2019

ANNUAL
REPORT
 2019 Annual Report

ABOUT THE COVER

Moving forward or pagsulong in Filipino. This is the theme of the
cover of the Civil Service Commission’s 2019 annual report.

The triangles bearing the colors of the CSC logo seemingly push
forward to reflect the 119-year old institution’s resolve to come up
with significant human resource management and organization
development policies and programs in the public sector, which will
ultimately lead to a citizen-centered and innovate public service
delivery.

The solid colors and lines underscores the relevance of the

Philippine civil service as the backbone of good governance in
the country and its contributions to the attainment of the goals
of Ambisyon Natin 2040.

Writers Ethel T. Montemayor

Photography and Circulation
Jessie N. Panlilio
Erika Jean C. Cabanawan
Marlon L. Nunag
Anne Giselle G. Torres
Lorraine Luna P. Danipog Advisers
Jaymee M. Mata Chairperson Alicia dela Rosa-Bala
Layout/Graphics Commissioner Leopoldo Roberto W. Valderosa Jr.
Melendriz Jane P. Teves Commissioner Aileen Lourdes A. Lizada
Director IV Maria Luisa Salonga-Agamata, Ph.D.
Cover Design/Graphics Director III Ma. Theresa C. Fernandez
Mark Christopher Z. Perolino
2019
ANNUAL
REPORT
 MESSAGE FROM THE CHAIRPERSON

T
he 2019 CSC Annual Report encapsulates the Civil Service
Commission’s thrust for the year in review. These are the
human resource and organization development programs
implemented for the 1.7 million government workers which
are aligned with the goals of the Philippine Development Plan
(PDP) 2017-2022 and Ambisyon Natin 2040. The CSC anchored the
development of its Strategy Map and Evolving Scorecard on the
PDP Strategic Framework, particularly on Pillar 1 or Enhancing the
social fabric (Malasakit) to ensure optimal contributions to national
development.

The first chapter of the 2019 Annual Report focuses on how the
CSC, through initiatives that include the Program to Institutionalize
Merit and Excellence in Human Resource Management, equips
agencies with the needed competencies to build a high-performing
workforce.

The report also features HR policies which promote employee

welfare, productivity, health and wellness, and qualification
standards (QS) for specific positions in government. For instance,
CSC Resolution No. 1901335 revised the guidelines on flexible
working hours to complement the strategies of the government
to ease the traffic congestion in Metro Manila and other highly
urbanized cities in the country. For QS, certain amendments were
made either to the training, experience, and eligibility requirements
for psychologists, administrative aides, and division chiefs.

Another highlight of the report is the CSC’s role in the crafting of the
Implementing Rules and Regulations and effective implementation
of Republic Act No. 11032 or the Ease of Doing Business and
Efficient Government Service Delivery (EODB EGSD) Act of 2018.
CSC embraced its capacity and actively sought for the approval of
provisions that ensure efficient delivery of government services. At
the same time, the Commission continues to observe respect for
due process in the receipt, review, and rendering of decision on
complaints brought before it.

The year 2019 presented opportunities which allowed the

Commission to welcome technology-driven possibilities brought
ALICIA dela ROSA-BALA about by the Fourth Industrial Revolution. CSC looked forward
Chairperson to significant civic engagement with rewarding outcomes,
reviewed and enhanced processes for improved productivity, and
empowered stakeholders for greater participation in the fulfillment
of the Commission’s mandate.

Looking back to the year that was, CSC proudly presents its
accomplishments. The Commission also acknowledges the
contributions and commends all officials and employees for
delivering beyond what was expected.

As the Commission pushes for innovations in the Philippine civil

service system, it commits to persevere and remain steadfast in
meeting the challenges of shifting global HR standards and rising
public expectations.

iii
 MESSAGE FROM THE COMMISSIONER

I
n 2019, we were steadfast in fulfilling the Civil Service
Commission’s mandate while remaining resolute in
upholding pagmamahal sa Diyos at bayan, katapatan,
kahusayan, at malasakit sa kapwa for a people-centered,
clean, and efficient civil service.

We revisited the provisions of the Omnibus Rules on

Appointments and Other Human Resource Actions or
ORAOHRA to ensure that it remains a tool to strengthen
the merit system. The ORAOHRA is a consolidation of rules
pertaining to any HR action in the civil service. All HR actions
such as promotion, transfer, reappointment, reinstatement,
reemployment, reclassification, detail, reassignment,
secondment, and separation should follow ORAOHRA.

Another milestone is the promulgation of the policy which

grants female public servants longer maternity leave regardless
of civil status, length of service, employment status, and
legitimacy of the child in granting the benefit. The expansion
of maternity leave benefits under Republic Act No. 11210 is
a very welcome development in promoting maternal health
needs of female workers. We, in the CSC, believe that female
employees can be more capable of fulfilling their multiple
roles at home and in the workplace if they are given ample
time to rest and recover.

These are only two pro-employee policies put in place as the

CSC fulfills its role as steward of good governance, exemplar
of excellence, a model of integrity in public service.

I extend my congratulations to my CSC family for the

perseverance and hard work in ensuring that we reach the
targets we set out for 2019 despite all that we needed to
overcome.

As 2019 is my final year as a Commissioner, I would like to take

LEOPOLDO ROBERTO W. VALDEROSA Jr. the opportunity to recognize our partners through the years—
Commissioner the agency heads, human resource management officers and
practitioners, learning and development institutions, academe,
media, civil society groups, among other stakeholders who
stood foursquare with us in the implementation of civil service
rules, policies, programs and activities. Your valuable feedback
enabled us to come up with new ways of doing things and to
adopt best practices to spur efficiency in the delivery of our
services.

Mabuhay ang Komisyon sa Serbisyo Sibil!

v
 MESSAGE FROM THE COMMISSIONER

A
yaw na pagpalinya ug mga tao at hindi pinapabalik-
balik kahit kumpleto ang mga dokumento. This
was the marching order of President Rodrigo Roa
Duterte when he signed Republic Act No. 11032 or
the EODB EGSD Act of 2018. To quote the President’s speech
during its ceremonial signing, “The new law would simplify
requirements and streamline procedures to finally spare our
people from the intolerable waiting time and long lines in
government agencies.”

I have made it my personal crusade to instill efficiency in

public service delivery and give the Filipino transacting public
their dignity back. Service delivery audits were made in 2019
through the conduct of spot checks whenever I go or I am
invited in provinces.

These spot checks may be likened to building a structure

one brick at a time. Slow but sure, and in time, I know we
would have the kind of public service that is compassionate,
anticipatory, and efficient. As said by Torben Rick, a change
management guru, “Little victories inspire greater confidence;
creates even more commitment to keep going. When it comes
to change, big victories are the results of lots of little wins.”
Surely, these little wins will eventually lead to tangible results.

A chapter of this year-end report is dedicated to the

Commission’s stakeholders as we fulfill our social responsibility
in recognizing slain government workers through the
Pamanang Lingkod Bayani and building a gender-responsive
government—initiatives I am personally passionate about. In
2019, more than 140 beneficiaries have been awarded under
the Pamana and through the years, majority of recipients are
forest rangers, police and civilian personnel who perished in
rescue efforts.

Looking ahead to 2020, I am confident that with the entire CSC

ATTY. AILEEN LOURDES A. LIZADA collaborating and in synergy, we will not just achieve but even
Commissioner surpass our targets. With the CSC Enterprise Scorecard as our
guide, we will constantly celebrate victories, breakthroughs
and milestones as we strive for good governance and ensure
that the Filipino people get the kind of public service they
deserve.

Mabuhay ang Komisyon sa Serbisyo Sibil at mabuhay ang

serbisyo publiko!

vii
 Messages Part 1: Responsive Part 2: Professionalized
Human Civil Service
Resource
Governance in
the Civil Service

Message from the iii 1: PRIME-HRM: 1 1: Building a 17

Chaiperson Translating Human Professional
Resource Bureaucracy
Message from the v Management
Commissioner Efficiency to Citizen 2: Learning and 25
Satisfaction Development
Message from the vii
Commissioner 2: Toward Improved 4 3: Rewards and 31
Customer Recognition
Management

3: Harnessing 9
Responsible
Public Sector
Unionism

4: Effective Policy 12
Formulation

5: Building an Inclusive 14
Civil Service

viii
 CONTENTS

Part 3: Efficient and Part 4: Toward Part 5: Collaborative Directory

Effective Excellence and Partnerships
Dispensation of Organizational
Administrative Growth
Justice

1: An Effective Civil 45
Service
Commission

2: Enhanced HR and 49
OD Workforce
Compentencies

3: Excellent 53
Operations
Management
Processes

4: Strengthened 54
HR-OD
Knowledge
Management
and ICT

5: Well-Managed 59
Stewardship
of Financial
Resources

6: A High- 61
Performing,
Learning Civil
Service
Commission

ix
 PART 1

RESPONSIVE HUMAN
RESOURCE GOVERNANCE
IN THE CIVIL SERVICE

1: PRIME-HRM: Translating human resource

management efficiency to citizen
satisfaction

T
he Program to Institutionalize Meritocracy and maturity level. In 2019, a total of 178 agencies were
Excellence in Human Resource Management subjected to onsite validation, while 232 agency self-
or PRIME-HRM remains as the Civil Service assessments were validated by the CSC Field Offices.
Commision’s foremost HR initiative to drive
agencies to aim for higher HR maturity levels Also, as of December 2019, 181 assisted agencies were
and meet global HR standards. The program examines an recognized for reaching the PRIME-HRM Maturity Level
agency’s capability to carry out its core HR systems in line 2 or Process-defined HR system, versus the target of 89
with the Philippine government’s shift from transactional agencies. These 181 agencies were able to meet Maturity
to strategic HR. The four core HR systems identified Level 2 in one or more core HR processes. The CSC also
are recruitment, selection, and placement; learning and aimed to have 129 agencies meeting Maturity Level 2
development; performance management; and rewards indicators in all core HR systems, to qualify for the Bronze
and recognition. Award. As of December 2019, a total of 161 agencies
were recommended for the PRIME-HRM Bronze Award.
Based on the assessment, agencies are then classified into
four PRIME-HRM maturity levels—transactional, process- The CSC gave the first PRIME-HRM Gold Level Award to
defined, integrated, and strategic—corresponding to and the Bangko Sentral ng Pilipinas (BSP) in 2019. Findings
describing an agency’s level of HR maturity. The goal is of validation processes on BSP show that its HR
for all agencies to reach Maturity level 4 or Strategic HR. programs and policy development and implementation
met PRIME-HRM Maturity Level 4 standards, resulting
Every year, the CSC sets goals in terms of assessing, to an empowering and facilitative HR management in the
assisting, and awarding agencies based on their HR organization.

1
Bangko Sentral ng Pilipinas strikes gold in HR

W
hen the CSC led the transformation journey from What was/were BSP’s key motivation in improving its HR systems/
transactional to strategic HR, it had to make sure that processes in line with the PRIME-HRM?
all government agencies were onboard. What followed The BSP is keen on maintaining its reputation as an Employer of
was a period of challenging but collaborative partnership Choice and top government agency in various aspects, including
between CSC and agencies as both worked toward meeting human resource management vis-à-vis Employee Engagement
PRIME-HRM Maturity Level indicators. Every year, the CSC recognizes which has been consistently rated high by BSP employees. The BSP
agencies that have met higher maturity levels. This is to promote has long been considering human capital as its greatest asset. It was
good HR practices and inspire other agencies to do the same. coincidental too that during the establishment of PRIME-HRM in 2012,
BSP articulated in its 2012-2017 Strategy Map the role of HR under
In 2019, one agency stood out for being the first PRIME-HRM Gold the theme of Organizational Readiness—making HR more strategic
Level awardee. This meant the agency met PRIME-HRM Maturity rather than support-oriented. Coming from Level 2 (Process-defined)
Level 4 or Strategic HRM in all four core HR systems. in 2013, the BSP also saw the need to level up to at least reach
Maturity Level 3 (Integrated) so it embarked on efforts, primarily the
Bangko Sentral ng Pilipinas (BSP) stands as an epitome of strong adoption of an integrated HR information system (iHRIS), leading to
commitment to HR transformation as it was conferred the PRIME-HRM HR digitalization and analytics—an indicator under Level 4: Strategic.
Bronze Award (Level 2) in 2017 and the first ever Gold Award (Level
4) and Seal of HR Excellence in 2019. What does Gold level look like
in terms of HR systems?

For its recruitment, selection, and placement process, BSP uses

e-recruitment, manpower forecasting, and close partnerships with
departments on crafting annual HR plans to promote filling up of
critical positions and improving the efficiency and rate of filling up
vacant positions.

For its performance management process, BSP has competency-

based and organizational strategy-based individual performance
contracting, coaching, and evaluation or appraisal.

For its learning and development systems, BSP has foundational

programs for onboarding; values formation; enforcement of
targeted capacity building programs for every occupational
grouping addressing the core, common, technical-functional,
and managerial and leadership competencies; implementation
of blended learning, local and foreign workplace development
interventions, global certification and scholarship programs, and in-
house world-class training facilities.

For its rewards and recognition systems, BSP implements performance-

based incentivizing, continued evaluation of jobs vis-à-vis principles
of internal equity and external competitiveness, adops Total Rewards
(monetary and non-monetary) system, comprehensive health-
related privileges and variety of wellness facilities and programs, and
regular formal and informal recognition rites and avenues.

To inspire other government agencies, BSP through Ms. Arlene

Ebron, Officer-in-Charge of their Human Resource Management
Department, shares the organization’s journey toward achieving
PRIME-HRM’s coveted awards.

When did BSP embark on its journey toward achieving PRIME-HRM

Awards?
Even prior to the PRIME-HRM, CSC had recognized in 1991 that
the BSP’s HR systems were already defined. When the PRIME-
HRM was established in 2012, the BSP had also been subjected to
CSC and BSP officials smile for the camera after the conferment of PRIME-HRM
accreditation. Thus, years later, the BSP’s HR was recognized to have
L. Regalado III, BSP Human Resource Management Department Officer-in-Charg
achieved Process-defined status—PRIME-HRM Maturity Level 2. Lim, CSC Chairperson Alicia dela Rosa-Bala, BSP Governor Benjamin E. Diokno, C
of the Governor Chief of Staff and Managing Director Amenah F. Pangandaman,

2
 Part 1: Responsive Human Resource Governance in the Civil Service

What were the challenges faced by BSP’s HR leaders in implementing from best practices in the private and public sectors even from
these changes? How did you overcome these? counterpart central banks, and from local and international studies
The transformation of BSP’s HR entailed reorganizations, new systems and reports. We are looking into harmonizing more our corporate
in place, new leadership incumbents, new skill sets, and new brand with our employer brand, exploring social media platforms
directions. But BSP’s HR leaders consistently communicated down the to optimize talent acquisition, partnering with academic institutions
line with rhyme and reason. The Management’s support was a major for scholarship grants as part of recruitment, and streamlining our
help in the implementation. HR also found significant assistance from processes to improve even further our efficiency fill rate. We are also
the administrative officers of the different units of BSP to help in the reviewing our Performance Management System to make it even
transition stages. HR also announced open communication lines much simpler and practicable, and more cultivating of a coaching
and reached out even as far as the regional offices and branches culture.
from Luzon to Mindanao to cultivate readiness and commitment to
change. Do you have any message for other government agencies vying for
a PRIME-HRM Award?
What are your current plans in continuously improving your HR We have learned so much from the process and it united our people
practices? even more, so we wish you a fruitful journey in your quest for progress
The BSP HR continuously audits its policies and programs based on data toward sustained HR service excellence. Our humble doors are also
gathered from the employees in consultation with the Management, open for knowledge-sharing and mutual learning and cooperation. •

M Gold Award to BSP. In photo (from left to right) CSC Human Resource Policies and Standards Office Director IV Rodolfo B. Encajonado, BSP Institute Director Iñigo
ge Arlene N. Ebron, Human Resource Sub-sector Acting Managing Director Jayzle D. Ravelo, Currency Production Sub-sector Acting Managing Director Mary Anne P.
CSC Executive Director Arthur Luis Florentin, Health and Wellness Department Senior Director Susan Y. Sison, CSC NCR Director IV Judith Dongallo Chicano, Office
, Data Management and Analytics Group Acting Deputy Director Angeline B. Narvaez, and BSPI Acting Bank Officer V John Raymund S. Almeda.

3
Part 1: Responsive Human Resource Governance in the Civil Service

2: toward improved customer management

S
erbisyo publikong mabilis, walang pila, at presents challenges and opportunities for state workers
walang korapsyon. This was the marching to better serve the people through the implementation
order of President Rodrigo Roa Duterte when of purposive and integrated HR management and
he signed Republic Act No. 11032 or the Ease development programs that improve public sector
of Doing Business and Efficient Government capacity and competence.
Service Delivery (EODB-EGSD) Act of 2018. The new law
would simplify requirements and streamline procedures
to finally spare the Filipino people from intolerable waiting Republic Act No. 11032 Implementing Rules
time and long lines in government agencies. and Regulations
As the lead agency in the implementation of ARTA, the (CSC) Chairperson Alicia dela Rosa-Bala, Department of
Civil Service Commission welcomed the passage of R.A Trade and Industry (DTI) Secretary Ramon M. Lopez, and
No. 11032, especially since the expansion of the ARTA law Anti-Red Tape Authority (ARTA) Director General Jeremiah
runs parallel to its effort in providing citizens with quicker, Belgica signed the Implementing Rules and Regulations
efficient, and more responsive service. The new law (IRR) of R.A. No 11032 in 17 July 2019.

(Seated from L-R) Anti-Red Tape Authority Director General Jeremiah Belgica, CSC Chairperson Alicia dela Rosa-Bala, and Department of Trade and
Industry Secretary Ramon M. Lopez during the ceremonial signing of the implementing rules of Republic Act No. 11032 or the EODB-EGSD Act
of 2018. Joining them were the principal sponsors of the law, Representative Bernadette Herrera Dy (standing, 3rd from left) Senator Juan Miguel
Zubiri (standing, 4th from left).

