Public-Personnel-Administration-Module-1-AY-2022-2023.pdf

PUBLIC PERSONNEL ADMINISTRATION
First Semester, AY 2022-2023
GNMSartillo Page 1 of 14
Romblon State University
COLLEGE OF ARTS AND SCIENCES
Odiongan, Romblon
INTRODUCTION
Part I of the module gives a general overview about Public Personnel Administration as a
subfield of Public Administration. It also examines how Public Personnel Administration
could help improve the practice of public administration and governance.
In an attempt to outline the fields of specialization of Public Administration, Brillantes
and Fernandez (2008) notes that Public Personnel Administration (PPA) is among the
traditional subfields of the discipline of Public Administration along with Organization
and Management, Local Government Administration; Public Fiscal Administration. New
subfields emerged as the field of Public Administration evolved: Policy Analysis and
Program Administration; Public Enterprise Management; Voluntary Sector
Management; and Spatial Information Management.
This is how Brillantes and Fernandez (2008) described PPA:
Public administration consists of administrative processes. It involves
people, its most important element, therefore public personnel administration is
an equally important field. In here, the definition of personnel management as
“the recruitment, selection, development, utilization of, and accommodation to
human resources by organizations” (French 1990) is explored. Specifically, it
discusses on the evolution of public personnel administration, arrangements of
Module 1
Part I
Public Administration, Governance, and Public
Personnel Administration
Learning Outcome
 Prepare a reflective analysis on the role of Public Personnel Administration in the
development and improvement of public administration and governance
Learning Objectives
At the end of the module, the learners are expected to:
1. describe the place of Public Personnel Administration in the bigger context of Public
Administration and Governance; and
2. discuss how Public Personnel Administration could help improve public
administration and governance.

Odiongan, Romblon
the personnel system, and general attributes of personnel functions in the public
sector. It is also concerned with the developments and current trends in personnel
administration.
In the traditional public administration, organization and management
and personnel administration were emphasized as salient features of study in
public administration. Personnel administration has widened its scope and
evolved into human resource management or human resource development. The
inspiration that not only these two fields complement but supplement each other
put them together into what is now called “Organization Studies.”
PPA has been at the forefront of the development of Public Administration. The
prevalence of the spoils system and patronage system in the early days of the US
government brought to fore PPA concerns as appointments in the bureaucracy was then
primarily dictated by political party affiliation rather than qualifications, merit and
fitness. The assassination of US President Garfield in 1881 by a disgruntled applicant
for a diplomatic post served as a catalyst for reforms in the US civil service. Later on,
the US Congress passed the Pendleton Act, otherwise known as the Civil Service Act of
1883, which created the US Civil Service Commission aimed at creating a system to
instill merit and fitness in the hiring process in the government instead of political
patronage.
To a large extent, these developments in PPA inspired Woodrow Wilson to write his
seminal article “The Study of Administration” in 1887. The article proposed the politics-
administration dichotomy arguing that that administration should be free from the
hurry and strife of politics. It heightened awareness on the need to run government like
a business with improved increased organizational efficiency and professionalism.
As PPA deals with organizations and human resource management, the Classical, Neo-
Classical and Modern Organization Theories find relevance. For instance, Frederick
Taylor’s Scientific Management Theory, which is known for the “one best way approach,”
emphasized professional management principles. Through the research of Elton Mayo
and Fritz Roethlisberger, the Hawthorne effect was discovered. It shows that the social
needs of workers influenced as much, if not more than, the physical design of the
workplace or the organizations operating procedures. “(P)erformance improved as a
result of the employees feeling a part of a special group under examination. Thus, the
Hawthorne Effect suggests that social factors and the treatment of people significantly
influence performance outcomes and must be considered when assessing work
structure and design” (Daly, 2015). Max Weber’s theory of bureaucracy touches on
concerns of PPA. According to him, the bureaucracy has the following characteristics:
division of labor; formal selection process; hierarchical management structure; formal
rules and procedures; and impersonality and neutrality.
Recent developments in Public Administration have underscored the paradigm of
governance, which was introduced by international organizations such as the United
Nations, the World Bank, and the Asian Development Bank in light of sustainable
human development. The Human Development Report 1994 gives the following
definition of sustainable human development, which “advocates protection of the life
opportunities of future as well as present generations and respecting the natural
systems on which all life depends”:

