The document examines the Philippine civil service system, focusing on the competence and accountability of public servants as outlined in the Constitution. It discusses the existing qualification standards and eligibility requirements, emphasizing the need for a competency-based approach to improve job performance and public service integrity. Additionally, the author critiques the current inconsistencies in the system and advocates for reforms to enhance professionalism and efficiency within government agencies.

1. 1HILARIO P. MARTINEZ

2. A Professional Philippine Civil Service
Workforce: a Hope or a Wish?
Government Personnel Government Institutions
2HILARIO P. MARTINEZ

3. INCOMPETENCECOMPLACENCY
MISBEHAVIOR
Unwanted Realities
3HILARIO P. MARTINEZ

4. To be or not to be
If “…Public Servants
shall remain
accountable to the
public at all times…”
(Phil. Constitution)
…then they should
also prove themselves
to be competent at all
times to serve and
protect the public and
the public interest
4HILARIO P. MARTINEZ

5. Incompetent
Competent
Proficient
Expert
DEVELOPMENT AND GROWTH OF
EMPLOYEE COMPETENCE
During a Tour-of-duty, in a Workplace
5HILARIO P. MARTINEZ

6. Factors that influence growth and
development of skills in a Tour-of-Duty
Workplace
environment
In-service
interventions
Personal
initiatives
 E X P E R I E N T I A L L E A R N I N G 
6HILARIO P. MARTINEZ

7. Lowest Rank Position Title
SG 1
Highest Rank Position Title
SG 30
1st Level Positions
2nd Level Positions
3rd Level
Positions
Theoretically, the satisfactory compliance to the requirements
of a job title is a prerequisite condition, basically a building
block, for a job holder to be eligible for advancement
or promotion to the next higher position *
The Hierarchy of Job Titles for Appointive
Personnel in the Bureaucracy
7HILARIO P. MARTINEZ

8. Growth and Development of
Competency
8
*
* See www.slideshare.net for “TRAINING and
DEVELOPMENT NEEDS ASSEMENT” for details
HILARIO P. MARTINEZ

9. Development and Growth of Skills in
a Job-specific Tour-of -Duty
9HILARIO P. MARTINEZ

10. QUALIFICATION STANDARD* - Basis for
selecting personnel to enter Government service
Based from www.csc.gov.ph/qualification standard query system
10
Potential Capability?
Potential Performance?
Potential Capability?
Potential Performance?
HILARIO P. MARTINEZ

11. Basic points that need clarification on
agency differentiation
Aside from this classification and needs being
served, what differentiate a NGA, LGU, GFI, and
GOCC from each other?
Except for peculiarity in mandated core
businesses, are their technical and
administrative support systems differ from
each other?
Do they employ distinct concepts, practices
and tools of sciences, mathematics,
accounting, legal and technologies not
applicable to other government agencies?
NOTE: NGA – National Government Agency; LGU – Local Government Unit; GFI - Government Financial Institutions;
GOCC – Government-Owned and Controlled Corporations
11
Most likely,
the only
basic
difference
is the
NAME of
the agency
HILARIO P. MARTINEZ

12. Format of Qualification Standard in the
Philippine Civil Service System
Position Title
By
rank
Position Identifier
Salary Grade
(1 to 30)
Level (1, 2, & 3)
Sector (Nat’l, Local,
Finance Inst’n,
Gov’t Corp.)
Qualification
Education Training Experience Eligibility
HILARIO P. MARTINEZ 12
Position Salary Grade Level Sector Education Experience Training Eligibility
NO
SKILLS!

