Philippine Civil Service Commission by Ak4CZ8q

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									Philippine Civil Service
      Commission
   Functions, History and
       Development




          2008 @ LIHernandez   1
  Philippine Civil Service
        Commission
• The Civil Service Commission (CSC)
  is the central personnel agency of
  the Philippine government. One of
  the three independent
  constitutional commissions with
  adjudicative responsibility in the
  national government structure, it is
  also tasked to render final
  arbitration on disputes and
  personnel actions on Civil Service
  matters.
              2008 @ LIHernandez     2
  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.


             2008 @ LIHernandez     3
  Philippine Civil Service
        Commission
• 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.

                2008 @ LIHernandez          4
 CSC's SERVICES ARE CLASSIFIED INTO
         6 KEY REFORM AREAS
• Effective and                          –   Strengthen CSC's
  Efficient                                  contempt power to
                                             ensure
  Administrative                             implementation of
  Justice                                    CSC Resolutions
   –   Speedy disposition of             –   Take a lead role in
       cases
                                             the Inter-Agency
   –   Develop a monitoring                  Anti-Graft
       mechanism to check
                                             Coordinating Council
       aging of cases,
   –   Institute mechanisms              –   Enhance CSC's quasi-
       to declog case                        judicial functions
       dockets                           –   Implement special
   –   Intensify conciliation                project on "Women
       and mediation as                      Against Graft"
       modalities for                    –   Ensure consistency of
       resolving non-
                                             decisions
       disciplinary cases

                        2008 @ LIHernandez                       5
CSC's SERVICES ARE CLASSIFIED INTO
        6 KEY REFORM AREAS
• Professionalizing                    –    Improve the
                                            Ethical/Moral Standards
  the Civil Service                         of Key Sectors through
   –   Strengthen the Third            –    Design incentive
       Level                                packages to encourage
   –   Develop policies                     the young professionals
       granting CSC                         and the best to join
       authority to appoint                 government service and
       and discipline those                 to retain competent
       below ASEC level                     workers
   –   Implement HRD                   –    Integrate gender
       Interventions                        development concepts
   –   Re-thinking HRD                      in CSC policies and
       interventions/training               programs
       s to correspond to              –    Rationalize policies on
       specific needs of 1st,               contractuals, job
       2nd and 3rd level                    orders, consultancy
                                            services

                       2008 @ LIHernandez                         6
CSC's SERVICES ARE CLASSIFIED INTO
        6 KEY REFORM AREAS
• Improving Public
  Service Delivery
   –   Enhance Rewards and               –   Create a Common
       Sanctions                             Data Base for CSC,
   –   Implement "Text CSC                   GSIS, DBM and BIR
       Project"                              for easy access on
                                             government
   –   Monitor Process Flow
                                             personnel
       Chart, Service Pledge
                                             information
       and Service Standards
       by agencies                       –   Develop programs
                                             for LGUs to
   –   Strengthen the
                                             improve services
       "Mamamayan Muna,
                                             at the local levels
       Hindi Mamaya Na
                                             and to increase
       Program"
                                             awareness of CSC
                                             rules


                        2008 @ LIHernandez                         7
CSC's SERVICES ARE CLASSIFIED INTO
        6 KEY REFORM AREAS
• Harnessing Public
  Sector Unionism
   –   Strengthen                        –   Strengthen PSUs to
       coordination and                      serve as watchdog in
       partnership with other                every agency
       agency members of                 –   Encourage unions to
       PSLMC                                 register and accredit
   –   Review rights and                     with CSC
       privileges as well as             –   Implement more
       existing mechanisms                   effective conciliation
       with respect to labor-                and mediation services
       management relations              –   Develop proactive and
   –   Intensify education and               quick reaction
       information campaign                  mechanisms for
       on responsible Public                 resolving labor-
       Sector Unionism                       management conflicts