Odiongan, Romblon
Sustainable human development is pro-people, pro-jobs, and pro-nature. It gives
the highest priority to poverty reduction, productive employment, social
integration, and environmental regeneration. It brings human numbers into
balance with the coping capacities of societies and the carrying capacities of
nature…It also recognises that not much can be achieved without a dramatic
improvement in the status of women and the opening of all opportunities to
women.
In a paper, the United Nations Development Programme argued that “sound governance
is essential in achieving sustainable human development” and that it is a means of
poverty eradication (1997). The paper describes governance as follows:
… governance is defined as the exercise of political, economic and administrative
authority to manage a nation’s affairs. It is the complex mechanisms, processes,
relationships and institutions through which citizens and groups articulate their
interests, exercise their rights and obligations and mediate their differences.
Governance embraces all of the methods—good and bad—that societies
use to distribute power and manage public resources and problems. Sound
governance is therefore a subset of governance, wherein public resources and
problems are managed effectively, efficiently and in response to critical needs of
society. Effective democratic forms of governance rely on public participation,
accountability and transparency.
Among the types of governance is administrative governance, which is “a system of
policy implementation carried our through an efficient, independent, accountable and
open public sector.” This is an area of concern of PPA.
In 2019, a paper prepared by Poochareon, et. al., was formally transmitted to the
Committee of Experts on Public Administration of the United Nations Economic and
Social Council (UN ECOSOC) in its 18th session. The paper presented paradigm shifts
in public administration, starting from ancient public administration, followed by
traditional public administration in the 1960s, new public management in the 1980s,
new public governance in the 2000s, and most recently, smart sustainable governance
in the 2020s. Each paradigm was described on the following fronts: governance
principles; target audience; public services; role of government; leadership style;
accountability; and goal and focus. Remarkably, smart sustainable governance
describes its governance principles as effective governance.
An elaboration of effective governance was made in a separate document issued by UN
ECOSOC in 2018. The document declared:
The full realization of the Sustainable Development Goals and other
internationally agreed development objectives will hinge in no small part on a
common understanding of the basic principles of effective governance for
sustainable development.
In an attempt to clarify the governance agenda, the document identified the basic
principles of effective governance for sustainable development, to wit:
 Effectiveness, which includes competence, sound policymaking, and
collaboration;

Odiongan, Romblon
 Accountability, which includes integrity, transparency, and independent
oversight; and
 Inclusiveness, which includes leaving no one behind, non-discrimination,
participation, subsidiarity, and intergenerational equity.
Described below are some principles of effective governance that relate to PPA:
 Competence - To perform their functions effectively, institutions are to have
sufficient expertise, resources and tools to deal adequately with the mandates
under their authority;
 Integrity - To serve in the public interest, civil servants are to discharge their
official duties honestly, fairly and in a manner consistent with soundness of
moral principle;
 Transparency - To ensure accountability and enable public scrutiny, institutions
are to be open and candid in the execution of their functions and promote access
to information, subject only to the specific and limited exceptions as are provided
by law;
 Independent oversight - To retain trust in government, oversight agencies are to
act according to strictly professional considerations and apart from and
unaffected by others;
 Non-discrimination - To respect, protect and promote human rights and
fundamental freedoms for all, access to public service is to be provided on general
terms of equality, without distinction of any kind as to race, colour, sex, language,
religion, political or other opinion, national or social origin, property, birth,
disability or other status; and
 Subsidiarity - To promote government that is responsive to the needs and
aspirations of all people, central authorities should perform only those tasks
which cannot be performed effectively at a more intermediate or local level.
Part II
Legal and Institutional Framework of Public
Personnel Administration in the Philippines
Learning Outcome
Prepare essay answers on questions on legal and institutional frameworks of Public
Personnel Administration
Learning Objectives
At the end of the module, the learners are expected to:
1. identify the provisions of the 1987 Philippine Constitution, Executive Order No.
292, otherwise known as the Revised Administrative Code of 1987, and Republic
Act No. 6713, otherwise known as the Code of Conduct and Ethical Standards
For Public Officials and Employees that relate to Public Personnel
Administration in the Philippines; and
2. discuss the nature, composition, powers, duties and functions of the Civil
Service Commission.