13. Qualification Standard
(per Civil Service Commission, PH)
13
SQUARE
PEG
ROUND HOLE
HILARIO P. MARTINEZ

14. Different SG, various Sectors for same
Position Title, undefined Education,
Training and Experience requirements
14HILARIO P. MARTINEZ

15. One Position Title for various ranks, same
Experience and Training requirements,
with 1 agency-bias specification
15HILARIO P. MARTINEZ

16. 1 Job title w/ various rank, for various Sectors, Experience
and Training undefined, 2 Sector-bias specifications
16HILARIO P. MARTINEZ

17. Same Job titles w/ various SG, Experience and
Training requirements not specified;1 Position
Title w/ detailed Education specification
17HILARIO P. MARTINEZ

18. Job-specific Position Title, in various SG, but non-
specific Experience and Training requirements
18HILARIO P. MARTINEZ

19. Job-specific Position Title, various rank, for different
sectors, with same education & eligibility: no
specific experience and training; with 2 agency-bias
19HILARIO P. MARTINEZ

20. A sample cross-section of the Q.S. with varying
inconsistencies: SG, Level, Sector, Education,
Experience, Training and Eligibility
20HILARIO P. MARTINEZ

21. Need to clarify the most redundant
issues in the Q.S.
21
•In what
other/prior
job/s?
•What valid
accomplish
ments?
•Training in what
what field?
•What are the
pertinent
capabilities and/or
skills acquired?
•Most preferred/
job-specific?
•Least preferred/
least priority?
•Which sector is
unique?
•Unique in what?
How? What make
the Sectors
different
from each
other?
What is
relevant
education?
What is
relevant
experience?
What is
relevant
training?
HILARIO P. MARTINEZ

22. Amending to upgrade the CSC’s Q.S.
Why can’t COMPETENCY be a
primary employment requisite for
all job/position titles?
Why can’t EDUCATION
requirement be job specific and to
include post secondary programs?
Why can’t EXPERIENCE and
TRAINING requirements be
specific on skills acquired and
job-specific?
22
ClassifyingtheEducational
AttainmentofPersonnel:
1st PRIORITY – Directly
related and totally
applicable to the job
2nd PRIORITY – Major
concepts are applicable to
the job
3rd PRIORITY – only Basic
concepts are applicable to
the job
DISREGARD if program is
distinctively irrelevant to
the job
HILARIO P. MARTINEZ

23. What a new competency-based
Qualification Standard could be
23
At last an upgraded QS!
Logical & competitive… I bet you, the
OLD GUYS
will shoot this
idea down!
HILARIO P. MARTINEZ

24. CIVIL SERVICE ELIGIBILITIES
Level 1 [Sub-Professional] to Level 2 [Professional]
24HILARIO P. MARTINEZ

25. The Civil Service Commission (CSC) of
the Philippines
The CSC is a government agency
which deals with civil service
matters and conflict resolution. It
is tasked with the responsibility of
overseeing the integrity of
government actions and
processes. The commission was
originally founded in 1900 through
Act No. 5[1] of the Philippine
Commission and was solidified as a
bureau in 1905.
Source: http//csc.gov.ph website 25HILARIO P. MARTINEZ

26. What is a Civil Service Eligibility for?
Is it about superior performance or academic qualification?
… a guarantee of most relevant qualification?
… a certification of competence?
… a certification of job-fit/readiness ?
… a guarantee for integrity in public service?
… a certification for passing a level entry examination?
or simply a false guarantee for security of tenure?
26HILARIO P. MARTINEZ

27. Prevailing Civil Service Eligibility Requirement by
Level for Appointive Government Personnel
Level 1
SG 1 to 12*
CIVIL SERVICE
ELIGIBILITY - SUB-
PROFESSIONAL
Level 2
SG 13 to 24
CIVIL SERVICE
ELIGIBILITY -
PROFESSIONAL
CAREER EXECUTIVE
SERVICE OFFICER**
Level 3
SG 25 to 33
* SG – Salary Grades
** Only for Presidential Appointees
27HILARIO P. MARTINEZ

28. Factors measured by standard civil
service eligibility examination
Verbal
Reasoning
Analytical
Numerical
General
Information
Average
A
ve
a
g
e
28
Looking for distinctive
significance, if any
1st
2nd
3rd
HILARIO P. MARTINEZ

