The document outlines the personnel administration policies and procedures for recruitment, examination, and selection of civil servants in the Philippines. It discusses that the Civil Service Commission is responsible for ensuring only qualified individuals enter government work based on merit. It describes the recruitment and examination process, including different types of examinations and eligibility requirements. It also summarizes the qualification standards and requirements for different government positions.

1. PERSONNEL ADMINISTRATION
RECRUITMENT, EXAMINATION AND
SELECTION

2. CIVIL SERVICE COMMISSION is responsible to
see to it that those who are fit and qualified
enter the government workplace.
RECRUITMENT POLICIES
 Appointments in the civil service shall be
made according to merit and fitness.
 Opportunities for government employment
shall be open to all qualified citizens and
positive efforts shall be exerted to attract the
best qualified to enter the service.

3. Selection of employees for appointment in the
government shall be open to all qualified men
and women according to principle of merit and
fitness.
NOTE: no discrimination on the account of
gender, civil status, disability, religion, ethnicity,
or political affiliation.
When a position in the first, second or third level
becomes vacant, applicants for employment who
are competent, qualified and possess appropriate
civil service eligibility shall be considered for
permanent appointment.

4. Publication of Vacancies
RA # 7041-known as Publication Law, requires
that vacancies in government service should
first be announced to the public before they
can filled.
CSC MC No. 03, s. 2001, published vacant
positions shall be posted in at least three
conspicuous places in the agency for at least
10 calendar days.

5. The following positions are exempt from the
publication requirement:
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; and
5. Positions to filled by existing regular employees
in the agency in case of reorganization.

6. Civil service Website: www.csc.gov.ph
DOLE Website: http://phil-jobnet.dole.gov.ph
Examinations
A person who passes a civil service
examination acquires civil service eligibility,
which is a basic requirement for entrance into
government.

7. The Career Service Professional Examination is
a three-hour test that covers vocabulary,
grammar and correct usage, paragraph
organization, reading comprehension, analogy,
logic, and numerical reasoning.
The Sub professional Examination is a two-and-a
half hour test and covers the same subject
areas except analogy and logic and, in
addition, spelling and clerical operations.

8. Both level include general information questions
on the Philippine Constitution, the Code of
Conduct and Ethical Standards for public
Officials and Employees (RA #6713)
Examinees failing on the fourth attempt may
apply for the same level of the same level of
the Career Service Examination only after two
years from the date of the fourth examination
taken.

9. The Career Executive Officer Examination (CEOE)
is the unified third level examination system
adopted jointly by the CSC and the Career
Executive Service Board (CESB)
-is a 200-item test and intends to measure the
applicant’s aptitude and competence and to
predict job performance.

10. The following are the eligibilities granted under
special laws.
1. Barangay Official eligibility-granted pursuant to
RA # 7160 otherwise known as Local
Government Code of 1991.
2. Honor Graduate Eligibility-pursuant to
Presidential Decree# 907
3. Electronic Data Processing Specialist Eligibility
4. Scientific and Technological Specialist Eligibility-
pursuant to PD # 997
-who have at least three years of continuous
experience in research.

11. 6. Brgy Health Worker Eligibility
7. Eligibility granted under CSC Memorandum
Circular # 11,s. 1996. CSC MC 11, s. 1996.
8. Veteran Preference Rating.
Automatic Grant Eligibility- pursuant to RA# 1080,
An Act Declaring the BAR and Board
Examinations as Civil Service Examinations
-those who pass the BAR or Board examination are
considered eligible for positions which involve
knowledge of the respective of the respective
professions.

12. QUALIFICATION STANDARDS
are the minimum and basic requirements
for positions in the government.
Examples of QS from the 1997 QS Manual are:
Position: Chief Personnel specialist
(Salary Grade 24, 2nd Level, national)
Education: Masteral Degree
Experience: 4 years in position/s involving
management and supervision
Training: 24 hours of training in management
and supervision

13. Eligibility: Career Service ( Professional)
Second Level Eligibility.
“Revised Policies on Qualification Standards”
circularized in Memorandum Circular no. 12,
s. 2003
Education Requirement
-Refers to the formal or non formal academic,
technical, or vocational studies that will
enable the candidate to successfully perform
the duties and responsibilities in the Position
to be filled.

14. For positions requiring “Relevant
bachelor’s degree” in the Qualification
Standards Manual, the appointee must have
completed from a CHED-recognized college or
university a bachelor’s degree whose
curriculum either includes, or is supplemented
by 12 academic units of the subject or course,
which will enable the appointee to
successfully perform the duties and
responsibilities.

15. Completion of the degrees of Bachelor of
Laws and Doctor of Medicine from a CHED-
recognized institution is considered
appropriate education for appointment to
division chief positions or positions requiring a
master’s degree the duties of which do not
involve practice of profession covered by
bar/board laws.

16. Experience Requirement
Relevant experience refers to previous
employment or jobs or volunteer work on a
full time basis in either the government or
private sector, whose duties, as certified by
the HRMO or authorized officials of the
previous employer, are functionally related to
the duties in Position Description Form of the
Position to be filled.

17. Training Requirement
Relevant Training refers to formal or non-
formal training courses such as seminars and
workshops that will enhance the candidate to
successfully perform the duties and
responsibilities as indicated in the Position
Description Form of the position to be filled.

18. Civil Service Eligibility Requirement
First level eligibilities are appropriate to
positions in the first level. Second level
eligibilities are appropriate to positions in the
second and first level.
The Brightest for the Bureaucracy Program
is a mechanism established by the Civil Service
Commission which aims to attract bright and
young people of superior knowledge and skills
into joining government service and nurture

19. their growth in the government.
Topnotchers and those who got 88% or
above the ratings in the civil service
examinations given by the CSC and PRC, honor
graduates and civil service eligible's belonging
to top 10% of their graduating class are
enjoined to participate in the BBP selection
process.
A BBP participant must not be more than
35 years of age. Qualified applicants are
subjected to the BBP Selection procedure
which involves a written test and interview.

20. Placement Assistance and certification of
Eligible's
A Civil Service Eligible may write any of the
CSC Field Offices and Regional Offices and
request for placement assistance.
Personnel Selection Board
is responsible for adoption of a formal
screening procedure and formulation of
criteria for the evaluation of candidates for
the evaluation of candidates for appointment.

21. The PSB shall assist the appointing
authority in the judicious and objective
selection of candidates for appointment in the
agency in accordance with the approved
Agency Merit Selection Plan (MSP).
The Composition of the PSB shall preferably be
as follows:
 As chairperson
 Division Chief or authorized career service
representative of the organizational unit

22.  HRMO
 Two representative of the rank and file career
employees.