Odiongan, Romblon
INTRODUCTION
Part II of the module presents the general legal framework of Public Personnel
Administration in the Philippines, particularly the 1987 Constitution, Executive Order No.
292, otherwise known as the Revised Administrative Code of 1987, and Republic Act No.
6713, otherwise known as the Code of Conduct and Ethical Standards For Public Officials
and Employees. It also examines the nature, composition, powers, duties and functions of
the Civil Service Commission, which serves as the central personnel agency of the
Philippine government.
1987 Philippine Constitution
The 1987 Philippine is the basic charter and the highest law in the Philippines, and
provides the general and fundamental framework of PPA. Article IX-B deals with the
Philippine Civil Service. Among others, it provides:
Section 2.
1. The civil service embraces all branches, subdivisions, instrumentalities,
and agencies of the Government, including government-owned or
controlled corporations with original charters.
2. Appointments in the civil service shall be made only according to merit
and fitness to be determined, as far as practicable, and, except to positions
which are policy-determining, primarily confidential, or highly technical,
by competitive examination.
3. No officer or employee of the civil service shall be removed or suspended
except for cause provided by law.
4. No officer or employee in the civil service shall engage, directly or
indirectly, in any electioneering or partisan political campaign.
5. The right to self-organization shall not be denied to government employees.
6. Temporary employees of the Government shall be given such protection as
may be provided by law.
Section 4. All public officers and employees shall take an oath or affirmation to
uphold and defend this Constitution.
Section 5. The Congress shall provide for the standardization of compensation of
government officials and employees, including those in government-owned or
controlled corporations with original charters, taking into account the nature of
the responsibilities pertaining to, and the qualifications required for, their
positions.
Section 6. No candidate who has lost in any election, shall within one year after
such election, be appointed to any office in the Government or any Government-
owned or controlled corporations or in any of their subsidiaries.
Section 7. No elective official shall be eligible for appointment or designation in
any capacity to any public office or position during his tenure.
Unless otherwise allowed by law or by the primary functions of his position, no
appointive official shall hold any other office or employment in the Government or
any subdivision, agency or instrumentality thereof, including Government-owned
or controlled corporations or their subsidiaries.

Odiongan, Romblon
Section 8. No elective or appointive public officer or employee shall receive
additional, double, or indirect compensation, unless specifically authorized by
law, nor accept without the consent of the Congress, any present, emolument,
office, or title of any kind from any foreign government.
Pensions or gratuities shall not be considered as additional, double, or indirect
compensation.
Meanwhile, Section I, Article XI of the 1987 Constitution states:
Public office is a public trust. Public officers and employees must, at all times, be
accountable to the people, serve them with utmost responsibility, integrity,
loyalty, and efficiency; act with patriotism and justice, and lead modest lives.
Revised Administrative Code of 1987
Executive Order No. 292, otherwise known as the Revised Administrative Code of 1987,
provides the basic policies, and systems and procedures upon which public personnel
administration are to be based. Book V, Title I, Subtitle A, and Book I, Chapter 9 are
particularly important.
Relevant provisions of Book I, Chapter 9 or the General Principle Governing Public
Officers are restated below:
Section 32. Nature of Public Office. - Public office is a public trust. Public officers
and employees must at all times be accountable to the people, serve them with
the utmost responsibility, integrity, loyalty and efficiency, act with patriotism and
justice, and lead modest lives.
Section 33. Policy on Change of Citizenship. - Public officers and employees owe
the Senate and the Constitution allegiance at all times, and any public officer or
employee who seeks to change his citizenship or acquire the status of an
immigrant of another country during his tenure shall be dealt with by law.
Section 34. Declaration of Assets, Liabilities and Net Worth. - A public officer or
employee shall upon assumption of office and as often thereafter as may be
required by law, submit a declaration under oath of his assets, liabilities, and net
worth.
Section 35. Ethics in Government. - All public officers and employees shall be
bound by a Code of Ethics to be promulgated by the Civil Service Commission.
Section 38. Liability of Superior Officers. –
(1) A public officer shall not be civilly liable for acts done in the performance of his
official duties, unless there is a clear showing of bad faith, malice or gross
negligence.
(2) Any public officer who, without just cause, neglects to perform a duty within a
period fixed by law or regulation, or within a reasonable period if none is fixed,
shall be liable for damages to the private party concerned without prejudice to
such other liability as may be prescribed by law.

