Itltroduced by Senator Aquilino Q. Pimentel, Jr. 
EXPLANATORY NOTE 
This bill seeks to codify a11 laws and relevant issuances governing the civil 
service into il single, comprehensive statute. The goal is to finally have an ultimate legal 
authority on the Philippine Civil Service System. 
The Civil Service traces its history to the ancient Middle Eastern River 
civilizations and to China which established an effective and centralized civil service. 
The Chinese civil service system gave the Chinese Empire stability for over 2,000 years. 
It has served as a model for the civil service systems in many countries, the Philippines 
included. 
Over the years, the Philippine Civil Service evolved through the passage of laws 
by Congress, Executive issuances and rules and regulations issued by the Civil Service 
Commission. The last major piece of legislation dealing with the Civil Service was 
Executive Order 292, the Administrative Code of 1987. 
Sadly, the pieces of Iegislation governing the Philippine Civil Service remain 
scattered in different laws, decrees, and letters of instructions and executive orders. The 
absence of a comprehensive civil service law has sometimes caused confusion amonp 
civil servants, to say the least. Many laws overlap and some have become obsolete. 
There is an urgent need to update and gather all civil service and related laws to 
address the ever changing needs of the times. 
Hence, this proposed Civil Service Code seek to address deeply rooted problems 
besetting the public service such as graft and corruption, red-tape, violations of 
government employee rights and the merit system, among other things. 
The immediate passage of this bill is earnestly requested. 
! 
& P L M  /% 
e- 
(A --J 
AQUILINO Q. PIMENTEL, JR. 


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34 
a 
14th Congress of the RepubIic 
) 
of the Philippines 
1 
First Regular Session 
1 
S.B.NO. $162 
Introduced by Aquilino Q. Pimentel, Jr. 
AN ACT 
ESTABLISHTNG A CIVIL SERVICE CODE OF THE PHILIPPINES 
AND FOR OTHER PURPOSES 
Be it enacted bi/ the Senate and House of Retvesentatives of the Republic of the Philippines in 
Conavess assembled: 
BOQK I. GENERAL PRINCIPLES 
Title I - Policies on Civil Service System 
Chapter 1. Declaration of Policy 
SECTION 
I. Short Title. - This Act shall be known as the "Civil Service Code 
of the Philippines". 
SEC. 2. 
(a) The state recognizes the primary and enduring role of the civil service 
system in implementing the laws, managing public affairs, and ensuring the 
delivery of public services. 
Declaration of Policy. - 
(b) The state shall provide the enabling environment that will promote its 
integrity, independence, productivity and excellence. 
(c) It is the policy of the State to promote the Constitutional mandate that: 
(1) Appointments in the civil service system shall be made only on th.: 
principle of merit and fitness; 
(2) Public office being a public trust, public officers and employees must 
be accountable to the people and live the principles of utmost 
responsibility, integrity, loyalty, efficiency, patriotism, justice and 
modesty in serving the people; 


(3) Employment opportunities in the civil service system shall be 
equally available to all qualified citizens; 
(4) No public officer and employee shall be disciplined, suspended 
or dismissed except for cause and after observing due process of 
law, or for non-disciplinary causes; 
(5) The Civil Service Commission, being the central personnel 
agency of the government, shall administer the civil service 
system and provide policies and guidelines on the recruitment 
and selection, utilization, training and discipline of public 
officers and employees; 
(6) The right to self-organization, collective negotiation and 
peaceful concerted activities, including the right to strike in 
accordance with the provisions of this code, shall be guaranteed 
and respected; 
(7) Equal pay for work of equal value shall be guaranteed; and 
(8) Actions on personnel matters shall be decentralized, with the 
different departments and other offices or agencies of the 
government: delegating to their regional offices or other similar 
units, powers and functions. 
Chapter 2. Definitions of Terms 
SEC. 3. 
Terms Defined. - With reference to the civil service system 
and as used in this Code, the following terms shall be construed to mean as 
Agency refers to any department, bureau, office, commission, 
administration, board, committee, institute, government-owned or 
-controlled corporation with original charter, state university and 
college, and local government unit. 
Appointing nuthority refers to the person or body authorized by law 
to make appointments in the civil service system. 
Appointment refers to the document issued by the appointing 
authority allowing the appointee to occupy the position stated 
therein and to perform its functions and receive the corresponding 
compensation. It could also refer to the selection by the appointing 
autliority of an individual who is to exercise the functions of the 
position. 
Cnreer Executive Service (CES) refers to the strong, stable, competent, 
well-trained and highly motivated corps of career public managers 
that will provide effective support to national development. 
CESB refers to the Career Executive Service Board. 
Cnreer Executive Service OfJicer (CESO) refers to a person who has 
been conferred a CES rank. 
Chairperson refers to the Chairman of the Civil Service Commission. 


Civil service refers to persons employed to carry out public services, 
in all branches, agencies, subdivisions and instrumentalities of 
government, 
including 
government-owned 
and -controlled 
corporations with original charters or created under special laws, 
local government units, and state universities and colleges. 
Civil service eZzgible refers to a person who passed a civil service 
examination or is granted civil service eligibility by law or by the 
Civil Service Commission. 
Civil sewice sysfem refers to the policies, regulations, procedures, 
practices and ethics that govern the manner in which laws are 
executed and implemented, public affairs are managed and public 
services are delivered in all branches, agencies, subdivisions and 
instrumentalities of 
government, government-owned and - 
controlled corporations with original charters or created under 
special laws, local government units, state universities and colleges. 
Class refers to aI1 positions in the civil service system that are 
sufficiently similar as to duties and responsibilities and require 
similar qualifications that can be given the same title and salary 
and for all administrative and compensation purposes, be treated 
alike. 
Commission refers to the Civil Service Commission. 
Commissioner refers to either of the two (2) other members of the 
Commission. 
Consultant refers to the person engaged under a consultancy 
contract by reason of expertise not readily available from career 
personnel, to perform highly specialized functions for a short 
duration, with a definite output, having no employer-employee 
relation with the contracting agency. 
Depnvtmenf refers to any of the departments in the Executive 
branch, Congress, the Judiciary and any of the constitutional 
commissions. 
Disciplining authority refers to the person or body authorized to 
suspend, dismiss or discipline public officers and employees in the 
civil service system. 
Eligibility refers to the qualification acquired by an individual after 
passing a civil service examination or granted by law or by the 
commission, for entrance into and promotion in the career service. 
Employee refers to any person employed in the civil service system 
of whatever category or class up to division chief level. 
Enzpkyee orgunization refers to any employee organization, union, 
association, federation, confederation, society or alliance duly 
registered in accordance with the provisions of this Code. 


(Y) 
Examinntion refers to the test conducted by the Commission or any 
agency authorized by law for the purpose of determining merit and 
fitness for appointment in the civil service system. 
Grievance refers to an employee's complaint regarding working 
conditions, working relationships or employment status. 
Grimame procedure refers to the mechanisms of resolving employee 
grievances and complaints. 
Highly teclznical position refers to a position which requires the 
occupant to possess skill or training in a supreme or superior 
degree, like that of a scientist. 
]ob order refers to a contract of service of individuals or groups 
paid under a lump sum appropriation for a short duration having 
no employer-employee relation with the government. 
Merit system refers to an organized mechanism by which the 
selection, utilization, compensation, training, retention and 
discipline of empfoyees in the service are governed by comparative 
merit and achievement. 
Personnel action refers to any movement of personnel in the civil 
service system. 
Policy-determining position refers to a position which vests in the 
occupant the power to formulate policies for the government or 
any of its agencies, subdivisions, or instrumentalities, like that of a 
member of .the cabinet. 
Position refers to a job title with a defined set of duties and 
responsildities to be performed by an individual either on full-time 
or part-time basis. 
Primarily confidential position refers to a position where the occupant 
enjoys more than the ordinary confidence of the appointing power 
but bears such close intimacy which relieves the latter from 
misgivings of betrayal of personal trust on confidential matters, like 
that of a private secretary. 
Public oficeus as distinguished from employees, refer to those 
whose functions are managerial or executive in nature and above 
the division chief level invested by law with a portion of the 
sovereignty of the state. 
Qualification standnrds refer to the minimum requirements for a 
class of position expressed in terms of education, training, 
experience, civil service eligibility, physical fitness and other 
qualities required by the job. 
Rank-andTfile refers to employees occupying positions in the first 
and second levels. 


