Transcript Philippine Civil Service Commission

Philippine Civil Service
Commission
Functions, History and
Development
2008 @ LIHernandez
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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.
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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.
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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.
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CSC's SERVICES ARE CLASSIFIED INTO 6
KEY REFORM AREAS
• Effective and
Efficient
Administrative
Justice
–
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–
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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 nondisciplinary cases
–
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Strengthen CSC's
contempt power to
ensure
implementation of
CSC Resolutions
Take a lead role in
the Inter-Agency AntiGraft Coordinating
Council
Enhance CSC's quasijudicial functions
Implement special
project on "Women
Against Graft"
Ensure consistency of
decisions
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CSC's SERVICES ARE CLASSIFIED INTO 6
KEY REFORM AREAS
• Professionalizing
the Civil Service
–
–
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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
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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
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CSC's SERVICES ARE CLASSIFIED INTO 6
KEY REFORM AREAS
• Improving Public
Service Delivery
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–
–
–
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"
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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
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CSC's SERVICES ARE CLASSIFIED INTO 6
KEY REFORM AREAS
• Harnessing Public
Sector Unionism
–
–
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Strengthen
coordination and
partnership with other
agency members of
PSLMC
Review rights and
privileges as well as
existing mechanisms
with respect to labormanagement relations
Intensify education and
information campaign
on responsible Public
Sector Unionism
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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 labormanagement conflicts
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CSC's SERVICES ARE CLASSIFIED INTO 6
KEY REFORM AREAS
• Strengthening
External
Relations
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–
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
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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
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CSC's SERVICES ARE CLASSIFIED INTO 6
KEY REFORM AREAS
• Managing Support
Services
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–
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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
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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
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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.
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Historical Developments
• 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.
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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 1900. This Act converted
the Bureau of Civil Service into the
Civil Service Commission with
department status.
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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.
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.
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How do we compare the
Philippine Civil Service
with the other ASEAN
countries?
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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.
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Country
Male
(%)
Female
(%)
166,381
69
31
70,354
64
36
Philippines
1,445,498
47
53
Thailand
1,296,688
52
47
Cambodia
Lao PDR
Total
Population
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Employment
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•
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.
•
•
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.
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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.
• 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.
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Country
Exchange
Rate
Lowest
Highest
CMB
Riels
US$1
4,000
$7.50
30,000
$41.25
165,000
IND
Rupiah
US$1
9,000
$42.55
382,950
$84.00
755,783
SNG
Sng$
US$1
1.70
$480.00
818.00
$1,436
2,442
THL
Baht
US$1
40.00
$102.50
4,100
$1,475
59,000
PHL
Pesos
US$1
56.00
$108.00
5,082
$1,031
57,750
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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.
• 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.
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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.
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.
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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.
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