29. Eligibilities granted under special laws
and CSC issuances
•pursuant to Republic Act No. 1080Bar/Board Eligibility
•pursuant to RA No. 7883Barangay Health Worker (BHW) Eligibility
•pursuant to Presidential Decree No. 1569Barangay Nutrition Scholar (BNS) Eligibility
•pursuant to RA No. 7160Barangay Official Eligibility (BOE)
•pursuant to CSC Resolution No. 90-083Electronic Data Processing Specialist (EDPS) Eligibility
•pursuant to CSC Resolution No. 1302714Foreign School Honor Graduate Eligibility (FSHGE)
•pursuant to PD No. 907Honor Graduate Eligibility (HGE)
•pursuant to RA No. 10156Sanggunian Member Eligibility (SME)
•pursuant to PD No. 997Scientific and Technological Specialist (STS) Eligibility
•pursuant to CSC MC No. 11, s. 1996Skill Eligibility
•pursuant to Executive Order Nos. 132, s.
1948 / 790, s. 1982Veteran Preference Rating (VPR) Eligibility
29HILARIO P. MARTINEZ

30. 30
It’s just a
GATE PASS!
Isn’t it?
So what
is it for?
HILARIO P. MARTINEZ

31. For SG 1-12:
at least 2years
of college
education
For SG 13-23:
college
graduate
For SG 24:
masteral
degree
For SG 25-33:
at least a
masteral
degree
Educational Requirement per Level in
the Civil Service
LEVEL 1 L E V E L 2 LEVEL 3│ │ │ │
31
WHAT IS THE JOB-EDUCATION
MATCHING CONCEPT?
HILARIO P. MARTINEZ

32. Over, under or
no difference?
Are you better qualified
than others to serve …
32
CAREER EXECUTIVE SERVICE
OFFICERS (CESO)
Let’s see
what you
really got
HILARIO P. MARTINEZ

33. Since light travels faster
than sound, people may
appear bright
until you hear
them speak
A typical “Help Wanted” ad for a
vacancy in a government agency
Position: Division Chief
Salary Grade: 24
Educational Requirement:
Graduate of relevant college
education with Masteral degree
Training Required: 18 hours of
supervisorial training
Eligibility Required: Professional
civil service eligibility
33HILARIO P. MARTINEZ

34. The Career Executive Service Officer (CESO)
Eligibility for 3rd Level Positions
Created under Presidential
Decree No. 1 by the late Pres.
Marcos, 1972
Applicable for third level CES*
positions appointed by the President
CESO ranking is only for presidential
appointees
CESO examination measures:
• Analytical ability
• Verbal ability
• Managerial ability
Candidates for CESO are
professional civil service eligibles
and incumbents coming mostly
from the ranks of division chiefs
and equivalent ranks in the military
and police organizations.
While this maybe so, there is no
defined succession plan in the
bureaucracy except for the
unwritten policy of “seniority”
It intends to measure practically
the same abilities as other written
examinations for applicants for
Levels 1 and 2.
Source: http//csc.gov.ph website 34
* CES – Career Executive Service
What is it
for? Control?
HILARIO P. MARTINEZ

35. Basic Inquiry on the beginning and
intent of the CESO Eligibility concept
35HILARIO P. MARTINEZ

36. PROF. CESB Provided
Executive Leadership
Program
SALAMIN
DIWA
GABAY
PublicService
Ethicsand
Accountability
Workshopson
Administrative
Justice
FinancialMgtfor
PublicManagers
I.C.T.
CESB Accredited
Problem Analysis &
Decision Making
Delegating & Monitoring
7 Habits of Public
Managers
• Source: http//csc.gov.ph website
CESB- Career Executive Service Board 36
Funded In-Service Training Programs*
for would-be CESOs
It looks very basic,
fit for Level 2
HILARIO P. MARTINEZ