(gg) Reorganization refers to the process of restructuring an agency’s 
organizational and functional set-up with the view of making it 
more economical, effective, efficient and responsive to the needs of 
the public. 
So20 parenf refers to any individual who falls under any of the 
categories as enumerated in R.A. 8972, otherwise known as the 
Solo Parents Welfare Act of 2000. 
(hh) 
{ii) 
Sfrike, for purposes of this code, refers to a concerted action of an 
accredited employee organization which will result in temporary 
work stoppage without total disruption of public service. 
Chapter 3. Rights and Obligations of Public Officers and Employees in the 
Civil Service System 
SEC. 4. 
Rights. - Public officers and employees in the civil service 
system shall have the right to: 
(a) 
Security of tenure; 
(b) 
(c) 
(d) 
Self-organization or to form and join unions, associations, 
federations, confederations or societies for purposes not contrary to 
law; 
Exercise the authority attendant to their positions; 
Enjoy leave, welfare, retirement and other benefits and services; 
(e) 
For rank-and-file employees of 
accredited organizations to 
colIectiveIy negotiate for terms and conditions of employment in 
accordance with existing laws and the right to engage in a strike in 
accordance with the provisions of this code; and 
Enjoy such other rights provided by law. 
Q 
SEC. 5. 
service system shall: 
Obligations. - Public officers and employees in the civil 
(a) 
Uphold and defend the Constitution and laws of the Republic of 
the Philippines; 
Take and subscribe to an oath before assumption of office; 
Be accountable at all times to the people, and serve them with 
utmost responsibility, integrity, loyalty and efficiency, act with 
patriotism and justice and lead modest lives; 
Discharge their duties faithfully and maintain the required level of 
productivity of their positions for the benefit of the public; 
(b) 
(c) 
(d) 


Submit upon assumption to duty and as often as may be prescribed 
by law, a sworn statement of assets, liabilities and net worth and 
disclosure of business interests and financial transactions; 
Identify and disclose, to the best of their knowledge, their relatives 
in government, in the manner and frequency as may be prescribed 
by law, rules and regulations; and 
Undertake programs of 
self-development to improve their 
performance and IeveIs of service. 
Title I1 - Scope of the Civil Service System 
Chapter 1. Positions in the Civil Service System 
SEC. 6. 
Coverage. - The civil service system embraces all branches, 
agencies, subdivisions' and instrumentalities of government, state universities 
and colleges, government-owned and -controlled corporations with original 
charters or created under special laws, and local government units. 
SEC. 7. 
Adnrinistration of the Civil Service System. - As the central 
personnel. agency of the government, the Commission, shall establish a career 
service, administer the civil service system, adopt measures to promote morale, 
efficiency, competency, integrity, honesty, responsiveness, progressiveness, 
courtesy and gender sensitivity, strengthen the merit and rewards system, 
integrate all human resource development programs for all levels and ranks 
therein and institutionalize a management climate that promotes good working 
conditions and public accountability. 
SEC. %. 
Categories of Positions. - Positions in the civil service 
system shall be categorized as career and non-career. 
SEC. 9. 
The Career Service. 
- 
The career service shall be 
characterized by (a) entrance based on merit and fitness to be determined, as far 
as practicable, by competitive examinations or on highly technical qualifications; 
(b) opportunity for advancement to higher career positions; and (e) security of 
tenure which is also based on performance, mechanics of which shall be 
formulated by the Commission. 
SEC. 10. 
Positions Included in the Career Service. - Positions in the 
career service include the following: 
(a) 
Open career positions - appointment to which requires 
qualification in an appropriate examination or other modes in 
accordance with law; 


(b), Closed career positions - positions that are scientific or highly 
technical in nature, which maintain their own merit systems, such 
as the following: 
(1) 
Faculty and academic staff of state universities and colleges 
or scientific and technical positions in scientific or research 
institutions; 
(2) 
Career Executive Service; 
(3) 
Career officers, other than those in the career executive 
service, who are appointed by the President, such as the 
foreign service officers in the Department of Foreign Affairs, 
the judges and justices in the Judiciary and the prosecutors 
in the prosecution services; 
Uniformed and commissioned personnel of the Philippine 
National Police; 
(4) 
(c) 
Permanent laborer, whether skilled, semi-skilled, or unskilled. 
S E C  11. 
Classes uf Positions in the Career Service. - Positions in the 
career service shall be grouped as follows: 
(a) 
First Level - includes clerical, trades, crafts and custodial positions 
whether in a non-supervisory or supervisory capacity; 
Second Level - includes professional, highly technical, scientific or 
other highly specialized positions in a supervisory or non- 
supervisory capacity requiring at least a baccalaureate degree or its 
equivalent as determined by the Commission; and 
Third Level - includes the highest-level positions in the career 
service as determined in the Position Classification and 
Compensation System. 
(b) 
(c) 
Except as otherwise provided in this Code, entrance to the first two levels 
shall be through competitive or special examinations to be given by the 
Commission. 
Entrance to the third level shall be based on qualification 
requirements prescribed by the Commission through the CESB. Entrance to a 
higher level does not require previous qualification in the lower level. 
SEC. 12. 
The Nun-Career Service. - The non-career service shall be 
characterized by merit and fitness to be determined by (a) modes other than 
those of the usual tests utilized for the career service; (b) tenure which is limited 
to a period specified by Iaw; (c) tenure which is coterminous with that of the 
appointing authority or subject to his/her pleasure or which is limited to the 
duration of a specific project €or which purpose of employment was made; and 
(d) the primarily confidentiaI nature of the position. 
SEC. 13. 
Positions Inclnded in the Non-Career Service. - The non- 
career service shall include the following: 


(a) 
(b) 
Elective officers and their personal and primarily confidential staff; 
Department heads and other officers of Cabinet rank who occupy 
their positions at the pleasure of the President and their personal 
and primarily confidential staff; 
Chairpersons and members of constitutional commissions and 
other commissions, boards and other bodies with fixed terms of 
office and their personal and primarily confidential staff; 
Non-career undersecretaries and non-career assistant secretaries 
and their personal and primarily confidential staff; 
Contractual personnel or those whose employment is in accordance 
with a special contract for a maximum period of one year to 
undertake a specific work or job which requires special knowledge 
and/or technical skills not available in the employing agency; 
(c) 
(d) 
(e) 
(f) 
Those whose positions may be declared as personal and primarily 
Confidential by the Commission; and 
Emergency, casual and seasonal personnel. 
(8) 
Title III -The Civil Service Commission 
Chapter 1. Composition, Duties and Functions 
SEC. 14. 
Composition. - The Commission shall be composed of a 
Chairperson and two (2) Commissioners. 
SEC. %5. 
Qualifications of the Chairperson and Commissioners. - 
The Chairperson and Commissioners shall be natural-born citizens of the 
Philippines, and at the time of their appointment are at least thirty-five (35) years 
of age with proven capacity for public administration and must not have been 
candidates for any elective position in the elections immediately preceding their 
appointment. 
As far as practicable, one of them must be a lawyer and the composition of 
the Commission must be gender balanced. 
SEC. 16. 
Terms of Ofice. - The Chairperson and Commissioners 
shall be appointed by the President subject to confirmation by the Commission 
on Appointments for a term of seven (7) years without reappointment. In no 
case shall any member be appointed or designated in a temporary or acting 
capacity. Appointment to any vacancy shall be only for the unexpired term of 
the predecessor. 


SEC. 17. 
Contpensation. - The salaries of the Chairperson and the 
Commissioners shall be fixed by law and shall not be decreased during their 
tenure. 
SEC. 18. 
Prohibition. - No Member of the Commission shall, during 
their tenure, hold any other office or employment except when expressly 
provided by law. Neither shall he/she engage in the practice of any profession 
or in the active management or control of any business which in any way be 
affected by the functions of his/her office, nor shall he/she be financially 
interested, directly or indirectly, in any contract with, or in any franchise or 
privilege granted by the government, any of its subdivisions, agencies, or 
instrumentalities, including government-owned or controlled corporations. 
SEC. 19. 
Powers and Functions of the Commission. 
- 
The 
Commission shall have the following powers and functions: 
Administer and enforce the constitutional and statutory provisions 
and such other mandatory provisions of law on the merit system 
for all levels and ranks in the civil service system; 
Prescribe, enforce and amend rules and regulations for carrying 
into effect the provisions of this Code and other pertinent laws 
which shall become effective thirty (30) days from the date of 
publication in the Official Gazette or in a national newspaper of 
general circulation; 
Promulgate its own rules concerning pleadings and practice before 
it or any of its offices, which shall not diminish, increase or modify 
substantive rights; 
Promulgate policies, standards and guidelines for the civil service 
system and adopt plans and programs to promote ethical, efficient 
and effective personnel administration in the government 
including innovative systems and mechanisms to ensure feedback 
from the public; 
Formulate policies and regulations for the administration, 
maintenance and implementation of Position Classification and 
Compensation system; 
Render decisions, orders, opinions or rulings on civil service 
matters which shall be binding on heads of departments and 
agencies and immediately executory and notwithstanding any law 
to the contrary, may be brought only to the Supreme Court on 
certiorari; 
Discipline CES members for cause after due process; 
Control, supervise and coordinate civil service examinations. Any 
entity or public officer in government may be called upon by the 
Commission to assist in the preparation and conduct of the said 
examinations. Such assistance includes, but is not limited to, the 


government, state universities and colleges, government-owned 
and -controIIed corporations with origina1 charters or created 
under specid laws, local government units; 
(v) 
Prescribe rules and policies on employee organizations and 
regulate em 1~ ee management rplations including the settlement 
bf diS&tes; 
a,?$dJLG til? 
I t : - i t ~ ,  -agepriv-. ' 
(w) 
Prescribe and enforce rules and regulations to promote and ensure 
safe, healthy and proper working conditions for employees; 
Forinulate and administer programs that will foster an honest, 
graft-free public service; 
Reorganize or effect changes in its organization, within the limits of 
its appropriations, including the creation, merger or consolidation, 
splitting or division and abolition of offices and positions; and 
(x) 
(y) 
(2) 
Exercise all powers and perform the functions properly belonging 
to a central personnel agency. 
SEC. 20. 
Duties and Responsibilities of tlie Chairperson and the 
Commissioners. - 
(a) 
The Chairperson and the two Commissioners shall be responsible 
for the effective exercise of the rule-making, policy-formulation and 
adjudicative functions of the Commission. They shall promote the 
development of a creative, productive and competitive workforce. 
The Chairperson shall be the chief executive officer and shall 
perform the following functions: 
(1) 
Execute and administer the internal policies, decisions, 
orders, and resolutions approved by the Commission; 
(2) 
Direct 
and 
supervise the 
operations and 
internal 
(b) 
administration of the Commission; 
(3) 
Sign appointments of subordinate public officers and 
employees made by the commission and enforce decisions 
on administrative discipline involving them; 
Submit the annual budget of the Commission to Congress 
for its approval; 
Transmit to the President, rules and regulations adopted by 
the Commission which require presidential attention 
including annual and other periodic reports; 
Delegate authority, in whole or in part, to other public 
officers and employees of the Commission, in accordance 
with the rules and regulations of the Commission; and 
Perform such other functions as may be provided by law. 
(4) 
(5) 
(6) 
(7) 


