CSC Reviewer.docx

**CSC Reviewer** **Lesson 1** **What is the Civil Service Commission (CSC) in the Philippines?** The CSC is the central personnel agency of the Philippine government**.** **What is one of the main responsibilities of the Civil Service Commission?** To render final arbitration on disputes and pe...

**CSC Reviewer** **Lesson 1** **What is the Civil Service Commission (CSC) in the Philippines?** The CSC is the central personnel agency of the Philippine government**.** **What is one of the main responsibilities of the Civil Service Commission?** To render final arbitration on disputes and personnel actions on Civil Service matters**.** **What does the civil service refer to in the Philippines?** The body of employees in any government, including all branches and agencies. **Which entities are included in the civil service in the Philippines?** It includes Congress, the Judiciary, and the Executive Department. **What are the specific functions of the Civil Service Commission?** - Leading and initiating the professionalization of the civil service - Promoting public accountability in government service - Adopting performance-based tenure in government - Implementing integrated rewards and incentives for government employees **What are the mandated functions of the Civil Service Commission under Executive Order No. 292?** - Administer and enforce the merit system - Prescribe and enforce [rules and regulations] - Promulgate policies and standards for [the Civil Service] - Formulate policies for position classification and compensation - Render opinions on personnel matters - Control and supervise Civil Service examinations - Declare positions as confidential or technical - Evaluate programs for workforce development - Hear and decide administrative cases - Advise the President on personnel management **What law established the Philippine Civil Service in 1900?** Public Law No. 5. **Who led the Second Philippine Commission that established the civil service system?** William Howard Taft. **What was the original name of the entity responsible for civil service examinations in the Philippines?** The Civil Service Board. **What significant change occurred in 1935 regarding the Philippine Civil Service?** The merit system was firmly established as the basis for employment in government. **What is the purpose of Republic Act 2260?** It is the first integral law on the Philippine bureaucracy. **What did Presidential Decree No. 807 redefine about the Civil Service Commission?** It redefined the Commission as the central personnel agency of government. **What is the latest agenda of the Civil Service Commission?** To elevate itself as \"Asia\'s leading center of excellence for strategic human resource and organization development by 2030.\" **What are the five HR initiatives managed by the Civil Service Commission?** - Recruitment through Competency-Based Recruitment and Qualification Standards (CBRQS) - Performance Management via Strategic Performance Management System (SPMS) - HR Coaching for employee performance improvement - Learning and Development through direct training interventions - Agency Accreditation for establishing HR management systems **What is the responsibility of the Civil Service Commission regarding the government workforce?** To recruit, build, maintain, and retain a competent and motivated government workforce. **What are the categories of civil service in the Philippines?** - Career Service - Open and closed career positions - Career Executive Service - Permanent laborers - Personnel of government-owned corporations - Commissioned officers of the Armed Forces - Non-Career Service - Elective officials and their staff - Department heads with cabinet ranks **What is required for open career positions in the Career Service category?** Prior qualification in an appropriate examination. **What type of positions are included in the closed career positions of the Career Service category?** Positions that are scientific and highly technical in nature. **Who are included in the Career Executive Service?** Department secretary, undersecretary, bureau director, and regional director. **What is the distinction of personnel in government-owned or controlled corporations under the Career Service category?** They do not fall under the non-career service. **Who are classified under the Non-Career Service category?** Elective officials and their personal and confidential staff. **What is the role of department heads with cabinet ranks in the Non-Career Service category?** They hold office at the pleasure of the president. **What is the nature of the civil service mentioned in the study material?** It is technical in nature. **Who are included among the faculty members mentioned in the civil service?** Faculty members of state colleges and universities. **What positions are part of the Career Executive Service?** Department secretary, undersecretary, bureau director, assistant bureau director, regional director, and other identified ranks. **Who are considered permanent laborers in the civil service?** Skilled, semi-skilled, or unskilled laborers. **What is included in the category of non-career service?** Elective officials and their personal staff, department heads, and contractual personnel. **What is the purpose of the six strategic priorities identified in the study material**? To enhance the quality and effectiveness of civil service. **What are the six strategic priorities identified for civil service?