Civil Service

1. Article IX, B, Section 3, of the 1987 Philippine Constitution
 Civil Service Commission
CSC Minimum Qualification Standard
2017 Omnibus Rules on Appointments and other Human Resource
Actions
CSC MEMORANDUM CIRCULAR NO. 21, June 24, 1991
 Policy on Government Working Hours for Government Officials
and Employees
REPUBLIC ACT NO. 11466 - Salary Standardization Law of 2019
 Salaries and Benefits
REPUBLIC ACT NO. 6713 - Rules Implementing The Code of Conduct
and Ethical Standards for Public Officials and Employees
CSC Programs
CONTENTS

2. CIVIL SERVICE COMMISSION
 Komisyon ng Serbisyo Sibil, abbreviated as CSC
 is one of the three Constitutional Commissions of the
Philippines with responsibility over the civil service. It is tasked
with overseeing the integrity of government actions and
processes.
 The Civil Service Commission (CSC) is the central personnel
agency of the Philippine government responsible for the
policies, plans, and programs concerning all civil service
employees.

3. CIVIL SERVICE COMMISSION
Article IX, B, Section 3, of the 1987 Philippine Constitution
 The Civil Service Commission, as the central personnel agency
of the Government, shall establish a career service and adopt
measures to promote morale, efficiency, integrity,
responsiveness, progressiveness, and courtesy in the civil
service. It shall strengthen the merit and rewards system,
integrate all human resources development programs for all
levels and ranks, and institutionalize a management climate
conducive to public accountability. It shall submit to the
President and the Congress an annual report on its personnel
programs.

4. recruitment
• Identification of
vacant position
• Preparation of list
of vacant position
• Posting of Notice
of vacancy and
requirements on
CSC Website and
hiring
Government
Agency
• Submission of
PDS and Letter of
intent
• Pre-screening of
applicants selection
• Posting of
shortlisted
applicant
• Pre-employment
exam (computer
exam and essay)
• Panel Interview by
SPB
• Posting of
selected applicant
by the hiring
government
agency
appointment
• Submission of
various forms
required by the
CSC*
• Signing of Oath
of office
• Oath taking
ceremony

5. PURPOSE
 To ensure that the job
applicants will go through
the proper screening and
evaluation process for
selection of the best fit
candidate for the job in
accordance with Civil
Service regulations
SCOPE
 This procedure covers
activities from the
identification of vacant
positions, sourcing of
applicants; testing, interview,
and evaluation; selection of
new hire, on-boarding
activities of appointees, and
preparation of reports for
regulatory bodies.

6. CSC Minimum Qualification Standard
The minimum and basic requirements for positions in the
government in terms of education, training, experience, Civil
Service eligibility, physical fitness and other qualities required for
successful performance of the duties.
Relevant Work Experience – relevant work experiences
constitutes the previous job experiences in either the
government or private sector, whether full time or part time that
is functionally related to the duties of the position to be filled up.
Relevant Education – refers to the formal or non-formal
academic, technical or vocational studies that will help the
candidate perform efficiently the duties and responsibilities of
the position to be filled-up.

7. Relevant Training – refers to the formal or non-formal trainings,
learning and development interventions conducted by any
government agencies or private sectors that will help the candidate
perform efficiently the duties and responsibilities of the position to be
filled up.
Eligibility – refers to the result of passing of merit and fitness test
which may be determined as far as practicable by competitive
examination, or based on highly technical qualifications or other tests
of merit and fitness conducted by the Civil Service Commission, or
other examinations jointly designed and coordinated by the
departments or agencies with the assistance of or in coordination with
the CSC, and other examinations such as the PRC-conducted board
examinations, the SC-conducted bar examinations or the CESB-
conducted and CES examinations.
CSC Minimum Qualification Standard

8. RULE I
General Policies on Appointments
 Sec. 1. State shall ensure and promote the Constitutional
mandate that appointments in the Civil Service shall be made
only according to merit and fitness.
 Sec. 2. Merit and fitness shall be determined, as far as
practicable, by competitive examinations. This does not apply
to appointments to positions which are policy determining,
primarily confidential, or highly technical.

9. RULE I
General Policies on Appointments
 Sec. 3. Any action denoting the movement or progress of
human resource in the civil service such as promotion, transfer,
reappointment, reinstatement, reemployment, reclassification,
detail, reassignment, secondment, demotion and separation
shall be known as human resource action