Chapter 2. Organization and Structure 
SEC. 21. 
Offices in the Commission. - The Commission shall have 
the following offices: 
(a) Office of the Assistant Commissioners; 
(b) Commission Secretariat; 
(c) Office for Legal Affairs; 
(d) Examination, Recruitment, and Placement Office; 
(e) Personnel Policies and Standards Office; 
(f) Human Resource Development Office; 
(g) The Civil Service Institute; 
(h) Personnel Relations Office; 
(i) Public Assistance and Information Office; 
(j) Personnel Records Management Office; 
(k) Office for Planning; 
(1) Office for Financial and Assets Management ; 
(m) Office for PersonneI Management; 
(n) Regional Offices/Field Offices; and 
(0) Internal Audit Service. 
SEC. 22. 
The Ofice of the Assistant Commissioners. - The Office of 
the Assistant Commissioners (OACs) shall provide technical support to the 
Commission in the areas of research, policy review and program development. 
This office shall also handle special projects and maintain external linkages as 
may be deemed necessary by the Commission. 
SEC. 23. 
The Commission Secretariat. - The Commission Secretariat 
(CQMSEC) shall take charge of programming and coordinating regular and 
special meetings of the Commission. Its function includes efficient information 
management 
and 
maintenance 
of 
all 
records, 
decisions, 
policies, 
pronouncements and issuances of the Commission. 


CQMSEC shall also be the main liaison between Central Office and the 
Regional Offices. This function includes coordination of all transactions of the 
Central offices with the Regional offices. 
SEC. 24. 
The Ofice for Legal Affairs. - This office shall provide the 
Commission with legal advice and assistance in the exercise of its rule-making, 
policy-formulation, prosecution, quasi-judicial and other functions. 
SEC 25, 
Tlza ExawiinalJon, Placement and Recrnitment Office. - The 
Examination, Placement and Recruitment Office (ERPO) shall take charge of 
developing, enhancing, controlling, supervising and coordinating pertinent 
schemes in the granting of civil service eligibility such as but not limited to 
administration of Civil Service examinations. It shall also take charge of 
formulating programs, policies, standards and guidelines in the certification and 
placement of civiI service eligibles. 
SEC. 26. 
The Personnel Policies and Standards Oflice. 
- 
The 
Personnel Policies and Standards Office (PPSO) shall take charge of the 
formulation and periodic review of qualification-, performance- and promotion- 
standards within the context of the merit and rewards policies of the various 
closed and open career systems. 
It shall also deveIop policies, programs and regulations relative to 
performance management, as well as the inspection and audit of personnel 
mechanisms in the government agencies. 
It shall administer, maintain and implement the position classification & 
compensation system. 
SEC. 27. 
The Hunian Resource Development Office. - The Human 
Resource DeveIopment Office (HRDO) shall formulate, administer and evaluate 
HRD programs and policies relative to the development and retention of a 
qualified and competent work force in the public service. It shaII also be 
responsible for the innovation and modeling of best-practiced development 
interventions to enhance capacities and reinforce service values of public 
servants. 
S E C  28. 
The Civil Seuuice Institute. - This office shall be responsible 
for the design and administration of the Commission's human resource 
development and training programs. 
SEC. 29. 
The Personnel Relations Office. - The Personnel Relations 
Office (PRO) shall take charge of all inter- and intra-public sector union concerns 
such as employee relation standards, conciliation, registration and accreditation 
of unions incIuding advocacy work. It shall also serve as the secretariat for the 
Public Sector Labor Management Council (PSLMC), and conduct research and 
training on public sector unionism, as well as design and develop public sector 
labor education programs. 


SEC. 30. 
The Public Assistance and Information Ofsice. - The Public 
Assistance Information Office (PAIO) shall take charge of managing an effective 
information exchange system between the Commission and its internal and 
external publics. Its function includes maintaining strong linkages with media 
institutions/practitioners as we11 as undertaking special projects, such as the CSC 
anniversary celebration and the Honor Awards Program, necessary in carrying- 
out its dual role of information dissemination as well as feedback generation on 
operations, programs and thrusts of the Commission. 
SEC. 31. 
The Personnel Records Management Office. - The Personnel 
Records Management Office (PRMO) shall formulate and implement policies, 
standards and regulations pertaining to the storage, maintenance, security 
control, and disposal of government personnel records and other related civil 
service documents. Management of such records includes maintenance of the 
resource center for computer-based information, the library, the archives, and the 
museum of the Commission. 
PRMO shall also be responsible for the management of incoming and 
outgoing communications of the Commission. 
SEC. 3 2  
Tlze Office for Planning. - The Office for Planning (OF') shall 
be responsible for the formulation, implementation and monitoring of the long- 
term Strategic PIans of the Commission. It shall provide technical support and 
assistance to the Commission on organizational planning, benchmarking and 
research and in the development of work programs and projects of the different 
Commission offices consistent with its mandate. 
The Office for Planning shall also oversee the formulation and 
management of the Information Technology Plan that shall serve as the blueprint 
for the development, implementation, and maintenance of communication and 
information systems vital to the internal operations of the CSC as well as to the 
decision-making functions of the Commission. 
SEC. 33. 
The Office for Financial and Assets Management. - The 
Office for Financial Assets and Management (OFAM) shall take charge of 
ensuring sound fiscal and asset management consonant with the annual, 
supplemental and special budgets of the Commission as contained in the General 
Appropriations Act. 
SEC. 34. 
The Office for Personnel Management. - The Office for 
Personnel Management (OPM) shall take charge of formulating the development 
plan of the Commission, which includes sound policies on personnel 
management in the areas of recruitment and selection, employee welfare and 
discipline in the Commission. 
SEC. 35. 
The Regional Offices/Field Offices. - The Regional Offices 
shall enforce Civil Service rules, policies and standards on personnel 
management within their respective regional jurisdictions. They shall provide 
technical advice and assistance to government offices and agencies regarding 


personnel administration such as but not limited to examination and placement, 
career development, appointments, filing/resolution of legal cases, audit, and 
other functions delegated by the Commission. 
SEC. 36. 
Tlte Ivlfevnal Audit Service. - The Internal Audit Service 
(IAS) shall oversee the periodic evaluation of existing methods and procedures, 
including financial systems, in the Commission and on the basis of such, 
formulate plans and programs relative to fiscal discipline, and management 
improvement and productivity of the Commission. 
Chapter 3. The Career Executive Service 
SEC. 37. 
The Career Executive Service. 
- 
A strong, stable, 
competent, well trained and highly motivated corps of career public managers 
that will provide effective support to national development shall constitute the 
Career Executive Service (CES). Entry and advancement in the CES shall be 
based on merit and fitness which shall include integrity, demonstrated 
managerial and executive competence, leadership and interpersonal qualities, 
technical expertise and other pertinent qualifications. 
The CES shall be governed by a separate merit system characterized by 
rank rather than position; compensation based on rank and advancement to a 
higher rank on the basis of executive and technical expertise. 
SEC. 38. 
Membership. - 
A person who meets such managerial 
experience, executive competence, and other requirements prescribed by the 
Commission through the CESB, shall be conferred appropriate rank and shall be 
included in the register of Career Executive Service Officers (CESOs). 
SEC. 39. 
Career Executive Service Board. - The Career Executive 
Service Board (CESB) shall be an attached agency of the Commission. It shall be 
responsible for the development, maintenance and administration of the Career 
Executive Service. 
SEC. 40. 
Composition of the Career Executive Service Board. - The 
CESB shall be composed of the following: the Chairperson of the Commission as 
chairperson; the President of the Development Academy of the Philippines, ex- 
officio member; the Dean of the University of the Philippines-National College of 
Public Administration and Governance, ex-officio member; the president or duly 
designated representative of a nationwide association of career executive service 
officers; the president or duly designated representative of a nationwide 
association of personnel managers; and, two (2) other members who shall be 
appointed by the President of the Republic, and one of whom must be a retired 
CESO, both with terms of three (3) years. 
Members of the CESB shall be provided with per diems and allowances as 
determined by the Commission. 


