HIRING POLICIES, CIVIL SERVICE ELIGIBILITIES, EXEMPTIONS Jeannifer B. Villanueva 11- MPMG – 011 Engr. Batao
Civil Service CommissionArticle IX-B of the 1987 Constitution empowers the Civil Service Commission "to establish a career service and adopt measures to promote morale, efficiency, integrity, responsiveness, progressiveness and courtesy in the civil service." It is tasked to strengthen the merit and rewards system, integrate all human resource development programs for all levels and ranks and institutionalize a management climate conducive to public accountability.
Recruitment & Selection Policies1. Appointments shall be made only according to merit and fitness to be determined, and, except to positions which are policy- determining, primarily confidential, or highly technical, by competitive examination.2. Open to all qualified citizens and on the basis of fitness to perform the duties and assume the responsibilities of the position.
3. Open to all qualified men and women according to the principle of merit and fitness.4. When a position in the first, second or third level becomes vacant, applicants for employment who are competent, qualified and posses appropriate civil service eligibility shall be considered for permanent appointment.
Publication of VacanciesRepublic Act No. 7041, also known as the Publication Law, requires that vacancies in the government service should first be announced to the public before they can be filled to provide transparency and promote equal opportunity in hiring personnel. Its implementation is lodged with the agencies and the Civil Service Commission.
CSC MC No. 03, s. 2001 provides that vacant positions for filling shall be published in accordance with RA 7041. posted in at least three conspicuous places in the agency for at least ten calendar days. Other appropriate modes of publications shall be considered. Filling of vacant positions in the national government agencies, government owned and controlled corporation, and state universities and colleges shall be made after ten calendar days from their publication, in the LGUs, after 15 calendar days from their publication.
The announcement of vacancies should include the following:1. Position title2. Item number3. Full qualification standards, and4. Work station.The publication of a particular vacant position is valid until filled up but not to extend six months reckoned from the date the vacant position was published
The following positions are exempt from the publication requirement:1. Primarily confidential positions;2. Positions which are policy-determining;3. Highly technical positions;4. Other non-career positions; and5. Positions to be filled by existing regular employees in the agency in case of reorganization.
In CSC Resolution No. 070630 dated April 4, 2007 with the subject: "Publication of Vacant Third Level Positions in the Government", CSC has adopted new policy, that all government agencies are required to submit to the CSC Examination, Recruitment and Placement Office (ERPO), a list of their vacant third level positions that are authorized to be filled not later than the 10th day of every month.
Qualification StandardsThe basic guide in the selection of personnel and in the evaluation of appointments to all positions in the government.Section 4, Rule IV of the Omnibus Rules Implementing Book V of Executive Order No. 292 and Other Pertinent Civil Service Laws, provides that the Commission shall adopt qualification standards for service-wide positions in the 1st and 2nd levels and shall review and update, whenever necessary, those already established.
“Revised Policies on Qualification Standards” circularized in Memorandum Circular No. 12, s. 2003The policies include:1. Qualification Standards that are subsequently prescribed by a special law shall prevail.2. Appointees to career service positions must meet the requirements prescribed in the Qualification Standards Manual, unless otherwise determined by the Commission.
3. Appointees to casual, contractual, and co- terminus positions that are not primarily confidential in nature must meet the requirements prescribed in the Qualification Standards Manual except the eligibility. However, if duties of the position involve the practice of profession regulated by the Philippine Bar/ Board laws, and/or require licenses such as those required for positions listed under Category IV of MC No. 1, s. 1996, the corresponding professional license and/or certificate of registration shall be required.
4. CSC may allow agencies to establish qualification standards for highly specialized positions with highly specialized and unique duties requiring specialized education, training or skills which may not be acquired through formal education, training programs, or experience gained from service-wide positions.5. Unless otherwise provided by law or exempted by the CSC, the education requirement for division chief position is a master’s degree earned from a reputable institution recognized by the CHED.
Example of a Qualification Standards from 1997 Qualification Standards Manual:Position: Chief Personnel Specialist (Salary grade 24, 2nd Level, National)Education: Masteral DegreeExperience: 4 yrs in position/s involving management and supervisionTraining: 24 hours of training in management and supervisionEligibility: Career Service (Professional/Second Level Eligibility)
ExaminationsA person who passes a civil service examination acquires civil service eligibility which is a basic requirement for entrance into government service and issued a non prescribed Certificate of Eligibility used in applying for a position in the government.Admission requirements: citizen of the Philippines at least 18 years of age at the time of application
Types of examinations Career Service Examination Career Executive Officer Examination (CEOE) Special Examinations (Stenographer Examination, Fire Officer Examination, Foreign Service Staff Officer Examination, Foreign Service Officer Examination, Meat Inspector Examination, Penology Employee and Penology Officer Examination)
Career Service ExaminationCareer Service Examination for the Professional Level and Sub-Professional Level is administered in two modes:the Paper and Pencil mode and the Computer assisted mode. The Paper and Pencil test is given 2-3/ year and results are released in 2-3 months Computer assisted tests are given daily in the CSC Central office and in the CSC regional offices. Results are released one hour after examination.
