Appointments in the Civil Service

1. 1. Forum for Local Elective Officials on Civil Service Matters Atty. Daisy B. Punzalan Bragais
Director III Civil Service Commission RO5, Legazpi City
2. 2. Expectations
3. 3. Objectives
4. 4. Outline  Classes of Positions in the Civil Service  Employment Status in General 
Nature of Appointment  Publication of Vacant Positions  Screening by the Personnel
Selection Board  Effectivity of Appointments
5. 5. Pre-Test
6. 6. Classes of Positions in the Civil Service
7. 7. Civil Service  ALL      Branches Subdivisions Instrumentalities Agencies of the
government Government-owned and controlled corporations with original charters
8. 8. Civil Service Commission  Constitutional Commission mandated as the central human
resource institution of the government.
9. 9. Classification of Positions in the Civil Service  Career  Non-Career
10. 10. Characteristics of Career Service  Entrance based on merit and fitness to be
determined as far as practicable by competitive examination, or based on highly technical
qualifications  Opportunity for advancement to higher career positions  SECURITY OF
TENURE
11. 11. The Career Service shall include  Open career positions  Closed career positions 
Positions in the Career Executive Service  Career Officers, other that those in the CES, who
are appointed by the President, such as FSOs
12. 12.  Commissioned officers and enlisted men of the AFP which shall maintain a separate
merit system  Personnel of GOCCs, who do not fall under the noncareer service 
Permanent laborers, whether skilled, semi-skilled, or unskilled.
13. 13. Classes of Positions in the Career Service  First Level  Second Level  Non-
supervisory  Supervisory  Executive/Managerial  Third Level
14. 14. Characteristics of the Non-Career Service  Entrance on bases other than those of the
usual tests of merit and fitness utilized for the career service  Tenure which is limited to a
period specified by law or which is co-terminus with that of the appointing authority or subject
to his pleasure, or which is limited to the duration of a particular project for which purpose
employment was made.
15. 15. The non-career service includes…  Elective officials and their personal or confidential
staff  Secretaries and other officials of Cabinet rank who hold their positions at the pleasure
of the President and their personal and confidential staff (s)  Chairman and members of
commissions and boards with fixed terms of office and their personal or confidential staff
16. 16.  Contractual personnel or those whose employment in the government is in accordance
with a special contract to undertake a specific work or job, requiring special or technical skills
not available in the employing agency, to be accomplished within a specific period, which in
no case shall exceed one year  Emergency and seasonal personnel
17. 17.  Although not included in the enumeration, CASUAL and CO-TERMINOUS employees
are also part of the non-career service.  Chua vs. CSC, Feb. 7, 1992, 206 SCRA 65
18. 18. Personnel Action  Any action denoting the movement or progress of personnel in the
civil service.      Appointment Promotion Transfer Detail Reassignment, etc.
19. 19. Appointment  Act by which a person is selected and invested with an office.
20. 20. Power to Appoint  Vested by law
21. 21. General Policies on Appointments
22. 22. Appointments…  Made only according to merit and fitness  to be determined, as far as
practicable, by competitive examinations.  this does not apply to appointments to positions
which are policy determining, primarily confidential or highly technical.
23. 23. Appointment Forms  KSS Porma Blg. 33, revised 1998  CS Form No. 01 (revised
1991)
24. 24. Duty of CSC  Approve  Disapprove appointments
25. 25. Duty of CSC  Its attestation is limited to the determination whether the appointee
possesses the required qualifications for the position.  Romualdez III vs. CSC and PCA,
May 15, 1991
26. 26. Luego vs. CSC, August 5, 1986  The approval is more appropriately called an
attestation, that is, the appointee is qualified to the position he has been named.
27. 27. Luego vs. CSC, August 5, 1986  Such attestation is required of the CSC merely as a
check to assure compliance with Civil Service Laws.
28. 28. Luego vs. CSC, August 5, 1986  The Civil Service Commission is not empowered to
determine the kind or nature of the appointment extended by the appointing officer, its
authority being limited to approving or reviewing the appointment in the light of the
requirements of the Civil Service Law. When the appointee is qualified and the other legal
requirements are satisfied, the Commission has no choice but to attest the appointment in
accordance with the Civil Service Laws.