37. What necessities drive
these REDUNDANCIES?
What is the significance of an additional eligibility requirement
for the 3rd level positions if the 1st and 2nd levels provide the
same attestation of qualification to work in government?
Are the boundaries of the 1st, 2nd and 3rd level positions
distinct from each other or they should be made contiguous and
seamless building-blocks for in-service skills acquisition and
development?
What justifies the provision of basic management training
courses for 3rd level incumbents (CESOs) who are supposed to
be Master degree holders and were trained and experienced
staff/officers?
Shouldn’t CESOs be more proficient problem solvers, critical
thinkers, strategic planners, better trainers/coaches, and highly
dedicated citizen-oriented public officers than any other civil
servants? Or are they staff-dependent, worse, just pretending?
37
What makes a
CESO a standout?
Extraordinary? In what?
HILARIO P. MARTINEZ

38. Probing deeper into the profile
of incumbent CSEEs and CESOs?
38
CSEE – Career Service Executive Eligibles
How many of them have masteral and doctoral degrees
sponsored/funded by Government?
How many of them have pending investigations/cases
in Ombudsman and/or Sandiganbayan?
What was the performance rating of their respective
unit/office/agency for the last 5 years?
How many of their offices/agencies have unresolved,
recurring and/or observations, substantial suspensions
and disallowances from the Commission on Audit?
What is the degree of utilization/wastage of resources
(funds, manpower, time, logistics) of their offices/agency
for the last 5 years?
HILARIO P. MARTINEZ

39. ESTABLISHING A COMPETENCY
SYSTEM
Putting into place a
missing link in a Good
Governance platform
39HILARIO P. MARTINEZ

40. Competence  Performance
Job Performance
Observable
Behavior
Skill
Job Attitude
Knowledge
Reference: UNESCO/UNEVOC-TVETpedia website 40HILARIO P. MARTINEZ

41. Establishing a Competency System*
STANDARDIZARTION
FUNCTIONAL
ANALYSIS
COMPETENCY
DEVELOPMENT
J
O
B
S
WORKPLACE
41
DEP’T A
DEP’T B
DEP’T C
DEP’T D
DEP’T N
...
COMPETENCY
STANDARDS
TRAINING
STANDARD
ASSESSMENT
INSTRU-
MENTS
TRAINORS
ASSESSORS
* See “Competency Assessment System for
Phil. Civil Service” at www.slideshare.net
HILARIO P. MARTINEZ

42. From Functional Analysis to Standardization
42
Functional Analysis
HILARIO P. MARTINEZ

43. Structure of a Unit of Competency
Standard
Title of Unit of Competency(UC)
Elements
Element
Performance
Criteria
Range of
Variables
Variable
Range
E v i d e n c e G u i d e
CriticalAspects
ofCompetency
Underpinning
Knowledge
Underpinning
Skills
Underpinning
Attitude
Resource
Implication
Methodsof
Assessment
Contextof
Assessment
43HILARIO P. MARTINEZ

44. 44HILARIO P. MARTINEZ
Performance
Application
Range
Evidence of
Knowledge
Evidence of
Performance
The Productive Functions in a Unit of
Competency – the Elements

45. Sample Unit of Competency for a
Standardized Government Job Title
45HILARIO P. MARTINEZ

46. Sample of a Competency Standard for
a Standardized Job/Position Title
CORE Competencies BASIC Competencies
Use of I.C.T.
Lead and
manage
work teams
Apply
problem
solving in
workplace
Demonstrate
profes-
sionalism in
workplace
46
Plan and
Direct Policy
Inputs
Design
Systems,
Projects and
Programs
Deploy
Policies to
Stakeholders
Manage
Resources
UC #1
UC #2
UC #3
UC #4
HILARIO P. MARTINEZ

47. Competency is basically made up of …
47HILARIO P. MARTINEZ

48. Competency…a building block for
INTEGRITY
48HILARIO P. MARTINEZ

49. Ways in which evidence confirming compliance to a
Competency Standard will be assessed on a periodic
assessment schedule and/or personnel audit
49
Obser-
vation
Interviews/
Questioning
Third
Party
Report
Demons-
tration
Portfolio
W O R K P L A C E E N V I R O N M E N T
HILARIO P. MARTINEZ