SEC. 41. 
The Career Executive Service Secretariat. - The Career 
Executive Service Board (CESB) shall be assisted by the Career Executive Service 
Secretariat. It shaIl be headed by an Executive Director and assisted by a Deputy 
Executive Director both of whom shall be appointed by the CESB, and shall be 
responsible for the implementation of the policies, rules, regulations, decisions, 
directives of the CFSB. 
SEC. 42. 
Rank Classification of Members of the Career Executive 
Service. - Members of the CES shall be classified according to rank based on 
their personal proven competence, qualifications, broad levels of responsibility 
and other relevant considerations as determined by law and rules of the Board. 
SEC. 43. 
Confermeizt of Appropriate Rank in the CES. - Conferment 
to appropriate rank in the CES shall be made by the President upon 
recommendation of the CESB. The issuance of appointments to appropriate 
ranks shall be made by the department or agency heads. 
SEC. 44. 
Personnel Mechanisms. - The CESB shall develop policies, 
design standards and personnel mechanisms for the Career Executive Service. 
SEC. 45. 
Compensation. - Members of the CES shall be compensated 
according to sank in accordance with the CES compensation plan and shall be 
provided with attractive saiaries, fringe benefits and reasonable allowances to be 
paid by the employing agency. A CESO assigned to a CES position shall enjoy 
an added premium based on his/her rank and shall be granted a higher 
premium as his/her rank increases. However, in case a CESO occupies a CES 
position not appropriate to his/her rank, said officer shall receive the higher 
compensation. In no case shall a CESO receive compensation lower than that 
corresponding to the rank. 
SEC. 46. 
Mobility. - CESOs may be assigned to any CES position. 
SEC. 47. 
CES Resource List. - The CESB shall establish a CES 
resource list drawn from CESOs who may be cross-posted in various agencies to 
undertake special works or unique assignments within a specified timeframe, 
without diminution of compensation. 
The CESB shalI institutionalize systems for the promotion of core values in 
the CES, career development of its members, including cross-posting and 
mobility. 
CESOs who may be involuntarily separated from their assignments shall, 
as far as practicable, be given new assignments commensurate to their 
qualifications. 


SEC. 48. 
Administration of a Compensation Plan. - The CESB shall 
prepare, administer and periodically review a compensation plan for the CES, to 
maintain the high standard of public service and the quality of officers in the CES. 
Salaries, allowances and other benefits of CES officers shall be provided 
by the employing agency at rates in accordance with the CES Compensation 
Plan. 
SEC. 49. 
Security of Tenure. - CESOs shall enjoy performance-based 
security of tenure and shall not be removed from service except for cause and 
after due process. 
SEC. 50. 
Discipline. 
- 
Investigation and adjudication of 
administrative complaints against members of the CES shall be governed by the 
provisions of this Code. 
SEC. n. 
Career Undersecretary and Assistant Secvetay. - At least 
50% of the total number of positions of Undersecretary and Assistant Secretary 
shall be career with each level accordingly represented. 
The President shall appoint CESOs to both career and non-career 
Undersecretary and Assistant Secretary positions. 
Assignments to CES positions lower than assistant secretaries shall be 
made by the head of agency or the appointing authority concerned and such 
shall be subject to the approval by the commission. 


BOOK II. PERSONNEL POLICIES AND STANDARDS 
Title 1 - On Employment 
Chapter 1. Recruitment 
SEC. 52. 
Policy. - Recruitment in the civil service system shall be 
made on the basis of merit and fitness to perform the duties and assume the 
responsibilities of the position, to be determined as far as practicable by 
competitive examination administered by the Commission. 
Every Filipino 
citizen shall have equal access to or opportunities for public service regardless of, 
among others, religious belief, color, sex, sexual-orientation, regional origin or 
ethnic affiliation. Measures shall be adopted to include qualified members of 
indigenous cultural communities, and other minority groups and differently- 
abled persons for recruitment and selection. 
SEC. 53. 
Kinds and frequency of Civil Service Examinations. - 
Examinations may be written, oral, physical, testimonial based on performance 
or skills or a combinatior? of these types. 
Examinations may take into 
consideration experience, education, aptitude, capacity, knowledge, character, 
physical fitness and other attributes of the applicant as may be determined by the 
Commission. 
The Commission shall administer competitive examinations for all levels 
in the career service and grant corresponding civil service eligibilities to passers 
of the same. 
The Commission shall conduct civil service examinations as often as the 
exigency of the service requires. Civil service special examinations may be 
conducted upon request of a particular department or agency, subject to rules 
and regulations promulgated by the Commission. 
SEC. 54. 
Qualifications of Applicants to Civil Service Examinations. 
- Admission to civil service examinations shall be limited to citizens of the 
Philippines who satisfactorily meet the requirements prescribed by the 
Commission. 
SEC. 55. 
Rating of Examination Papers and Civil Service Eligibility. 
- Unless otherwise prescribed by the Commission, every examinee who obtains a 
general rating of at least eighty (80%) percent shall be granted civil service 
eligibility. 
SEC. 56. 
Simultaneous Release of Examination Results. - The results 
of an examination held in various locations on the same date shall be released 
simultaneously. 
SEC. 57. 
Registers of Civil Service Eligibles. - The Commission shall 
maintain a register of qualified eligibles for each category of examination 
actually available for appointment. The register shall be the basis for certification 
and appointment in the civil service system. 


SEC. 58. 
Bar or Board Examinations as Eligibility. - Successful 
examinees of bar or board examinations requiring completion of baccalaureate 
degrees or courses requiring not less than seventy-two (72) units of collegiate 
subjects or its equivalent as well as those registered under their respective boards 
to practice their professions without examination, shall automatically be 
considered civil service eligibles. Their eligibilities shall be effective upon the 
release of examination results or the date of registration, as the case may be, by 
the Supreme Court or the Professional Regulation Commission. 
SEC. 59. 
Efsectivity 
and 
Imprescriptibility 
of 
Civil 
Service 
Eligibility. - Eligibilities resulting from civil service, bar or board examinations 
shall be effective on the date of the release of examination results. Other 
eligibilities granted by the Commission shall be effective on the date of the grant. 
Civil service eligibilities shall be imprescriptible. 
SEC. 60. 
Invalidation of Civil Service Examination Results. - The 
Commission shall have the authority to invalidate civil service examination 
results based 011 statistical improbability and other forms of irregularity as 
determined by the Commission. 
SEC. 61. 
Responsibilities in the Conduct of Examinations. - The 
Commission may call upon all departments and agencies to extend the necessary 
support and assistance, and to make available such personnel, buildings, 
transportation, communication and such other facilities, that may be needed in 
fhe administration of the examinations. 
SEC. 62. 
Printing, Storage, Transportation and Distribution of 
Examination Materials. - The printing, storage, transportation and distribution 
of examination materials shall be under the exclusive supervision and control of 
the Commission. The Commission shall determine and provide the necessary 
security measures for this purpose. 
SEC. 63. 
Examining Committees, Examiners and Investigators. - The 
Commission may deputize persons to act as members of examining committees, 
examiners or investigators to perform such duties as the Commission may 
require. In the performance of such duties, they shall be under the exclusive 
control and supervision of the Commission. Such persons so deputized may be 
given allowances or per diem for their services to be paid out of funds allocated 
for the particular examination and at a rate to be determined by the Commission. 
Expenses for specialized examinations shall be allocated by the requesting 
department or agency. 
Chapter 2. Selection and Appointment 


SEC. 64. 
Selecfion Process. - Each department or agency shall evolve 
its own selection process in accordance with standards and guidelines set by the 
Commission. 
A Personnel Selection Board for all levels shall be established in each 
department or agency to assist the appointing authority in the judicious 
evaluation and selection of personnel. 
The board shall be established in 
accordance with standards and guidelines set by the Commission. 
SEC. 65. 
Requisites for Appointment. 
- 
Employment in the 
government service shall be made through appointment in accordance with the 
provisions of the Constitution, this Code, other laws and the rules and standards 
prescribed by the Commission. 
SEC. 66. 
Merit and Fitness in Appointment. - Appointment in the 
civil service system shall be made only according to merit and fitness to be 
determined, as far as practicable, by competitive examination, except to positions 
which are policy determining, primarily confidential, or highly technical. 
SEC. 67. 
Who May Appoint. - Appointment in the civil service 
system shall be issued only by those authorized by the Constitution or by law 
including those appointed in an acting capacity. Those who are designated 
cannot exercise the power to appoint. 
SEC. 68. 
Qzialificntions for Appointment. - Appointment in the civil 
service system shall be limited to citizens of the Philippines who are at least 
eighteen (18) years of age and who meet the qualifications and none of the 
disqualifications prescribed for the position. 
SEC. 69. 
Effectivity of Appointment. - An appointment shall take' 
effect immediately upon its issuance by the appointing authority. 
If the 
appointee has assumed the duties of the position, he/she shall be entitled to 
receive salary at once without awaiting the approval of his/her appointment by 
the Commission. Such appointment cannot be withdrawn or cancelled by the 
appointing authority and shall remain in full force and effect unless disapproved 
by the Commission. However, an appointment issued through fraudulent 
means or in violation of law, shall be void from the beginning. 
In the case of temporary appointment, the twelve (12) month period of its 
effectivity shall be reckoned from the date of issuance of the appointment and 
not from the date the appointee assumes the duties of the position. 
No public officer or employee shall allow a person to render service 
without a copy of the appointment duly issued by the appointing authority. 
Those who allow such service in violation of this Section shall be personally 
liable for the salaries of the person concerned. Moreover, the services rendered 
by the said person shall not be credited as government service. 


