1. Responsibilities of Public Officers and Employees
1.1. Duties of Public Officers. Public office is a public trust. Public officers and employees shall serve with the highest degree of responsibility, integrity, loyalty, and efficiency, and shall remain accountable to the people.
2. Interdepartment relations
2.1. Each head of department, office, agency, government-owned or controlled corporation and local government shall be responsible for personnel administration in his office which shall be in accordance with the provisions relating to civil service embodied in the Constitution, this Decree and the rules, principles, standards, guidelines and regulations established by the Commission.
2.2. A Civil Service Staff may be organized in these offices
2.3. Council of Personnel Offices
2.4. Periodic audit of the personnel management program of each department, agency, province or city
3. Personnel Policies and Standards
3.1. Recruitment and Selection of Employees.
3.1.1. See Sec. 19
3.1.2. Based on fitness to perform the duties and assume the responsibilities of the positions
3.1.3. Ranking basis
3.2. Qualification Standards
3.2.1. Expresses the minimum requirements for a class of positions in terms of education, training and experience, civil service eligibility, physical fitness, and other qualities required for successful performance
3.3. Release of Examination Results, Register of Eligibles, Cultural Communities
3.4. Personnel Actions
3.4.1. Merit and Fitness. Non-eligible shall not be appointed to any position in the civil service whenever there is a civil service eligible actually available for and ready to accept appointment.
3.4.2. Any action denoting the movement or progress of personnel in the civil service, including appointment through certification, promotion, transfer, reinstatement, re-employment, detail, reassignment, demotion, and separation.
3.5. Training
3.5.1. The Commission shall be responsible for the coordination and integration of a continuing program of personnel development for all government personnel in the first and second levels.
3.6. Employee Suggestions and Incentive Award System.
3.7. Personnel Relations
3.7.1. Atmosphere conducive to supervisor-employee relations and improvement of employee morale
3.8. Complaints and Grievances
3.8.1. Resolved at the lowest possible level in the department or agency, as the case may, and the employee shall have the right to appeal such decision to higher authorities
4. Discipline
4.1. Due process requirement
4.2. Grounds
4.2.1. Dishonesty; oppression; neglect of duty; misconduct; disgraceful and immoral conduct; being notoriously undesirable; discourtesy in the course of official duties; inefficiency and incompetence; receiving gifts for favors; graft; conviction of a crime involving moral turpitude; improper solicitations; violation of CS rules and office regulations; falsification of official document; Frequent unauthorized tardiness, loafing, or absences; habitual drunkenness; gambling prohibited by law; refusal to perform duty or render overtime service; disgraceful, immoral or dishonest conduct prior to entering the service; physical or mental incapacity or disability due to immoral or vicious habits; borrowing money from subordinates or lending to superiors; lending money at usurious rates; willful failure to pay debts or taxes; contracting loans from persons with whom the office of the employee concerned has business relations; private business, vocation or profession without permission; insubordination; engaging in partisan activities by on holding a non-political office; conduct prejudicial to the best interest of the service; lbbying for personal interest or gain in legislative halls and offices without authority; promoting sale of tickets for private enterprises not for charity or public welfare; nepotism
4.3. Jurisdiction
4.3.1. Commission decides upon appeal cases involving the imposition of a penalty of suspension for more than thirty days, or fine in an amount exceeding thirty days' salary, demotion in rank or salary or transfer, removal or dismissal from Office.
4.3.2. Decisions shall be final in case the penalty imposed is suspension for not more than thirty days or fine in an amount not exceeding thirty days' salary.
4.3.3. An appeal shall not stop the decision from being executory, and in case the penalty is suspension or removal, the respondent shall be considered as having been under the preventive suspension during the pendency of the appeal in the event he wins an appeal.
4.4. Procedure
4.4.1. See Sec. 38
4.5. Appeals
4.5.1. W/in 15 days based only on any of the following grounds: (1) new evidence has been discovered which materially affects the decision rendered; (2) the decision is not supported by the evidence on record; or (3) errors of law or irregularities have been committed prejudicial to the interest of the respondent: Provided, That only one petition for reconsideration shall be entertained.
4.6. Preventive Suspension
4.6.1. If charge against such officer or employee involves dishonesty, oppression or grave misconduct, or neglect in the performance of duty, or if there are reasons to believe that the respondent is guilty of charges which would warrant his removal from the service.