                        2008 @ LIHernandez                            8
CSC's SERVICES ARE CLASSIFIED INTO
        6 KEY REFORM AREAS
• Strengthening                        –   Develop programs that
                                           will follow through our
  External                                 "jump start" programs
  Relations                                for LGUs
  –   Strengthen advisory              –   Devolve personnel
      role to the President                management functions
      on all matters                       to agencies particularly
      pertaining to human                  at the regional,
      resource management                  provincial and
      in government                        municipal levels
  –   Take a lead role in              –   Actively participate in
      inter-agency
                                           legislations pertaining
      committees involved in
      good governance                      to civil service matters
  –   Develop and implement            –   Review relationship
      a Civil Service Public               between CSC and the
      Information                          OSG re: handling of
      Communication Plan                   appealed cases before
                                           the CA and SC

                      2008 @ LIHernandez                          9
CSC's SERVICES ARE CLASSIFIED INTO
        6 KEY REFORM AREAS
• Managing Support                   –   Develop and implement
                                         an Organization Public
  Services                               Information and
  –   Reorganize CSC                     Education Plan for CSC
      structure                          (OPIEC)
  –   Develop Prudent                –   Expand the use of
      Expenditure                        Information Technology in
      Management Program                 all CSC Operations
  –   Strengthen the Internal        –   Rationalize fiscal policies
      Audit System                   –   Revisit Performance
  –   Enhance/streamline                 Evaluation Monitoring
      internal systems and               System (PEMS)
      procedures                     –   Ensure passage of Civil
  –   Develop an efficient               Service Code
      and effective model of         –   Review structure of and
      governance within CSC              support to field offices
  –   Create                         –   Develop relevant and
      feedback/monitoring                needs-based staff
      mechanism                          development programs

                       2008 @ LIHernandez                         10
  Historical Developments
• The civil service system in the Philippines was
  formally established under Public Law No. 5
  ("An Act for the Establishment and Maintenance
  of Our Efficient and Honest Civil Service in the
  Philippine Island") in 1900 by the Second
  Philippine Commission. A Civil Service Board
  was created composed of a Chairman, a
  Secretary and a Chief Examiner. The Board
  administered civil service examinations and set
  standards for appointment in government
  service. It was reorganized into a Bureau in
  1905.



                   2008 @ LIHernandez            11
 Historical Developments
• The 1935 Philippine Constitution
  firmly established the merit
  system as the basis for
  employment in government. The
  following years also witnessed the
  expansion of the Bureau’s
  jurisdiction to include the three
  branches of government: the
  national government, local
  government and government
  corporations.
             2008 @ LIHernandez    12
 Historical Developments
• In 1959, Republic Act 2260, otherwise
  known as the Civil Service Law, was
  enacted. This was the first integral law
  on the Philippine bureaucracy,
  superseding the scattered
  administrative orders relative to
  government personnel administration
  issued since 1900. This Act converted
  the Bureau of Civil Service into the
  Civil Service Commission with
  department status.

                2008 @ LIHernandez           13
    Historical Developments
•   In 1975, Presidential Decree No. 807 (The Civil Service
    Decree of the Philippines) redefined the role of the
    Commission as the central personnel agency of
    government.
•   Its present mandate is derived from Article IX-B of the
    1987 Constitution which was given effect through Book
    V of Executive Order No. 292 (The 1987 Administrative
    Code).
•   The Code essentially reiterates existing principles and
    policies in the administration of the bureaucracy and
    recognizes, for the first time, the right of government
    employees to self-organization and collective
    negotiations under the framework of the 1987
    Constitution.



                       2008 @ LIHernandez                 14
How do we compare the
Philippine Civil Service
 with the other ASEAN
       countries?