If the appointee does not assume office within thirty (30) days from date 
of receipt of approved appointment, said appointment shall be deemed 
automatically cancelled. 
If the appointee is not allowed to assume office by the appointing 
authority in spite of the Commission's approval of the appointment, the 
appointing authority shall be held liable for contempt of the Commission. This is 
without prejudice to his liability under RA 3019 (Anti-Graft and Corrupt Practices 
Act) and other criminal and administrative sanctions. 
SEC. 70. 
Appointment Form. - An appointment shall be issued in the 
form prescribed by the Commission. 
SEC. 71. 
Submission of Appointments and Oaths of Office. - All 
appointments in the civil service system, except those issued by the President 
and those of the Armed Forces of the Philippines, shall be submitted to the 
Commission for approval not Iater than thirty (30) days from the date of issuance 
thereof. Such approval shall be indicated below the signature of the appointing 
authority; otherwise, it shall be made effective thirty (30) days prior to the date of 
submission to the Commission. 
Copies of appointments and oaths of office of those appointed by the 
President shall be submitted to the Commission for record purposes. 
SEC. 72. 
Merit Promotion Nan. - Each department or agency shall 
establish a Merit Promotion Plan, in accordance with standards and guidelines 
prescribed by the Commission. 
SEC. 73. 
Appropriate Civil Service Eligibility. - Appropriate civil 
service eligibaity shall be required for permanent appointment to positions in the 
career service in accordance with the standards set by the Commission. 
Whenever there is a qualified civil service eligible willing and actually available 
for appointment, no appointment shall be issued to a person who is not an 
eligible, even in a temporary capacity. However, a temporary appointment may 
be issued to eligibles who lack any of the other requirements for appointment or, 
to non-eligibles who meet all the other mandatory requirements for a particular 
position. 
A person with a civil service eligibility acquired by passing an 
examination shall be qualified for a position requiring a lower level eligibility if 
he/she possesses the other requirements for appointment to such position. 
SEC. 74. 
Qtialxj?cation Standards. - Qualification standards shall be 
used (a) as a basis for civil service examinations for positions in the career 
service; (b) as a guide in appointment and other personnel actions; (c) in the 
adjudication of protests against appointment; (d) in determining training needs; 
and (e) as an aid in inspection and audit of the agencies' personnel work 
programs. 


Qualification standards shall be administered so as to continually provide 
incentives to public officers and employees towards professional growth. 
The establishment, administration and maintenance of qualification 
standards shall be the responsibility of the department or agency concerned, as 
promulgated by the Commission. 
Chapter 3. Status of Appointment 
SEC. 75. 
Appointment Status. - The status of an appointment shall 
Pernzanent - an appointment issued to a person who meets all the 
qualification requirements of the position. 
In no case shall a 
person who meets all the requirements for permanent appointment 
be issued a temporary appointment except to occupational groups 
of positions requiring additional or special qualifications, in which 
case, prior clearance to issue temporary appointment shall first be 
secured from the Commission. 
In case an appointment is 
erroneously issued, the Commission shall make the necessary 
rectification. 
Whenever there is a qualified civil service eligible willing 
and actually available for appointment as certified by the 
Commission, a non-eligible shall not be appointed even in a 
temporary capacity to any vacant position in the career service. 
Tempora y - an appointment issued to a person who does not meet 
eligibility or any of the other qualification requirements of the 
position: Provided, that there are no qualified eligibles willing and 
actually available for appointment and that the appointment shall 
not exceed twelve (12) months. 
A temporary employee shall not be removed except for 
cause during the one (1) year period; Provided, that he/she may be 
replaced at any time within the same period, only by a qualified 
civil service eligible. In the latter case, the appointing authority 
shaIl recall the temporary appointment and appoint the qualified 
civil service eligible. 
Substitute - an appointment issued to a person who has all the 
qualifications for permanent appointment but shall occupy a 
temporary vacancy while the regular occupant thereof is on an 
approved leave of absence for at least one month, on a scholarship 
grant, on secondment, out on official business, or is unable to 
perform the duties for at least a month. 
Coterniinous - an appointment issued to a person whose entrance 
and continuity in the service is: (1) based on the trust and 
confidence of the appointing authority or of the head of the 
organizational unit where he/she is assigned; (2) limited by the 
duration of the project; or (3) co-existent with the life span of the 
agency or office created. 


Contractual - an appointment issued to a person for services in 
accordance with a special contract to undertake a specific work 
requiring special or technical skills unavailable in the employing 
agency, to be accomplished within one year. 
The contractual 
employee shall perform the specific work under his/her own 
responsibility with minimum direction and supervision from the 
hiring agency. 
No contractual appointments corresponding to 
plantilla positions shall be issued. 
Casual - an appointment issued to a person for services in an 
emergency or during a peak work period to positions which do not 
have regular items in the plantilla of personnel of the department 
or agency. 
A casual appointment shall not exceed twelve (12) 
months. 
Casual employees who have been in the service for an 
aggregate of three (3) years who meet all the qualification 
requirements of existing staffing pattern positions shall be 
absorbed as regular employees in accordance with the budgetary 
limitations set by law and rules to be promulgated by the 
Commission. 
Provisiorial - an appointment issued to a teacher who meets all the 
requirements of the position except the eligibility but shall not 
exceed twelve (12) months. 
In no case shall temporary, provisional, contractual and casual 
appointments exceed an aggregate number of three (3) years in the same position 
except in meritorious cases as determined by the Commission. 
SEC. 76. 
Job Urders/Contract of Services and Consultancy. - The 
appointing authority may enter into service contracts such as job orders/contract 
of services and consultancies wherein no employer-employee relation exists 
which contract shall be submitted to the Commission within thirty (30) days 
from execution of the contract for monitoring and record purposes. 
SEC. 77. 
Rationalizing Casual, Contractual Services, Consultancy, 
and Job Orders/Contract of Services. - The Commission shall formulate policies 
in order to systematize and rationalize the hiring and 
expenditures for 
consultancy, casual and contractual services. 
Chapter 4. On Personnel Actions 
SEC. 78. 
Personnel Action. - denotes the movement of personnel 
within the civil service system. It shall include original appointment, promotion, 
transfer, reinstatement, reemployment, reappointment, renewal, change of 
status, upgrading or reclassification, demotion and other related action. 
Personnel actions shall be in accordance with the rules, standards and 
regulations promulgated by the Commission. 


A vacancy may be filled up by any of the following personnel actions: 
original appointment, promotion, transfer, renewal, demotion, reemployment 
and reappointment. 
SEC. 79. 
Original Appointment. - refers to the initial entry into the 
career service or non-career service. 
The appointee shall undergo a probationary period of six (6) months 
during which he/she shall undergo a thorough assessment of his/her 
performance and conduct. His/her services can be terminated anytime during 
said period for unsatisfactory conduct or want of capacity. 
The order of 
termination shall be served through personal notice or through constructive 
notice and shall no longer be appealable. 
SEC. 80. 
Promotion. - is the movement of an employee to a higher 
position within the same department or agency with corresponding increase in 
duties and responsibilities, usually accompanied by an increase in salary. 
The pendency of an administrative case against any public officer or 
employee shall not be a bar to promotion. 
SEC. 81. 
Transfer. - 
is the movement of an employee from one 
agency to another or from one position to another within the same agency which 
may involve a position of higher, equivalent or lower rank, level or salary, 
without break in the service. Transfer requires the issuance of an appointment. 
SEC. 82. 
Reinstatement. - is the automatic restoration of a person to a 
position from which he/she was illegally separated with back salaries including 
allowances and benefits except representation and transportation allowances 
(RATA) and uniform 
aiIowaiice 
not to exceed five (5) years reckoned 
retroactively from the date of actual reinstatement. 
SEC. 83. 
Reemployment. - is the appointment of a person who has 
been previously appointed to a position in the government service after 
separation therefrom. Reemployment presupposes gap in the service. 
SEC. 84. 
Reappointment. - is the issuance of an appointment during 
reorganization, devolution, or similar events. Reappointment presupposes no 
gap in the service. 
SEC. 85. 
Renewal. - 
is the subsequent appointment issued 
immediately upon the expiration of a temporary, contractual or casual 
appointment, if a qualified eligible is not willing and actually available, as 
certified by the Commission. Renewal presupposes no gap in the service. 
SEC. 86. 
Demotion. - is the movement from one position to another 
within the same department or agency involving the issuance of an appointment 


with diminution in duties, responsibilities and status or rank. Demotion due to 
the exigency of the service shall not involve reduction in pay: Provided, that 
such demotion shall require the consent of the public officer or employee 
concerned. Voluntary demotion and demotion as a penalty shall be at the hiring 
rate of the lower position. 
SEG 87. 
Reclassification. - is the appointment that comes as a result 
of a change in the classification of a regular position due to material and 
substantial changes in duties and responsibilities of the position without change 
in status and regardless of the qualifications of the holder of said position. 
SEC. 88. 
Personnel Movements. - The issuance of an appointment is 
not needed in personnel movement involving no change in position title, rank or 
status if the existing appointment does not specify the workstation. Such 
movement may include the following: 
(a) 
@) 
Salary adjustment 
(c) 
Step-increment 
(d) 
Upgrading (same position) 
Notice of such adjustment or movement shall be submitted to the 
Change in item number only 
Commission within thirty (30) days from issuance thereof. 
Except for secondment, the following personnel movements do not 
require the issuance of appointments but shall require office orders: 
(a) 
Reassignment - is the movement from one organizational unit to 
another in the same department or agency, without reduction in 
rank, status or salary of the employee. Reassignment from the 
official workstation without the written consent of the employee 
shall not exceed one (1) year. Otherwise, the reassignment shall be 
illegal. 
Reassignment which results in demotion in rank, status or 
salary or which exceeds one year without the consent of the public 
officer or employee may be appealed to the commission. Pending 
the appeal, reassignment of the public officer or employee shall be 
held in abeyance until resolved by the Commission. 
Reassignment of low-salaried employees should not result in 
economic dislocation. 
(b) 
Detail - is the temporary movement of a public officer or employee 
from one department or agency to another without the issuance of 
an appointment but with the consent of both the mother and 
receiving agencies and shall be allowed only for a maximum period 
of one year; otherwise, the consent of the public officer or employee 
concerned shall be necessary. Detail shall not result in reduction in 
rank, status or salary. 
Detail which results in demotion in rank, status or salary or 
which exceeds one year without the consent of the public officer or 