4
The IRR aims to fastrack reforms in government invitations, CSC has also made the rounds of government
transactions and processes by mandating agencies to agencies nationwide to discuss the salient points of R.A.
set evidence-based public service standard guidelines No. 11032 to their officials and frontline and technical
as well as ensure that regulatory reforms translate into staff. For 2019, a total of 19 requests for the conduct
concrete action beneficial to the people transacting with of information dissemination as provided under the
the government. Transitory Provision of R.A. No. 11032 were acted upon
by the CSC’s Public Assistance and Information Office.
Among the salient provisions of the law and the IRR is Feedback generated from the information dissemination
the prescription of the “3-7-20 day” rule. All government sessions yielded positive comments with 98.12% of the
offices and agencies in the Executive Department participants giving a very satisfactory rating.
including local government units, as well as government-
owned and controlled corporations (GOCCs) and other A one-page infographic was developed for CSC Central
government instrumentalities, have to abide by the rules and Regional Offices; significant provisions of the
on the processing of transactions: simple transactions are law were discussed in the 2nd quarter issue of the CS
to be done within three days; complex transactions are Reporter which was distributed to all heads of offices.
given seven days to be completed; and highly technical
transactions, a maximum of 20 days. The Contact Center ng Bayan as primary
Section 27 of R.A. No. 11032 mandates that, “The
feedback facility
R.A. No. 11032 institutionalized the setting of the Contact
Authority, in coordination with CSC and the Ease of Doing Center ng Bayan (CCB) as the law prescribed that CSC’s
Business Advisory Council, shall conduct an information feedback facility be included in the Citizen’s Charter and be
dissemination campaign in all NGAs and LGUs to inform the complaints mechanism for every government agency.
them of this Act amending Republic Act No. 9485 Through the law, CCB’s role in promoting accountability
otherwise known as the Anti-Red Tape Act of 2007.” among government agencies was strengthened. In 2019,
CCB continually provided citizens with tools to give
feedback on government frontline services through short
Since the law’s effectivity on 17 June 2018, R.A. messaging service (SMS) 09088816565, hotline 1-6565,
No. 11032 has been a regular topic in the subsequent email address [email protected], and
conduct of annual symposium of Human Resource CCB website www.contactcenterngbayan.gov.ph.
Practitioners organized by the CSC. In response to

5
Part 1: Responsive Human Resource Governance in the Civil Service

6
Part 1: Responsive Human Resource Governance in the Civil Service

The CCB also ensured that transactions were

resolved as quickly as possible. Resolution
rate of concerns was at 98.91% by end of
FY 2019. While CCB requests for assistance
Most Received Complaints
was high on the list, the facility also received
commendations or words of appreciation
from clients with 833 or 5.81% of the ticketed
transactions commending CCB’s services.

The CSC also checked the pulse of the

transacting public on the quality of the services
it delivers. Out of the 95,062 transactions, 580 slow process
or 0.61% were CSC-related reports received
thrrough different channels of the CCB and
endorsed by the 8888 Citizens’ Complaint
Hotline. These reports were referred to
concerned CSC offices for appropriate action.
CSC posted a 98.01% resolution rate.

Violation of the Discourtesy

Support to Hotline 8888
Feedback and complaints on CSC services
No Noon Break
received through Hotine 8888 were all resolved. Policy
It may be recalled that the Office of the
President issued Executive Order No. 6, series
of 2016 entitled “Institutionalizing the 8888
Citizens’ Complaint Hotline and Establishing
the 8888 Citizens’ Complaints Center” which
provides the citizens a mechanism to report
complaints and grievances on acts of red tape
and corruption of any instrumentality in the
government.

8
 Part 1: Responsive Human Resource Governance in the Civil Service

3: Harnessing responsible
Public Sector Unionism

T
he Civil Service Commission (CSC) assumes Accredited employees’ organizations enter into a collective
a critical role in promoting responsible public negotiation agreement (CNA) with management. The
sector unionism (PSU) which covers employee’s CNA is a contract negotiated between an accredited
right to form, join, or assist unions, organizations, employees’ organization and management on the terms
or associations for purposes of collective and conditions of employment including improvements
negotiation and for mutual aid and protection; to engage that are not fixed by law.
in peaceful concerted activities; and to participate in policy
and decision-making processes affecting their rights and
benefits.

Among the rights enshrined in the Philippine Constitution

is the right of state workers to organize. A registered
employees’ organization is vested with legal personality
on the date of the issuance of its certificate of registration
while accreditation determines the sole and exclusive
collective negotiating agent of the agency.

Section 8, Article III-Bill of Rights “The right of the people, including those employed in the public and
private sectors to form unions, associations or societies for purposes
not contrary to law shall not be abridged.”

Section 2 (5), Article IX-B – “The right to self-organization shall not be denied to government
Constitutional Commission employees.”

Section 3 (paragraph 2), Article XIII “It shall guarantee the right of all workers to self-organization,
– Social Justice and Human Rights collective bargaining and negotiations, and peaceful concerted
activities including the right to strike in accordance with law. They
shall be entitled to security of tenure, humane conditions of work,
and a living wage. They shall also participate in policy and decision
–making processes affecting their rights and benefits as may be
provided by law.”

Section 28 [C], Republic Act No. 2260 “Civil service employees may belong to any labor organization which
does not impose the obligation to strike or to join strike.”

Executive Order 180 Dated “Provides guidelines for the exercise of the right to self-organization
1 June 1987 by government employees.”

9
 AT A GLANCE:
THE NATIONAL MENTAL HEALTH PROGRAM IN THE PUBLIC SECTOR

Mental Health Programs

P Psychological assessment P Referral system

P Information-education on Mental Health P Review of working conditions

P Mental Health Wellness

Strategies

Review of
working
conditions

Assessment of workload balance/

accomplishment and review of
job description Production of IEC materials
Conduct of regular psychological Information- on mental health; Conduct
Psychological
assessment from recruitment and education on of seminars; and Capacity
assessment
throughout the career of an employee Mental Health building of MH providers

Conduct of regular stress management

Referral
activities; Team-building activities; Mental Health Partnerships with health
Wellness system institutions, DOH, NGOs
Mentoring Program; and Development
of Peer Counseling

Protocols
discriminatory

An employee at risk shall not be discriminated in any form.

Non-

Any employee at risk or identified to have a mental health condition shall not be discriminated in terms of hiring, promotion, and
termination. They shall not be discriminated nor prevented to receive benefits as government employees because of their condition.
to Work
Return

Employees identified to have mental condition and have undergone treatment and rehabilitation shall not be prevented from returning to
work provided an accredited physician certifies that he/she is fit to work.
Confidentiality

All information and medical records, including those submitted during the recruitment process shall be protected and treated with
confidentiality, as provided with rules, laws, and the Data Privacy Act.

Employees at risk or identified with mental condition shall not be deprived of the opportunity to work, participate in policy making and program
Rights-

implementation relating to mental health.

Based

Employees at risk or identified with mental health shall not be prevented to exercise inherent civil, political, economic , social, religion, and cultural rights.
Employees at risk or identified with mental health shall have access to affordable evidence-based treatment and medical services and participate in
mental health advocacy, policy planning, legislation, service provision, monitoring, research, and evaluation.
11
Source: Human Resource Relations Office
Part 1: Responsive Human Resource Governance in the Civil Service

4: Effective Policy Formulation

A
mong the Civil Service Commission’s primary Qualification Standard Amendments
functions is to “prescribe, amend and enforce
rules and regulations for carrying into effect The CSC continues to strengthen and uphold the merit
the provisions of the Civil Service Law and system by refining rules on qualification standards (QS),
other pertinent laws; promulgate policies, ultimately ensuring that the country’s civil servants have
standards, and guidelines for the Civil Service.” In 2019, adequate capacity to perform the responsibilities of
CSC reviewed existing policies and crafted new ones to their position. From the 3,900 QS which have been in
address concerns in public sector administration. use for the past decades, the Commission has, in 2019,
supplemented the roster with revised set requirements
in eligibility, experience, training, and education for
Settlement of cash advances psychologists, administrative aides, dental hygienist,
public employment service officers, and division chiefs,
CSC Resolution No. 1900929 on the Revised Guidelines among others.
on the Settlement of Cash Advances presented new
protocols on the settlement or liquidation of cash
advances, setting varying penalties based on the nature Mandatory drug testing
of offense and existing circumstances. It provides that
an Accountable Officer who, after formal demand by The policy on mandatory random drug testing in the civil
the Resident Commission on Audit (COA) Auditor, fully service was also amended in 2019 to specify exemptions.
liquidates, settles, or pays the CA within the period The Guidelines in the Mandatory Random Drug Test for
stated in the demand letter, with a valid justification and Public Officials and Employees and for Other Purposes,
no aggravating circumstances present, shall be absolved issued via CSC Resolution No. 1700653 which took effect
of any administrative liability. If no valid justification is on 18 April 2017, provides that any public official or
presented, the Accountable Officer shall be liable for employee found positive for drug use at the first instance
Simple Neglect of Duty with the penalty of suspension shall be required to undergo a mandatory rehabilitation
from the government service for one month and one or counseling program depending on the severity of drug
day. If, aside from having no valid justification, there are use. Those who refuse to undergo such or fail to complete
aggravating circumstances present and no mitigating the rehabilitation program shall be formally charged with
circumstances that can offset the former, the penalty of the administrative offense of Grave Misconduct.
three months shall be imposed.
Meanwhile, the Dangerous Drugs Board (DDB) issued
DDB Regulation No. 13, s. 2018 on 30 August 2018,
Amendments to the Omnibus Rules on which provides that public officials and employees found
positive for drug use at first instance shall be subjected to
Appointments and Other HR Actions disciplinary/administrative proceedings with a penalty of
dismissal from the service.
CSC Resolution No. 1900898 dated 6 August 2019
amended the rules issued in 2017 which provides that,
To ensure proper implementation, CSC Resolution No.
“Agencies shall not fill up vacancies resulting from
1700653 remains as the general policy on the conduct
promotion until the promotional appointments have been
of mandatory random drug testing for public officials and
approved/validated by the CSC, except in meritorious
employees, while DDB Resolution No. 13, s. 2018 shall
cases, as may be authorized by the Commission.”
only be adopted by government agencies which were
exempted from the coverage of CSC Resolution No.
The amended rules now require agencies, except those
1700653.
conferred with PRIME-HRM Bronze/Silver/Gold Award
not to fill up vacancies resulting from promotion until
Officers and members of the military, police, and other law
the promotional appointments have been approved or
enforcement agencies are exempted from CSC’s policy
validated by the CSC; it is the CSC which grants exemption
and shall be subjected to DDB Regulation No. 13, s. 2018.
to agencies based on meritorious cases.

12
Female public servants to
enjoy longer maternity leave Elective officials and presidential
appointees are also exempted from
CSC’s policy on mandatory random

F
drug testing.
emale public servants who gave birth from 11 March 2019 onwards can now
enjoy the 105-day expanded maternity leave with full pay, or the 60-day Law enforcement agencies, with
maternity leave with full pay in case of miscarriage or emergency termination respect to their non-uniformed
of pregnancy. personnel, and other government
agencies mandated by law to lead
The CSC, together with the Department of Labor and Employment and Social Security in the implementation of the anti-
System, issued the Implementing Rules and Regulations (IRR) of Republic Act No. drug campaign and programs of
11210 or the Expanded Maternity Leave Law on 1 May 2019. The IRR defines the rules the government may file a petition
for availing of the expanded maternity leave. with the CSC for exemption from
the provisions of CSC Resolution
R.A. No. 11210 grants 105 days of paid maternity leave for live childbirth, regardless No. 1700653 and to adopt DDB
of the mode of delivery, and an additional 15 days if the female worker qualifies as a Regulation No. 13, s. 2018.
solo parent under Republic Act No. 8972 or the Solo Parents’ Welfare Act of 2000; and
60 days of paid leave in case of miscarriage or emergency termination of pregnancy.
It applies in all instances of pregnancy, miscarriage, or emergency termination of
pregnancy regardless of frequency. Flexible working hours
CSC Resolution No. 1901335
The law does not distinguish civil status, length of service, employment status, and
revised the guidelines on flexible
legitimacy of the child in granting the benefit.
working hours to complement the
Maternity leave under R.A. No. 11210 shall be availed of in a continuous and strategies of the government to
uninterrupted manner. Hence, the previous rule giving the female workers an option ease the traffic congestion in Metro
to return to work earlier than the prescribed period has been superseded. Manila and other highly urbanized
cities in the country.

The policy authorizes agency heads

to approve working hours provided
that officials and employees shall
not render less than 40 hours a
week for five days, exclusive of
time for lunch; that core hours will
not start earlier than 7:00 in the
morning and end not later than 7:00
in the evening; and in the exigency
of the service, working hours may
be altered to include Saturdays
and Sundays. Agencies must
ensure that the public is assured of
continuous services from 8:00 a.m.
to 5:00 p.m. and uninterrupted
public service delivery even during
lunch break in the implementation
of flexible working hours.

source: https://piacayetano.ph/expanded-maternity-leave-puts-ph-at-par-with-asean-ilo-standards/

13
Part 1: Responsive Human Resource Governance in the Civil Service

5: Building an inclusive civil service

T
he Civil Service Commission (CSC) in 2019 The policy details the rules to ensure a safe and
continued to promote gender equality and social inclusive work environment at the CSC by preventing
inclusion in the bureaucracy. As the central discimination and harassment in any of the processes
HR institution of the Philippine Government, and procedures related to the four HRM areas. It aims to
the CSC commits to mold a bureaucracy that give equal opportunity to all employees including those
respects the rights of and encourages greater societal in the specialized or vulnerable group of individuals such
participation of individuals with special needs. as, but not limited to, pregnant women, solo parents,
senior citizens, persons with disabilities, indigenous
people, people with different religious affiliations and
Transition to GEDSI denominations, and people from any sexual orientation
and gender identity and expression.
In a bid to expand its focus beyond gender-based issues,
the CSC began to introduce Gender Equality, Disability,
and Social Inclusion (GEDSI) concepts and principles
among its workforce.
Gender-sensitive policies and programs
The CSC worked closely with the Department of Labor and
The first training on GEDSI was conducted in March Employment and Social Security System for the crafting
2019 to build a common understanding on Gender and of the implementing rules and regulations of Republic Act
Development (GAD) and Equal Opportunity Principle (EOP) No. 11210 (Expanded Maternity Leave Law). Said IRR was
among CSC officials and employees. Participants learned jointly issued by the three agencies on 1 May 2019. (see
the current GEDSI mainstreaming tools for application in related story on page 13)
Commission policies, programs, and activities.
As part of continuing GAD-related initiatives, the
As a follow-up, the “GEDSI in HR” Forum was held on 30 Commission began the process of reviewing the
August 2019. Former Department of Social Welfare and Enhancement of Official Dress Code Policy with the
Development (DSWD) Secretary Judy Taguiwalo discussed assistance of the Rainbow Rights Movement, and of
the basic concepts of GEDSI and how government revising the Personal Data Sheet to ensure gender
agencies can translate them into programs and policies perspectives are incorporated therein. Progress in GAD
especially in the context of HR systems. The UP Gender mainstreaming can also be seen in the internal audit
Office provided a fact-based theatrical performance reports of the 16 CSC Regional Offices, as well as the
showcasing gender issues in the bureaucracy. Inventory of Government Human Resouces (IGHR), both
of which ensure that gender-based data are available at
As a result of the discussions on GEDSI, the CSC the regional level.
promulgated Resolution No. 1901506 dated 9 December
2019 (circularized via Office Memorandum No. 49, s. The CSC continued to monitor administrative cases on
2019 dated 12 December 2019), or the Internal Guidelines sexual harassment. In 2019, the CSC received five cases,
in the Implementation of the Equal Opportunity Principle leading to one resolved case in favor of the complainant.
in the Four Areas of Human Resource Management Since 1994, the CSC has recorded a total of 185 sexual
in the Civil Service Commission. The four areas are harassment cases, 131 of which have been resolved.
Recruitment, Selection, and Placement; Learning and
Development; Performance Management; and Rewards
and Recognition.

14
 Part 1: Responsive Human Resource Governance in the Civil Service

Statistical Report on Sexual Harassment

(Resolved Cases)

Decision in Favor of Complainant/Victim Respondent

Respondent Year Complainant Year Male Female Both Male Year Female
4 1994 6 1994 10 10 1994
4 1995 3 1995 1 6 7 1995
2 1996* 7 1996* 2 7 9 1996*
2 1997 3 1997 5 5 1997
0 1998 8 1998 1 7 8 1998
2 1999 3 1999 5 5 1999
0 2000 6 2000 6 6 2000
0 2001 0 2001 2001
1 2002 1 2002 2 2 2002
1 2003 5 2003 2 4 6 2003
1 2004 4 2004 5 5 2004
4 2005 5 2005 9 9 2005
1 2006 5 2006 4 6 2006
0 2007 4 2007 4 4 2007
2 2008 5 2008 1 6 7 2008
4 2009 3 2009 7 7 2009
3 2010 2 2010 5 5 2010
1 2011 1 2011 2 2 2011
3 2012 0 2012 2 1 3 2012
1 2013 2 2013 3 3 2013
0 2014 7 2014 1 6 7 2014
0 2015 4 2015 4 4 2015
0 2016 3 2016 2 1 3 2016
2017 4 2017 1 3 4 2017
2 2018 1 2018 1 2 2 2018 1
2019 1 2019 1 1 2019
38 Total 93 Total 14 116 1 130 Total 1

*1 case resolved by Office of the Ombudsman

Source: Office for Legal Affairs

15
Offices in the CSC present their commitment to fight all forms of discrimination and injustice and to maintain a socially-inclusive public institution.

Active participation Advocacy and promotion

CSC’s commitment to GAD was evident in its engagement The CSC Human Resource Knowledge Center, located
in GAD-related activities. Key officials, GAD Focal Point at the Central Office, has served as repository of GAD-
System (GFPS) members, and staff members participated related materials for use by researchers. The CSC has
in various advocacy initiatives, such as representing the also promoted gender-sensitive language in all official
CSC in bodies like the Inter-Agency Council on Violence communications. A chapter on gender-sensitive language
against Women and their Children (IACVAWC) and was included in the CSC Stylebook 2nd edition distributed
Regional Development Councils in the regions. to CSC offices in January 2019.

Moreover, CSC Regional Offices continued to facilitate CSC Regional Offices participated in various GAD-related
the Gender Sensitivity Seminar (GSS) and other GAD- activities including Women’s Month in March, LGBT Pride
related trainings and workshops in various government Month in June, 18-Day Campaign to End Violence Against
agencies to increase awareness on related policies. Women from 25 November to 12 December, consultative
meetings and planning sessions of CSC GADvocates,
The Commission also took part in the Second Meeting and capacity-building activities of the CSC GAD Technical
of the Task Force on Gender Mainstreaming into Labor & Working Group.
Employment Policies to Promote Decent Work for All held
September 2019 in Da Nang City, Vietnam, as well as the GAD-related topics were also a staple in various
Asia-Pacific Ministerial Conference on Beijing+25 held in information channels maintained by the CSC, including
November 2019 in Bangkok, Thailand. regular publications, billboards, traditional media, and
social media.

