This document contains a prayer, an oath of government employees in Tagalog, and information about promotion policies and procedures in the Philippine civil service. It discusses the role of the Civil Service Commission in ensuring a merit-based system and fair promotion process. Key points covered include requirements for promotion such as performance, education, experience, and qualifications being evaluated by a selection board to determine the most competent candidates.

1. PRAYER
Dear Lord and Father of all,
Thank you for today.
Thank you for ways in which you provide for
us all. For Your protection and love we thank
you.
Help us to focus our hearts and minds now
on what we are about to learn.
Inspire us by Your Holy Spirit as we listen
and write.
Guide us by your eternal light as we discover
more about the world around us.
We ask all this in the name of Jesus.
Amen.

2. PANUNUMPA NG KAWANI NG GOBYERNO
Ako'y kawani ng gobyerno, / tungkulin ko ang maglingkod ng tapat / at
mahusay.
Dahil dito, / ako'y papasok ng maaga / at magtatrabaho ng lampas sa
takdang / oras kung kinakailangan.
Magsisilbi ako ng magalang at mabilis / sa lahat ng nangangailangan.
Pangangalagaan ko ang mga gamit, / kasangkapan at iba pang pag-aari
ng pamahalaan.
Magiging pantay at makatarungan / ang pakikitungo ko sa mga
lumalapit sa aming tanggapan.
Magsasalita ako laban sa katiwalian / at pagsasamantala.
Hindi ko gagamitin ang aking panunungkulan / sa sa rili kong
kapakanan.
Hindi ako hihingi o tatanggap ng suhol, / sisikapin kong madagdagan
ang aking talino / at kakayahan upang ang antas ng paglilingkod sa
bayan
ay patuloy na maitaas.
Sapagkat ako'y isang kawani ng gobyerno / at tungkulin ko ang
maglingkod nang tapat at mahusay, / sa bayan ko at sa panahong ito, /
ako at ang aking mga kapwa kawani / ay kailangan tungo sa isang
maunlad, masagana at mapayapang Pilinias.
Sa harap ninyong lahat ako'y taos pusong nanunumpa.

3. 70% of Filipino employees are satisfied with their careers.
According to Jobstreet.com’s Philippines Job Satisfaction Report, 70% of
Filipinos are happy with their jobs. Among this demographic, 15% are very
happy, and 55% are quite satisfied with their jobs. This aspect covers salary,
benefits, and incentives given by their employees.

4. REPORT ON PROMOTION
By: WILMA D. PERNIA

5. OUTLINE
PRAYER
PANUNUMPA NG KAWANI NG GOBYERNO
CIVIL SERVICE COMMISSION
PROMOTION
DEFINE THE MEANING OF MERIT SYSTEM
DEFINE THE MEANING OF PROMOTION
IDENTIFY THE MECHANISMS THAT ENSURE MERIT
AND FITNESS
IDENTIFY THE REQUIREMENT IN DETERMINING THE
DEGREE OF COMPETENCE AND QUALIFICATION OF
CANDIDATES FOR PROMOTION

6. PROMOTION
PHILIPPINE CIVIL SERVICE COMMISSION
THE CIVIL SERVICE COMMISSION IS THE
CENTRAL PERSONNEL AGENCY OF THE
PHILIPPINE GOVERNMENR. ONE OF THE
THREE INDEPRENDENT CONSTITUTIONAL
COMMISSIONS WITH ADJUTICATIVE
RESPONSIBILITY IN THE NATIONAL
GOVERNMENT STRUCTURE, IT IS ALSO
TASKED TO RENDER FINAL ARBITRATION
ON DISPUTES AND PERSONNEL ACTIONS
ON CIVIL SERVICE MATTERS

7. PHILIPPINE CIVIL SERVICE COMMISSION
 RESPONSIBILITY
 Recruitment, building, maintenance and retention of
a competent, professional and highly motivated
government workforce truly responsive to the needs
of the government’s client – the public
PROMOTION

8. SPECIFIC FUNCTIONS
 Leading and initiating the professionalization of the
civil service;
 Promoting public accountability in government
service
 Adopting performance-based tenure in government;
and
 Implementing the integrated rewards and incentives
program for government employees.
PROMOTION

9. PROMOTION
Entrance to the government service based on merit and fitness is one
characteristics of the bureaucracy that has been recognized in all
bureaucracies worldwide. In the Philippines, this is so stipulated in the
1987 Constitution.
The Merit System is the system by which entrance and
advancement in the civil service is based on merit and fitness to be
determined by competetive examinations and other objective criteria.
The merit system is diametrically opposed to the patronage
system which puts premium on family and political affiliations and
pressures.

