The document defines and describes different types of employment statuses in the Philippine civil service, including: 1) Permanent, temporary, substitute, and co-terminous appointments for civil servants. 2) Regular permanent and provisional appointments for teachers. 3) Types of appointments such as original, promotion, transfer, and renewal. 4) Personnel movements including reassignment, secondment, and job rotation. 5) Contracts of service for individuals and institutions.

1. Catanduanes State University
GRADUATE SCHOOL
Virac, Catanduanes
Subject: EdM 404 (School Personnel Administration) Schedule: Sat/ 7:30-10:30am/ HS 1
Reporter: Chinly Ruth T. Alberto
Professor: Dr. Joseph G. Zafe
THE CIVIL SERVICE COMMISSION
Sec. 2. EMPLOYMENT STATUS IN GENERAL (Rule III of the Revised Omnibus Rules on Appointments and
other Personnel Actions, CSC Memorandum Circular No. 40, series of 1998, amended by CSC Memorandum
Circular No. 15, series of 1999)
a. Permanent –issued to a person who meets all the minimum qualification requirements of the position
to which he is being appointed, including the appropriate eligibility prescribed, in accordance with the
provisions of law, rules and standards promulgated in pursuance thereof. This includes all levels of
positions.
b. Temporary –issued to a person who meets the education, experience and training requirements for the
position to which he is being appointed except for the appropriate eligibility but only in the absence of a
qualified eligible actually available, as certified to by the Civil Service Regional Director or Field Officer.
The appointment shall not exceed twelve months, reckoned from the date it was issued but the
appointee may be replaced sooner if a qualified eligible who is willing to accept the appointment
becomes actually available.
c. Substitute –issued when the regular incumbent of a position is temporarily unable to perform the
duties of his position, as when he is on approved leave of absence or is under suspension or is on
scholarship grant or is on secondment. This is effective only until the return of the former incumbent. A
substitute appointment is issued only if the leave of absence of the incumbent is at least three (3)
months, except in the case of the teachers.
d. Co-terminous –issued to a person whose entrance and continuity in the service is based on the trust
and confidence of the appointing authority or of the head of the organizational unit where assigned; or
co-existent with the incumbent; or limited by the duration of the project; or co-existent with the period for
which an agency or office was created. Specifically, the categories of co-terminous appointments are:
(a) co-terminous with the appointing authority,
(b) co-terminous with the head of the organizational unit where assigned,
(c) co-terminous with the incumbent,
(d) co-terminous with the project, and
(e) co-terminous with the life span of the agency.
e. Contractual –issued to a person who shall undertake a specific work or job for a limited period not to
exceed one year. The appointing authority shall indicate the inclusive period covered by the
appointment for purposes of crediting services.
f. Casual –issued only for essential and necessary services where there are not enough regular staff to
meet the demands of the service.
Sec. 3. EMPLOYMENT STATUS OF TEACHERS (Rule III, CSC MC No. 40, series of 1998, amended by CSC
Memorandum Circular No. 15, series of 1999)
a. Regular permanent –issued to a teacher who meets all the requirements of the position.
b. Provisional –issued to a teacher who meets all the requirements of the position except the eligibility.
c. Substitute –issued to a teacher when the regular incumbent of the position is temporarily unable to
perform the duties of the position.
Sec. 4. NATURE OF APPOINTMENT (Rule III, CSC MC No. 40, series of 1998, amended by CSC
Memorandum Circular No. 15, series of 1999)