16
 PART 2

PROFESSIONALIZED
CIVIL SERVICE

1: Building a Professional Bureaucracy

T
he Civil Service Commission (CSC) continued to preserve meritocracy in the civil service through the
administration of civil service examinations, conferment of eligibilities, and attestation of appointments.

Exam administration
In 2019, the CSC administered eight Pen and Paper Tests that led to the conferment of civil service eligibility,
including two regular schedules of Career Service Examination (CSE) Professional and Subprofessional levels which
posted the highest number of examinees.

17
Part 2: Professionalized Civil Service and Cooperation in the Workplace

CSE for Foreign Service

27 January
Officer (CSE-FSO)

17 March,
CSE Professional
4 August

All in all, these tests resulted in the conferment of

appropriate eligibility to a total of 58,961 passers. They
17 March,
CSE Subprofessional have been included in the roster of eligibles qualified for
4 August entrance in government service, provided they meet the
other qualifications of the position such as education,
training, experience, and competency requirements.

Basic Competency on
23 JUNE,
Local Treasury
13 OCTOBER
ExaminaTION (BCLTE)

Number of New Eligibles

(Pen and Paper Test)
Stenographer 3

BCLTE 1,204

CSE Subprofessional 7,163

CSE Professional 50,514

CSE-FSO 77

18
 Part 2: Professionalized Civil Service and Cooperation in the Workplace

Moreover, the Commission administered seven other

examinations that do not lead to the conferment of eligibility,
Number of New Eligibles but measure readiness and specific competencies. These
are the Pre-Employment Test, Promotional Test, Ethics-
(COMEX) Oriented Personality Test (EOPT), and the Intermediate
Competency on Local Treasury Eligibility (ICLTE).
CSE Subprofessional 57
CSE Professional 201
*includes result of CSE-PPT Professional conducted on 29 January in lieu of COMEX which
was cancelled due to a technical glitch

Pre-Employment Test 23 June,

13 October

23 June,
Promotional Test
13 October

Ninety-one (91) Computerized Examinations (COMEX) for

CSE Professional level were conducted by CSC Regional
Offices (RO) II, IV, VI, VII, VIII, XI, and Caraga for 1,249
examinees. On the other hand, 14 COMEX schedules for Ethics-Oriented 23 June,
CSE Subprofessional were conducted by CSC ROs II, IV, Personality Test 13 October
VII, VIII, and XI for 160 examinees. COMEX yielded a total
of 258 new eligibles.

Intermediate Competency
on Local Treasury 13 October
Examination (ICLTE)

19
Part 2: Professionalized Civil Service and Cooperation in the Workplace

How does one civil service examination differ from another?

Career Service Examination - Professional and Subprofessional Levels
 These are general ability tests designed to measure an individual’s preparedness to enter government
service. Passing the test would result in the conferment of either Professional or Subprofessional eligibility
that is needed, among others, for permanent appointment to corresponding career service positions in the
government except those that involve the practice of profession or are covered by special laws.

Career Service Examination for Foreign Service Officer (CSE-FSO)

 Conducted in collaboration with the Department of Foreign Affairs (DFA), the CSE-FSO serves both as
a qualifying test and an eligibility examination. As a qualifying test, it forms the first part of the five-part
Foreign Service Officer Examination (FSOE). Thus, passing the CSE-FSO is a requisite to be able to proceed
to the succeeding parts of the FSOE, which are the Preliminary Interview, Written Test, Psychological Test,
and Oral Test, all administered by the DFA. The FSOE is being done to recruit candidates for the Foreign
Service Officer, Class IV position.

As an eligibility examination, passers of the CSE-FSO shall simultaneously be conferred the Career FSO
Eligibility. This eligibility is appropriate to first level (clerical) and second level (technical) positions in the
government that do not involve practice of profession and are not covered by Bar, board and other laws.

Basic Competency on Local Treasury Examination (BCLTE)

 The BCLTE is part of the Standardized Examination and Assessment for Local Treasury Service (SEAL)
Program of the Department of Finance (DOF). The civil service eligibility resulting from passing the BCLTE
shall be called Local Treasurer Eligibility, a second level eligibility only appropriate for appointment to Local
Treasurer and Assistant Local Treasurer positions, and to positions under the Financial Services that do not
require practice of profession and are not covered by Bar/Board or special laws.

Intermediate Competency on Local Treasury Examination (ICLTE)

 The ICLTE is also part of the SEAL Program. It forms part of the assessment of the DOF in the selection,
appointment, designation, and promotion to higher positions in the local treasury service that do not
require practice of profession and are not covered by Bar/Board and special laws. An applicant must be a
holder of the Local Treasurer Eligibility and must possess a bachelor’s degree on the date/time of filing of
application.

Pre-employment Test, Promotional Test, and Ethics-Oriented Personality Test

 These tests are adopted by government agencies as part of their screening process on recruitment,
placement, and promotion. The Pre-Employment Test serves as a mechanism to filter applicants; the
Promotional Test allows objective evaluation of applicants’ readiness and competencies for promotion
purposes; and the EOPT determines behavioral tendencies and personality profile of applicants.

20
 Part 2: Professionalized Civil Service and Cooperation in the Workplace

Since October 2017, the CSC has been implementing

guidelines to effectively accommodate individuals with
special needs who wish to take the CSE-PPT, as part of
measures to promote equal employment opportunity in
government. This initiative has encouraged persons with
disabilities (PWDs) and pregnant women to take their
chance in obtaining civil service eligibility.

In 2019, a total of 2,143 PWDs and 2,721 pregnant women

registered to take the CSE-PPT.

Grant of special eligibilities

Apart from passing civil service examinations, individuals
may obtain eligibilities on the basis of special laws and
relevant CSC issuances. A total of 20,033 individuals were
granted these special eligibilities, with the most availed
of types being the Honor Graduate Eligibility, Barangay
Official Eligibility, and Skills Eligibility - Category II.

The number of individuals conferred special eligibilities in

2019 are broken down as follows:
Absorption rate of eligibles
One of the ways for the CSC to measure the outcome
of its exam administration mandate is to monitor the
number of eligibles absorbed in the government using
Number of SPECIAL their Certificate of Eligibility for the first time.
Eligibilities Granted In 2019, there were 16,093 individuals appointed to
various government positions who were able to use their
eligibility for the first time. This was 25.25% higher than
0 0 the accomplishment of 12,849 appointees registered in
veteran preference foreign school honor the previous year. Most of the eligibles absorbed in the
rating eligibility graduate eligibility
civil service came from NCR, Region III, and Region IV.

31 29
barangay nutrition scientific & technological
scholar eligibility specialist eligibility

75 99
barangay health electronic data processing
worker eligibility specialist eligibility

167 2,077
sanggunian member skills eligibility -
eligibility category ii

4,204 13,351
barangay official honor graduate
eligibility eligibility

21
Part 2: Professionalized Civil Service and Cooperation in the Workplace

The number of eligibles absorbed in the government using their Certificate of Eligibility for the first time is detailed per
region in the graph below:

Number of Appointees Using their

Eligibility for the First Time

Region I 691

Region II 529

Region III 1,321

Region IV 1,608

Region V 495

Region VI 995

Region VII 671

Region VIII 587

Region IX 262

Region X 753

Region XI 772

Region XII 545

CARAGA 620

CAR 382

NCR 5,736

ARMM 126
500
0

1,000
1,500
2,000
2,500
3,000
3,500
4,000
4,500
5,000
5,500
6,000

Number of appointees using their eligibility for the first time

Source: CSC Examination, Recruitment and Placement Office

22
 Part 2: Professionalized Civil Service and Cooperation in the Workplace

Appointments Processing Appointments processing is no easy task as it requires

verification of the appointee’s credentials vis-à-vis the
As the central human resource agency of the Philippine qualification standards of the position. On the average,
government, one of the core mandates of the Commission each CSC Regional Office had a running appointments
is to take action on appointments. While the issuance of inventory of 50,115 appointments in 2019.
appointment is delegated upon the appointing authority of
a government agency, the CSC evaluates the appointment From January to December 2019, the CSC had a total
and has the power to approve or disapprove it based on inventory of 801,841 appointments, around 12% (99,371)
compliance or non-compliance with relevant civil service of which have been pending from previous years. In
rules and regulations. the same year, it acted upon 738,288 appointments or
92.07% of this inventory; the target was at 50%, leading
to a variance of 42.07%. Notably, 99.999% of the pending
appointments from previous years have been acted upon.

Number/Percentage of Appointments Acted Upon

Region %

41,007 I 95.31 39,084

30,548 II 96.27 29,408

84,027 III 90.78 76,277

99,894 IV 96.29 96,186

30,454 V 92.04 28,029

47,660 VI 81.69 38,933

59,573 VII 84.93 50,597

33,849 VIII 96.95 32,817

21,502 IX 94.94 20,415

31,833 X 98.63 31,397

28,504 XI 99.06 28,237

23,034 XII 98.17 22,612

24,792 CARAGA 88.78 22,011

17,677 CAR 95.59 16,897

217,851 NCR 90.11 196,298

9,636 ARMM 94.33 9,090

250,000

200,000

150,000

100,000

50,000

50,000

100,000

150,000

200,000

250,000

Total number of appointments processed/acted upon Number of appointments received in 2019

23
Part 2: Professionalized Civil Service and Cooperation in the Workplace

Mayor Rex Gatchalian

shares with the audience his
experience of championing
innovation at the Valenzuala
City Government’s frontline
services.

International expert KC Lee introduces

HR leaders to the disruptive world of
technology and globalization, dubbed the
Fouth Industrial Revolution or FIRe.

Emovation, Inc. Head Ruby Mañalac (rightmost) initiates audience

participation during her talk on emotional intelligence and its value in
leadership today.

ARTA Director General Jeremiah Belgica

emphasizes the need for disruption and
modernization for government to meet
the standards set by the EODB EGSD Act
of 2018.

24
 Part 2: Professionalized Civil Service and Cooperation in the Workplace

2: Learning and Development

T
he Civil Service Commission (CSC) continues
to strengthen its capability to enhance the CSC also identified the top ten courses availed of by
government workforce’s competency. This participants. The list includes the Public Sector HR
is done through the CSC’s learning and Symposium; Mentoring and Coaching for Leaders;
development (L&D) plan implemented by the Leadership and Management Certification Program
Civil Service Institute (CSI). Primarily designed to help (CPro); Ethical Leadership; Seven Habits of Highly
employees and managers to meet required competencies, Effective Government Leaders; Strategic Performance
CSI’s L&D programs traverse a wide range of topics for a Management System; Leadership Series; Recruitment,
variety of training needs. Selection, and Placement System; Gender, Diversity, and
Inclusiveness; and Competency-Based HR.
In 2019, CSC ran 186 L&D courses, translated to 22,965
participant days. Thus, CSC exceeded its annual target Aside from its regular courses, CSC introduced a new
of 19,640 participant days by 17%. A total of 10,268 program called HR Conversations. The one-day learning
government workers underwent the courses and trainings event aimed to strengthen the role of human resource
offered. management officers (HRMOs) as they perform a host
of HR functions in the areas of recruitment, selection,
and placement; learning and development; performance
management; and rewards and recognition. The program
served as a venue for HR practitioners to share trends, best
practices, common concerns, and potential collaboration
in meeting higher PRIME-HRM Maturity Levels. Having a
program designed specifically for HRMOs drives the idea
that they are the strategic partners of agency heads in
leading their organizations toward strategic HR.

CSC held one HR Conversations program per semester

in 2019, attracting 363 HR practitioners from all over the
country.

Impact of L&D
To assess and improve its L&D courses, the CSC conducts
evaluation surveys. A 98.76% running average rating for
all L&D courses implemented within 2019 was achieved.
This indicates that the CSC’s L&D courses respond to
the needs of participants, ultimately influencing the
capabilities and capacities of civil servants toward public
service excellence.

Oracle’s Cloud Platform Group Senior Sales Director Alexander

Jenewein discusses disruptive leadership and its effect in
organizations.

25
 Inspirational speaker and
columnist Francis Kong
discusses employee
productivity and
engagement through a
session on People-Centeric
Leadership during the 3rd
Quarter Leadership Series.

The CSC also conducted an impact evaluation study tasks. Aside from gaining a better understanding of the
among participants from 20 agencies on specific SPMS, agencies also reported that they are now using
courses conducted for the past three years, including the coaching and mentoring as an approach to performance
Competency-Based HR courses, Strategic Performance management. There is also now clarity of roles among
Management System or SPMS, Learning Measurement the Performance Management Team (PMT) members.
and Evaluation, and Public Service Values Program or Agencies confirmed that there was improved harmony in
PSVP. the workplace as well.

For Competency-Based HR courses, agencies reported For the Learning Measurement and Evaluation, agencies
better understanding and appreciation on competencies reported positive effects in the individual, divisional, and
and competency-based HR among participants. This organizational levels. One individual reported gaining
resulted in more employees contributing to work confidence in performing the role of training specialist
efficiency and having better understanding of the work because of the knowledge gained from the course. A
environment and work flow in the organization. Agencies division noticed improved understanding among team
also reported improvements in their HR processes, members because they now use the same standards
which were manifested in the hiring of more competent and language in designing trainings. A manager also
employees, and a more objective assessment of reported having gained insight from the course, allowing
individual performance of employees and their areas for her to skillfully assess a training proposal by studying
improvement. Agencies also started developing their the potential impact against the budget. This saved the
competency manual and competency assessment survey agency from spending too much money on a training
to further promote competency-based HR processes. program that was not poised to generate the results they
Improvement in relationships within teams was also wanted.
observed.
For the Public Service Values Program, agencies reported
For the SPMS course, agencies reported better better relationships and camaraderie because of shared
understanding of how to craft their Individual Performance values, improvement in work attitude and ethics, better
Commitment Review (IPCR) and Office Performance performance, and strengthened faith. Respondents
Commitment Review (OPCR) forms, and use the forms to also noted an improvement in the way their agencies
support performance management. This resulted to easier accomplished plans and met targets, as well as decreased
verification and evaluation of employee performance and number of unsatisfied clients.
fairer computation of ratings, which enhanced employees’
self-worth and determination in accomplishing their The evaluation of L&D courses helped the CSC gain insight
into the actual effects of HR programs in the workplace
and in the careers of government workers as well.

26
 Part 2: Professionalized Civil Service and Cooperation in the Workplace

Empowering HR practitioners and government Series also featured talks from government managers,
professors, business leaders, and local experts, including
leaders Department of Budget and Management Undersecretary
Lilia C. Guillermo, National Mapping and Resource
Leadership Series Information Authority Dr. Peter N. Tiangco, Parole and
The CSI Leadership Series is a learning and networking Probation Administration Administrator Dr. Manuel Co,
event held quarterly by the CSC. It is designed to inspire former Presidential Communications Operations Office
government executives, directors, and managers to Secretary Herminio B. Coloma Jr., Investors in People
continually enhance their leadership effectiveness by Chief Executive Gerardo A. Plana, and Ateneo de Manila
learning from HR experts and being exposed to emerging University Lecturer Dr. Jose N. Cuenco, among others.
trends and best practices of successful leaders and
managers in both the public and private sectors.
HR Symposium
The 2019 Leadership Series featured international
leaders in governance, business, leadership, people The HR Symposium was first conducted in 2013 with
management, technology, and customer innovation the objective of exposing public sector HRMOs to best
such as World Bank Lead Governance Specialist Lewis practices in the field of HR management and organization
Hawke, Trident Integrity Solutions Principal Consultant development both in the public and private sectors.
and CEO Dr. Mark Lovatt, inspirational speaker and International speakers were invited to lead discussions
columnist Francis Kong, Asia Pacific telecoms and IT on emerging HR trends, while local HR practitioners
industry expert KC Lee, and Oracle’s Cloud Platform were invited to share leadership directions for HR
Group Senior Sales Director Alexander Jenewein. The practitioners. The Symposium conducted in Cebu initially

2019 CSI Leadership Series

1 Leadership: The heartware of 3 People-centric Leadership
managing projects (18 September)
(20 March) Underpinning an oft-overlooked leadership trait—
Emphasizes the need for leaders to have a clear being people-centric—which means embracing
vision and a strong sense of accountability and and upholding the welfare of their people.
integrity to successfully manage projects.
4 disruptive Leadership
2 Values-Driven Leadership (20 November)
(19 June) Discussing how disruption is now a part of today’s
Helping participants appreciate values-driven work environment in the age of technology, and
leadership in the workplace and its impact on how to take advantage of it.
decision-making and strategy formulation and
implementation, be knowledgeable on core public
service values for heightened individual and
organizational performance, and know of best
practices in values-driven leadership from different
guest organizations.

27
Part 2: Professionalized Civil Service and Cooperation in the Workplace

attracted 1,097 participants in 2013. The number

progressively expanded in size through the years.

For three consecutive years now, the CSC had

fully managed and administered the event on its
own. The HR Symposium was initially subsidized
by the Philippine Australia Human Resource and
Organization Development Facility (PAHRODF),
now known as the Australia Awards Alumni
Engagement Program.

Government leaders and (HR) practitioners

gathered for the 2019 Public Sector HR Symposium
on 24 to 26 July 2019 at the Philippine International
Convention Center (PICC), Pasay City to learn
how to steer government agencies and build
the capacities of civil servants toward realizing
AmBisyon Natin 2040, which represents the Filipino
people’s collective vision and aspirations.

With the theme “Moving Together Toward

AmBisyon Natin 2040”, the symposium showcased
global trends and best practices in achieving
“people centered, clean, efficient, and effective
governance.” This is one of the desired outcomes
in the Philippine Development Plan 2017-2022,
which is critical to laying down the foundation for
inclusive growth, a high-trust and resilient society,
and a globally competitive knowledge economy.

Participants in the event were exposed to relevant

topics ranging from 21st century leaders and
HR’s skills and competencies, intensifying Public
Service Values, promoting a culture of innovation
and productivity, to harnessing technology to be
globally competitive in today’s technology-driven
and knowledge-intensive world.

The symposium also included discussions on

current measures to achieve seamless public
service delivery and anti-corruption drives,
enhancing administrative governance, engaging
and empowering citizenry, Ease of Doing Business
and Efficient Government Service Delivery
(EODB-EGSD) Act, PRIME-HRM, Results-Based
Performance Management, Public Finance
Management, and other accountability systems.

Leaders and HR practitioners from both the public

and private sectors as well as delegates from
ASEAN member-states attended the event.