50. ACCREDITED
ASSESSORS
Establishing Teams of Assessors
CSC ASSESSORS’
TRAINING PROGRAM
Subject Object
PUBLIC
SECTOR
PRIVATE
SECTOR *
POOLOFPRE-SELECTED
COMPETENCYASSESSORS
50
* Private Sector participation injects more
objectivity and currency of standards and
technology
HILARIO P. MARTINEZ

51. In a Competency Assessment System,
there can be only ONE!
51HILARIO P. MARTINEZ

52. Information required in a Certificate of
Competency
52HILARIO P. MARTINEZ

53. Criticality of Competency-based HRD
System for Public Servants
53
Government officials and employees takes an
oath to serve, protect and defend the interest
and welfare of the public
Government officials and employees are
entrusted with the enormous resources drawn
and contributed by citizens-taxpayers
As stewards of huge state wealth and public
funds, they are expected to be intellectually
capable and armored with integrity
Competency, not civil service eligibilities,
builds professionalism and integrity in the
workplace
HILARIO P. MARTINEZ

54. 54
COMPARING CoE and CoC
HILARIO P. MARTINEZ

55. Which will better serve public interest?
“Eligible” is being
qualified to participate
or be chosen
Eligibility – the
privilege of being
qualified to participate
“Competent” is having
the necessary ability
or to do something
well enough to meet a
standard
Competence – the
quality or state of
being competent
55HILARIO P. MARTINEZ

56. or
FREQUENCY: Once, before employment/
appointment FREQUENCY: Before employment and
periodically thereafter
56HILARIO P. MARTINEZ

57. How acquired
Certificate of Eligibility*
Based on universally recognized
psychometric models
Generic
Test instrument
Thru written test by applicant
Before application to job
Frequency: once per eligibility
Multiple retake allowed
Based on job-specific competency standard
Job-specific
Assessment instrument
Thru panel assessment
Before application and during job tenure
Frequency: proposed to be periodical
Retake generally not allowed
57
* Excludes RA 1080 and other special eligibilities
Certificate of Competency
HILARIO P. MARTINEZ

58. Incomplete/
Substandard
Work
Subpar
Performance
Wasted
Logistics/
Resources
Delay in
Delivery of
Public Goods
/Services
Probable
Irregularity/
Fraud Alert
What about
ELIGIBILITY? Does
it serve anything
similar to these?
58HILARIO P. MARTINEZ
Non-Compliance to Competency
Standard could indicate …

59. What is the value
of Civil Service
“Eligibility”?
Eligibility does not mean you
are competent to do a
particular Job!
Eligibility does not mean you
are qualified for the Job!
Eligibility does not guarantee
that you are going to do a
good Job!
Eligibility does not mean you
are qualified as public servant
59HILARIO P. MARTINEZ

60. The Prejudicial Question
60HILARIO P. MARTINEZ
Keep It
Simple S….d!

61. A difficult paradigm shift – Good for the Public, Bad for the Incompetent
61HILARIO P. MARTINEZ

62. As Citizen-Taxpayers …
62HILARIO P. MARTINEZ

63. COMPETENCY is all about DISCIPLINE
in Public Service
63
Streamlining and standardization of jobs
Promote and fortify integrity in public
service
Enhances teamwork and accountability
Improves organizational performance
Facilitates human resources development
programs and personnel actions
Facilitates talent exchanges between and
among agencies
Leveling of playing field for opportunities
in professional advancement
HILARIO P. MARTINEZ

64. 64
Competency System in the Civil Service
HILARIO P. MARTINEZ

65. A Rational Consequence of Change …
65
PERFORMANCE
/MERIT-BASED
COMPENSATION
and INCENTIVE
SYSTEM
Standardized
Job/Position
Titles
Competency
Standards of
Job Titles
Standardized
Qualification
Standard
Standardized
Salary Grade
Schedule
HILARIO P. MARTINEZ

66. Your Decision!
66HILARIO P. MARTINEZ