Odiongan, Romblon
(3) A head of a department or a superior officer shall not be civilly liable for the
wrongful acts, omissions of duty, negligence, or misfeasance of his subordinates,
unless he has actually authorized by written order the specific act or misconduct
complained of.
Section 39. Liability of Subordinate Officers. -No subordinate officer or employee
shall be civilly liable for acts done by him in good faith in the performance of his
duties. However, he shall be liable for willful or negligent acts done by him which
are contrary to law, morals, public policy and good customs even if he acted under
orders or instructions of his superiors.
Sections 1 to 4, of Book V, Title I, Subtitle A also provides:
Section 1. Declaration of Policy. - The State shall insure and promote the
Constitutional mandate that appointments in the Civil Service shall be made only
according to merit and fitness; that the Civil Service Commission, as the central
personnel agency of the Government shall establish a career service, adopt
measures to promote morale, efficiency, integrity, responsiveness, and courtesy
in the civil service, strengthen the merit and rewards system, integrate all human
resources development programs for all levels and ranks, and institutionalize a
management climate conducive to public accountability; that public office is a
public trust and public officers and employees must at all times be accountable
to the people; and that personnel functions shall be decentralized, delegating the
corresponding authority to the departments, offices and agencies where such
functions can be effectively performed.
Section 2. Duties and Responsibilities of Public Officers and Employees. - Public
Officers and employees shall have the duties, responsibilities, and accountability
provided in Chapter 9, Book I of this Code.
Section 3. Terms and Conditions of Employment. - The terms and conditions of
employment of all government employees, including those in government-owned
or controlled corporations with original charters, shall be fixed by law. The terms
and conditions of employment which are not fixed by law may be the subject of
negotiation between duly recognized employees' organizations and appropriate
government authorities.
Section 4. Compensation. - The Congress shall provide for the standardization of
compensation of government officials and employees including those in
government-owned or controlled corporations with original charters, taking into
account the nature of the responsibilities pertaining to, and the qualifications
required for the position concerned.
Code of Conduct and Ethical Standards
Republic Act No. 6713 established the Code of Conduct and Ethical Standards for
Public Officials and Employees. It declares, as a policy of the state, to:
promote a high standard of ethics in public service. Public officials and employees
shall at all times be accountable to the people and shall discharge their duties
with utmost responsibility, integrity, competence, and loyalty, act with patriotism
and justice, lead modest lives, and uphold public interest over personal interest.

Odiongan, Romblon
The following are the Norms of Conduct of Public Officials and Employees:
 Commitment to public interest. - Public officials and employees shall always
uphold the public interest over and above personal interest. All government
resources and powers of their respective offices must be employed and used
efficiently, effectively, honestly and economically, particularly to avoid wastage in
public funds and revenues.
 Professionalism. - Public officials and employees shall perform and discharge
their duties with the highest degree of excellence, professionalism, intelligence
and skill. They shall enter public service with utmost devotion and dedication to
duty. They shall endeavor to discourage wrong perceptions of their roles as
dispensers or peddlers of undue patronage.
 Justness and sincerity. - Public officials and employees shall remain true to the
people at all times. They must act with justness and sincerity and shall not
discriminate against anyone, especially the poor and the underprivileged. They
shall at all times respect the rights of others, and shall refrain from doing acts
contrary to law, good morals, good customs, public policy, public order, public
safety and public interest. They shall not dispense or extend undue favors on
account of their office to their relatives whether by consanguinity or affinity
except with respect to appointments of such relatives to positions considered
strictly confidential or as members of their personal staff whose terms are
coterminous with theirs.
 Political neutrality. - Public officials and employees shall provide service to
everyone without unfair discrimination and regardless of party affiliation or
preference.
 Responsiveness to the public. - Public officials and employees shall extend
prompt, courteous, and adequate service to the public. Unless otherwise provided
by law or when required by the public interest, public officials and employees
shall provide information of their policies and procedures in clear and
understandable language, ensure openness of information, public consultations
and hearings whenever appropriate, encourage suggestions, simplify and
systematize policy, rules and procedures, avoid red tape and develop an
understanding and appreciation of the socio-economic conditions prevailing in
the country, especially in the depressed rural and urban areas.
 Nationalism and patriotism. - Public officials and employees shall at all times
be loyal to the Republic and to the Filipino people, promote the use of locally
produced goods, resources and technology and encourage appreciation and pride
of country and people. They shall endeavor to maintain and defend Philippine
sovereignty against foreign intrusion.
 Commitment to democracy. - Public officials and employees shall commit
themselves to the democratic way of life and values, maintain the principle of
public accountability, and manifest by deeds the supremacy of civilian authority
over the military. They shall at all times uphold the Constitution and put loyalty
to country above loyalty to persons or party.
 Simple living. - Public officials and employees and their families shall lead
modest lives appropriate to their positions and income. They shall not indulge in
extravagant or ostentatious display of wealth in any form.