** - Developing Competent and Credible Civil Servants - Integrity and Excellence in Public Service - Harmony, Morale and Wellness in the Workplace - Efficient Performance of Quasijudicial Functions - Building Partnerships and Strengthening Linkages - Managing Support Mechanisms **Why is developing competent and credible civil servants important?** It ensures high-quality public service. **What are the components of the examination, recruitment, and placement process for civil servants?** - Test Development - Examination administration and evaluation - Review/Development of Policies - Grant of eligibilities under special laws - Development of Generic Occupation-based QS **What types of tests are administered for civil service examinations?** CSE-PPT, CAT, RSPG, Executive/Managerial exams, and EOPT. **What is the purpose of the Character/Integrity Building Program?** To instill public service values and integrity among civil servants. **What are the modules included in the Character/Integrity Building Program?** - Team Building - Performance Management - Mentoring & Coaching - Critical Incident Detection & Improvement - Future Leadership Program **What is the goal of the Integrity and Excellence in Public Service priority?** To achieve citizen\'s trust and satisfaction through excellent public service. **What are some programs/projects under Integrity and Excellence in Public Service?** - Inspection and Audit - Honor Awards Program - HR Developer Award - Mamamayan Muna Program - ARTA Interventions **What is the purpose of the Health and Wellness Program in the workplace?** To enhance workforce productivity and ensure employee well-being. **What are the key components of the Efficient Performance of Quasi-Judicial Functions priority?** - Preventing Ageing of Cases - Strengthening CSC\'s contempt power - Anti-Corruption Efforts - Adjudication of cases within 40 days - Conduct of Legal Research **What is the significance of building partnerships and strengthening linkages in civil service?** It optimizes organizational performance and good governance. **What are the key reform areas classified under CSC\'s services?** - Effective and Efficient Administrative Justice - Professionalizing the Civil Service - Improving Public Service Delivery - Harnessing Public Sector Unionism - Strengthening External Relations - Managing Support Services **What is the goal of professionalizing the civil service?** To strengthen the third level and improve ethical standards. **What is the purpose of the Managing Support Services reform area?** To enhance internal systems and procedures within the CSC. **What are some activities under the Managing Support Services reform area?** - Reorganizing CSC structure - Developing Expenditure Management Program - Strengthening Internal Audit System - Expanding the use of Information Technology - Revisiting Performance Evaluation Monitoring System **What is the role of the Civil Service Academy (CSA)?** To provide training and development for civil servants. **What is the significance of the ISO in the context of civil service?** It helps in standardizing processes and improving service quality. **What is the purpose of the Mamamayan Muna Program?** To enhance service delivery and citizen engagement. **What is the goal of the ARTA Interventions?** To improve service delivery and citizen satisfaction. **What is the purpose of the Performance Governance System-Balanced Scorecard (PGS-BSC)?** To enhance performance measurement and accountability in civil service. **What is the significance of the Honor Society in the context of civil service?** It recognizes exemplary performance and promotes ethical standards. **What is the role of the Leaders Forum on Ethics and Accountability?** To promote ethical behavior and accountability among civil servants. **What is the purpose of the 100-day check of newly minted LGU Officials?** To assess the performance and wellness of newly appointed officials. **What is the goal of the Wellness Program in the workplace?** To enhance employee health and morale. **What is the significance of the Disaster Preparedness Plan in the workplace?** To ensure safety and readiness in case of emergencies. **What is the purpose of the Tobacco and Drug Free Work Environment initiative?** To promote a healthy workplace and reduce substance abuse. **What is the goal of the Family Visit for Executives program?** To promote work-life balance among government executives. **What is the significance of the Civil Service Code?** To provide a legal framework for civil service operations and conduct. **What is the purpose of the Performance Evaluation Monitoring System (PEMS)?** To assess and improve the performance of civil servants. **What is the goal of the Re-thinking HRD interventions?** To align training with the specific needs of civil servants. **What is the significance of the Communication Plan in civil service?** To enhance transparency and information dissemination. **What is the purpose of the IT Systems in improving service delivery?** To streamline processes and enhance efficiency. **What is the goal of the eKiosks initiative?** To provide electronic feedback and improve citizen engagement. **What is the significance of the Citizen\'s Satisfaction Center?** To measure and enhance citizen satisfaction with public services. **What is the purpose of the Service Delivery Excellence Program?** To improve the quality and efficiency of public service delivery. **What is the goal of the Special Task Force in preventing the aging of cases?** To expedite the resolution of pending cases. **What is the significance of the Case Tracking System (CTS)?