28
Part 2: Professionalized Civil Service and Cooperation in the Workplace

Participants from ASEAN countries

2019 HR Symposium Opening Ceremonies

29
President Rodrigo Roa Duterte with the Presidential Lingkod Bayan Awardees (top photo) and Dangal ng Bayan awardees (bottom photo).

30
Part 2: Professionalized Civil Service and Cooperation in the Workplace

3: Rewards and
Recognition

T
he country’s outstanding government
workers were recognized in ceremonies
at the Malacañang Palace with President
Rodrigo Roa Duterte conferring the
special citations. The event, which
highlighted the 119th anniversary of the Philippine
Civil Service, was led by scientists whose initiatives
spelled breakthroughs in agriculture, medicine, and
space administration.

From a total of 197 regional nominees who vied for

the awards, 44 semi-finalists were selected by the
Committees on Awards - 16 in the Dangal ng Bayan,
12, the Presidential Lingkod Bayan, and 16, the CSC
Pagasa categories. Going through nominee profile,
majority were second level employees followed by
elective and first level employees.

By the end of the stringent selection process,

24 awardees, composed of 18 individuals and
six groups, were selected by the Committees
on Awards. The National Capital Region had the
most number of awardees with four bagging the
Presidential Lingkod Bayan Award and one, the
CSC Pagasa Award. CSC Regional Office V had four
awardees in the Dangal ng Bayan. CSC ROs I, X,
XI and CARAGA followed suit with two awardees
each. CSC ROs II, III, VI, VII, VIII, XII and CAR had
one awardee.

31
Part 2: Professionalized Civil Service and Cooperation in the Workplace

President Duterte with officials from the CSC’s regional and field offices and members of the Honor Awards Program Secretariat.

President Duterte with Ombudsman Samuel R. Martires (4th from right) joined by officials from the CSC’s central office led by Chairperson Alicia
dela Rosa-Bala (5th from right), and Commissioners Leopoldo Roberto W. Valderosa Jr. (4th from left) and Aileen Lourdes A. Lizada (3rd from right).

32
 Part 2: Professionalized Civil Service and Cooperation in the Workplace

CSC Commissioner
Aileen Lourdes
A. Lizada (3rd
from left) with
CSC Directors IV
(from L to R) Karin
Litz Zerna of CSC
Regional Office
IV and Victoria F.
Esber of CSC RO
VIII. Also with them
are CSC RO VI
Director III Alexis S.
Palomar-Tabino and
CSC employees.

CSC Chairperson Alicia dela Rosa-Bala (4th from right) and CSC Commissioner Aileen Lourdes A. Lizada (5th from left) with CSC officials from
Cagayan Valley.

33
 A tinker who thinks
and works big

Called “Tora-tora”, the vehicle is now being used to transport

NFA stocks for milling and drying within the NFA compound. It is
also used to bring rice hulls from the rice mill to the dumping site
inside the compound and other materials that need handling.
With Pauchano’s creation, the agency stopped contracting
trucking services and saved more than PHP600,000 in handling
expenses from 2016 to 2018 alone.

Constantly thinking of ways to improve the operations of

the agency, Pauchano next built two biomass furnaces,
again using junk materials, at a cost of PHP43,000 instead of
purchasing a new one worth over PHP300,000. These furnaces
have saved fuel costs as these use rice hulls instead of diesel to
fuel the mechanical dryers. From 2016 to 2018, NFA savings in
fuel reached PHP468,760.

With excellent repair skills, he was also able to fix the non-
operational lister dryers, allowing the agency to dry wet palay
instead of transporting it to NFA in Jaro which is 25 kilometers
away from Dumangas, saving transportation expenses. This
scheme also encouraged farmers to sell their wet palay to NFA
Dumangas for drying and milling.

While his task is to supervise the operations of post-production

equipment and facilities, Pauchano’s ingenuity and dedication
have enabled him to go beyond his duty and contribute
greatly to his agency. “I believe if you’re truly concerned with
the welfare of your workplace and if you love your work, you
will never get tired of thinking of ways to contribute to your
agency,” Pauchano exclaimed.

Pauchano practically built his life with NFA. After helping his
father at the Lapaz Market as a kargador, he was grateful
when he was able to join the agency. “I technically grew up in
NFA. I was a working student back then; I had classes at night
and janitorial work during the day. Without NFA, I wouldn’t
be able to finish my studies,” said Pauchano. His work at the

S
agency provided for his family through the years. His gratitude
toward NFA inspires him to do his best in his job. His position title
crap materials and junk transmission engine declared for did not hinder him from taking the extra mile.
disposal lay idly around the compound of the National
Food Authority (NFA) in Dumangas, Iloilo. One employee “For me, a servant-hero does not wear a title to show who is
saw the value of these materials, tinkered with them, in–charge, rather, he acts in a way that it can be clearly seen
and was able to assemble a utility vehicle which saved for the that he cares for others, and makes the interest of the public his
agency millions of pesos in handling expenses. This is the story highest priority. Anyone can be a servant-hero as long as one
of Pepito P. Pauchano, a mechanical plant operator in NFA. puts the interest of the public above one’s self,” thus mirrors the
sentiment of Pauchano, truly a servant–hero.

34
 Saving the farmers

I
t is no secret that Filipino farmers are among the poorest
classes of society. One of the reasons for their difficult situation
is their reliance on lenders for the purchase of farming inputs
and other necessities. Oftentimes, they are charged high
interest rates for these loans, which deprives farmers of sufficient
return for their labor.

So while we owe the food on our tables to farmers, who helps

them put food on their families’ tables?

Thankfully, the City Agriculture Office of the City Government of

Tagum came up with a program to free farmers from the vicious
cycle of debt and to empower them so they become financially
self-sufficient. Under the Tagumpay Agrivolving Fund (TAF), farm
inputs such as seeds, fertilizers, and machineries coming from
the Department of Agriculture are distributed for free to TAF-
registered farmer associations and cooperatives, specifically to
those involved in rice, corn, and high-value commercial crops
production. Members can avail of the seeds and fertilizers for
about 50% lower than market price, and the machineries
are rented out for a minimal service fee. The association or
cooperative can then use the proceeds for an “agrivolving”
fund or an in-house credit facility offering more affordable and
more practical payment terms to members.

As part of the program, the group conducts capability-building

sessions on crop management, as well as financial management
for both the associations and the individual farmers. It also offers
technical assistance wherever possible to help sustain farmer
associations’ operation.

Increasing farmer buy-in was initially a challenge, but now,

more and more farmers are beginning to see the benefits of
this initiative. The TAF started in 2013 with three registered farmer
associations; this has increased to 14 associations at present,
including one from the fisheries sector. A number of associations
have reported an increase not only in membership but also in
revenues with little to no government dole-outs. Farmers have
narrated how they were able to earn extra income for home a big smile, expressing their heartfelt gratitude. We feel proud
improvements or purchase of transportation for family and farm seeing the associations we assisted being able to stand on their
use. own and operate independently,” he added.

The group was driven by the common goal of empowering the The TAF has certainly proved to be an inspiration to public
farming community. “I always remind my team that being a servants. When asked what he wants to share to the younger
public servant is a blessing, and that it is expected of us that we generation of government workers, especially those in the field
become a channel of blessing,” said team leader Joel Marcelo of agricultural extension, De Leon said, “Put value in what you
C. De Leon. “During the conduct of farmers’ meetings, we see do. Your work is very crucial because you help ensure there will
how happy and satisfied our clients are as they greet us with be affordable and available food supply for the nation.”

35
President Rodrigo Roa Duterte with the 2019 Pagasa awardees, recognized for contributions that directly benefit more
than one government agency.

36
Incentives for government exemplars
The 2019 awardees were handed gold-gilded medallions crafted by the Bangko Sentral
ng Pilipinas (BSP). The BSP donated (54) medallions for all three award categories.
All awardees were provided with a three-day/two-night hotel accommodation at the
Manila Hotel from 9-11 September 2019.

For the ninth straight year, SM Investments Corporation thru Vice Chair Tessie Sy-
Coson supported the Hnor Awards Program (HAP) by donating SM gift cards worth
(PHP100,000). The SM Investment Corporation’s donation was distributed among the
2019 HAP awardees during the Awards Rites rehearsal on 9 September 2019 where
they received PHP2,000 worth of SM gift cards each.

Full coverage of the awarding rites was provided without cost by Radio Television
Malacañang (RTVM) and People’s Television-4.

State universities were tapped to provide scholarship grants to qualified awardees.

Government medical hospitals and centers sponsored the executive check-up of the
2019 awardees. The awardees were informed about the period within which they could
avail of the scholarship and executive check-up. Effective 2018, availment of scholarship
and free executive check-up by HAP awardees shall be on official time.

Increase in the cash reward of awardees

The CSC increased the cash reward for HAP group semi-finalists and national winners.
Through CSC Resolution No. 1900345 dated 28 March 2019 and CSC Resolution No.
1900838 dated 16 July 2019, the CSC approved the increase in cash reward of group
members of the Presidential Lingkod Bayan and CSC Pagasa to PHP100,000 per group
member as incentive for their significant contributions to public service.

37
Snapshot

CSC’s 2019 Accomplishments

prime-hrm Exam Administration

181 assisted agencies recognized for reaching the Aside from the CSE-PPT and the Computerized
Porgram to Institutionalize Merit and Excellence in Examination or COMEX, the Commission
Human Resource Management (PRIME-HRM) Maturity administered seven other examinations--the
Level 2 or Process-defined HR system, versus the Pre-Employment Test, Promotional Test, Ethics-
target of 89 agencies. By end of 2019, 161 agencies Oriented Personality Test (EOPT), and the
were recommended for the PRIME-HRM Bronze Intermediate Competency on Local Treasury
Award. Eligibility (ICLTE).

Conduct of Fun Run

16,679 runners participated in the 2019 CSC R.A.C.E. to
Serve Fun Run in 2019. Proceeds of the Fun Run goes to the
Pamanang Lingkod Bayani Program.
Since its implementation in 2011, the CSC has given
PHP13,424,241 worth of financial assistance and scholarship
opportunities to the loved ones of fallen lingkod bayani.

Feedback Resolution Rate Case disposition

CCB resolution rate on client feedback was at 98.91% by end Recorded a 52.60% case disposition
of FY 2019. rate by promulgating 10,269 cases out of
Feedback and complaints on CSC services 19,522 cases received.
received through Hotine 8888 posted 100% resolution rate.

38
 Eligibility Absorption of eligibles Appointments processing
58,961 passers of various 16,093 individuals were CSC acted on 92.07% of
CSC-administered appointed to inventory appointments in
examination were conferred various government 2019 and 99.99% of the
with appropriate eligibility positions using their pending appointments from
and 20,033 individuals were eligibility for the first time. previous years.
granted special eligibilities.

Learning and development

186 L&D courses conducted, translating
to 22,965 participant days and 10,268
government workers undergoing trainings.

CASE

Case resolution Rewards and recognition

8,676 cases were resolved out of 10,269 Cash reward of group members of the Presidential
promulgated cases leading to 84.49% Lingkod Bayan and CSC Pagasa increased to
resolution rate. PHP100,000 per group member as incentive for their
significant contributions to public service.

39
I
n the exercise of its legal functions, the Civil Service In 2019, the CSC resolved 8,676 cases out of 10,269
Commission (CSC) decided on administrative cases promulgated cases leading to an accomplishment of
brought to it on appeal as well as cases filed under 84.49% resolution rate. This exceeds the targeted 73%
its original jurisdiction. It reviewed and amended resolution rate.
existing policies to ensure these respond to the needs
of the time. It also enforced its mandate as the central The Central Office attained a resolution rate of 49.41%
human resource agency of the Philippine government (587 over 1,188). The 16 Regional Offices collectively
by participating in the passage and implementation of reached a 89.08% case resolution rate (8,089 over 9,081).
laws, and issuing comments to proposed bills, on various Almost all CSC ROs recorded a resolution rate above
matters involving the civil service. 90% except for CSC NCR at 73.64% (1,902 over 2,583);
CSC ARMM at 81.20% (337 over 415); and CSC RO VII at
86.70% (593 over 684). The highest resolution rate was
Case resolution and disposition achieved by CSC RO XII at 100% (173 over 173), and the
lowest, by CSC NCR.
In monitoring its performance, the CSC uses two types
of process objectives. First is the Case Resolution Rate,
defined as the number of cases resolved within one year
from date of filing over the number of cases promulgated
within the year.

40
 PART 3

EFFICIENT AND EFFECTIVE

DISPENSATION OF
ADMINISTRATIVE JUSTICE
41
Part 3: Efficient and Effective Dispensation of Administrative Justice

Case Resolution
(Central and Regional Offices)

Region %

587 CO 46.33 1,188

278 I 99.29 280

350 II 95.89 365

648 III 98.63 657

840 IV 98.25 855

620 V 92.95 667

571 VI 98.79 578

593 VII 86.70 684

415 VIII 99.52 417

159 IX 93.53 170

340 X 93.92 362

427 XI 97.94 436

173 XII 100 173

170 CARAGA 98.84 172

266 CAR 99.63 267

1,902 NCR 73.64 2,583

337 ARMM 81.20 415

2,500

2,000

1,500

1,000

500

500

1,000

1,500

2,000

2,500

3,000

Number of cases resolved within one year from date of filing

Number of cases promulgated within the year

Source: CSC Office for Legal Affairs

42
 Part 3: Efficient and Effective Dispensation of Administrative Justice

The second process objective is Case Disposition Rate, The Central Office achieved a disposition rate of 46.33%
which is the number of cases promulgated within the (1,188 over 2,564 cases). Collectively, the CSC ROs were
year over the number of cases received. able to achieve a 53.55% case disposition rate (9,081
over 16,958 cases). CSC RO XII achieved the highest
The CSC recorded a 52.60% case disposition rate by disposition rate at 95.58% (173 over 181 cases), and the
promulgating 10,269 cases out of 19,522 cases received. lowest, by CSC NCR at 30.79% (2,583 over 8,388 cases).

Case Disposition
(CENTRAL AND REGIONAL OFFICES)

Region %

1,188 CO 46.33 2,564

280 I 86.96 322

365 II 82.95 440

657 III 82.23 799

855 IV 83.99 1,018

667 V 83.69 797

578 VI 87.05 664

684 VII 57.38 1,192

417 VIII 85.28 489

170 IX 62.50 272

362 X 80.44 450

436 XI 94.58 461

173 XII 95.58 181

172 CARAGA 81.13 212

267 CAR 93.03 287

2,583 NCR 30.79 8,388

415 ARMM 42.09 986

9,000
8,000
7,000
6,000
5,000
4,000
3,000
2,000
1,000

1,000
2,000
3,000
4,000
5,000
6,000
7,000
8,000
9,000

Number of Cases Promulgated Total Cases Received

43
Part 3: Efficient and Effective Dispensation of Administrative Justice

Legal assistance
To complement its legal functions, the CSC, assists
stakeholders by responding to queries on Civil Service
Law, rules, and regulations to walk-in or online clients.

Since the inception of the CSC Online Forum in 2017,

the facility has generated a total of 1,733 messages from
4,334 users with 626 civil service-related topics. In 2019,
the Online Forum accumulated 521,069 page views, with
Participation in legislation the topmost concerns being a) query on five-day forced
After the enactment of Republic Act No. 11054 or the leave and three-day special leave; b) resignation; c) 2017
Bangsamoro Organic Law on 6 July 2018, the Commission Rules on Administrative Cases in the Civil Service; d) step
has been dynamically involved in its implementation, increment; and e) appointments issued during election
specifically in ensuring the smooth transition of ARMM period.
to BARMM, including that of government offices and
affected personnel. Moreover, OLA regularly conducts the CSC Legal Mission
to bring its services closer to stakeholders. Legal officers
The CSC actively participated in the crafting of the provide direct consultation on CSC-related matters. For
Implementing Rules and Regulations (IRR) of Republic the last two consecutive years, the CSC Legal Mission
Act No. 11313 or the Safe Spaces Act of 2019 and of has been a hit among participants and guests of the
Republic Act No. 11032 or the Ease of Doing Business Public Sector Human Resource Symposium, held in July
and Efficient Government Service Delivery Act of 2018. 2018 in Davao City and July 2019 in Manila, respectively.

The CSC, through the Office for Legal Affairs, also responded to requests for comments to a total of 97 bills.

SB No. 2031/HB No. 5236 – An Act HB No. 8734/SB No. 1534 – An

Providing for the Rank Classification Act Increasing the Benefits Granted
in the Philippine National Police, to Science and Technology (S&T)
Amending for the Purpose Sec. 28 of Personnel of the Government,
R.A. 6975 as Amended, Otherwise Amending for the Purpose Republic
Known as the Department of the Act No. 8439, Otherwise Known as the
Interior and Local Government Act of ‘Magna Carta for Scientists, Engineers,
1990 Researchers, and Other S&T Personnel
in the Government’

HB No. 9011 – An Act Granting HB No. 8683 – An Act Lowering the

Substitute Civil Service Eligibility to Optional Retirement Age of Government
Regular Employees Who Rendered Workers from Sixty (60) Years to
At Least Six Continuous Months of Fifty-Six (56) Years, Amending for the
Meritorious Government Service Purpose Section 13-A of Republic Act
No. 8291, Otherwise Known as ‘The
Government Service Insurance System
Act of 1997’

SB No. 244 – Rightsizing the National

Government Act

44
 PART 4

TOWARD EXCELLENCE AND

ORGANIZATIONAL GROWTH

1: an Effective Civil Service Commission

Conduct of internal audit

I
nternal audit helps ensure the organization’s compliance Monitoring and Evaluation; Procurement, Preventive
with its mandate, policies, regulations, and systems. Maintenance of Equipment, and Transport Service;
When compliance is assured, the organization is able Qualification Standards Formulation and Evaluation;
to operate in line with global standards, and that its Recruitment; Communications Management with ICT
primary stakeholders are provided with only quality public Maintenance; Internal Audit; and Documents, Records,
service. References, and Forms Control. The certification is valid
until 13 February 2022.
Regular and continuing audits have been part of Civil
Service Commission operations. Conducted through the Skills and competencies of the members of the Internal
Internal Audit Service (IAS), these initiatives have been Audit Team were enhanced through internal and external
pivotal in the CSC’s attainment of its strategic objective, training interventions.
“Improved Customer Management, Innovation, Social,
and Regulatory Processes.” These audits also aim to One way that IAS has developed and expanded its role
monitor and sustain CSC’s Quality Management System was through its assistance to the Commission in updating
(QMS), and its re-certification to ISO 9001:2015. the organization’s Citizen’s Charter through the conduct
together with the Public Assistance and Information
After a successful re-certification audit conducted in Office of workshops and series of dialogues with
2018, CSC earned a re-certification to ISO 9001:2015 CSC’s internal and external stakeholders in June 2019.
in January 2019. The five CSC core process under the The updating of Citizen’s Charter is required of every
re-certification are Cases Adjudication, Examination, government agency under Republic Act No. 11032 or the
Appointments Processing, Provision for External Learning Ease of Doing Business and Efficient Government Service
and Development Service, and Accreditation and Delivery (EODB-EGSD) Act. The inputs collected from the
Registration Services for Employees’ Organization. Also series of dialogues served as guide to the crafting of the
included in the certification are CSC’s support processes updated CSC Citizen’s Charter which was submitted to
consisting of Customer Feedback; Performance the Anti-Red Tape Authority on 6 December 2019.