Career Executive Officer Examination (CEOE) The unified third level examination system adopted by the CSC and the Career Executive Service Board (CESB) needed for appointment to third level or executive positions in the government.- a four-stage examination system composed of: 1. written test; 2. assessment; 3. interview, which shall be optional; and 4. validation.
The CEOE is open to government officials and employees both from the career and non- career services who are:1. at least Bachelor’s Degree holders;2. with at least Salary Grade 18;3. occupying third level and comparable positions;4. from the uniformed service of the public safety sector with the rank of at least Senior Inspector or its equivalent, and from other uniformed services of comparable rank; and5. occupying the rank of Captain or higher in the Armed Forces of the Philippines.
Those from private sector qualified to take the CEOE written examination include:1. Proprietors who are managing at least 5 staff for a minimum period of 2 years, and2. Incumbents of managerial positions exercising supervisory functions over at least 5 staff for at least 2 years.Employees with pending administrative or criminal case are allowed to take the examination without prejudice to cancellation of the eligibility if later found guilty.
Basic Qualifications for Grant of Eligibility under Special Laws and CSC Issuances
Qualifications for the Grant of Eligibility: Citizen of the Republic of the Philippines; At least 18 years of age at the time of application; Has not been found guilty of crime involving moral turpitude or of infamous, disgraceful or immoral conduct, dishonesty, drunkenness or addiction to drugs; Has not been previously found guilty of offenses relative to, or in connection with the conduct of a civil service examination; and Has not been dismissed from the service for cause.
8 Eligibilities Granted Under Special Laws:1. Automatic Grant of Eligibility (RA 1080) Bar/ Board Eligibility2. Barangay Official Eligibility (RA 7160) - granted to the appointive and elective barangay officials who have served the barangay for an aggregate of five years3. Honor Graduate Eligibility (PD 907) - granted to the honor graduates of bachelor’s degree courses from schools or colleges of good standing
4. Electronic Data Processing Specialist Eligibility (CSC Res. 90-083)- passers of the proficiency test, or training course conducted by the National Computer Center on the following computer programming courses: Systems Analysis and Design, Computer Programming, Java, MS Access, and Visual Basic and to other functionally related positions belonging to the Information Technology/Management Information System Group
5. Scientific and Technological Specialist Eligibility (PD 997)the term “Scientific and Technological Specialist” shall refer to a person who has a highly technical qualifications gained through education and sharpened by research and experience, and completed at least a bachelor’s degree from a college, university, or institution recognized by the Commission on Higher Education, with major or specialization in specific fields of study6. Barangay Health Worker Eligibility (RA7883)given to accredited Barangay Health Workers who have rendered at least five years of continuous and satisfactory service as BHW to the community
7. Skills Eligibility granted under CSC Memorandum Circular No.11, s. 1996Category I - passed appropriate Skills Test conducted by the Technical Education and Skills Development Authority (TESDA)Category II – completed 1 year of very satisfactory actual work performance under temporary status of employment8. Veteran Preference Rating (EO 132, s.1948)10 points shall be added to the ratings earned by a veteran in a civil service examination which shall be credited to him for entrance to and promotion in the service
Personnel Selection Board (PSB)Adopts formal screening procedure and formulates criteria for the evaluation of candidates for appointment. Should be contained in the agency’s Merit Selection Plan, including a system of Ranking Positions may employ the assistance of external or independent resource persons and may initiate innovative schemes in determining the best and most qualified candidates.
Any changes made on the PSB membership should be reported to the concerned CSC regional or field office. members must be duly designated and their names posted in the agency bulletin board. Candidates for the first and second level positions shall be screened by the PSB. Third level positions shall be screened by the PSB for third level positions composed of at least three executive service officials as may be constituted by the agency.
The composition of PSB:1. As Chairperson: a. Agency Head or the authorized representative;b. Local Chief Executive for local government units or the authorized representative;c. Vice-Governor/ Vice-Mayor or the authorized representative if the vacant position is in his office or in the Office of the Sanggunian;2. Division Chief or the authorized career service representative of the organizational unit where the vacancy is;
3. Human Resource Management Officer or the career service employee directly responsible for personnel management; and4. Two representatives of the rank-and-file career employees, one from the first level and one from the second level, chosen by the duly accredited employee association in the agency, or if none exists, shall be chosen at large by the employees through a general assembly. They shall serve for 2 years and shall participate during the screening of candidates in their respective levels only.