10.  It was during the American regime that a merit system in
the Philippines Civil Service was first established. The
enactment of the Civil Service Act (Public Act No, 5) on
September 19, 1900 put the system in place. In its first
annual report dated February 7, 1901 the Philippine Civil
Service Board justified that systems as a “method to
prevent unworthy persons from securing honesty in the
transactions of public business, which is desired in the
future government of these Islands so that the people may
have the fullest measure of good government.”
PROMOTION

11. PROMOTION
PROMOTION
is your advancement from
one position to another with
an increase in duties and
responsibilities. It is usually
accompanied by an increase
in salary. The movement
may be from one
department or agency to
another, or from one
organizational unit to
another in the same
department or agency.

12. POLICIES ON PROMOTION
 1. Whenever a position in the first level becomes vacant,
you and other employees in the department/agency who
occupy positions deemed to be next-in-rank to the vacancy,
are considered for promotion
 2. Likewise, whenever a position in the second level
becomes vacant, the employees in the entire bureaucracy
who occupy next-in-rank positions, are considered for
promotion.
 3. If you are the most qualified next-in-rank employee you
may be promoted to the vacancy.
 4. The appointing authority may appoint you if you possess
superior qualifications and competence than the next-in-
rank employee.
PROMOTION

13.  5. Next-in-rank is defined as the one which, by reason of
the hierarchical arrangement of position in the department
or agency or in the government, assumes the nearest degree
of relationship to a higher positions as they appear in the
agency’s System of Ranking Positions (SRP)
 6. When you and other candidates for promotion are on
equal footing in qualifications, preference may be given to
the one who belongs in the organizational unit where the
vacant position is, or for second level positions, in the
department or agency where the vacancy is.
 7. If you are LSP graduate, you may given preference for
promotion when you and other candidates for promotion to
a vacant position equally meet the qualification standards
and other requirements for the position.
PROMOTION

14.  8. The factors in determining the degree of
competence and qualification are the following:
 a. Performance – this is based on you last performance rating.
The performance rating should at least be Very Satisfactory
 b. Education and Training – these include your educational
background and succesful completion of training courses,
scholarships, training grants and others.
Such education and training must be relevant to the duties
of the poisition to be filled
PROMOTION

15.  c. Experience and Outstanding Accomplishments – these
include your occupational history, work experience and
accomplishment worthy of special commendation.
 d. Physical Characteristics and Personaity Traits – these refer
to your physical fitness, attitude and personality traits which
must have a bearing on the position to be filled.
 e. Potential – considers your capability not only to perform the
duties and assume the responsibilities of the position to be
filled but also those of higher positions that entail more
responsibilities.
PROMOTION

16. PROMOTION
SELECTION AND PROMOTION BOARD
To ensure objectivity in the promotion, a Selection/Promotion
Board is established in every department or agency which is composed
of the following:
1. An official of the department/agency who is directly responsible for
personnel management;
2. A representative of management;
3. A representative of the organizational unit where the vacancy is;
4. Two representatives of the rank-and-file employees ; representing
the first and the second level, who are chosen by the duly
registered/accredited employee association in the department or
agency. If there is no such association, they are chosen at large by
the employees through general election called for the purpose.

17. PROMOTION
The first level reprentative participates in screening of candidates for
vacancies in the first level, while the second level representative
participates in the screening of candidates for vacancy in the second
level.
The Board has the following functions:
1. Adopts formal screening procedures and formulate criteria for
evaluation of candidates for promotion.
2. Evaluates the qualifications of employees being considered for
promotion according to the set standards.
3. Prepares the list of employees recommended for promotion from
which the appointing authority may choose.
4. Recommends the promotion of employees most qualified to fill the
vacancies.

18. The role of the Selection/Promotion Board is recommendatory in
nature . It is the appointing authority who makes the final decisions as
they are vested with a wide latitude of discretion in the final selection
of the appointee.
THE MERIT PROMOTION PLAN
To ensure that the proper procedures are followed in the process of
selection and promotion, a Merit Promotion Plan (MPP) is established
in all departments and agencies. The Plan is the document that will
show agency’s adherence to the established rules and regulations
governing promotion
The MPP is developed by your agency within a year from its
organizations or reorganizations and is submitted for approval to the
CSC Regional Office having jurisdictions over the agency
PROMOTION

19. PROMOTION
OTHER IMPORTANT POLICIES ON PROMOTION
All appointments involved in a chain of promotions are submitted
simultaneously for approval by the Commission. If you are proposed to
a higher position, the disapproval of your appointment invalidates the
promotion of those in the lower position and automatically restores
them to their former positions. Afftected persons are entitled to the
paymeny of salaries for services rendered based on rates fixed in the
promotional appointments.
When you have a pending administrative case, you are disqualified for
promotion while your case remains unsolved. If you found guilty, you
are disqualified for promotion based on the penalty imposed, as
prescibed by the Commission.
An administrative case is considered pending (1) when the disciplining
authority has already filed a formal charge against you (2) when, in a
complainant filed by a person, the disciplining authority, already found
a prima facie case, which means the evidence of your guilt is strong.