45
Part 4: Toward Excellence and Organizational Growth

Stakeholders rate CSC services

At its core, the CSC is an institution that banks on customer in government L&D deepened (their) knowledge and
or stakeholder satisfaction. This is the indicator by which experience on how to build competencies, capabilities,
the CSC measures its effectiveness as the premier HR and capacities of agencies.” It has also given them “a
institution of the Philippine government and its efforts in sense of fulfillment in being part of nation-building”
building responsive governance in the civil service. through L&D.

To do this, CSC measured the satisfaction rating of For the policies on CPro, 71.43% of respondents were
stakeholders on HR policies. CSC, through its Office for satisfied. Based on the feedback gathered, respondents
Strategy Management, developed an online rating tool to expressed appreciation for CSC in leading the shift
measure the overall satisfaction level of the stakeholders from “heavy education-based hiring systems to the
on different CSC policies in terms of four criteria: implementation of competency-based qualification
awareness, relevance, effectiveness, and efficiency. The standards.” The policy was cited for uplifting the morale
respondents came from national government agencies, of employees who do not have the opportunity or time
government-owned and controlled corporations, state for formal schooling but desired to qualify for promotion.
universities and colleges, local government units, and the Respondents also commended CPro for preparing and
private sector. equipping them with competencies that are readily
applicable to actual day-to-day government work.
For 2020, CSC identified three policies to be rated:
Lastly, 90% of respondents said they were satisfied with
• Accreditation of learning and development (L&D) the Public Sector Employees’ Association, though some
institutions (CSC Resolution No. 1600770, s. 2016); respondents suggested the need for better awareness on
• Leadership and Management Certification Program or the salient provisions of the policy.
CPro (CSC Resolution No. 1500616, s. 2015); and
• Collective Negotiation Agreement (CNA) Registration All the policies rated well in the area of awareness,
and Effectivity (PSLMC Resolution No. 2, s. 2007). but most respondents said they were not properly
disseminated to their intended stakeholders. One factor
As a result, 75.86% of the respondents rated the three that may be attributed to this is that the knowledge of the
identified policies as satisfactory. This shows that CSC’s respondents on the policies may not have directly come
stakeholders were mostly agreeable with the indicators from the CSC but from other sources.
for awareness, relevance, effectivity, and efficiency of
the policies from which HR programs are designed and The CSC also took note of responses and comments that
implemented. need action, and have lodged this with the appropriate
process owners for study. CSC also plans to increase the
For the accreditation of learning and development number of respondents for the next round of survey by
institutions, 72.73% of respondents said they were conducting it during CSC events as well.
satisfied. One institution commented that “being involved

46
 Part 4: Toward Excellence and Organizational Growth

Public information
The CSC acknowledges the importance of communication service-related concerns. TV and radio guestings were
in creating an informed Filipino citizenry, shaping as well successfully coordinated with ABS-CBN, GMA, UNTV,
their perceptions and perspectives. Through its Public PTV4, DZMM Teleradyo, DZAR, DZRH, DZXL, Radyo
Assistance and Information Office (PAIO), the CSC strives Pilipinas, Net 25, Bombo Radyo, and DZBB. CSC Regional
to constantly engage its internal and external stakeholders Offices had their share of media appearances.
using different communication platforms: traditional
media which cover print, television, and radio; and new Communication campaigns were developed and
media, which pertain to social media. Through these implemented for specific programs and initiatives: the
channels, important, relevant, and timely information 2019 Search for Outstanding Government Workers,
reach the eyes and ears of its stakeholders. Philippine Civil Service Anniversary (PCSA), the new law
on Ease of Doing Business and Efficient Government
2019 witnessed the continuing shift from traditional to Service Delivery (EODB-EGSD), and the conduct of Career
new media. While communication through traditional Service Exams.
media was continued, the CSC explored the immediacy
and reach offered by new media. The production and distribution of CSC’s quarterly
publication for state employees, the Civil Service Reporter,
Information on civil service policies and issuances continued to highlight civil service programs, policies
were disseminated through media news feed or news and issuances. Four issues of the magazine featured
releases and Facebook posts. CSC’s regular Wednesday important updates from the Commission like the EODB-
radio program over the Philippine Broadcast Service’s EGSD Act, Expanded Maternity Leave Law, examination
Radyo Pilipinas 2 (918 Khz) served as sounding board tips, accomplishments of government employees, CSC’s
for CSC programs and services. Fifty (50) episodes of thrust toward gender and development, and PCSA,
the “Serbisyong Todo-todo” were aired in 2019. CSC among others.
officials also engaged in media interviews to address civil

The CSC main Facebook Page has been operational since 4 April 2016 and has garnered more than 700,000 Likes as of 31 December 2019. Currently,
the Page continues to build a growing online community by using the Facebook as a platform for information dissemination and engagement with
its stakeholders. Follow and Like the page now at www.facebook.com/civilservicegovph!

47
The Civil Service Commission invites the public to watch and engage in its weekly Facebook Live Program, “LunChat with CSC”, which started airing
on its Facebook page on 12 July 2018 at 12 noon. “LunChat with CSC” features talks on CSC’s programs, services, issuances, and other initiatives,
and also answers live questions from the netizens during the program.

LunChat with CSC airs every Thursday, 12 noon via Philippine Civil Service Commission Facebook Page. To get the latest updates and information
about the CSC, Follow and Like the page now at www.facebook.com/civilservicegovph!

Tapping new media, CSC came out with CSC eNewsletter, to social media trends and responsiveness to the online
a monthly electronic newsletter distributed to external community.
stakeholders through Mailchimp. It also contains important
updates on the Commission’s activities and issuances. In The latest addition to Facebook content following the
2019, the CSC has released (13) eNewsletters. monthly Facebook Live Program, LunChat with CSC, is the
Lingkod Bayan Diaries which features stories, opinions,
Since 2016, CSC has explored Facebook as a perspectives, and motivations of ordinary civil servants. It
communication and engagement platform for its is featured at least once a month on CSC Facebook Page
stakeholders. Not only does it use the platform for starting December 2019. In total, CSC has published 392
information disemmination, but also as an extension of posts, including 28 LunChat episodes.
public assistance through answering queries sent via
Messenger. The success of CSC’s Facebook Page is Looking forward, the CSC aims to strengthen its
evident in its increasing number of Likes (from 616 Likes communication initiatives to promote the organization
in 2016 to 699,341 in 2019) and Followers (from 302,195 as the government’s central human resource institution
when Facebook introduced ‘Followers’ in 2018 to 710,678 focusing on its HR policies and programs like the PRIME-
in 2019). The Page’s reach has swollen to 5.9 Million in HRM, corporate social responsibility to civil servants (e.g.
2017, and 1.2 Million in 2019 with exam-related posts. Pamanang Lingkod Bayani), and promoting CSC as a
The figures also show that CSC was agile in adapting training institution.

48
 Part 4: Toward Excellence and Organizational Growth

2: Enhanced HR and OD Workforce Competencies

Enhanced HR and OD workforce competencies

The Civil Service Commission (CSC) took on fresh guidelines for the implementation of Equal Opportunity
perspectives in recruitment, learning and development, Principle in four areas of human resource management
and employee welfare for its own workforce. Policies namely recruitment, selection, and placement, learning
such as the Equal Opportunity Principle (EOP) took effect and development, performance management, and
in the latter half of 2019. New learning and development rewards and recognition.
initiatives such as the Financial Education for Civil Servants
and relevant short courses under the Australia Awards Guided by legal imperatives, the guidelines feature
Alumni Engagement Program–Philippines (AAAEP-P) provisions on safe and inclusive workplace free from
were offered to CSC officials and employees. The CSC all forms of discrimination and harassment, and detailed
also mainstreamed Gender Equality, Disability, and procedure in the implementation of four areas of HRM. The
Social Inclusion or GEDSI; workforce engagement and use of appropriate language in all forms of communication
satisfaction; and green Human Resource Management. is also emphasized. The guidelines cover all employees
including those in the specialized or vulnerable group of
individuals who require special need or consideration,
Equal employment opportunity such as but not limited to pregnant women, solo parents,
senior citizens, persons with disabilities, indigenous
In line with the Program to Institutionalize Meritocracy and peoples, people with different religious affiliations and
Excellence in Human Resource Management (PRIME- denominations, and people from any sexual orientation
HRM) Level II implementation, the CSC crafted internal and gender identity and expression.

(From L to R) Career
Executive Service Board
Executive Director
Atty. Maria Anthonette
C. Velasco-Allones,
Commission on Human
Rights Spokesperson
Atty. Jacqueline
Ann de Guia, and
Philippine Commission
on Women former
Executive Director
Emmeline L. Verzosa
during the Women
for Leadership Roles
Forum. Facilitating the
panel discussion is CSC
Office for Legal Affairs
Director IV Atty. Alma
Flores- Foronda.

49
Part 4: Toward Excellence and Organizational Growth

2019 National Women’s Month

50
Part 4: Toward Excellence and Organizational Growth

Players of the Luzon Friendship Games unitedly pose for a picture during the awarding ceremony last 21 February 2019 in Ilocos Sur.

Promoting health and wellness

CSC’s Health and Wellness and Employee Engagement was formed to help manage the illness and provide a
Program continued to be carried out to improve support system. CSC BARMM partnered with the region’s
and sustain the overall health and well-being of CSC Ministry of Health for the conduct of a seminar on non-
employees. The program consisted of coordinated and communicable diseases.
focused physical, mental, spiritual, and socio-cultural and
activities. Lenten activities organized for central office employees
aimed to spur spiritual growth and wellness. A Visita
In 2019, monthly health fora on nutrition, obesity, stress Iglesia of churches in the Intramuros area was held in
management, and mental health were conducted. In partnership with the Intramuros Administration. Also,
partnership with the Department of Health, a Health masses every first Friday of the month and showing of
Club for employees with hypertension and diabetes Christian films provided employees spiritual respite.

To encourage physical fitness and foster camaraderie,

sports activities were encouraged. The Luzon Friendship
Games, Visayas-wide Sportsfest, mini sports festivals at
the Central and Regional Offices (RO), as well as fitness
sessions after office were organized.

In CSC RO V, different health and wellness themes were

conducted for its staff such as the Poetry Café, Gratitude
Day, Employee Appreciation Day, Tell a Joke Day, I.T. Day,
and Friendship Day.

Gathering of CSC employees for the

monthly health fora.

52
 Part 4: Toward Excellence and Organizational Growth

The Commission receives the ISO

9001:2015 re-certification award
from TÜV Rheinland Philippines, Inc.
Managing Director Tristan Arwen
Loveres on 21 January 2019 at the CSC
Resource Center Auditorium in Quezon
City.

3: Excellent Operations Management Processes

T
he Civil Service Commission Quality Management As part of CSC QMS continual improvement, additional
System (CSC QMS) maintained its ISO certification CSC Regional and Field Offices were enrolled under
to 9001:2015 by TÜV Rheinland Philippines, Inc., appointments processing: Regional Office (RO) II and
after a successful Surveillance Audit. VII, Field Offices in UP, Bohol, Cagayan/Batanes, Isabela,
Nueva Vizcaya, and Quirino; and RO IV-Examination
The core functions certified were Cases Adjudication, Services Division for examination process (COMEX). To
Examination, Appointments Processing, Provision for create room for expansion and growth, additional regional
External Learning and Development Service, Accreditation and field offices will be integrated into the system in 2020.
and Registration Services for Employees’ Organization,
and Qualification Standards Formulation and Evaluation. The ISO certification is in line with the CSC’s vision of being
The certification is valid until 13 February 2022. globally recognized as a center of excellence in strategic
Human Resource and Organizational Development.
CSC’s support processes have also been certified namely
Customer Feedback; Performance Monitoring and The CSC QMS was originally certified to ISO 9001:2015
Evaluation; Procurement, ACUs, and Transport Service in November 2017 and re-certified in October 2018. The
to Clients; Recruitment; Communications Management next surveillance audit will be in October 2020.
with ICT Maintenance; and Internal Audit.

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Part 4: Toward Excellence and Organizational Growth

4: Strengthened HR-OD Knowledge

Management and ICT

T
he Civil Service Commission took on the challenges occupancy of positions at the end of each year. Statistical
of the digital age, harnessing information and reports generated from the system also include critical
communications technology (ICT) for better, faster, classifications such as sex, disability, and indigenous
and more responsive services. group affiliation, in line with studying inclusivity and
diversity in the workplace.

Inventory of Government Human Resources As of 31 May 2019, there are 1,728,641 workers in
System (IGHRS) the Philippine government holding career and non-
career positions in national government agencies,
The IGHRS is the CSC’s online data-gathering mechanism local government units, state universities and colleges,
for statistics on government human resources. The size, government-owned and controlled corporations, and
distribution, and general profile of government are given local water districts. The total is lower by 110,391 or 6%
in statistical data derived from its yearly inventory of from last year’s total, which was 1,839,032.
government personnel. The inventory is based on actual

Inventory of Government
Human Resources (IGHR)
as of May 2019

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 Part 4: Toward Excellence and Organizational Growth

Career vs. non-career positions

Career employees now comprise 89.02% of the total In terms of geographical distribution, the National Capital
population. Out of 1,541,891 career employees, 1,145,483 Region has the largest number of career employees at
are second level positions, also known as technical and 230,092, while the Cordillera Administrative Region has
managerial positions. Meanwhile, 396,408 are occupying the lowest at 26,098.
first level positions (clerical, administrative, and trades
and crafts). Meanwhile, non-career employees are at 10.80% of the
total population. Out of 186,750 non-career employees,
Career employees occupy the largest number of positions 95,588 have casual appointments; 36,546 have
in national government agencies (NGA) with a total of contractual appointments; 34,370 are coterminous; and
1,145,640, followed by local government units (LGUs) at 20,246 are elective. They occupy mostly LGU positions at
269,007, government-owned and controlled corporations 120,360 and NGA positions at 47,959.
at 58,470, state universities and colleges at 54,515, and
local water districts at 14,259.

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Part 4: Toward Excellence and Organizational Growth

Gender
Currently, there are slightly more women than men in For non-career positions, data shows that there are
the civil service. Out of 1,728,641 government workers, more males in coterminous, casual, and elective
50.88% are female while 49.12% are male. There are also positions, while there are more females with contractual
more women (799,820) occupying career positions than appointments. Interestingly, males remain dominant in
men (742,071); while there are more men (107,046) in non- politics despite women actively participating as voters
career positions than women (79,704). Complementing or candidates. In the House of Representatives, there
this trend is the fact that there are more women are 208 male members as compared to only 87 female
occupying technical and managerial positions than men, members. In the Senate, there are 19 male senators while
with 659,687 female civil servants and only 485,796 males there are only 6 female senators. This shows that despite
in second level positions. There are also more males in women dominating technical and managerial positions in
clerical and administrative positions, trades, and crafts. government, there are still a number of strategic positions
Statistics show that women are not confined to first level that may be occupied by women as well, especially
positions and have ventured into technical and leadership political positions with policy-making influence.
positions over the years.

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 Part 4: Toward Excellence and Organizational Growth

Inclusivity and diversity

Over the years, CSC crafted policies that provided equal Meanwhile, IPs constituted 2.41% of the total government
opportunity employment in the public sector. These workforce population. There were more female IPs
include policies that pushed for competency-based HR compared to males, with 24,939 female IPs working in
processes to avoid discrimination on account of gender, government as opposed to 16,732 male IPs. Same as last
disability, age, civil status, religion, ethnicity, social status, year, the Cordillera Administrative Region recorded the
or political affiliation, among others. These initiatives are most number of IPs in the civil service at 15,091.
in line with upholding principles of merit and fitness for
equal employment as part of measuring the HR maturity Despite recording only slight increases since starting to
levels of government agencies. account for PWDs and IPs in government in 2016, the CSC
continues to advocate for equal opportunity principles in
Thus, the IGHRS also takes into account the number HR policies and guidelines to allow for equal employment
of persons with disabilities (PWDs) and members of to make the Philippine government a fair, progressive,
indigenous peoples (IP) working in government. In 2019, and diverse workplace.
there were 7,920 PWDs in government, up by 1.90% from
the previous year’s 7,769. The number of male PWDs
is 21% more than female PWDs. As in 2018, Region VI
holds the highest number of PWDs across regions.

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Part 4: Toward Excellence and Organizational Growth

Knowledge management
In the organizational assessment of the CSC a few To build CSC’s KM definition and framework, a core group
years back, knowledge management (KM) was one of consisting of representatives from different offices was
the strategies identified to address the organizational formed in 2019. The core group underwent focus group
gaps in delivering efficient and effective service and discussions (FGDs) to agree on a CSC-specific definition
in influencing other government agencies in pursuing of KM as well as a set of objectives to be proposed to the
sustainable practices in human resource and organization Commission.
development (HROD) and increasing the maturity level of
its HR and OD systems. A series of benchmarking activities was also conducted in
2019 with local and international organizations, including
The initiative to build CSC’s KM framework and system the Asian Development Bank, Bangko Sentral ng
was driven by the vision to make CSC a knowledge-driven, Pilipinas, Department of Health, Department of Science
knowledge-sharing, and collaborative organization. KM and Technology, Department of Social Welfare and
is also envisioned to support cohesive and informed Development, Department of Trade and Industry, House of
decision-making, develop organizational efficiency, Representatives, Local Government Academy, Philippine
improve client support and care, promote innovation and Statistics Authority, and the World Bank. Dialogue with
collaborative problem-solving, and encourage culture these organizations enriched CSC’s research on KM and
change. helped map out the scope of work that CSC needs to do
in building KM.
As early as 2017, institutionalizing KM at the CSC was
included as one of its PREXC indicators. Thus, preliminary Aside from FGDs, core group members also underwent
activities were already conducted to establish a baseline formal introductory training for KM to refine the KM
data on KM at the CSC. An inventory of existing KM definition and framework, as well as the CSC’s baseline
products was built from inputs of different CSC offices. An data on KM. These outputs served as support to the
online forum was also created to encourage discussions study and proposal presented to the Commission. The
on KM. These initial activities brought out the need for an next phase of the project is to operationalize KM within
organizational definition of KM in order to identify what is CSC, which is set to start in 2020.
KM specifically for the CSC.