2. a. Original –refers to the initial entry into the career and non-career service. However, for those in the
career service, the first six months of service following a permanent appointment shall be probationary
in nature and the appointee shall undergo a thorough character investigation. A probationer may be
dropped from the service of unsatisfactory conduct or want of capacity anytime before the expiration of
the probationary period. Provided that such action is appealable to the Commission.
b. Initial (deleted)
c. Promotion –is the advancement of an employee from one position to another with an increase in
duties and responsibilities as authorized by law, and usually accompanied by an increase in salary.
Promotion may be from one department or agency to another or from one organizational unit to another
within the same department or agency.
d. Transfer –is the movement of employee from one position to another which is of equivalent rank, level
or salary without break in the service involving the issuance of an appointment. *****
e. Reemployment –is the reappointment of a person who has been previously appointed to a position in
the career or non-career service and was separated therefrom as a result of reduction in force,
reorganization, retirement, voluntary resignation, non-disciplinary actions such as dropping form the
rolls and other modes of separation. Reemployment presupposes a gap in the service.
No prior authority shall be required for the reemployment of a person who has been previously
retired and who has not reached the compulsory retirement age of 65.
f. Reappointment – is the re-issuance of an appointment during reorganization, devolution, salary
standardization, re-nationalization or similar events. Reappointment presupposes no gap in the service.
g. Reinstatement – is the issuance of an appointment to a person who has been previously appointed to
a position in the career service and who has, through no delinquency or misconduct, been separated
therefrom or tone who has been exonerated of the administrative charges unless the decision
exonerating him specifies restoration to his previous position.
h. Renewal –refers to the subsequent appointment issued upon the expiration of the appointment of the
contractual/ casual personnel, or temporary appointment, if a qualified eligible is not actually available,
as certified by the Civil Service Regional Director or Field Officer. Renewal presupposes no gap in the
service.
i. Change of status:
1.) temporary to permanent –the appointment issued to a temporary employee when he acquires the
appropriate eligibility or becomes fully qualified for the position to which he is appointed.
2.) provisional to regular (permanent) –the appointment issued when a provisional teacher qualifies
and is registered as a professional teacher.
j. Demotion –is the movement of an employee from one position to another with reduction in duties,
responsibilities, status or rank, which may or may not involve reduction in salary and is not disciplinary
in nature.
In case a demotion involves reduction in salary but is non-disciplinary, a written consent shall be
secured from the demoted employee.
Appointment as a result of voluntary demotion shall be at the hiring rate for the class of the
position.
k. Upgrading/ Reclassification –refers to the change in position title with the corresponding increase in
salary grade. Positions are upgraded in order to attain effectively the functions and duties attached to
the position and for the employee to perform an all-around adaptability in meeting diverse work
assignments. This requires issuance of appointment. **
Sec. 5. ADJUSTMENTS OR MOVEMENTS OF PERSONNEL which do not involve changes in position title,
rank or status do not need the issuance of an appointment, provided that the existing appointment does not
specify the working station. (Rule III, CSC MC No. 40, series of 1998, amended by CSC Memorandum Circular
No. 15, series of 1999)
a. Change in item number only
b. Salary adjustment
c. Step-increment
d. Reinstatement (to the same position)

3. A notice of such change or movement shall be submitted to the CSC Office concerned for record purposes.
Sec. 6. OTHER PERSONNEL MOVEMENTS which will not require issuance of an appointment shall
nevertheless require an office order by duly authorized official. (Rule III, CSC MC No. 40, series of 1998,
amended by CSC Memorandum Circular No. 15, series of 1999)
a. Reassignment –movement of an employee from one organizational unit to another in the same
department or agency which does not involve a reduction in rank, status or salary. If reassignment is
without the consent of the employee being reassigned it shall be allowed only for a maximum period of
one year. Reassignment is presumed to be regular and made in the interest of public service unless
proven otherwise or if it constitutes constructive dismissal. ****
b. Detail –temporary movement of an employee from one department or agency to another which does
not involve a reduction in rank, status or salary. ***
c. Secondment –movement of an employee from one department or agency to another which is
temporary in nature and which may or may not require the issuance of an appointment which may
either involve increase in compensation and benefits. Acceptance thereof is voluntary on the part of the
employee. ********
d. Job Rotation –the sequential or reciprocal movement of an employee form one office to another or
from one division to another within the same agency as a means for developing and enhancing the
potentials of people in an organization by exposing them to the other work functions of the agency.
The duration of the job rotation program shall be within the period prescribed by the
department/agency head but shall not exceed twelve (12) months.
e. Designation –is merely an imposition of additional duties to be performed by a public official which is
temporary and can be terminated anytime at the pleasure of the appointing authority.
CONTRACT OF SERVICES/ JOB ORDERS (Rule XI of the Revised Omnibus Rules on Appointments and
other Personnel Actions, CSC Memorandum Circular No. 40, series of 1998)
Sec. 1. Contracts of Services/ Job Orders, as distinguished from those covered under contractual and casual
need not be submitted to the Commission. Services rendered thereunder are not considered government
services.
RE: POLICY GUIDELINES FOR CONTRACT OF SERVICES (Resolution No. 020790)
Sec. 1. DEFINITIONS
a. Individual Contract of Services/ Job Order –refers to the employment described as follows:
1.) The contract covers lump sum work or services such as janitorial, security or consultancy where no
employer-employee relationship exists between the individual and the government;
2.) The job order covers piece of work or intermittent job of short duration not exceeding six months
and pay is on a daily basis;
3.) The contract of services and job order are not covered by Civil Service Law, rules and regulations,
but covered by Commission on Audit (COA) rules;
4.) The employees involved in the contract or job order do not enjoy the benefits enjoyed by
government employees, such as PERA, ACA, and RATA.
5.) Services rendered thereunder are not considered as government service.
b. Institutional Contract of Services –refers to a contract of services entered into between the hiring
government agency and a private firm or non-governmental agency, through public bidding or
negotiated contracts and subject to pertinent COA rules and regulations. **
References:
 Revised Omnibus Rules on Appointments and other Personnel Actions, CSC Memorandum Circular No. 40,
series of 1998
 Additional Provisions and Amendments to CSC Memorandum Circular No. 40, s. 1998, CSC Memorandum
Circular No. 15, series of 1999
 CSC Resolution No. 020790