29. 29. Approval of Appointment  REGULAR APPOINTMENT  Appointment Form – KSS
Porma Blg. 33 (Narebisa, 1998)  Name of agency
30. 30. Approval of Appointment  Name of appointee  Position Title (must be found in the QS
and the IOS)
31. 31. Approval of Appointment  Status of appointment  Agency/Station  Compensation (in
accordance with latest NBC & LBC) per annum
32. 32. Approval of Appointment  Nature of appointment  Name of person
substituted/replaced/former incumbent  Status of this person being
33. 33. Approval of Appointment  Plantilla Item No., page (check in the Plantilla of Personnel) 
Signature of the appointing authority
34. 34. Approval of Appointment  Date of issuance  Authorized official of the CSC (for
nonaccredited agency)  Date of attestation
35. 35. Approval of Appointment  Certification of the HRMO  compliance with MC 40, s. 1998
as amended  publication
36. 36. Approval of Appointment  Certification of the PSB Chairman  Notations  Date of
release
37. 37. Approval of Appointment  CASUAL APPOINTMENT  CS Form No. 001 (Revised 1991)
38. 38. Approval of Appointment  Name of Agency  Department/Division
39. 39. Approval of Appointment  Source of Funds  Date prepared by HRMO
40. 40. Approval of Appointment  Name of Appointees  Position  Level  SG  Daily Wage
41. 41. Approval of Appointment  Period of Employment ( From To)  If renewal employment)
(indicate dates of previous
42. 42. Approval of Appointment  Certification- compliance with MC 40, s. 1998, as amended,
by the HRMO  Signature of the appointing authority  Date of issuance
43. 43. Approval of Appointment  CSC action  Approved  Disapproved  Head CSC Field
Office  Date signed
44. 44. Employment Status  Permanent  Temporary  Substitute  Co-terminous  Contractual
 Casual
45. 45. Employment Status of Teachers  Regular permanent  Provisional  Substitute
46. 46. Nature of Appointment  Original  Promotion  Transfer  Reemployment 
Reappointment
47. 47.  Reinstatement  Renewal  Demotion  Upgrading/Reclassification
48. 48. Publication of Vacant Positions
49. 49. Why is there a need to inform the public about vacancies in the civil service?  To ensure
transparency, promote equal opportunities, and allow Head of Office a wide range of people
to choose from in filling up existing vacant position in the career service.
50. 50. RA 7041  Vacant positions in the career service shall be published in accordance with
the previsions of RA 7041 and its implementing guidelines.
51. 51. Exempt from Publication  Primarily confidential;  Policy-determining;  Highly technical;
 Co-terminous with that of the appointing authority; or  Limited to the duration of a
particular project and  Those to be filled by existing regular employees in the agency in
case of reorganization.
52. 52. When & Where to Publish?  In the bulletin of vacancies in the civil service or through
other modes of publication.  Posted in at least three (3) public and conspicuous places (i.e.
agency and other agencies’ bulletin boards and newspapers) for at least:  ten (10) calendar
days for the national government agencies; and  for local government units for at least
fifteen (15) days.
53. 53. Publication…  Shall be valid until filled but not to extend beyond six (6) months
reckoned from the date the vacant position was published.
54. 54. Filling of Vacancies…  The filling of vacant positions in the national government
agencies (NGAs), Government-owned or Controlled Corporations (GOCCs), and State
Universities and Colleges (SUCs) shall be made after ten (10) calendar days from the date of
publication  For Local Government Units (LGU’s), filling of vacant positions shall be made
after fifteen (15) calendar days from the date of publication
55. 55. Personnel Selection Board (PSB)
56. 56.  ALL appointees should be screened and evaluated by the PSB, if applicable.
57. 57. Exempt from PSB Screening  Substitute appointment due to their short duration and
emergency nature.  Appointment of faculty members and academic staff of SUCs who
belong to the closed career service.
58. 58.  Appointment to entry laborer positions.  Appointment to personal and primarily
confidential positions  Appointment to positions in the non-career service.
59. 59. Issuance of appointment shall NOT be earlier than the date of the final
screening/deliberation of the PSB.
60. 60. PSB  First Level  Second Level  Established in every agency
61. 61. Composition  As Chairperson  Agency head or authorized representative  Local Chief
Executive for LGUs or the authorized representative  Vice Governor/Vice Mayor or the
authorized representative if the vacant position is in his/her Office or in the Office of the
Sanggunian.
62. 62.  Division Chief or the authorized career service representative of the organizational unit
where the vacancy is.  HRMP or the career service employee directly responsible for
personnel management.
63. 63.  2 representatives of the rank-and-file career employees  First level  Second level 
Chosen by the duly accredited employee association in the agency.  If no employee
association, to be chosen at large by the employees through a general assembly.
64. 64. Function of PSB  Screen  Evaluate Assess  The competence and qualifications of
candidates
65. 65. Strictly speaking… The PSB is merely tasked to ASSIST the appointing authority in the
selection process. Nothing more. The PSB is not tasked with the function and duty of
recommending to the appointing authority who to appoint.
66. 66. Amendment 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).
67. 67.  The appointing authority shall be guided by the PSB’s comprehensive evaluation report
of candidates screened for appointment and in the exercise of sound discretion, select, in so
 far as practicable, from among the top five applicants deemed most qualified for appointment
to the vacant position.
68. 68. Effectivity of Appointments
69. 69. Upon issuance AND if the appointee assumed the duties of the position. Appointment
remains effective until disapproved by the Commission.
70. 70. In no case shall an appointment take effect earlier than the date of its issuance.
71. 71. Dept. Heads in LGUs Appointment shall be effective on the date of issuance Effectivity
ends the moment the local sanggunian rejects or disapproves it.
72. 72. Temporary appointment 12-month period of effectivity Reckoned from the date of its
issuance NOT date of assumption.
73. 73. Assumption  Appointee shall be furnished a copy of appointment  To acknowledge
receipt by signing the duplicate and other copies of said appointment