The document discusses Philippine civil service policies and procedures. It defines different types of appointments in the civil service including career service, non-career service, temporary, casual and substitute casual. It also describes the process for filling vacancies, the composition and responsibilities of selection boards for evaluating promotion candidates, and policies regarding assumption of duty under an appointment.

1. APPOINTMENT TO
GOVERNMENT SERVICE

2. DECLARATION OF POLICY
It is the policy of the State to insure and
promote the Constitutional mandate that
appointment in the Civil Service shall be made
only according to merit and fitness, to provide
within the public service a progressive system
of personnel administration, and to adopt
measures to promote morale and the highest
degree of responsibility , integrity, loyalty,
efficiency and professionalism in the Civil

3. Service; that a public office is a public trust and
public officers shall serve with the highest degree
of responsibility, integrity, loyalty, and efficiency
and shall remain accountable to the people: and
that the action on personal matters shall be
decentralized, with the different departments and
other officer or agencies of the government
delegating to their regional offices or other similar
units, powers and function.( Section 2, Article II,
Presidential Decree No. 807)

4.  WHAT IS CAREER-SERVICE? It is
characterized by:
1. Entrance based on merit and fitness to be
determined as far as predictable bye
competitive examinations, or based on
highly technical qualifications;
2. Opportunity for advancement to higher
career positions; and
3. Security of tenure.

5.  FIRST LEVEL. Shall include: Clerical, trades, crafts
and custodial service positions which involve non-
professional or sub-professional work in a non-
supervisory or supervisory capacity requiring less
than four years of collegiate studies.
 SECOND LEVEL. Shall include: Professional,
technical, and scientific work in a non-supervisory or
supervisory capacity requiring at least four years of
college work up to Division Chief Level.
 THIRD LEVEL. Positions in the Career Executive
Services

6.  It is characterized by: entrance based on
qualifications other than those of usual tests
of merit and fitness used for the career
service: and
 Tenure which is limited to a period specified
by law, or which is terminus with that of the
appointing authority or served at his/her
pleasure, or which co-terminus to the
duration of a particular project for which the
appointment was made.

7.  It is an appointment issued to a person who
possesses all the requirements for the
position to which he is being appointed,
including the appropriate eligibility
prescribed, in accordance with the provisions
of the law, rules and standards promulgates
in pursuance thereof. (Section25( ArticleVII,
Presidential Decree No. 807)

8.  A temporary appointment is
used to a person who meets all
the requirements for the position
to which he is being appointed
except the appropriate civil
service eligibility.

9.  It is an appointment 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.

10.  It is issued to a person who shall
undertake a specific work or job for
a limited period not exceed one (1)
year.The appointing authority shall
indicate the inclusive period covered
by the appointment for purposes of
crediting services.

11.  It is issued only for essential and necessary
services where there are not enough regular
staff to meet the demands of service.
WHO ARE PLANTILLA CASUALS?
 Personnel temporarily hired to fill vacant
positions in the different departments and
offices in the meantime that no
permanent/regular employees have been
appointed.

12.  Technician- one per province
 Driver- one per regional office
 Security guard- one per regional office
 Appointments to the regular positions in long-existing and
or newly-created offices or pending the release of the
corresponding DBM-approved plantilla positions and
budget
 Substitute casuals who are hired to temporarily fill regular
vacant positions pending the hiring of permanent
employees.
 Personnel temporarily hired to fill vacant positions in the
different departments and offices in the meantime that no
permanent/regular employees have been appointed.

13. 1. Emergency or seasonal personnel with
specific skills and/or qualifications for
the purpose of augmenting the regular
work Commission.
2. Workers hired as substitutes for regular
personnel who are on approved
maternity, sick leave, including those
who are absent without leave.

14.  How are vacancies in the First Level and
Second Level of the Career Service filled?
The employee in the department who occupy
the next lower positions in the occupational
group under which the vacant position is
classified, and in other functionally related
occupational groups and who are competent,
qualified and with the appropriate civil service
is eligibility shall be considered for promotion.

15.  If not filled by promotion, the vacant positions
shall be filled by;
1. Transfer of present employees in the
government service.
2. Reinstatement
3. Re-employment of persons separated
through reduction in force
4. Appointment of persons with the service
eligibility appropriate to the position

16.  COMPOSITION
1. Director of the Personnel
2. A representative of the Office (Head of
Agency)
3. Representative from first/second level
positions; and
4. Director of the Department where the
vacant position is.

17.  It shall be responsible for the screening and
selection of candidates for positions in the
first and second levels of the career service
involving original appointment and cases of
reinstatements and re-employments;
 It shall draw up a screening procedure and
criteria in accordance with existing rules and
guidelines in the civil service;

18.  For any position to be filled, the
Selection Board shall submit to the
appointing authority a list of names of
persons whom it considers best qualified
for work in the civil service and from
which list the appointing authority may
choose the person to be appointed;

19.  To formulate criteria for evaluation,
conduct tests and interview personnel;
 To provide systematic assessment of the
qualifications of the candidates for
eventual promotion; and
 To recommend persons who may be
considered for promotion.

20.  An appointment issued in accordance with
pertinent laws and rules shall take effect
immediately upon its issuance by the
appointing authority and if the appointee has
assumed the duties of position, he shall be
entitled to receive his salary at once without
awaiting the approval of his appointment by
the Civil Service Commission (Section 1, Rule
IV, Revised Omnibus Rules on Appointments
and other Personnel Actions)

21. The request of the Director concerned shall be
filled with the executive Director’s Office, clearly
stating the justification for early assumption of the
appointee.
No official or employee shall be required to
assume duty without being furnished with a copy
of his appointment after it is issued by the
appointing authority.The appointee shall
acknowledge receipt of the appointment by
signing of the duplicate and other copies of said
appointment. (Section 4, ibid)

22. When an appointment is disapproved, the
services of the appointee shall be immediately
terminated, unless a motion for
reconsideration or appeal is seasonably field.
Services rendered by a person for the duration
of his disapproved appointment shall not be
credited as government service for whatever
purpose. (Section 3,ibid)