        2008 @ LIHernandez   15
       PCS vs. ASEAN
• More than half of the civil
  servant population in
  Cambodia and Laos are
  male. In Thailand, the male
  population is only slightly
  higher than the female
  population. In the
  Philippines, more women are
  in the civil service than men.
            2008 @ LIHernandez   16
 Country        Total              Male     Female
              Population           (%)        (%)
Cambodia        166,381                69    31

Lao PDR           70,354               64    36

Philippines    1,445,498               47    53

Thailand       1,296,688               52    47




                  2008 @ LIHernandez                 17
                Employment
•   The main qualifications
    cited as basic                 •   Two countries,
    requirements for                   Cambodia and Thailand,
    eligibility to become a            have a minimum age
    civil servant in the               requirement. In both
    countries studied                  countries, one must be
    include nationality, the           at least eighteen years
    age requirement,                   of age.
    education, physical and
    mental capabilities,           •   In three of the countries
    experience, training and           studied, specifically in
    professional eligibility.          Laos, the Philippines
•   One of the basic                   and Thailand, the
    qualifications for                 recruitment system is
    employment in                      decentralized.
    government in
    Cambodia, the
    Philippines and
    Thailand is nationality.


                        2008 @ LIHernandez                    18
              Pay Ranges
• All of the six countries studied had existing
  pay structures / wage scales on which they
  base the pay of the civil servants. The pay
  structures correspond to different factors,
  such as the salary grades indicated in their
  specific schemes, job classifications, current
  levels / rank of the civil servant in the pay
  structure.
• In Indonesia, seniority is also a consideration.
  Aside from their base wage, civil servants also
  receive allowances, which depend, not only on
  their level in the pay structure, but on the
  function of their jobs as well. In Laos, the
  government does not have a government wide
  job classification system. It allows individual
  ministries to develop their own system.
                   2008 @ LIHernandez            19
 Country       Exchange            Lowest             Highest
                 Rate
CMB   Riels    US$1     4,000     $7.50     30,000   $41.25   165,000

IND   Rupiah   US$1     9,000    $42.55    382,950   $84.00   755,783

SNG   Sng$     US$1      1.70   $480.00     818.00   $1,436     2,442

THL   Baht     US$1     40.00   $102.50      4,100   $1,475    59,000

PHL   Pesos    US$1     56.00   $108.00      5,082   $1,031    57,750




                      2008 @ LIHernandez                            20
                 Benefits
• In the Philippines, Singapore and Thailand, the
  employees are also entitled to non-financial
  benefits such as leave benefits (vacation, sick /
  medical leave, maternity and study leaves). In
  the Philippines and Singapore, aside from
  maternity leave, civil servants may apply for
  paternity leave.
• Singapore grants childcare leave, marriage
  leave (3 days) and unrecorded leave. In
  Thailand, civil servants may also avail
  themselves of religious and military leave. In
  these countries, civil servants also enjoy
  health insurance, disability and housing loan
  benefits.


                   2008 @ LIHernandez             21
                     Retirement
•   There are compulsory ages for retirement in Cambodia, Laos, the
    Philippines and Thailand. However the age requirements vary
    between 55 to 65 years old.
•   In Cambodia, the higher the educational attainment, the more years
    of service are required. In the Philippines, the compulsory age for
    retirement for uniformed personnel – police and the military – is 55.
    For civilian employees, the compulsory retirement age is 65. In
    Laos, the compulsory age requirement depends on the gender.
    Females are required to retire by the age of 55, while the males can
    only retire by the age of 60.
•   Civil servants must render a minimum number of years of service
    to be eligible for retirement benefits. In Cambodia and Thailand,
    civil servants are required to render at least 25 years to receive
    retirement benefits. In Laos, they are required to render at least 30
    years of service.




                            2008 @ LIHernandez                         22
          Working Hours
• In Cambodia and in the Philippines,
  civil servants are required to render
  eight (8) hours of work per day. In the
  Philippines, it is exclusive of time for
  lunch. In Thailand, civil servants only
  have to accomplish 7 hours a day.




                 2008 @ LIHernandez          23

								
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