the law. Is a comprehensive law that promotes women's rights and ensures gender equality. REPUBLIC ACT NO. 6725 (AN ACT It mandates the elimination of discrimination is a comprehensive lawPROHIBITION in the Philippines against women in all spheres and guarantees STRENGTHENING THE ON that promotes women's rights WOMEN): and ensures equal opportunities, protection, and DISCRIMINATION AGAINST gender equality. It mandates the elimination empowerment Strengthens the prohibition of discrimination against ofwomen discrimination in all against sphereswomen andin employment guarantees by ensuring equal equal opportunitiea and opportunities, treatment in and protection, the workplace. empowerment  REPUBLIC ACT NO. 10524 (AN ACT EXPANDING THE POSITIONS RESERVED CIVIL SERVICE COMMISSION (CSC) FOR PERSONS WITH DISABILITIES): MEMORANDUM CIRCULARS AND GUIDELINES Is a law that expands employment Are official documents that provide rules, opportunities by requiring government policies, and procedures governing the agencies and private companies to reserve conduct and operations of the civil service in 1% and 0.5% of their positions, respectively, the Philippines. for persons with disabilities. REPUBLIC ACT NO. 10911 (ANTI-AGE REPUBLIC ACT NO. 11313 (SAFE DISCRIMINATION ACT OF 2016): SPACES ACT): Prohibits age discrimination in employment, Aims to protect individuals from gender- ensuring equal opportunities regardless of based harassment in public spaces, age. workplaces, and online environments. KEY GOVERNMENT PROGRAMS AND INITIATIVES: 1. Gender and Development (GAD) Program 2. Equal Employment Opportunity Principle (EEOP) 3. Anti-Sexual Harassment Policies in the Workplace 4. Diversity and Inclusivity in Recruitment 5. Philippine Commission on Women (PCW)  THE STRUCTURE 2.5 AND ROLE OF HUMAN RESOURCE DEPARTMENTS  Overview of Human Resource Departments - Human resources (HR) departments play a vital role in managing an organization’s workforce, ensuring that employees are effectively recruited, trained, and supported throughout their employment. - Human resources refer to both the employees of an organization and the department responsible for managing employee-related functions. This includes overseeing recruitment, compliance with labor laws, employee relations, performance management, and benefits administration.  STRUCTURE OF 2.5 HUMAN RESOURCE DEPARTMENTS Hierarchical Structure This traditional model features a clear chain of command, with an HR director at the top, followed by managers and specialists. This structure is beneficial for role clarity and efficient decision- making but may suffer from bureaucracy and limited flexibility.  Flat Structure In smaller organizations, a flat structure promotes collaboration and open communication, allowing HR generalists to handle various tasks without many hierarchical levels. This flexibility can enhance responsiveness but may lead to role ambiguity.  Matrix Structure This hybrid approach combines centralized and decentralized elements, allowing HR teams to work independently on specific projects while still reporting to a central HR manager. It fosters collaboration across departments but can complicate accountability.  Functional Structure Organizes HR roles based on specific functions. Allows for specialization within each function, but risks creating silos that hinder communication between different HR areas (e.g., recruitment, training, employee relations).  Divisional Structure Often used in larger companies with multiple product lines or geographic regions, this setup assigns HR managers to specific divisions, granting them autonomy to address unique needs while potentially creating silos.  THE ROLES OF 2.5 HUMAN RESOURCE DEPARTMENTS Recruitment and Staffing: Employee Onboarding: HR is responsible for attracting, Once hired, HR facilitates the interviewing, and hiring qualified onboarding process to help new candidates to fill job vacancies. This employees acclimate to the company involves posting job ads, screening culture and understand their roles. applications, and conducting interviews. Performance Management: Training and Development: HR oversees performance evaluations HR departments implement training to ensure employees meet programs that enhance employee organizational standards and receive skills and support career constructive feedback for development. This includes organizing improvement. workshops and continuous learning opportunities. Compensation and Benefits Employee Relations: Administration: H R manages employee compensation Acting as a mediator between structures, health insurance plans, management and employees, HR retirement benefits, and other perks. addresses workplace conflicts, They ensure that employees are fairly grievances, and ensures a positive compensated for their work. work environment. Policy Development: Compliance with Labor Laws: HR is involved in creating and HR ensures that the organization enforcing workplace policies that adheres to all relevant labor laws and promote fairness, safety, and respect regulations to avoid legal issues. among employees. Health and Safety Programs: They implement health and safety measures to protect employees in the workplace. Data Management: HR maintains employee records and manages data related to workforce analytics for informed decision-making. References: Sloneek (2024). HR department structure. [Online]. Retrieved from https://www.sloneek.com/lexicon/hr- department-structure/ Hibob (2024). HR department structure. [Online]. Retrieved from https://www.hibob.com/blog/hr-department- structure/ Wellhub (2024). HR department structure. [Online]. Retrieved from https://wellhub.com/en-us/blog/organizational- development/hr-department-structure/ Shiftbase (2024). HR department structure. [Online]. Retrieved from https://www.shiftbase.com/glossary/hr- department-structure Workology (2024). Your guide to the HR organizational chart and department structures/structure functions. [Online]. Retrieved from https://workology.com/your-guide-to-the-hr-organizational-chart-and-department- structuresstructure-functions/ Personio. (2024). HR department structure. [HR Lexicon]. Retrieved from https://www.personio.com/hr-lexicon/hr- department-structure/