employee may be appealed to the commission. Pending the appeal, 
detail of the public officer or employee shall be held in abeyance 
until the decision of the Commission. 
The detailed employee shall carry his/her regular position 
in the mother agency and continue to receive his/her salary from 
the mother agency. 
Job Rotation 
is the sequential movement of an officer or 
employee from one office to another or from one division to 
another within the same agency as a means for developing and 
enhancing the potentials of people in an organization by exposing 
them to the other work functions of the agency. It shall be allowed 
only for a maximum period of one (1) year. However, job rotation 
exceeding one (1) year may be allowed with the consent of the 
officer or employee, any extension of which may be allowed with 
the consent of the officer or employee concerned. 
Secoizdment - is the movement of a public officer or employee 
from one department or agency to another upon mutual 
concurrence between the mother agency, the receiving agency and 
the employee concerned which should be covered by a 
Memorandum of Agreement 
(MOA) in accordance with the 
guidelines that the Commission may promulgate. It is temporary 
in nature which may involve the same, reduction or increase in 
compensation and may or may not require the issuance of an 
appointment. The seconded employee shall be on leave without 
pair from the mother agency and shall be entitled to the 
compensation of the position to which he/she was seconded in the 
receiving agency unless otherwise specified in the MOA, the 
receiving agency shall shoulder all the benefits and emoluments of 
the seconded employee. 
- 
Designation 
- is the imposition of additional duties to be 
performed by a public officer or employee which is temporary in 
nature and shall be allowed only for a maximum of one (1) year. 
The choice of who shall be the public officer or employee to be 
designated shall pass through regular Promotion and Selection 
Board (PSB) proceedings; Provided, that next-in-rank public 
officers or employees shall be designated to the next higher 
position; Provided further, that there are no qualified next-in-rank 
public officers or employees in the agency who are willing and 
actually available who can be appointed to the position. 
The employee designated shall be entitled to the benefits 
accruing to the position but shall continue to receive the salary of 
the position to which he/she holds an appointment. 
SEC. 89. 
Change of Status. - When a temporary public officer or 
employee acquires the appropriate eligibility or becomes fully qualified to the 
position to which he/she is appointed, the status of such appointment shall be 
changed from temporary to permanent without issuing another appointment. 
However, such change shall be reflected in the records of the Commission upon 
the notification by the agency concerned. 


Title PI - Disputes Regarding Appointments and Other Personnel Actions 
Chapter 1. 
Contests on Appointments and Other Non-Disciplinary Cases 
SEC. 90. 
Who May Contest An Appointment. - Any eligible qualified 
for the position may contest an appointment made in favor of one who is not 
qualified or whose appointment is issued not in accordance with law. 
SEC. 91. 
Adjudication of Contests on Appointments and Other 
Personnel Actions. - All other cases on non-disciplinary personnel actions shall 
be adjudicated initiafly by the appointing authority, as prescribed by the 
Commission. 
SEC. 92. 
Appeals on Contests of Appointments, Personnel Actions, 
and Non-Disciplinay Cases. - The decisions of heads of agencies on contests of 
appointments, personnel actions and non-disciplinary cases are appealable to the 
Commission. 
TITLE PPI - Agency Personnel Administration 
Chapter 1. Inter-Agency Relations 
SEC. 93. 
The Central Personnel Agency. - The Commission, as the 
central personnel agency of the government, shall promulgate rules and 
regulations on personnel administration and management in the civil service 
system. 
SEC. 94. 
Responsibility for Personnel Administration. - 
Each 
department or agency shall establish a personnel office to be headed by a Human 
Resource Management Officer (HRMO) who shall be responsible for the effective 
implementation of personnel regulations and policies. 
Employee unions and organizations shall be consulted and represented in 
the development and imptementation of the agency personnel mechanisms such 
as merit promotion plan, incentives and rewards program, performance 
appraisal system, incentives and rewards plan, training and development plan, 
grievance machinery, and occupational and health plan, in accordance with the 
rules and reguIations promuIgated by the Commission. 
SEC. 95. 
Council of Human Resource Management Ofszcers. - There 
shall be a Council of Human Resource Management Officers (HRMO) to be 
composed of HRMOs which shall serve as a clearing-house of information to 
stimulate the use of innovative methods of personnel management and advocate 
for sound personnel policies for good governance. 


Chapter 2. Local Government Personnel Administration 
SEC. 96. 
Responsibility 
for 
Local 
Government 
Personnel 
Administration. - Each local government unit shall establish a personnel office 
for the implementation of personnel regulations and policies in accordance with 
the provisions of this Code, the Local Government Code, and rules, policies, 
standards, guidelines and regulations promulgated by the Commission. 
SEC. 97. 
HRMO Positions in LGUs. - The position of HRMO shall 
be immediateiy mandatory for provincial and city governments, and first and 
second class municipalities. Third and fourth class municipalities shall create the 
HRMO position within three (3) years from the effectivity of this Code. While 
the fifth and sixth class municipalities shall create the same within five (5) years. 
Chapter 3. Position Classification and Compensation 
SEC. 98. 
Position Classification and Compensation System. - The 
Commission shall develop and administer the Position Classification and 
Compensation System (PCCS) 
which shall have two parts: 
the Position 
Classification Plan and the Compensation Plan. The Position Classification Plan 
shall consist of the occupational groups and classes to which positions are to be 
allocated or reallocated, and the rules and regulations for implementation. The 
Compensation Plan shall consist of the salary schedule, policies relative to 
salaries, allowances, bonuses, and such other benefits accruing to the public 
officers and employees of the civil service system, and the rules and regulations 
for implementation. 
SEC. 99. 
Basis for Position Classification and Compensation. - The 
classification and compensation of positions in the civil service system shall be 
based on similarity of kind and level of work and the determination of the 
relative worth of these classes of positions. 
SEC. 100. 
Coverage of The PCCS. - The PCCS 
shall apply to all 
positions in the civil service system whether permanent or temporary, appointive 
or elective on full or part-time basis now existing or hereafter created. 
Chapter 4. Personnel Inspection and Audit 
SEC. 101. 
Purpose. 
- 
The Commission shall conduct periodic 
inspection and audit of the personnel management programs of each department 
and agency to provide advice and assistance in the development of constructive 
policies, standards and procedures to improve all areas of personnel 
management. 


S~c.102. 
Scope. - 
The inspection and audit of the personnel 
management programs may include the following: 
Organization and personnel management; 
Formulation, issuance and implementation of personnel policies; 
Recruitment and selection of employee; 
Personnel action and employment status; 
Career and employee development; 
Performance evaluation systems; 
Employee suggestions and incentive award; 
Employee relations and service; 
Discipline; 
Personnel records and reporting; 
Program evaluation; and 
Employee organization. 
SEC. 
103. 
Submission of Audit Reports. - The Commission shall 
regularly submit its personnel audit reports to the units concerned, heads of 
departments, Office of the President and the Legislature. 


BOOK III. HUMAN RESOURCE MANAGEMENT 
TitIe I -Human Resource Development 
Chapter 1. Policy on Human Resource Development 
SEC. 104. 
Po?icy. - There shall be an integrated program on human 
resource development for all levels and ranks in the civil service system that 
shall provide equal opportunities for career development. 
The Commission shall encourage all departments and agencies to develop 
and implement human resource development plans and programs to include, 
among others, training and development, performance appraisal and incentives 
and awards for their personnel in accordance with Commission policies and 
standards. 
Chapter 2. Training and Development 
SEC. 105. 
Training and Development System. - The Commission shall 
promote opportunities for training in skills enhancement and capability-building 
programs, local and foreign scholarships, and other educational opportunities. 
SEC. 106. 
Commission’s 
Responsibilities 
for 
Training 
and 
Development. - The Commission shall be responsible for the development, 
administration and evaluation of government-wide training programs on public 
personnel administration, and shall issue the appropriate rules and regulations 
for the said training and development programs. 
SEC, 107. 
Responsibilities for Local and Foreign Scholarships. - The 
Commission shall have the responsibility to administer service-wide local and 
foreign scholarship programs. 
It shall also develop policies, standards, 
procedures and guidelines for the effective, efficient and equitable distribution of 
all scholarship grants. However, foreign scholarship grants which are part of 
the overseas development assistance (ODA) shall be administered by an Inter- 
agency Committee co-chaired by the Commission and the National Economic 
and Development Authority. 
SEC. 108. 
Inter-Agency Scliolarslzip Committee, - The inter-agency 
scholarship committee shall be co-chaired by the Chairperson of the Commission 
and by the Director General of the National Economic and Development 
Authority (NEDA). The Committee Secretariat shall be based at the NEDA. The 
following agencies or their duly designated representatives who hold positions 
not lower than that of assistant secretary or its equivalent shall constitute the 
members: 
(a) 
Department of Foreign Affairs; 