20. PROMOTION
CSC clarifies rules on three-salary grade limit on government promotion
August 24, 2016
The Civil Service Commission (CSC) recently issued policy guidelines on
the three-salary grade limitation on promotions in government in
response to the queries and appeals on disapproved appointments it has
received.
Under CSC Resolution No. 1600732 issued on July 7, 2016 and
published on August 5, 2016, the Commission reiterated the policy that
no government employee may be promoted to a higher position which is
more than three salary grades higher than his or her present position,
popularly known as “quantum leap”, except in meritorious cases.

21. The CSC clarified, however, that the three-salary grade rule is not a
deterrent to career advancement because it is allowed in meritorious
cases, such as when the position occupied by the person is next-in-rank
to the vacant position as identified in the agency’s Merit Selection Plan
and the System of Ranking Positions (SRP), and when the vacant
position is a lone or entrance position.
Another exception is when the vacant position is unique or highly
specialized, or is hard to fill due to applicant’s lack of skills or
inadequate experience of applicants, expectation of high salary, lack of
professional license, and competition with private sector and overseas
jobs.
PROMOTION

22. PROMOTION
Other exceptions include:
The candidate passed through a deep selection process, taking into
consideration the candidate’s superior qualifications in educational
achievements, highly specialized trainings, relevant work experience,
and consistent high performance rating/ranking;
The appointee is the lone applicant who meets all the requirements of
the position and passed through the deep selection process;
The vacant position belongs to the closed career system or those that
are scientific or highly technical in nature, including the faculty and
academic staff of state colleges and universities, and the scientific and
technical positions in scientific or research institutions, all of which
establish and maintain their own merit systems;
The qualified next-in-rank employees waived their right over the
vacant position in writing or did not apply;
The next-in-rank position, as identified in the agency’s SRP is vacant;
or
The next-in-rank employee/s is/are not qualified.

23. The prohibition applies only to promotion within the agency. It does
not apply to transfer from one government agency to another,
reappointments, reemployment, and reclassification of position.
The CSC reminded agency heads to strictly observe the policy so as to
avoid the disapproval or invalidation of promotional appointments.
The three-salary grade limit was imposed in 2001 to limit the
promotion of favored employees to a very high position to the
disadvantage of other qualified employees, as well as the selection of
candidates for promotion to employees within the organizational unit
or agency which can discourage fresh blood from entering into
government service.
PROMOTION

24. PROMOTION
PROTEST/APPEAL
If you are a next-in-rank employee who is competent and qualified and
who feels aggrieved by the promotion of another who does not possess the
minimum qualifications requirements, you may file a protest with the
appointing authority of the Civil Service Regional Office (CSRO) withi 15
days from the issuance of an appointment. However, any protest against
appointments to third level position is filed with the Commission proper.
An appointment through contested, takes effect immediately upon its
issuance if you assume the duties of the position. You are also entitled to
receive salary approved for the position. A protest does not render you
appointment ineefective nor stop the approval of you appointment by the
CSC Regional or field office. But such approval is subject to the outcome of
the the protest.

25. PROMOTION
The Supreme Court decision on Lapinid vs. CSC –
G.R. 96298 is worth mentioning. The case rose from a
protest by a more qualified employee by virtue of
ranking made and recommended by the Promotion
Board. The High Court ruled that once a promotional
appointment has been issued and appointee meets the
required minimum qualifications, the appointment
cannot be protested and appealed. The Supreme Court
declared that an appointment is a highly
discretionary act of appointing authority that
even the Court cannot compel. Thus, neither the
CSC can entertain such protest. Being a quasi-judicial
body, the CSC can only review appointments issued by
appointing official to find out if the appointee possesses
the required qualifications. It has no authority to
replace an appointee with another it believes to have
better credentials.

26. PROMOTION
Despite the initial approval of your promotional appointment it may
effect a recall because of:
(a) non – compliance with the procedures/criteria provided in
the agency’s Merit Promotion Plan;
(b) failure to pass through the agency’s Selection Board;
(c) violation of the existing collective agreement between
management and employees concerning promotion; or
(d) violation of other existing civil service laws, rules and
regulations.

27. A PROMOTION IS NOT ONLY
A WAY TO ADD MORE
RESPONSIBILITIES TO AN
EMPLOYEE BUT IS A MAJOR
FORM OF BOOSTING
EMPLOYEE’S MOTIVATION
AND MORALE. THIS WILL
RESULT IN HIGH
PRODUCTIVITY AND
PREVENTS YOUR
AGENCY/COMPANY FROM
LOSING ITS VALUABLE AND
IMPORTANT EMPLOYEES.
CONCLUSION