Civil service, Merit system and CSC

Civil Service, Merit System Civil Service, Merit System & Civil Service Commission& Civil Service Commission

Presented by:Presented by:

Erwin T. AbadErwin T. Abad

PLM-MGMPLM-MGM

What is Civil Service?

A branch of governmental service in which individuals are employed on the basis of professional merit as proven by competitive examinations.

The body of employees in any government agency other than the military.

A civil servant is a person in the public sector employed for a government department or agency.

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Merit-based Civil ServantsMerit-based Civil Servants

Entrance to the service based on Entrance to the service based on competitive exams.competitive exams.

Protection of civil servants from arbitrary Protection of civil servants from arbitrary removal.removal.

Protection of their political neutrality.Protection of their political neutrality. Policing of these rules by an independent Policing of these rules by an independent

body.body.

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Merit-based Civil ServantsMerit-based Civil Servants

Common features:Common features: positions are established centrally and classified positions are established centrally and classified

according to rank; according to rank; bureaucrats are paid a salary and pension that is bureaucrats are paid a salary and pension that is

determined by their rank, rather than the work that they determined by their rank, rather than the work that they do; do;

there are often impediments to external lateral entry at there are often impediments to external lateral entry at senior grades; senior grades;

there are few points of entry, with most entering at a there are few points of entry, with most entering at a young age and most senior positions filled by young age and most senior positions filled by promotion. promotion.

..

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Table 1: Comparing Civil-Service Systems: Management Principles

Patronage system (modern) Merit system

Entrance criteria

Informally based on loyalty/affinities, formally on merit criteria

Competitive, transparent process open to all citizens.

Tenure & relation to political principals

Most appointments on political/ welfare grounds. Lifetime tenure, with removal only through due process.

Lifetime tenure, with removal only through due process, protects political neutrality.

Remuneration Formal pay structures undermined by variety of allowances, supplements, etc.

Relatively rigid pay structure based largely on rank (rather than work done);

Position classification

Same as merit system. Positions are established centrally and classified according to rank.

Lateral entry points (internal or external labor market)

There are often impediments to external lateral entry at senior grades; there are few points of entry, with most entering at a young age and most senior positions filled by promotion.

Senior appointments

Many countries have flexible approaches to political appointments.

The amount and depth of political (as opposed to merit) appointments is limited.

Management Management is centralized, often with an independent body managing appointments.

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Table 2: Comparing Civil-Service Systems: the External Environment

Patronage system (modern) Merit system

Political arrangements and the civil-service system

Modern spoils systems are informal, hidden behind formal merit systems.

Informal patronage politics are based on spoils systems, affinity systems

Merit systems arise under mature democracies with checks and balances and where political parties are funded independently of civil-service spoils.

A merit system, by protecting civil servants from politicians, promotes credible commitment, but at the risk of shirking and inefficiency.

Labor-market conditions and the civil-service system

Scarcity of “modern-sector” jobs.Poorly functioning labor markets, and scarcities of qualified people.

Well-functioning labor markets, but many civil services function as internal labor markets, insulated from the national market.

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.

It was reorganized into a Bureau in 1905.

A Civil Service Board was created composed of a Chairman, a Secretary and a Chief Examiner.

Historical Developments

In 1935, Philippine Constitution firmly established the merit system as the basis for employment in government.

In 1959, Republic Act 2260, otherwise known as the Civil Service Law, was enacted. This Act converted the Bureau of Civil Service into the Civil Service Commission with department status.

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.


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Philippine Civil Service Philippine Civil Service CommissionCommission

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

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RESPONSIBILITYRESPONSIBILITY Recruitment, building, maintenance and Recruitment, building, maintenance and

retention of a competent, professional and retention of a competent, professional and highly motivated government workforce truly highly motivated government workforce truly responsive to the needs of the government's responsive to the needs of the government's client - the public.client - the public.

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SPECIFIC FUNCTIONS SPECIFIC FUNCTIONS leading and initiating the professionalization of the leading and initiating the professionalization of the

civil service;civil service; promoting public accountability in government promoting public accountability in government

service;service; adopting performance-based tenure in government; adopting performance-based tenure in government;

and and implementing the integrated rewards and incentives implementing the integrated rewards and incentives

program for government employees.program for government employees.

CSC 2030 Agency Vision

CSC shall be Asia's leading center of excellence for strategic Human Resource (HR) and

Organizational Development (OD)

Mission

Gawing Lingkod-Bayani ang Bawat Kawani

Thank youThank you

Education

Civil service, Merit system and CSC