58
 Part 4: Toward Excellence and Organizational Growth

5: Well-managed Stewardship
of Financial Resources

O
ne of Civil Service Commission’s
Strategic Objectives is to ensure well-
managed stewardship of financial
resources, which fuels the organization’s
effective and efficient dispensation of its core
functions and other mandated roles in the
bureaucracy.

In 2019, the CSC had an approved appropriation

in the General Appropriations Act (GAA)
amounting to PHP1.703 billion, inclusive of
budget for Personnel Services of PHP1.16 billion,
Maintenance and Other Operating Expenses
(MOOE) amounting to PHP317 million, and Capital
Outlay of PHP223 million.

To ensure accessibility of its programs and

services, the CSC commits to building and
maintaining its physical structures and improving
its facilities. For the past years, the CSC has
undertaken both rehabilitation and construction
of office buildings and training facilities to
address the needs of its growing clientele. In
2019, the CSC Cordillera Administrative Region’s
Learning and Development Building, Baguio Field
Office, and Agusan del Norte Field Office were
inaugurated. A series of construction projects
were also completed, namely, the Guimaras
Field Office Phase 1 construction, the Davao
del Sur Field Office in Digos City, and the three-
storey Human Resource Center in the CSC RO
VIII grounds. In the early stages of construction
are the North Cotabato Field Office and the Leyte
Field Office in Tacloban City, which started in
June 2019 and September 2019 respectively.

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Part 4: Toward Excellence and Organizational Growth

CSC RO XII Director IV

Resurreccion P. Pueyo and North
Cotabao Governor Emmylou
Taliño-Mendoza (6th and 4th from
right, respectively) lead the
groundbreaking ceremony for the
construction of the North Cotabato
Field Office.

There were also several construction projects in the system in 2015. Further, property and equipment records
pipeline as deeds of donation/usufructs were processed were included in the eNGAs.
for 11 CSC Field Offices in Laguna, Sarangani, Sorsogon,
Capiz, Aklan, Leyte, Mt. Province, Pampanga, Nueva In compliance with the rules of the Department of Budget
Vizcaya, Oriental Mindoro, and Tarlac; plus two more in and Management, the CSC submitted within the prescribed
Regional Office XI. The CSC Central Office’s second floor, deadlines the following: FY 2019 Annual Procurement
which houses the executive offices of the Commission, Plan (APP), indicative FY 2020 APP, results of FY 2018
was also renovated. Agency Procurement Compliance and Performance
Indicators System, and FY 2019 Procurement Monitoring
The CSC scored a significant accomplishment in its Report. These reports are posted on the Transparency
accounting processes, having received the eNGAS Seal webpage of the CSC’s website.
Pioneer Award for adopting the Electronic New
Government Accounting System (eNGAS). eNGAS is an To properly dispose unserviceable properties/equipment
accounting software developed by the Commission on (UPE) or those that are no longer needed but were
Audit in 2001 for standardization of government financial still usable, CSC donated these properties to other
transactions and reporting. The CSC is the only agency government agencies. For 2019, a total of PHP1.28 million
that has cascaded and rolled out the system to its 16 worth of UPE were donated.
regional offices nationwide. It has also upgraded the

60
 Part 4: Toward Excellence and Organizational Growth

6: A High-performing and learning CSC

I
n its journey toward becoming globally recognized as a help people consciously apply values in decision making;
center of excellence for strategic human resource and and the pilot run of the Workforce Engagement Survey to
organization development, the Civil Service Commission measure the level of engagement and satisfaction of the
(CSC) subjects itself to audits and assessments that CSC workforce.
expose its strengths and weaknesses as an HR institution.
The IiP TWG conducted the IiP Action Planning on
23 October 2019 to plot the necessary steps and
Investors in People accreditation developments in preparation for the accreditation in 2021.

One of these assessments is conducted by the Investors The IiP Standard Level Accreditation earned by the
in People (IiP), an international accreditation body CSC in 2014 made it the first government agency in
that helps organizations improve and transform their the country and in Southeast Asia to receive such
leadership and people management practices through recognition. In 2015, the CSC received organization-wide
the Investors in People Framework. By undergoing the IiP IIP Bronze accreditation for adherence to 65 good people
accreditation, the CSC gains in-depth knowledge on its management practices or criteria that relate to the areas
internal HR and OD practices and is able to get insights of organizational alignment, empowerment, learning and
and recommendations for further improvement. development, leadership, and continuous improvement.
The CSC became a Finalist in the Excellence in Social
Since 2014, CSC has earned three accreditations from Responsibility Category in the annual IiP Awards in 2016.
the IiP, with Standard and Bronze Level Accreditations The CSC’s entry was shortlisted among 300 entries
awarded in 2015, and Silver Level Accreditation in 2018. received from across 20 countries, all of which were
In its goal to achieve the Gold Level Accreditation in recognized in an awards ceremony held on 29 June 2016
2021, the CSC reviewed the 2018 assessment and at Old Billingsgate, London. In 2018, CSC was awarded
recommendations, and decided to address some gaps with the Silver Level Accreditation and placed 6th out
to improve its leadership and management practices. of 530 IiP organizations globally subjected to the online
Among the actions taken in 2019 were: creation of the assessment, in the size range of organizations with 250
IiP Technical Working Group (IiP TWG) that monitors and to 4999 employees. CSC was also ranked first among
implements HR and OD interventions necessary in any 42 public sector organizations which went through the
IiP accreditation; development of values assessment to online assessment.

61
CSC Chairperson Alicia dela Rosa-Bala (seated, 7th from left) joins the Eastern Regional Organization for Public Administration (EROPA) during the
65th Executive Council Meeting and working dinner hosted by the CSC. Photo credit: EROPA Philippines.

CSC Chairperson Alicia dela Rosa-Bala

(rightmost) during the Executive Council
Meeting.

62
 PART 5

COLLABORATIVE
PARTNERSHIPS

A
s a center of human resource and organization Workplan 2016-2020, the CSC also led ASEAN Member
development excellence, the Civil Service States (AMS) to a three-day Public Service Modernization
Commission has taken an active stance on Study Tour in Ottawa, Canada in March 2019 as part of
improving international and regional relations as ACCSM efforts to expand external relations with other
well as in building local partnerships to pursue various ASEAN Dialogue Partners. The Philippines, through CSC,
programs and activities that benefit the society. joined AMS in crafting the ASEAN Guidelines on Public
Service Delivery held in Siem Reap, Cambodia in July and
November 2019.
Maintaining international ties
The CSC also hosted a working dinner for the Eastern
Exchange of information, experiences, and best practices Regional Organization for Public Administration (EROPA)
with neighbors in ASEAN and the rest of the world Executive Council in support of the Philippines’ hosting
remains a priority of the CSC as it continues efforts to of the EROPA Conference in September 2019. With the
enhance civil service capability in an increasingly complex election of Chairperson Alicia dela Rosa-Bala as EROPA
and digital environment. Executive Council Chairperson, the CSC is expected to
take on a more active role in determining the direction of
In addition to the participation in various programs under the EROPA in the next two years.
the ASEAN Cooperation on Civil Service Matters (ACCSM)

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Part 5: Collaborative Partnerships

Social responsibility initiatives

The month-long celebration of the Philippine Civil Service
Anniversary in September has become the perfect
The 2019 R.A.C.E. to Serve Fun Run, held
opportunity for civil servants across the nation to show
1 September 2019 in Quirino Grandstand,
solidarity and engage themselves in various advocacies.
Manila, drew around 17,000 runners, mostly
government workers.
Pamanang Lingkod Bayani Program
Since 2008, the CSC has been recognizing “servant
heroes”, or public servants who were killed in the line
of duty or died while performing their duty, by providing
assistance to the families left behind. The issuance of
CSC Resolution No. 1302553 in November 2013 put
in place implementing guidelines and rationalized the
program, dubbed the Pamanang Lingkod Bayani or PLBi.

PLBi has three (3) components, namely, Pamanang

Parangal sa Lingkod Bayani, Pamanang Lingkod Bayani
Iskolarsyip, and Pondong Pamanang Lingkod Bayani.
In Parangal, the deceased public official or employee
is conferred a posthumous award/citation in the form
of plaque signed by the CSC Chairperson and PLBi
Executive Committee Chair. In Iskolarsyip, the CSC grants
a discount on tuition and school fees to three immediate
family members of the beneficiary for bachelor’s or
master’s degree in any of the 110-member institutions
of the Philippine Association of State Universities and
Colleges (PASUC), and for courses offered by the
Technical Education and Skills Development Authority
(TESDA). In Pamana, a one-time financial assistance is
given to the bereaved family of the deceased public
official or employee.

A total of 149 recipients nationwide have already

benefited from the program.

For 2019, the CSC received 54 PLBi nominations, 42

of which or 77.77% were from the Philippine National
Police (PNP). Out of 54 nominations, 23 nominees were
approved by the Commission en banc for the grant of
one-time financial assistance worth PHP100,000. No
report on availment of scholarship from any PASUC
member institution or TESDA was received in the same
year.

The funds for the program are sustained by the

proceeds from the annual conduct of the R.A.C.E. to
Serve Fun Run, which began in 2011. The event is held
in different parts of the country in September as part of
the month-long celebration of the Philippine Civil Service
Anniversary. As of December 2019, total PLBi funding is
placed at PHP20,127,529.60.

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Part 5: Collaborative Partnerships

65
2019 R.A.C.E. to Serve Fun Run
 Part 5: Collaborative Partnerships

Remembering the gems of

public service

Get to know some of the PLBi recipients in 2019:

Forest Ranger Marcial L. Pattaguan

Department of Environment and Natural Resources
Regional Office 2

 Sadly, many who commit their lives to service

are gone to soon. Such is the case for Pattaguan,
whose passion for protecting the country’s
natural resources cost him his life. He was
shot and killed by unidentified armed men after
conducting delineation of boundaries of the
Northern Sierra Madre Natural Park on 8 October
2018 in Dinapigue, Isabela.

Supervising Administrative Officer

Ariel K. Cabingas
City Government of Valencia, Bukidnon

 Working with integrity means making no

compromises when it comes to implementing
rules and regulations. Cabingas held on to
integrity despite the risky circumstances. He was
shot and killed by unknown motorcycle-riding
assailants on 8 February 2019 at Pepito Street,
Valencia City, Bukidnon. Prior to the incident,
reports revealed that he discovered anomalies in
the selling of market stalls and thus became strict
in the implementation of policies in the central
market. It was also reported that he has been
receiving death threats.

Livestock Inspector II Frederick D. Latosa

City Government of Sorsogon

 Agricultural workers are admirable for ensuring

adequate food supply for Filipinos. However,
unfortunate incidents can occur and put the lives
of these workers on the line. One of them was
Latosa, who contracted severe leptospirosis
during rescue activities to save the drowning pigs
of the city government’s Livestock and Poultry
Multiplier Farm Project. He died on 10 February
2019.

67
Part 5: Collaborative Partnerships

2019 Government Job Fair

68
 Part 5: Collaborative Partnerships

CSC holds government job fair’

The CSC through the CSC National Capital Region held the 2019 Government Job Fair on 12
September 2019 at the GT-Toyota Asian Center Auditorium, Magsaysay Avenue, University of
the Philippines Diliman, Quezon City. The activity was part of the 2019 Philippine Civil Service
Anniversary (PCSA) celebration with the theme “CSC at 119: Upholding Integrity and Building a
High-Trust Society.”

Twenty four (24) agencies participated, including: Bureau of Customs, Bureau of Internal Revenue,
Department of Education National Capital Region and Schools Division Offices, Department
of Science and Technology, Department of Trade and Industry, Department of Transportation,
Development Bank of the Philippines, Metro Manila Development Authority, Philippine Air Force,
Philippine Deposit Insurance Corporation, Philippine Health Insurance Corporation, Securities and
Exchange Commission, University of the Philippines System, University of the Philippines Diliman,
Department of Health Central Office, Quirino Memorial Medical Center, Dr. Jose Fabella Memorial
Hospital, National Children’s Hospital, Philippine Orthopedic Center, East Avenue Medical Center,
National Center for Mental Health, Rizal Medical Center, Research Institute for Tropical Medicine,
and Tondo Medical Center.

A total of 2,730 applications were received during the job fair out of the 3,107 job opportunities
offered. Also 978 applicants successfully submitted their documentary requirements; of this
number 666 were walk-in applicants while the rest (312) pre-registered online.

Online job fair

The CSC, in partnership with JobStreet.com, also held the Government Online Career Fair (GOCF)
on 21 to 25 October 2019.

This online event aimed to gather government agencies and job seekers in a virtual environment to
exchange information about job openings.

Job seekers from anywhere in the country were invited to file their applications online. To participate,
they must create an account with JobStreet.com.ph. Once they have an account, they will be able
to view job vacancies and select which ones to apply for. They must also download the Personal
Data Sheet or PDS from the CSC website, www.csc.gov.ph, so they could upload the same to their
e-resume at their JobStreet.com account.

Participating government agencies conducted initial assessment of applications received through

the online event. Then, they notified applicants through email or SMS on the status of their
application and additional instructions and requirements, if any.

As the event partner, Jobstreet.com prepared participating government agencies through a

webinar training series on managing online applications.

CSC regional offices give back

Building malasakit in governance is central to the CSC’s role as an HR institution and its regional
offices exercise social responsibility as evident in the projects implemented in 2019. These projects
included bloodletting, community outreach, tree planting and mangrove conservation, and health
and wellness-oriented events.

69
70
 Part 5: Collaborative Partnerships

School outreach activities

As part of the 119th Philippine Civil Service Anniversary, CSC RO V conducted a gift-giving
activity at Rawis Elementary School in Legazpi City. Learning sessions on health and hygiene
and environmental awareness were provided to grade six pupils. They were also given kits with
educational and hygiene supplies.

Meanwhile, CSC RO X through the CSC’s employees’ association PINTIG, donated school supplies
and drawing materials to physically and mentally-challenged students in Valencia City Central
School-Special Education Program in Bukidnon.

Tabang Mindanao
The CSC Regional Office No. VI and the Council of Human Resource Management Practitioners-
Western Visayas (CHRMP-WV) came up with “Tabang Mindanao” in November 2019.

ln the spirit of malasakit for co-government workers in Mindanao, CSC RO VI and RCHRMP-WV
successfully mobilized resources to solicit donations to victims of successive earthquakes. The
recipients of the donations were government employees occupying SG-10 positions and below.

Within two weeks, the project was able to raise PHP759,338 which came from civil servants from
six provinces in Western Visayas, personnel of CSC RO VI and the Regional Council of HRMPs.
Php700,000 was turned over to Director IV Resurrecion Pueyo of CSC RO XII in General Santos City
on 17 December 2019 while the remaining donations amounting to PHP59,338 was used to assist
victims of typhoon Ursula which made landfall in Visayas on Christmas Day.

CSC BARMM grows trees

“He that plants trees loves others besides himself.” This famous proverb by Thomas Fuller
accentuates the mission of the CSC Bangsamoro Autonomous Region in Muslim Mindanao
(BARMM) to help in ensuring a balanced and sustainable ecology in the region

Through the Pinag-isang Tinig, Isip at Gawa (PINTIG), CSC BARMM partnered with the Ministry of
Environment and Natural Resources, and other regional ministries, agencies, and offices within
BARMM as well as with local private universities, for a Tree Growing Activity in a one-hectare land
parcel in Datu Odin Sinsuat, Maguindanao.

Also, as their means to give back, CSC BARMM collaborated with the Ministry of Health and the
Cotabato Regional Medical Center for the conduct of a bloodletting activity participated by various
government employees in the region, as well as the holding of a seminar on the Philippine Package
of Essential Non-Communicable Diseases among CSC BARMM employees, including job orders
and contract of service workers.