(b) 
Department of Education; 
(c) 
University of the Philippines; 
(d) 
(e) 
Commission on Higher Education; and the 
Presidential Management Staff-Office of The President. 
SEC. 109. 
Agency Responsibilities for Training and Development. - 
Each department or agency shall be responsible for the development, 
impleinentation and evaluation of its training and development plan as well as 
its gender and development plan in accordance with policies and standards 
promulgated by the Commission. 
To carry out these responsibilities, each agency shall establish its own 
Personnel Development Committee pursuant to the rules and regulations 
promulgated by the Commission. 
SEC. 110. 
Technical Assistance and Consultative Services. - 
The 
Commission shall provide technical assistance and consultative services to all 
departments and agencies in the development, administration and evahation of 
their human resource development programs. 
The Commission may also avail of advisory assistance from its accredited 
training 
institutions, professional organizations, public sector unions, 
federations, confederations and non-government organizations (NGOs) in 
connection with its human resource development policies and programs. 
Chapter 3. Performance Appraisal 
SEC. Ill. 
Perfomzance Appraisal Systenr. - The Commission shall 
promote the establishment of a Performance Appraisal System (PAS) for all 
appointive public officers and employees which shall be the basis for incentives, 
rewards and recognition, training and development, personnel actions, and 
administrative sanctions in all departments and agencies. 
SEC, 
112. 
Performance Appraisal Plan. - Each department or agency 
shall develop and use one or more appropriate Performance Appraisal Plans 
(PAP) for the various groups of positions therein. 
All performance appraisal plans shall be in accordance with policies, 
standards and guidelines prescribed by the Commission. 
Chapter 4. Incentives and Awards 
SEC. 113. 
Rewards System. - 
The Commission shall promote the 
establishment of a rewards system in the department and agencies. 
It shall 
include incentives, commendations and awards. The rewards system shall be 


granted individually or in groups, for outstanding performance, exemplary 
conduct on the job, inventions, ideas or suggestions, superior accomplishments 
and other extraordinary acts or services in the interest of the public. 
The Commission shall evaluate the implementation of the rewards system 
in all departments and agencies. 
SEC. 114. 
Merit and Rewards Plan. - 
Each department or agency 
shall develop a merit and rewards plan appropriate for its officers and 
employees 
in accordance with policies and standards promulgated by the 
Commission 
TITLE I1 - Personnel Relations in the Civil Service System 
Chapter 1. Personnel Relations 
SEC. 115, 
Declaration of Policy. - The Commission shall provide 
leadership and assistance in developing personnel relations programs in the civil 
service system in consultation with public officers and employees and/or their 
organizations with their respective departments and agencies. 
The head of a department or agency shall be responsible for an effective 
personnel relxtions program in the department or agency. 
SEC. 116. 
Grievance Machinery. - Each department or agency of the 
Government, with the assistance and approval of the Commission shall establish 
and administer a grievance machinery to promote wholesome and desirable 
relations among employees and between employees and management. 
Employees shall have the right to have their grievances adjudicated as 
expeditiously and as fairly as possible. 
A grievance may be filed by aggrieved employees or by the employee 
organization to which they belong in accordance with the guidelines issued by 
the Commission. 
SEC. 117. 
Right to Organize. - Government employees may form, join 
or assist employee organizations of their own choice for the furtherance and 
protection of their interests. 
Government employees may also form, in 
conjunction with appropriate government authorities, employee management 
committees, work councils and other forms of employee participation schemes. 
However, uniformed personnel of the Philippine National Police (PNP), 
Bureau of Fire Protection (BFP) and Bureau of Jail Managemcnt and Penology 
(BJMP), cannot form or join rank-and-file employee organizations for purposes 
of collective negotiations. 


Public officers and employees whose functions are primarily managerial 
employee organizations for 
or confidential in nature cannot form or join 
purposes of collective negotiations. 
SEC. 
118. 
Protection ofthe Right to Self-organization. - Government 
employees shall not be discriminated against by reason of their membership in 
employee organizations or participation in the normal and legitimate activities of 
such organizations. Employment in the civil service system shall not be subject 
to the condition that the individual shall not form or join any employee's 
organizations. 
Management shall not interfere in the establishment and administration of 
government employee organizations. 
Chapter 2. Employee Organization 
SEC. 119. 
Registration of Rank-and-File Employee Organizations. - 
Rank-and-file employee organizations shall register with the Commission in 
accordance with the implementing guidelines to be promulgated by the 
Commission. 
SEC. 120. 
Sole and Exclusive Employee Organization. - The duly 
registered employee organization in an agency that has the support of the 
majority of the total rank-and-file employees, shall be accredited by the 
Commission as the sole and exclusive employee representative. In cases when 
there are two (2) or more registered employee organizations in an agency, the 
Commission, upon petition, shall conduct a certification election and shall certify 
the employee organization who garnered the majority vote as the sole and 
exclusive representative of the rank-and-file employees in the said agency. 
For this purpose, an agency shall refer to an office which has its own 
budgetary allocations as provided for in the General Appropriations Act, 
specifically its Table of Contents. 
SEC. 121. 
Accreditation ofEmployee Federation in An Agency. - Registered 
employee organizations within a given agency may federate and shall be accredited as 
the sole and exclusive bargaining representative of the employees; Provided, its 
aggregate total membership constitute the majority of the total rank-and-file employees 
in the agency. 
SEC. 
122. 
Collecthe Negotiations. - Except those that are fixed by 
law, terms and conditions of employment in the government service may be the 
subject of 
collective negotiations between duly accredited employee 
organizations and the appropriate government authorities. 
Collective negotiations agreements shall be registered with the 
Commission. 


Chapter 3. Settlement of Disputes 
SEC.123. 
Definition of terms. - For purposes of this Code, the 
following terms shall be defined as follows: 
A. 
Arbitration 
- refers to the process whereby a third party 
(individual arbitrator), a board of arbitrators, or an arbitration court 
not acting as a court, is empowered to make a decision which 
disposes of the dispute. 
1. 
Voluntary - a method of settling dispute/s where both 
parties agree to submit the dispute before an arbitrator or 
panel of arbitrators chosen by both parties. The voluntary 
arbitrators shall render a decision after proper hearing of the 
issues. The decision of the arbitrator shall be final and 
binding on the contending parties. 
Compulsory - a method resorted to when the dispute has 
become 
hardened 
and 
irreconcilable 
and 
remains 
unresolved after exhausting all the available remedies under 
existing laws and procedures. 
2. 
8. 
Conciliation - refers to the process whereby a third party 
(conciliator) brings the disputing parties together, encourages them 
to discuss their differences and assists them in developing their 
own proposed solutions. 
Mediation - refers to the process whereby a third party (mediator) 
is more active in assisting the disputing parties reach acceptable 
solutions to the problem/s and help them develop or come out 
with an acceptable solution. The mediator may submit proposal/s 
for the settlement of dispute. 
C. 
SEC.124. 
Settlement of Disputes Within An Agency. - Disputes 
within employee organizations, between and among employee organizations, 
and between employee organizations and management shall be settled through 
conciliation, mediation and arbitration. The Commission shall be responsible in 
providing conciliation and mediation services. 
In case any dispute remains 
unresolved, the Commission shall certify the same to the Public Sector Labor 
Management Council (PSLMC), which shall resolve and settle it within the 
period of sixty (60) days from receipt thereof. 
However, the parties may opt to submit the issue for voluntary 
arbitration, the decision of which shall be final and unappealable. 
Chapter 4. Public Sector Labor-Management Council 


SEC. 125. 
Public Sector Labor-Management Council (PSLMC). 
- 
Public Sector Labor-Management Council (PSLMC) is hereby constituted to be 
composed of the following: 
(a) 
Chairperson, Civil Service Commission - Chairperson; 
(b) 
Secretary, Department of Labor and Employment - Vice 
Chairperson 
(c) 
Secretary, Department of Finance - Member; 
(d) 
Secretary of Justice - Member; 
(e) 
Secretary, Department of Budget and Management - Member; and 
(f) 
One (1) employee representative each from the National 
Government Agencies (NGAs), the Government-owned and 
Controlled Corporations (GOCCs), the Local Government Units 
&GUS), and the State Colleges and Universities (SUCs), to be 
chosen by the employee organizations concerned. 
The ex-officio members may designate their permanent alternates 
who hold positions not lower than an assistant secretary or its equivalent. 
The employee representatives, who may also designate their 
permanent alternates, shall serve for a term of two (2) years or until their 
successors shall have been appointed or elected. In no case, however, 
shall anyone of them serve under holdover capacity for more than one (1) 
year. 
The PSLMC may deputize public officers and employees of the 
Commission and of other departments and agencies to investigate and 
hear cases brought before it for arbitration. It may likewise deputize any 
national or local law enforcement agency or instrumentality of the 
government which shall act under its direct and immediate supervision, to 
enforce and execute its decisions, orders, and rulings. 
The PSLMC shall implement and administer the provisions of this 
For this purpose, the PSLMC shall promulgate the necessary 
Chapter. 
rules and regulations to implement this Chapter. 
SEC. 126. 
Original and Exclusive Jurisdiction of the PSLMC. - The 
PSLMC shall have original and exclusive jurisdiction to hear and decide the 
following cases: 
Unfair public sector labor and management practice; 
Representation issue; 
Disputes arising in the course of the conduct of collective 
negotiations; 
Disputes on issues resulting from the implementation of the 
grievance machinery; 
Determination of the presence or absence of a strike; 
Inter-employee organization dispute; 
Intra-employee organization dispute; 
Employee organization election of officers; 
Disputes on issues resulting from the implementation of the 
provisions of Collective Negotiations Agreement; and 