5. Declaration of Policy
5.1. Appointment according to merit and fitness
5.2. Progressive system of personnel administration
5.3. Promote morale and the highest degree of responsibility, integrity, loyalty, efficiency, and professionalism in the Civil Service
5.4. Public office is a public trust and public officers shall serve with the highest degree of responsibility, integrity, loyalty and efficiency and shall remain accountable to the people
6. Scope of the Civil Service
6.1. Career
6.1.1. 1. Open Career positions for appointment ; 2. Closed Career positions which are scientific or highly technical in nature; 3. Positions in the Career Executive Service; 4. Career officers who are appointed by the President, 5. Commissioned officers and enlisted men of the Armed Forces; 6. Personnel of government-owned or controlled corporations, and 7. Permanent laborers, whether skilled, semi-skilled, or unskilled.
6.1.2. (1) entrance based on merit and fitness to be determined as far as practicable by competitive examinations, or based on highly technical qualifications; (2) opportunity for advancement to higher career positions; and (3) security of tenure.
6.2. Non-career
6.2.1. 1. Elective officials and their personal or confidential staff; 2. Department Heads and other officials of Cabinet rank and their personal or confidential staff(s); 3. Chairman and members of commissions and boards and their personal or confidential staff; 4. Contractual personnel or those whose employment in the government is in accordance with a special contract to undertake a specific work or job, ; and 5. Emergency and seasonal personnel.
6.2.2. (1) entrance on bases other than those of the usual tests of merit and fitness utilized for the career service; and (2) tenure which is limited to a period specified by law, or which is coterminous 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.
6.3. Classes of positions
6.3.1. First level - clerical, trades, crafts, and custodial service positions which involve non-professional or subprofessional work in a non-supervisory or supervisory capacity requiring less than four years of collegiate studies; Second level - professional, technical, and scientific positions which involve professional, technical, or scientific work in a non-supervisory or supervisory capacity requiring at least four years of college work up to Division Chief level; and Third level - positions in the Career Executive Service.
7. Organization and Functions
7.1. Composition
7.1.1. An independent Civil Service Commission composed of a Chairman and two Commissioners appointed by the President for a term of seven years without reappointment.
7.1.2. Commissioner should be a natural born citizen of the Philippines, at least thirty-five years of age at the time of appointment, a holder of a college degree and must not have been a candidate for any elective position in the election immediately preceding his appointment.
7.1.3. Annual salary fixed by law and not to be decreased during continuance in office; prohibition to engage in the practice of any profession or in the management of any business, or be financially interested directly or indirectly in any contract with, or in any franchise or privilege granted by, the Government, or any subdivision, agency or instrumentality thereof, including government-owned or controlled corporations.
7.2. Powers and Functions of the Commission
7.2.1. See P.D. 807, Section 9. Powers and Functions of the Commission.
7.3. Duties and Responsibilities of the Chairman and other members of the commission
7.3.1. See Sec. 10 and 11.
7.4. Offices in the Commission
7.4.1. (1) Office of Recruitment, Examination and Selection, (2) Office of Career and Employee Development, (3) Office of Personnel Planning and Program Evaluation, (4) Office of Personnel Relations, (5) Office of Legal Affairs, and (6) Administrative Service.
7.5. Regional Offices
7.5.1. See Sec. 13
7.6. Authority to reorganize
7.6.1. The Commission is authorized to reorganize the internal structure of the Commission subject to the approval of the President
8. Prohibitions
8.1. Limitation on Appointment
8.1.1. 1. No elective official shall be eligible for appointment to any office or position during his term of office. 2. No candidate who lost in an election shall be eligible for appointment to any office in the government, or in any government-owned or controlled corporation within one year following such election.
8.2. Political Activity
8.2.1. Directly or indirectly in any partisan activity except to vote
8.3. Additional or Double Compensation
8.3.1. Except if consented to by President
8.4. Laborers
8.4.1. Whether skilled, semi-skilled or unskilled, shall not be assigned to perform clerical duties.
8.5. Detail or Reassignment
8.5.1. No detail or reassignment whatever shall be made within three (3) months before any election.
8.6. Nepotism
8.6.1. ALL appointments made in favor of a relative within the third degree either of consanguinity or of affinity.
8.6.1.1. Except: (1) persons employed in a confidential capacity, (2) teachers, (3) physicians, and (4) members of the Armed Forces of the Philippines
8.6.1.2. Not applicable to the case of a member of any family who, after his or her appointment to any position in an office or bureau, contracts marriage with someone in the same office or bureau, in which event the employment or retention therein of both husband and wife may be allowed.