71
OFFICE FOR FINANCIAL AND ASSETS MANAGEMENT
Acting Director IV Maria Victoria M. Salazar
Director III Rafael R. Marco
[email protected]
( (02) 8931-7990; (02) 8931-7984
(02) 8931-8029 (telefax)

CSC REGIONAL OFFICES

CSC REGIONAL OFFICE I CSC REGIONAL OFFICE VI

Director IV Hedy Jose B. Lardizabal Director IV Nelson G. Sarmiento
Director III Josephine R. Altura Director III Alexis S. Palomar-Tabino
+ Quezon Avenue, San Fernando City, + No. 7 Oñate Street, Manduriao, 5000 Iloilo City
2500 La Union ( (033) 321-2668 to 69; (033) 321-1253
( (072) 700-5639; (072) 205-0081 (ARTA related concerns)
(072) 700-5626 : [email protected]; [email protected]
: [email protected]; [email protected]
CSC REGIONAL OFFICE VII
CSC REGIONAL OFFICE II Director IV Carlos A. Evangelista
Director IV Nerissa B. Canguilan Director III Ariel B. Bacatan
Director III Marites M. Lappay + Sudlon, Lahug, 6000 Cebu City
+ San Gabriel, Tuguegarao, 3500 Cagayan ( (032) 414-7676; (032) 414-7488
( (078) 844-3605; (078) 844-5352 (032) 253-9050
(078) 396-1321 : [email protected]
: [email protected]; [email protected]
CSC REGIONAL OFFICE VIII
CSC REGIONAL OFFICE III Director IV Victoria F. Esber
Acting Director IV Rosalinda A. Tanaliga-Oliva Director III Rowin P. Riños
+ Diosdado Macapagal Government Center, Maimpis + Government Center, Palo, 6501 Leyte
City of San Fernando, 2000 Pampanga ( (053) 323-2962; (053) 323-2857
( (045) 455-3242 (053) 323-2967
(045) 455-3241 : [email protected]
: [email protected]; [email protected]
CSC REGIONAL OFFICE IX
CSC REGIONAL OFFICE IV Director IV Alvin R. Araneta
Director IV Karin Litz P. Zerna Director III Mario Jose T. Cunting
Director III Fernando O. Mendoza + Cabatangan, 7000 Zamboanga City
Director III Radne B. Jomuad ( (062) 955-1643; (062) 955-5946
+ 139 Panay Ave., Barangay South Triangle (062) 955-2765; (062) 955-1642
1103 Quezon City : [email protected]; [email protected];
( (02) 927-1830; (02) 920-9987; (02) 927-1809 [email protected]
: [email protected]
CSC REGIONAL OFFICE X
CSC REGIONAL OFFICE V Director IV Grace R. Belgado-Saqueton
Director IV Cecilia R. Nieto Director III Noemi Rabe-Torres
Director III Daisy P. Bragais + Vamenta Blvd. Carmen, 9000 Cagayan de Oro City
+ Rawis, Legazpi City ( (088) 858-7563
( (052) 482-0699; (052) 482-0314 : [email protected]; [email protected];
(052) 482-0695 [email protected]
: [email protected]; [email protected]; [email protected]
CSC REGIONAL OFFICE XI
Director IV Adams D. Torres
Director III Cyril-Nathan SM. Eamiguel
+ Ecoland Drive, Matina, 8000 Davao City
( (082) 299-1727; (082) 299-1724; (082) 299-1725
(082) 299-3118
: [email protected]; [email protected]

74
CSC REGIONAL OFFICE XII CSC AUTONOMOUS REGION IN MUSLIM MINDANAO
Director IV Resurreccion P. Pueyo Acting Director IV Maribel Sixto-Alejo
Director III Venus D. Ondoy OIC-Director III Dominador E. Gonzales, Jr.
+ ARMM Complex, 9600 Cotabato City
+ Gov. Gutierrez Avenue, 9600 Cotabato City
( (064) 552-0512; (064) 552-0327
( (064) 552-1911; (064) 552-1383; (064) 552-1118 (064) 552-1855
: [email protected]; [email protected] 0995-581182 (Text CSCARMM)
: [email protected]; [email protected]
CSC CORDILLERA ADMINISTRATIVE REGION
Director IV Marilyn E. Taldo CSC NATIONAL CAPITAL REGION
Director III Cornelia M. Rillera Director IV Judith Dongallo-Chicano
+ No. 116 Wagner Road, Military Cut Off, 2600 Baguio City Director III Prisco S. Rivera Jr.
Director III Maricar T. Aquino
( (074) 443-5981; (074) 442-0367; (074) 443-0366
+ No. 25 Kaliraya St., Brgy. Doña Josefa, Quezon City
: [email protected]; [email protected] ( (02) 740-8412; (02) 749-0980; (02) 781-5864;
(02) 781-5886; (02) 741-6097
CSC CARAGA : ncr.csc.gov.ph; [email protected]; [email protected]
Director IV Annabelle B. Rosell
Director III Winston L. Plaza
+ Doongan Road, 8600 Butuan City
( (085) 342-6089
(085) 815-3370
+63918-5134278 (Txt CSCCaraga)
: [email protected]; [email protected];
[email protected]

CSC NATIONAL CAPITAL REGION FIELD OFFICES

BANGKO SENTRAL NG PILIPINAS FIELD OFFICE BUREAU OF INTERNAL REVENUE FIELD OFFICE
Bangko Sentral ng Pilipinas Bureau of Internal Revenue
Bureau of Local Government Finance Dangerous Drugs Board
Bureau of Plant Industry National Power Corporation
Bureau of the Treasury National Telecommunication Commission - CO
Central Board of Assessment Appeals National Telecommunication Commission – NCR
Cultural Center of the Philippines National Transmission Corporation
Department of Finance National Council on Disability Affairs
Department of Labor and Employment – CO Occupational Safety & Health Center
Department of Labor and Employment – NCR Office of the Ombudsman
Institute for Labor Studies Philippine Atmospheric, Geophysical & Astronomical Services
Insurance Commission Administration
Intramuros Administration Philippine Drug Enforcement Agency
Land Bank of the Philippines Philippine Science High School
Maritime Industry Authority Philippine Children’s Medical Center
National Archives of the Philippines Public Private Partnership Center of the Philippines
National Conciliation and Mediation Board Power Sector Assets and Liabilities Management
National Historical Commission of the Philippines
National Parks Development Committee Director II Dick N. Echavez
National Wages and Productivity Commission CSC Field Office - BIR
Overseas Workers Welfare Administration + Rm. 210, BIR Bldg., Agham Road, Diliman, Quezon City
Philippine Charity Sweepstakes Office ( (02) 929-5568; (02) 929-7515
Philippine Sports Commission : [email protected]
Design Center of the Philippines (formerly PDDCP)
The National Library of the Philippines
Tourism Promotions Board (formerly PCBC) CALOOCAN CITY GOVERNMENT FIELD OFFICE
CGO – Caloocan
Director II May Antonette D. Arriola CGO - Malabon
+ Rm. 605 EDPC Bldg., BSP Complex, F. B. Harrison St., CGO – Navotas
Roxas Blvd., Manila CGO – Valenzuela
( (02) 708-7347 Division of City Schools - Caloocan City
: [email protected]; [email protected]

75
Division of City Schools – Malabon National Broadcasting Network (PTV-4)
Division of City Schools - Navotas Natural Resources Development Corporation
Division of City Schools - Valenzuela City Philippine Information Agency
Philippine National Railways Biodiversity Management Bureau (formerly Protected Areas &
Wildlife Bureau)
Director II Noel V. Salumbides
+ 3/F Caloocan City Hall, A. Mabini St., Caloocan City Director II Fe P. Lacaba
( (02) 288-8811 to 14 loc. 2257 + DENR Annex Bldg., Visayas Avenue, Diliman, Quezon City
(02) 323-5349 ( (02) 929-6626 loc. 2079
: [email protected] (02) 928-6190
: [email protected]

COMMISSION ON AUDIT FIELD OFFICE

Career Executive Service Board DEPARTMENT OF FOREIGN AFFAIRS FIELD OFFICE
Commission on Audit Center for International Trade Exposition and Mission
Department of Social Welfare and Development CGO - Pasay City
House of Representative Electoral Tribunal Commission on Appointments
Inter-Country Adoption Board Commission on Filipino Overseas
Senate Electoral Tribunal Department of Foreign Affairs
Division of City Schools - Pasay City
Director II Dick N. Echavez Foreign Service Institute
+ 2/F COA Bldg., Commonwealth Avenue, Quezon City Government Service Insurance System
( (02) 932-7136 Light Rail Transit Authority
: [email protected] Office of the Vice-President
Philippine Economic Zone Authority
Philippine Trade Training Center
DEPARTMENT OF AGRICULTURE FIELD OFFICE Senate of the Philippines
Agricultural Training Institute UNESCO National Commission of the Philippines
Bureau of Agriculture and Fisheries Standards (formerly BAFPS)
Bureau of Agricultural Research Director II Henry B. Pelino
Bureau of Animal Industry + 3/F DFA Bldg., Roxas Blvd., Pasay City
Bureau of Fisheries & Aquatic Resources ( (02) 834-3381; (02) 834-4809
Bureau of Soils & Water Management (02) 834-4455
Department of Agrarian Reform : [email protected]
Department of Agriculture
Philippine Fiber Industry Development Authority
National Dairy Authority DEPARTMENT OF HEALTH FIELD OFFICE
National Food Authority - CO & NCR Amang Rodriguez Memorial Medical Center
National Meat Inspection Service Center for Health Development (DOH-NCR)
Office of Transportation Cooperatives Department of Health – CO
Fertilizer & Pesticide Authority Dr. Jose Fabella Memorial Hospital
Philippine Carabao Center East Avenue Medical Center
Philippine Coconut Authority - CO & IV B Jose N. Rodriguez Memorial Hospital
Philippine Council on Agriculture and Fisheries Jose R. Reyes Memorial Medical Center
Philippine Fisheries Development Authority Las Piñas General Hospital and Satellite Trauma Center
Philippine Rice Research Institute National Children’s Hospital
Philippine Sugar Corporation Philippine Institute for Traditional & Alternative Healthcare
Quedan and Rural Credit Guarantee Corporation Philippine Orthopedic Center
Sugar Regulatory Administration Quirino Memorial Medical Center
Rizal Medical Center
Director II Fe P. Lacaba San Lazaro Hospital
+ G/F DA Bldg., Elliptical Road, Diliman, Quezon City San Lorenzo Ruiz Women’s Hospital
( (02) 920-1814; (02) 928-8741; (02) 928-8758 Tondo Medical Center
(02) 637-3451; (02) 920-4359 Valenzuela Medical Center
: [email protected]
Director II Noel V. Salumbides
+ G/F Building 12, San Lazaro Compound,
DEPARTMENT OF ENVIRONMENT AND NATURAL RESOURCES Rizal Avenue, Sta. Cruz, Manila
FIELD OFFICE ( (02) 781-4329; (02) 651-7800 loc. 2252
Bureau of Broadcast Services : [email protected]
Department of Environment and Natural Resources - CO
Department of Environment and Natural Resources – NCR
Ecosystems Research and Development Bureau DEPARTMENT OF THE INTERIOR AND
Environmental Management Bureau – CO LOCAL GOVERNMENT FIELD OFFICE
Environmental Management Bureau - NCR Bureau of Fire Protection - NHQ
Forest Management Bureau Bureau of Fire Protection – NCR
Laguna Lake Development Authority Bureau of Jail Management & Penology – NHQ
Mines and Geosciences Bureau Bureau of Jail Management & Penology - NCR

76
Department of the Interior & Local Government - CO PNP NCRPO
Department of the Interior & Local Government – NCR PNP Special Action Force (SAF)
Local Government Academy Philippine Textile Research Institute
National Police Commission – NCR Science & Technology Information Institute
Philippine Public Safety College Science Education Institute
Technology Application & Promotion Institute
Director II Eva F. Olmedillo
+ 23/F DILG-NAPOLCOM Center Bldg., Director II Imelda R. Banzon
EDSA cor. Quezon Avenue, Quezon City + 4/F Philippine Textile Research Institute Building
( (02) 929-9622; (02) 925-9113 PITRI Compound, Gen. Santos Avenue,
: [email protected] Bicutan, Taguig City
( (02) 837-2071 loc. 2278/2279
: [email protected]
DEPARTMENT OF NATIONAL DEFENSE FIELD OFFICE
AFP General Headquarters
AFP Medical Center DEPARTMENT OF PUBLIC WORKS AND HIGHWAYS FIELD OFFICE
AFP Philippine Air Force Bureau of Customs
AFP Philippine Army Bureau of Quarantine
AFP Philippine Military Academy Commission on Elections – CO
AFP Philippine Navy Commission on Elections – NCR
Agricultural Credit Policy Council Department of Public Works and Highways – CO
CGO - San Juan Department of Public Works and Highways – NCR
Department of National Defense Department of Public Works and Highways - Road Board
Department of Transportation Lands Management Bureau
Development Academy of the Philippines National Tax Research Center
Division of City Schools - San Juan Philippine Normal University
Energy Regulatory Commission Philippine Ports Authority
Metro Rail Transit III Technological University of the Philippines
National Defense College of the Philippines
National Economic and Development Authority Director II Evelyn N. Enrique-Viernes
Office for Civil Defense + Mezzanine Floor, DPWH Bldg., Bonifacio Drive,
Office for Transportation Security Port Area, Manila
Office of the Presidential Adviser on the Peace Process ( (02) 304-3292; (02) 304-3549
Philippine Competition Commission (02) 304-35491
Philippine Coast Guard – Civilian : [email protected]
Philippine Overseas Employment Administration
Philippine Veterans Affairs Office
Presidential Commission on Good Government DEVELOPMENT BANK OF THE PHILIPPINES FIELD OFFICE
Securities and Exchange Commission Al-Amanah Islamic Investment Bank of the Philippines
The Government Arsenal Aurora Pacific Economic Zone Authority
Toll Regulatory Board Bases Conversion Development Authority
Veterans Memorial Medical Center Board of Investments
Cagayan Economic Zone Authority
Director II Cecilia C. Villafuerte Credit Information Corporation
+ Camp Gen. Aguinaldo, Boni Serrano St., Quezon City Construction Industry Authority of the Philippines
( (02) 982-5673; (02) 982-5600 loc. 5673 Construction Manpower Development Foundation
: [email protected] Department of Energy
Department of Tourism - CO & NCR
Department of Trade and Industry – CO
DEPARTMENT OF SCIENCE AND TECHNOLOGY FIELD OFFICE Department of Trade and Industry – NCR
Bureau of Corrections Development Bank of the Philippines
CGO – Taguig Employees Compensation Commission
Department of Science & Technology – CO Film Development Council of the Philippines
Department of Science & Technology – NCR Games and Amusement Board
Division of City Schools - Taguig & Pateros Governance Commission for GOCC (GCG)
Food & Nutrition Research Institute Home Development Mutual Fund
Forest Products Research and Development Institute Home Guaranty Corporation
Industrial Technology Development Institute Housing & Urban Development Coordinating Council (HUDCC)
Metal Industry Research and Development Center Intellectual Property Office
Municipal Government of Pateros National Development Company
National Academy of Science and Technology National Home Mortgage Finance Corporation
National Nutrition Council National Livelihood Development Corporation
National Research Council of the Philippines National Mapping and Resource Information Authority
Philippine Council for Agriculture, Aquatic and Natural Resources National Police Commission – CO
Research and Development Office of the Solicitor General
Philippine Council for Health Research & Development Philippine Deposit Insurance Corporation
Philippine Council for Industry, Energy and Emerging Technology Philippine Institute for Development Studies
Research and Development Philippine International Trading Corporation

77
Philippine Merchant Marine Academy OFFICE OF THE PRESIDENT FIELD OFFICE
Philippine National Oil Company Bureau of Communications Services
Philippine Racing Commission Climate Change Commission
Philippine Reclamation Authority Commission on the Filipino Language
Philippine Retirement Authority Cooperative Development Authority
Privatization Management Office Council for the Welfare of Children
Small Business Corporation (formerly SBGFC) DBM - Procurement Service
Trade and Investment Development Corp of the Philippines (PhilExim) Department of Budget and Management - CO
Tourism Infrastructure and Enterprise Zone Authority Department of Budget and Management – NCR
Department of Social Welfare and Development - NCR
Director II Jocelyn Patrice L. Deco Eulogio “Amang” Rodriguez Institute of Science & Technology
+ 4/F DBP Bldg., Gil Puyat Ave., cor Makati Avenue Movie and TV Review and Classification Board
Makati City National Anti-Poverty Commission
( (02) 818-9511 loc. 3404 National Commission for Culture and the Arts
(02) 812-6371 National Labor Relations Commission
: [email protected] National Printing Office
National Tobacco Administration
National Youth Commission
HOR FIELD OFFICE News and Information Bureau
House of Representatives Office of the President
Optical Media Board
Director II Dick N. Echavez Pasig River Rehabilitation Commission
Basement, South Wing, Philippine Commission on Women
House of Representatives, Polytechnic University of the Philippines
+ Constitution Hills, Quezon City Presidential Broadcast Staff (RTVM)
( (02) 932-6221 Presidential Commission for the Urban Poor
: [email protected] National Privacy Commission
Presidential Communications Operations Office
Presidential Legislative Liaison Office
MAKATI FIELD OFFICE Presidential Management Staff
CGO-Mandaluyong Professional Regulation Commission
CGO-Pasig Philippine Statistical Authority
CGO-Makati Bureau of Agricultural Statistics
Commission on Population National Statistics Office
Department of Education – CO National Statistical Coordination Board
Division of City Schools – Mandaluyong
Division of City Schools - Makati Director II Roderick Romualdo
Division of City Schools – Pasig + Room 476 Mabini Bldg., Malacañang, Manila
Land Transportation Office – NCR ( (02) 736-1032; (02) 735-6201 loc. 6382/6472
Metropolitan Manila Development Authority : [email protected]
Philippine Health Insurance Corporation
Rizal Technological University
National Center for Mental Health PHILIPPINE NATIONAL POLICE FIELD OFFICE
Philippine National Police
Director II Nel Sherwin A. Carnetes
+ 7/F Building 2, Makati City Hall, Poblacion, Makati City Director II Velda E. Cornelio
( 870-1794 + 2/F DPRM Annex Bldg., Camp Crame, Quezon City
: [email protected] ( (02) 723-0401 loc. 3662
(02) 723-0401 loc. 3662, 4431
: [email protected]
MANILA FIELD OFFICE
Bureau of Immigration
CGO – Manila PHILSCA FIELD OFFICE
Court of Appeals CGO - Las Piñas
Court of Tax Appeals CGO - Muntinlupa
Department of Justice CGO - Parañaque
Division of City Schools – Manila Civil Aeronautics Board
National Bureau of Investigation Civil Aviation Authority of the
Pamantasan ng Lungsod ng Maynila Philippines (formerly ATO)
Philippine Postal Corporation - CO Division of City Schools - Las Piñas
Sandiganbayan Division of City Schools - Muntinlupa
Supreme Court of the Philippines Division of City Schools - Parañaque
National Museum Duty Free Philippines
Food and Drugs Administration
Director II Claudia A. Tan Manila International Airport Authority
+ Lions Drive, Arroceros St., Ermita, Manila Philippine Aerospace Development Corporation
( (02) 310-5289 Philippine State College of Aeronautics
: [email protected] PNP Aviation Security Group (AVSEGROUP)

78
Research Institute for Tropical Medicine Parole & Probation Administration – NCR
Technical Education & Skills Development Authority - CO Philippine Crop Insurance Corporation
Philippine Heart Center
Director II Laura D. Mangorangca Philippine National Volunteer Service Coordinating Agency
+ Bldg. 7 TESDA Complex, East Service Road Public Attorney’s Office - CO & NCR
South Super Highway, 1600 Taguig City Social Security System
: [email protected] Tariff Commission
National Intelligence Coordinating Agency
Duty Free Philippines Corporation
+ Duty Free Philippines, 3/F EHA Building, Ninoy Aquino Ave., Director II Eva F. Olmedillo
Parañaque City + 10/F SSS Bldg., East Avenue, Diliman, Quezon City
( (02) 552-4391 ( (02) 924-7826; (02) 920-6401 loc. 5959
: [email protected] : [email protected]

