2. THE PHILIPPINE CIVIL SERVICE SYSTEM
• Follows a principle of merit and fitness for those
seeking for entrance to the government service to
promote morale, efficiency, integrity, responsiveness,
progressiveness and courtesy.
• Depending on the qualifications, one may occupy
positions in the Civil Service, which are classified into
two general categories: Career Service and Non-
Career Service.
3. CAREER SERVICE
•It refers to positions in the Civil service characterized
by entrance based on merit and fitness to be
determined by competitive examination or based
on highly technical qualifications, opportunity for
advancement to higher career positions and security
of tenure.
4. FIRST LEVEL POSITIONS
•This term refers to positions that include
clerical, crafts and trade and custodial service
which involves sub-professional work in a non-
supervisory or supervisory capacity
(Salary Grade 1-9)
5. SECOND LEVEL POSITIONS
•This term refers to positions that involved in
professional, technical and scientific work in a
non-supervisory or supervisory capacity up to
division chief level or its equivalent
(Salary Grade 10-24)
6. THIRD LEVEL POSITIONS
•This term refers to positions which generally
require either Career Service Executive Eligibility
(CSEE) or Career Executive Service Eligibility
(CESE).
•This includes: Undersecretary, Assistant Secretaries,
Bureau Directors, ABD, Regional Directors and
other officials with equivalent rank.
(Salary Grade 25 and up)
7.
8. NON-CAREER SERVICE
•Is characterized by entrance based to the government
service not necessarily based on merit and fitness.
•Tenure is limited to a period specified by law which is
coterminous, subject to the pleasure of the appointing
authority.
•This includes: Department secretaries and their
personal or confidential staff, contractual personnel,
emergency and seasonal personnel.
10. ORGANIZATIONAL STRUCTURE AND
STAFFING PATTERN
The existing organizational structure or
set-up of the DepEd for program
promotion and support, planning,
administrative, fiscal, legal, ancillary and
other support services shall be
maintained at national, regional, division
and school level.
11. ORGANIZATIONAL STRUCTURE AND
STAFFING PATTERN
The secretary shall direct the conduct of
review and evaluation of the present
organizational structure and staffing
pattern at all levels in order to ensure
consistency with the mandate of the
DepEd pursuant to RA 9155.
12.
13.
14. REVIEW AND RATIONALIZATION OF THE
ORGANIZATIONAL STRUCTURES AND STAFFING
PATTERN
•For efficient and effective management of the
schools in the region, the Secretary shall task the
RD to:
• Review and rationalize the existing organizational
structure and staffing pattern of the different
organizational units in the regional office, division
office, district office and school.
15. REVIEW AND RATIONALIZATION OF THE
ORGANIZATIONAL STRUCTURES AND STAFFING
PATTERN
•Recommend on any possible modification or
change to the Secretary and the Department of
Budget and Management (DBM) within a
reasonable period of time which must be not
later than sixty (60) days from effectivity of this
implementing rules and regulations.
16. REVIEW AND RATIONALIZATION OF THE
ORGANIZATIONAL STRUCTURES AND STAFFING
PATTERN
•Study the specific delineation of the roles and
responsibilities between and among
district/division/ regional supervisor.
•The result of the study shall be submitted within
a reasonable period of time to the DBM as the
basis for a possible change in their position
titles, classification and salary grade.