** To monitor and manage cases effectively within the CSC. **What is the purpose of the Revision of Rules on Administrative Cases?** To streamline processes and improve case resolution. **What is the goal of the Anti-Corruption Efforts in civil service?** To promote integrity and accountability in public service. **What is the significance of the Partnership with Private Sector on Combating Corruption?** To enhance collaboration and effectiveness in anti-corruption initiatives. **What is the purpose of the Communication Plan in strengthening external relations?** To improve communication and collaboration with stakeholders. **What is the goal of the Devolution of personnel management functions?** To empower local agencies in managing their human resources. **What is the significance of the Review relationship between CSC and the OSG?** To ensure effective handling of appealed cases. **What is the purpose of the Organizational Public Information and Education Plan for CSC?** To enhance public awareness and understanding of civil service operations. **What is the goal of the Feedback/Monitoring Mechanism?** To assess and improve the effectiveness of civil service programs. **What is the significance of the Prudent Expenditure Management Program?** To ensure responsible financial management within the CSC. **What is the purpose of the Internal Audit System?** To ensure compliance and accountability in financial operations. **What is the goal of the Rationalizing fiscal policies?** To ensure efficient use of resources within the CSC. **What is the significance of the Review structure of and support to field offices?** To enhance the effectiveness of field operations. **Lesson 2** **Working Hour** **Under Section 5, Rule XVII of the Omnibus Rules Implementing Book V of Executive Order No. 292**, all government officials and employees are required to render **eight working hours** a day for **five days a week**. **Total of 40 hours a week** excluding time for lunch. The normal working hours shall be from **8 AM to 12 NN, and 1 PM to 5 PM** **Section 6** of the same Rule allows **the adoption of flexible working hours or 'flexi-time'**. **CSC Memorandum Circular No. 14, s. 1989** prescribed that the flexi-time should **not start earlier than 7 AM and not end later than 7 PM.** Those **who fail to observe the eight-hour workday**, may be administratively charged and penalized **with suspension or dismissal from service pursuant** to civil service law, rules, and regulations. **CSC urged all government agencies** to adopt appropriate mechanisms to strictly monitor and record attendance, **use of biometric time clocks and other forms of attendance systems**. **Republic Act No. 9485**, or the **Anti-Red Tape Act**, stating that **frontline service offices should ensure that clients who arrive at their premises within official working hours, including noon break, should be attended to and served**. **Rotation system or sliding flexi-time** shall be implemented to ensure that these **offices are adequately manned during lunch and snack break**. **CSC stressed that government workers** may also be asked to **render services beyond the eight-hour requirement** Guidelines contained in **CSC-Department of Budget and Management Joint Circular No. 1, s. 2015** should be observed, employees may be authorized to render overtime service only when extremely necessary. The **CSC stressed that overtime services cannot** be used to offset non-completion of the eight-hour workday. **Lesson 3** **COMPETENCY-BASED RECRUITMENT AND QUALIFICATIONS STANDARDS** **WHAT ARE QUALIFICATION STANDARDS?** minimum requirements necessary to perform work of a particular occupation successfully and safely. minimum requirements may include specific job-related work experience, education, medical or physical standards, training, security, and/or licensure The CSC aims to integrate competencies in human resource systems of government agencies, starting with **recruitment**., **competency-based recruitment and qualifications standards** (CBRQS) was born. A **competency** is often defined as a **set of observable, measurable, and vital skills, knowledge, and attitudes** that are translations of capabilities deemed essential for organizational success. **QUALIFICATION STANDARDS + COMPETENCIES** - education - eligibility - training - and experience - competencies the **competency framework or model** is aligned to the agency's strategic thrusts, ensuring that each employee is able to contribute to organization-wide goals. **WHY COMPETENCY-BASED RECRUITMENT?** 1\. Competencies serve as **objective guide in the assessment of candidates**; hence it improves accuracy in assessing candidate's fitness to a particular job. 2\. Competency-based recruitment **minimizes hiring errors as it helps prevent interviewers and selectors from assessing interviewees on the basis of characteristics** that are not relevant to the job or from making hasty decisions. 3\. Competency-based recruitment **leads to a standardized or structured selection process since the same metrics** are used to assess all applicants to the same position. 4\. Competency-based recruitment **provides clarity for the recruiters and candidates as well about the requirements for the vacant position** to be filled. **STATUS OF THE PROGRAM** At present, the **CSC has begun applying competencies to its own recruitment process** as it hopes to be a model in competency-based human resource management for other government agencies.