NATIONAL IRRIGATION FIELD OFFICE UNIVERSITY OF THE PHILIPPINES FIELD OFFICE

CGO - Quezon City Advanced Science & Technology Institute
Department of Education – NCR CGO - Marikina
Division of City Schools – QC Pamantasan ng Lungsod ng Marikina
Housing and Land Use Regulatory Board Commission on Higher Education – CO
National Commission on Indigenous People Commission on Higher Education-NCR
National Housing Authority Commission on Human Rights
Philippine Statistical Training Institute (formerly SRTI) Division of City Schools – Marikina
Department of Information and Communication Technology
Director II Hans R. Alcantara Local Water Utilities Administration
CSC Field Office - National Irrigation Administration (CSCFO-NIA) Marikina Polytechnic College
4/F IEC Bldg., NIA Compound Metropolitan Waterworks & Sewerage System - Corporate Office
National Irrigation Administration Metropolitan Waterworks & Sewerage System - Regulatory Office
+ EDSA, Diliman, Quezon City National Book Development Board
( (02) 8926-1727; 8929-6071 to 79 loc. 304 Philippine Center for Economic Development
: [email protected]; [email protected] Philippine Institute of Volcanology and Seismology
Philippine Nuclear Research Institute
University of the Philippines - Diliman
SOCIAL SECURITY SYSTEM FIELD OFFICE
Land Registration Authority Director II Phillip C. Apostol
Land Transportation Franchising and Regulatory Board - CO Civil Service Commission-National Capital Region
Land Transportation Franchising and Regulatory Board – NCR FIELD OPERATIONS AND STRATEGY IMPLEMENTATION CENTER
Land Transportation Office (FOSIC)
Lung Center of the Philippines + No. 25 Kaliraya St., Brgy. Doña Josefa, 1113 Quezon City
National Commission on Muslims Filipino ( (02) 740-8412 loc. 209; (02) 381-7681;
National Electrification Administration (02) 494-3984
National Irrigation Administration : [email protected]
National Kidney & Transplant Institute
National Security Council Director II Hans R. Alcantara
National Water Resources Board + G/F NEC Bldg., UP Campus, Diliman, Quezon City
Office of the Government Corporate Counsel ( (02) 981-8500 loc. 3022
Parole & Probation Administration – CO : [email protected]

CSC FIELD OFFICES

CSC RO I Director II Edgar F. Asuncion

CSC Field Office - La Union
Director II Romulo V. Nabua + Aguila Road, City of San Fernando, 2500 La Union
CSC Field Office - Ilocos Sur ( (072) 700-5763
+ Zone 5, Bantay, 2727 Ilocos Sur : [email protected]; [email protected]
( (077) 722-2380
: [email protected]; [email protected] Director II Flordeliza C. Bugtong
CSC Field Office - Western Pangasinan
Director II Rex R. Ami + Provincial Capitol Compound, Lingayen, 2401 Pangasinan
CSC Field Office - Ilocos Norte ( (075) 529-9394
+ No. 7 Giron St. Laoag City, 2900 Ilocos Norte : [email protected]
( (077) 670-0357
: [email protected]; [email protected]

79
Director II Rogelio T. Del Rosario Director II Maria Cristina R. Gonzales
CSC Field Office - Eastern Pangasinan CSC Field Office - Tarlac
+ Alexander St., Urdaneta City, 2428 Pangasinan + Romulo Blvd., San Vicente, 2300 Tarlac City
( (075) 204-0143 ( (045) 982-0455
: [email protected] : [email protected]; [email protected]

CSC RO II Acting Director II Randy C. Tababa

CSC Field Office - Zambales
Director II Maria Noemi S. Bustamante + Palanginan, Iba, 2201 Zambales
CSC Field Office Cagayan - Batanes ( (047) 307-2447
+ Regional Government Center, Carig, Tuguegarao City : [email protected];
( (078) 396-0654 [email protected]
: [email protected]; [email protected]
CSC RO IV
Director II Rewina D. Arugay
CSC Field Office - Isabela Director II Lily Beth L. Majomot
+ Alibagu, Ilagan, Isabela CSC Field Office - Batangas
( (078) 323-0575 + Provincial Capitol Compound, 4200 Batangas City
: [email protected]; [email protected]; ( (043) 425-4326; (043) 726-2894
[email protected] : [email protected]; [email protected]

Director II Elpidio S. Bunagan, Jr. Director II Maria Theresa R. Poblador

CSC Field Office Nueva Vizcaya - Quirino CSC Field Office - Cavite
+ Quirino Capitol Site, Bayombong, Nueva Vizcaya + Provincial Capitol Compound, Trece Martires City, 4109 Cavite
( (078) 392-0270 ( (046) 471-9288 (Imus)
: [email protected]; ( (046) 419-2534 (Trece Martires City)
[email protected]; [email protected] : [email protected]; [email protected]

Supervising PS Francis P. Acosta Director II Charity F. Arevalo

CSC Field Office - Quirino CSC Field Office - Laguna
+ Quirino State University Campus, Diffun, Quirino + Provincial Capitol Compound, Sta. Cruz, 4009 Laguna
( (078) 694-7060 ( (049) 501-3324
: [email protected]; [email protected] : [email protected]; [email protected]

CSC RO III Director II Jacinto C. Mateo III

CSC Field Office - Marinduque
Director II Seymour R. Pajares + Provincial Government Compound, Boac, 4900 Marinduque
CSC Field Office - Aurora ( (042) 332-2539
+ Barangay Buhangin, Baler, 3200 Aurora : [email protected]; [email protected]
: [email protected]; [email protected]
Director II Marietta P. Santos
Director II Edgardo C. Cruz CSC Field Office - Occidental Mindoro
CSC Field Office - Bataan + Hidalgo Street, Brgy. 7, San Jose, 5100 Occidental Mindoro
+ Provincial Capitol Compound, Balanga City, 2100 Bataan ( (043) 711-7957
( (047) 791-4707 : [email protected];
: [email protected]; [email protected] [email protected]

Director II Dulce J. Cochon Director II Nancy B. Asilo

CSC Field Office - Bulacan CSC Field Office - Oriental Mindoro
+ Provincial Capitol Compound, City of Malolos, 3000 Bulacan + Provincial Capitol Compound, 5200 Calapan City
( (044) 791-4940 ( (043) 441-6032
: [email protected]; [email protected] : [email protected];
[email protected]
Director II Eleanor M. Prado
CSC Field Office - Nueva Ecija Director II Marissa C. Barba
+ Old Provincial Capitol Compound, Cabanatuan City CSC Field Office - Palawan
3100 Nueva Ecija + SPS Government Center, Bancao-Bancao
( (044) 463-4666 5300 Puerto Princesa City
: [email protected]; [email protected] ( (048) 434-6344
: [email protected]; [email protected]
Director II Emily R. Reyes
CSC Field Office - Pampanga Director II Jacinto C. Mateo III
+ Provincial Capitol Compound, Sto. Niño, City of San Fernando CSC Field Office - Quezon
2000 Pampanga + Provincial Capitol Compound, Lucena City, 1103 Quezon
( (045) 961-3741; (045) 966-0126 ( (042) 797-0923
: [email protected]; [email protected] : [email protected]; [email protected]

80
Director II Allan Poe M. Carmona Director II Rufino G. Leonoras
CSC Field Office - Rizal CSC Field Office - Capiz
+ 4/F General Services Office (GSO) Bldg. + Capiz Provincial Capitol, 5800 Roxas City
Municipal Government of Cainta Compound ( (036) 621-4989
A. Bonifacio Avenue, 1800 Cainta, Rizal : [email protected]; [email protected];
( (02) 696-2596; (02) 535-5171 [email protected]
: [email protected]; [email protected]
Director II Vizur-Ty C. Gaitano
Caretaker Rowena M. Cunanan CSC Field Office - Guimaras
CSC Field Office - Romblon + Guimaras Provincial Capitol, Jordan, 5045 Guimaras
+ 4/F Romblon Provincial Capitol Bldg. : [email protected]; [email protected];
Capaclan, Romblon, 5500 Romblon [email protected]
: [email protected]; [email protected]
Director II John Esar T. David
CSC RO V CSC Field Office - Iloilo
+ Pepita Aquino Avenue, 5000 Iloilo City
Director II Sharon Farida A. Flores ( (033) 337-3337; (033) 509-0557
CSC Field Office - Albay : [email protected]; [email protected]; [email protected]
+ IBP Road, Bitano, Legazpi City 4500
( (052) 480-2332 Director II Erna T. Elizan
: [email protected]; [email protected] CSC Field Office - Negros Occidental
+ Provincial Administrative Center, Aguinaldo St. Bacolod City,
Director II Rosalinni V. Moneda 6100 Negros Occidental
CSC Field Office - Camarines Norte ( (034) 708-8184
+ Daet, Camarines Norte 4600 cscnegrosoccidental.webs.com
( (054) 440-0695 : [email protected];
: [email protected]; [email protected] [email protected]; [email protected]

Director II Maria Dolores D. Salud CSC RO VII

CSC Field Office - Camarines Sur
+ Capitol Complex, Pili, 4418 Camarines Sur Director II Merlinda F. Quillano
( (054) 475-3429 CSC Field Office - Cebu North
: [email protected]; [email protected] + 5/F, CSC RO 7 Building Sudlon, Lahug, 6000 Cebu City
( (032) 414-0769
Director II Jocelyn L. Marifosque : [email protected]
CSC Field Office - Masbate
+ Masbate City, 5400 Masbate Director II Ma. Victoria R. Gabud
( (056) 333-4141 CSC Field Office - Cebu South
: [email protected]; [email protected] + G/F, CSC RO 7 Building, Sudlon, Lahug, 6000 Cebu City
( (032) 414-0839
Acting Director II Emylin O. Severo : [email protected]
CSC Field Office - Sorsogon
+ Flores Street, 4700 Sorsogon City Director II Elizabeth B. Mateo
( (056) 421-5845 CSC Field Office - Bohol
: [email protected]; [email protected] + Circumferential Road, Dampas District, 6300 Tagbilaran City
( (035) 501-7046
Acting Director II Enida B. Abordo : [email protected]
CSC Field Office - Catanduanes
+ Virac, Catanduanes 4800 Director II Gina A. Crucio
: [email protected]; [email protected] CSC Field Office - Negros Oriental
+ Daro St., 6200 Dumaguete City
CSC RO VI ( (035) 420-5002
: [email protected]
OIC Director II Leo F. Jamorin
CSC Field Office - Aklan Director II Alice May S. Parcon
+ 3/F Administration Building, College of Administration Industrial CSC Field Office - Siquijor
Technology, Aklan State University, Roxas Ave. Ext., + Old Capitol Building, Larena, 6226 Siquijor
Kalibo, 5600 Aklan ( (035) 377-2080
( (036) 268-5797 : [email protected]
: [email protected]; [email protected];
[email protected] CSC RO VIII

Concurrent OIC-Director II Phillip Bernard H. Capadosa Director II Emmanuel L. Fuentes

CSC Field Office - Antique CSC Field Office - Leyte
+ Sibalom, 5713 Antique + 2/F Leyte Academic Center, Palo, 6501 Leyte
( (036) 543-8073 ( (053) 323-4136
: [email protected]; [email protected]; : [email protected]; [email protected]
[email protected]

81
Director II Pharida Q. Aurelia CSC RO X
CSC Field Office - Biliran
+ Capitol Grounds, Brgy. Calumpang Acting Director II Cosette Maglasang-Mundo
Naval, 6543 Biliran CSC Field Office - Misamis Oriental
( (053) 500-9220 + 2/F of CSCRO 10, Vamenta Blvd. Carmen
: [email protected]; [email protected] 9000 Cagayan de Oro City
: [email protected]; [email protected]
Director II Pharida Q. Aurelia
CSC Field Office - Western Leyte Satellite Office Director II Abdulla M. Datu-Dacula
+ Aunubing Street, New Ormoc City Hall, 6541 Ormoc City CSC Field Office - Misamis Occidental
( (053) 560-8172 + Provincial Capitol Compound, 7207 Oroquieta City
: [email protected] ( (088) 531-1280
: [email protected]; [email protected]
Director II Michael M. dela Cruz
CSC Field Office - Southern Leyte Director II Lourdes B. Pelaez
+ Brgy. Asuncion Capitol Site, Maasin, 6600 Southern Leyte CSC Field Office - Bukidnon
( (053)570-9085 + San Victores St., Brgy. 9, Malaybalay City, 8700 Bukidnon
: [email protected]; [email protected] ( (088) 813-2520
: [email protected]; [email protected]
Director II Rey Albert B. Uy Director II Mary Ann H. Borres
CSC Field Office - Samar CSC Field Office - Camiguin
+ Arteche Boulevard, Catbalogan City, 6700 Western Samar + CPSC Compound, Balbagon, Mambajao, 9100 Camiguin
( (055) 543-9380 ( (088) 387-2100
: [email protected]; [email protected] : [email protected]; [email protected]

Director II Lysander G. Navales Director II Alona B. Carumba

CSC Field Office - Eastern Samar CSC Field Office - Lanao del Norte
+ Brgy. Alang-Alang, Borongan, 6800 Eastern Samar + DepEd City Division, Aguinaldo St., 9200 Iligan City
( (055) 560-9290 ( (063) 221-4065
: [email protected]; [email protected] : [email protected]; [email protected]

Director II Ma. Natividad L. Costibolo CSC RO XI

CSC Field Office - Northern Samar
+ UEP Town, Catarman, 6400 Northern Samar Director II Minda G. Ostique
( (055) 251-7288 CSC Field Office - Davao City
: [email protected]; [email protected] + DPWH Compound, Guerrero St., Davao City
( (082) 221-5551
CSC RO IX : [email protected]; [email protected]

Director II Faida Aisha A. Calapardo Director II Richard T. Ortiz

CSC Field Office - Zamboanga City CSC Field Office - Davao del Sur
+ 2/F BPI Bldg., Port Area, 7000 Zamboanga City + DPWH Compound, Lapu-Lapu St., Digos City
( (062) 993-2942 ( (082) 553-4671
: [email protected]; [email protected] : [email protected]; [email protected]

Director II Sarah L. Amores-Batoy Director II Nelly L. Esperanza

CSC Field Office - Zamboanga Del Sur CSC Field Office - Davao del Norte
+ Provincial Capitol Compound, 7016 Pagadian City + Government Center, Mankilam, Tagum City
( (062) 215-3017 ( (084) 216-3674
: [email protected]; [email protected] : [email protected];
[email protected]
Director II Jerry N. Mayormita
CSC Field Office - Zamboanga Del Norte Director II Nancy A. Tuason
+ ZDN Sports Complex Tower, Estaka, 7100 Dipolog City CSC Field Office - Compostela Valley
( (065) 212-3762 + Nabunturan, Compostela Valley Province
: [email protected]; [email protected] : [email protected]; [email protected]

Director III Mario Jose T. Cunting (concurrent capacity) Director II Marilyn M. Dujali
CSC Satellite Office-Zamboanga Sibugay CSC Field Office - Davao Oriental
+ Municipal Hall, Ipil, Zamboanga Sibugay + Dahican, Davao Oriental
: [email protected] ( (087) 388-4681
: [email protected]; [email protected]

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CSC RO XII Director II Anita Verina T. Paredes
CSC Field Office - Mt. Province
Director II Angelica C. Capao-an + Barangay Calutit, Bontoc, 2616 Mt. Province
CSC Field Office - Cotabato City : [email protected]; [email protected]
+ DPWH Cotabato City, DEO Compound
Ramon Rabago St., Motorpool, Access Road, Cotabato City CSC CARAGA
( (064) 421-1915
: [email protected]; [email protected] Director II Meshach D. Dinhayan
CSC Field Office - Agusan del Norte
Director II Ma. Josefina G. Buenbrazo + DepEd Butuan City Division
CSC Field Office - North Cotabato Compound, Rosal Street, Butuan City
: Provincial Capitol, Amas, Kidapawan City ( (085) 342-7071
( (064) 572-8028 : [email protected]; [email protected]
: [email protected]; [email protected]
Director II Christopher C. Mabale
Director II Glenda I. Foronda-Lasaga CSC Field Office - Agusan del Sur
CSC Field Office - Sarangani + Government D.O. Plaza Gov’t. Center
+ Provincial Capitol Compound, Alabel, Sarangani Province Patin-ay, Agusan del Sur
( (083) 508-2034 ( (085) 343-7309
: [email protected]; [email protected] : [email protected];
[email protected]
Director II Teresita R. Antolin
CSC Field Office - South Cotabato Director II Harold P. Pareja
+ Alunan Avenue, Koronadal City CSC Field Office - Surigao del Norte
( (083) 228-1283 + 2/F Surigao Integrated Bus Terminal
: [email protected]; [email protected] Bldg. Brgy. Luna, Surigao City
( (086) 826-8560
Director II Edna C. Nebrija-Mahinay : [email protected];
CSC Field Office - Sultan Kudarat [email protected]
+ Old Capitol Compound, Isulan, Sultan Kudarat
( (064) 201-4141 Director II Alan B. Besario
: [email protected]; [email protected] CSC Field Office - Surigao del Sur
+ Capitol Hills, Telaje, Tandag City
CSC CAR ( (086) 211-3052
: [email protected];
Director II Perfecto B. Cardenas [email protected]
CSC Field Office - Abra
+ Provincial Capitol Compound, Bangued, 2800 Abra CSC ARMM
: [email protected]; [email protected]
Director II Dominador E. Gonzales, Jr.
Director II Ruben U. Wacas CSC Field Office - Cotabato City
CSC Field Office - Apayao + ARMM Compound, Cotabato City 9600
+ Apayao Provincial Office, Luna, 3813 Apayao ( (064) 552-0512
: [email protected]; [email protected] : [email protected];
[email protected]
Director II Allyson M. Locano
CSC Field Office - Baguio City Director II Sandrah Arnica M. Usman
+ Jose Abad Santos Drive, Burnham Park, 2600 Baguio City CSC Field Office - Lanao del Sur
( (074) 424-2659 + MSU E-Library, Mindanao State University Main Campus
: [email protected]; [email protected] Marawi City, 9700
: [email protected]
Director II Cornelia S. Padinay
CSC Field Office - Benguet Director II Gil D. Caburnay
+ BSU Cmpd. Km. 5, La Trinidad, 2601 Benguet CSC Field Office - Basilan/Sulu
( (074) 422-6208 + City Hall of Lamitan, Lamitan City, Basilan, 7300
: [email protected]; [email protected] Municipal Hall of Jolo, Jolo, Sulu, 7400
( (0998) 274-3619; (0916) 691-8886
Director II Anita Verina T. Paredes : [email protected]; [email protected]
CSC Field Office - Ifugao
+ Provincial Capitol, Lagawe, 3600 Ifugao Director II Shastri S. Buddin
: [email protected]; [email protected] CSC Field Office - Tawi-tawi
+ Provincial Capitol Compound, Bongao, Tawi-Tawi,7500
Director II Ruben U. Wacas ( (068) 268-1543
CSC Field Office - Kalinga : [email protected]
+ Government Center, Bulanao, Tabuk City, 3800 Kalinga
: [email protected]; [email protected]

83
Director II Arnold V. Juloya
CSC Field Office - Maguindanao
Provincial Government Center, Buluan, Maguindanao 9616
Mobile # (0949) 456-5118
[email protected]
2019
ANNUAL
REPORT