Odiongan, Romblon
The Civil Service Commission
The Civil Service Commission (CSC) is one of the only three Constitutional Commissions
under the 1987 Philippine Constitution. As noted above, the CSC is the central
personnel agency of the Philippine government and it administers the Philippine Civil
Service.
Article IX-A of the 1987 Philippine Constitution provides that the CSC is composed of a
Chairman and two Commissioners. They shall be:
 natural-born citizens of the Philippines;
 at the time of their appointment, at least thirty-five years of age;
 with proven capacity for public administration;
 and must not have been candidates for any elective position in the elections
immediately preceding their appointment.
The Chairman and the Commissioners shall be appointed by the President with the
consent of the Commission on Appointments for a term of seven years without
reappointment. Of those first appointed, the Chairman shall hold office for seven years,
a Commissioner for five years, and another Commissioner for three years, without
reappointment. Appointment to any vacancy shall be only for the unexpired term of the
predecessor. In no case shall any Member be appointed or designated in a temporary or
acting capacity.
The CSC shall establish a career service and adopt measures to promote morale,
efficiency, integrity, responsiveness, progressiveness, and courtesy in the civil service.
It shall strengthen the merit and rewards system, integrate all human resources
development programs for all levels and ranks, and institutionalize a management
climate conducive to public accountability. It shall submit to the President and the
Congress an annual report on its personnel programs.
Under the Revised Administrative Code of 1987, the CSC has the following powers and
functions:
 Administer and enforce the constitutional and statutory provisions on the merit
system for all levels and ranks in the Civil Service;
 Prescribe, amend and enforce rules and regulations for carrying into effect the
provisions of the Civil Service Law and other pertinent laws;
 Promulgate policies, standards and guidelines for the Civil Service and adopt
plans and programs to promote economical, efficient and effective personnel
administration in the government;
 Formulate policies and regulations for the administration, maintenance and
implementation of position classification and compensation and set standards
for the establishment, allocation and reallocation of pay scales, classes and
positions;
 Render opinion and rulings on all personnel and other Civil Service matters which
shall be binding on all heads of departments, offices and agencies and which may
be brought to the Supreme Court on certiorari;
 Appoint and discipline its officials and employees in accordance with law and
exercise control and supervision over the activities of the Commission;

Odiongan, Romblon
 Control, supervise and coordinate Civil Service examinations. Any entity or
official in government may be called upon by the Commission to assist in the
preparation and conduct of said examinations including security, use of
buildings and facilities as well as personnel and transportation of examination
materials which shall be exempt from inspection regulations;
 Prescribe all forms for Civil Service examinations, appointments, reports and
such other forms as may be required by law, rules and regulations:
 Declare positions in the Civil Service as may properly be primarily confidential,
highly technical or policy determining;
 Formulate, administer and evaluate programs relative to the development and
retention of qualified and competent work force in the public service;
 Hear and decide administrative cases instituted by or brought before it directly
or on appeal, including contested appointments, and review decisions and
actions of its offices and of the agencies attached to it. Officials and employees
who fail to comply with such decisions, orders, or rulings shall be liable for
contempt of the Commission. Its decisions, orders, or rulings shall be final and
executory. Such decisions, orders, or rulings may be brought to the Supreme
Court on certiorari by the aggrieved party within thirty (30) days from receipt of
a copy thereof;
 Issue subpoena and subpoena duces tecum for the production of documents and
records pertinent to investigation and inquiries conducted by it in accordance
with its authority conferred by the Constitution and pertinent laws;
 Advise the President on all matters involving personnel management in the
government service and submit to the President an annual report on the
personnel programs;
 Take appropriate action on all appointments and other personnel matters in the
Civil Service including extension of Service beyond retirement age;
 Inspect and audit the personnel actions and programs of the departments,
agencies, bureaus, offices, local government units and other instrumentalities of
the government including government-owned or controlled corporations; conduct
periodic review of the decisions and actions of offices or officials to whom
authority has been delegated by the Commission as well as the conduct of the
officials and the employees in these offices and apply appropriate sanctions when
necessary;
 Delegate authority for the performance of any function to departments, agencies
and offices where such functions may be effectively performed;
 Administer the retirement program for government officials and employees, and
accredit government services and evaluate qualifications for retirement;
 Keep and maintain personnel records of all officials and employees in the Civil
Service; and
 Perform all functions properly belonging to a central personnel agency and such
other functions as may be provided by law.
Following are some of the safeguards to preserve and promote the independence of the
CSC, like the Commission on Elections and the Commission on Audit:
 created by the Constitution (may not be abolished by statute or law passed by
Congress);
 conferred certain powers and functions which cannot be withdrawn or reduced
by statute;

Odiongan, Romblon
 Chairman and members
o may not be removed from office except by impeachment
o are given fairly long term of seven years
o terms of office are staggered (to lessen the opportunity for appointment of
the majority by the same President)
o may not be reappointed or appointed in an acting capacity
o subject to certain disqualifications and inhibitions;
 enjoys fiscal autonomy (i.e., appropriations are automatically released);
 allowed to appoint their own officials and employees; and
 allowed to promulgate own rules concerning pleadings and practice before it.

Odiongan, Romblon
Name: ____________________________________________
Section: __________________________________________
INSTRUCTIONS: Guided by the module and readings assigned, write an essay with the
title: The Role of Public Personnel Administration in the Development of Public
Administration and Governance. To enrich your discussion, you are enjoined to cite at
least two concrete examples in the Philippines that prove your points and arguments.
Your work will be evaluated based on responsiveness (i.e., do not include unnecessary
statements and insights that do not have relevance to the title), ability to employ
concepts and ideas mentioned in the reading materials, logical presentation and
grammar. Use no more than 300 words.
OUTPUT 1
The Role of Public Personnel Administration in the Development of Public
Administration and Governance
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________________________________________________________________________________________________________
________________________________________________________________________________________________________
________________________________________________________________________________________________________
________________________________________________________________________________________________________
________________________________________________________________________________________________________
________________________________________________________________________________________________________
________________________________________________________________________________________________________
________________________________________________________________________________________________________
________________________________________________________________________________________________________

Odiongan, Romblon
Name: ____________________________________________
Section: __________________________________________
INSTRUCTIONS: Answer the following questions in essay form. Your work will be
evaluated based on responsiveness (i.e., do not include unnecessary statements and
insights that do not have relevance to the title), ability to employ concepts and ideas
mentioned in the reading materials, logical presentation and grammar. Use no more
than 100 words in each item.
OUTPUT 2
1. X, a college degree holder, is among those who applied for a vacant position in the
government. After the hiring and selection process, X was informed that Y was
appointed to the position. X was further informed that Y is merely a high school
graduate. Is there a basis for X to file a complaint challenging the appointment of Y?
Explain with basis. Use no more than 100 words.
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2. Congress enacted a law increasing the term of office of the Chair of the CSC from
seven to ten years. Is the law unconstitutional? Explain with basis. Use no more
than 100 words.
________________________________________________________________________________________________________
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________________________________________________________________________________________________________
________________________________________________________________________________________________________
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________________________________________________________________________________________________________

Odiongan, Romblon
3. As a government employee, AAA is required to file his Statement of Assets, Liabilities
and Net Worth (SALN). AAA assailed the requirement, saying that it violates his right
to privacy. If you are the Director of the Human Resource Management Office, what
are the points that you will tell AAA to convince him to file his SALN?
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