(i) 
Other analogous acts as may be determined by the PSLMC. 
These cases may be referred to the PSLMC by any of the parties to 
the dispute or the PSLMC may, motu proprio, take cognizance of the same 
whenever the interest of the service so demands. 
When the main issue of a particular case is the consequence of a 
strike or other concerted activities and the PSLMC has already assumed 
jurisdiction over the same, no administrative or disciplinary action shall 
be instituted by the agency concerned against any employee involved 
therein until the final resolution of the case. 
SEC. 127. 
Unfair Public Sector Labor and Management Practice. - 
The following shall constitute unfair public sector labor and management 
practice on the part of the agency: 
Interfering with, restraining or coercing employees in the exercise 
of their right to self-organization; 
Requiring as a condition of employment that an employee shall not 
form or join an employee organization or shall withdraw from one 
to which he/she belongs; 
Discriminating in regard to work schedules, places of assignment 
and other terms and conditions of employment in order to 
encourage or 
discourage membership 
in 
any 
employee 
organization; 
Terminating the services or discriminating against any employee 
for having signed or filed an affidavit, petition or complaint or 
given any information or testimony against the head of the agency 
or members of top management; 
Refusing to collectively negotiate in good faith with the accredited 
employee organization; 
Violating any of the provisions of the Collective Negotiation 
Agreement; and 
Other analogous acts as may be determined by the PSLMC 
The following shall constitute unfair public sector labor and management 
practice on the part of the employee organization: 
(a) 
Restraining or coercing any employee to form or join an employee 
organization or its activities. Employee organization shall have the 
right to prescribe its own rules on the acquisition or retention of 
membership; 
Causing or attempting to cause the agency head or other officers to 
discriminate against an employee who has not joined or has 
withdrawn membership from the employee organization; 
Refusing to collectively negotiate in good faith with management; 
(b) 
(c) 


(d) 
Violating any of the provisions of the Collective Negotiation 
Agreement; and 
Other analogous acts as may be determined by the PSLMC 
(e) 
The heads of offices and the other officers of the agency as well as officers 
and members of an employee organization, who participate in or authorize an 
unfair pubiic sector Iabor and management practice shall be held 
administratively liable and shall be imposed a fine of not less than PlO,OOO.OO, or 
suspension not exceeding one year, or both for such participation or grant of 
authority without prejudice to civil and criminal liability. 
SEC. 128. 
Writ of Preliinina y Injunction or Temporary Restraining 
Order. - The PSLMC, after notice and hearing, may issue a writ of preliminary 
injunction or temporary restraining order which shall not last for more than 
twenty (20) days from issuance thereof when, on the basis of the allegations in 
the petition, it is established that the acts complained of involving or arising from 
any empIoyee-management dispute, if not restrained or performed immediateIy, 
may cause grave or irreparable injury to any party or render ineffectual any 
decision of the PSLMC in favor of such party. 
The PSLMC shall require the petitioner to post a bond and the writ of 
preliminary injunction or temporary restraining order shall become effective 
only upon the approval of the bond which shall answer for any damage that may 
be suffered by the party enjoined if it is finally determined that the petitioner is 
not entitled to the ancillary relief prayed for. 
SEC. 129. 
Grounds for Contempt. - The PSLMC may cite a person for 
contempt on any of the following grounds: 
(a) 
Disobedience or resistance to a lawful order, decision, ruling, 
summons or subpoena or any other issuance of the PSLMC; or 
(b) 
Unlawful interference with the proceedings of the PSLMC, 
improper conduct tending directly or indirectly to impede, 
obstruct, delay or hamper the implementation of any order, 
decision or ruling of the PSLMC. 
The person so cited for contempt whether direct or indirect shall be 
punished by a fine of not more than PZ,OOO.OO for every act of contempt. Each 
day of defiance or disobedience or non-enforcement of any issuance of the 
PSLMC as mentioned shall constitute separate acts of contempt of the PSLMC. 
SEC. 130. 
PSLMC Decision. - Decisions of the PSLMC are final and 
executory unless a motion for reconsideration is filed by the aggrieved party 
within fifteen (15) calendar days from receipt of the decision and only on the 
basis of palpable or patent errors. The PSLMC shall not entertain any second 
motion for reconsideration. 
Decisions of the PSLMC may be elevated to the Court of Appeals. 


Chapter 5. The Right to Strike 
S~C.131. 
Right to Engage in Strike. - The right of the duly accredited 
employee organization to strike, consistent with national interest and public service, shall 
be recognized and respected Provided, the striking organization shall ensure an effective 
skeletal workforce whose movement and services shall not be hampered or restricted as 
are necessary to guarantee the proper and adequate delivery of public service. 
In view of the peculiar character of public service and considering that public 
office is a public trust, the right of employees to strike may be allowed only as a last 
resort and subject to the Limitations herein provided. 
SEC. 132. 
Who Can Stuike. - Rank-and file employees of the agency where 
the accredited employee organization belongs may join the strike subject to the 
provisions of this code. Enlployees who join the strike shall not be entitled to payment 
of salary for the period that they are on strike. 
SEC. 133. 
Governmenf Employees Who Are Prohibited to Strike. - The 
following are not allowed to strike due to exigency in public service, public safety and 
national interest: 
Defense and security services including officers and employees belonging 
to the Armed Forces of the Philippines (AFP), police, fire protection, jail 
management and those engaged in the custody of prisoners and 
detainees; 
Medical and allied services including doctors, nurses, medical therapists 
and paramedics; 
Public utility services such as power and water supply, transportation, air 
traffic controllers, radar and radio controllers, lighthouse keepers and 
harbor pilots; and 
Other analogous services to be determined by the Commission taking 
into consideration public service and national interest. 
SEC. 134. 
Grounds for Sh-ike. - A strike may be declared on the following 
grounds: 
(a) 
Unfair public sector labor and management practices committed by 
management as provided for in this Code; 
Mismanagement or abuse of the management of the agency; and 
(b) 
(c) 
Graft andcorruption. 
SEC. 
135. 
Notice of Dispute. - The existence of a dispute which may be the 
ground of an impending strike must first be brought to the Commission in the form of a 
notice of dispute for either concGation and mediation or the parties may submit the 
same for voluntary arbitration. 
In either case, the notice of dispute must be in 
accordance with the requirements and procedures as may be prescribed by the 
Commission which shall settle the dispute within sixty (60) days from date of receipt of 
the said notice. In cases when the parties opt for voluntary arbitration, the agreement 
thereof shall be final and executory between the parties concerned. 


SEC. 136. 
Certification to the PSLMC. - In the event the dispute is not 
settled within the sixty (60)-day period prescribed in the preceding Section or in case of 
failure to arrive at a resolution of the dispute through conciliation or mediation, the 
Commission shall certify the dispute to the PSLMC for settlement and resolution. 
SEC. 137. 
Requirement of Strike Vote and Notice to Strike. - Immediately 
upon certification of the dispute to PSLMC as provided in the preceding section, the 
accredited employee organization may call a vote in order to declare a strike. The 
decision to declare a strike must be approved by a majority vote of the total rank-and- 
file employees of the agency where the duly accredited employee organization belongs. 
The same shall be obtained through secret ballot in a meeting called for the purpose. 
The duly accredited employee organization shall file with the PSLMC the results of the 
strike vote and the notice to strike, copy furnish the head of agency, at least thirty (30) 
days before the date of the intended strike and during the said 30-day period no strike 
shall be held. Only disputes or issues raised in the said notice shall be the subject of the 
strike. 
SEC. 138. 
Remedial Actions by the PSLMC. - When a dispute has been 
referred to the PSLMC, 
it shall exert all efforts to settle the same through various modes 
of dispute settlement in order fo prevent the impending strike. 
When there is a strike in a government agency, which affects national 
interest or public service, the PSLMC may issue a return-to-work order and/or 
certify the same for compulsory arbitration. A return-to-work order shall have 
the effect of automatically stopping the strike. 
For this purpose, the contending parties are strictly enjoined to comply with such 
order as are issued by the PSLMC, under pain of disciplinary action. 
SEC. 139. 
Prohibited Activities. - 
No dispute which occurred prior to the notice to strike, which was not 
raised in the said notice, may be the subject of succeeding strikes. 
No person engaged in the strike shall commit any act of violence, 
coercion or intimidation or obstruct the free ingress to or egress from the 
agency's premises for lawful purposes or obstruct public thoroughfares. 
No person shall obstruct, impede, or interfere with, by force, violence, 
coercion, threats, or intimidation any peaceful strike, or shall aid or abet 
such obstruction or interference. 
No employee organization may declare a strike without first having filed 
the notice required under SEC. 137 and the necessary strike vote first 
having been obtained and filed with the ELMC; 
No employee organization may go on strike without ensuring and 
maintaining an effective skeletal force. 


BOOK IV. 
PERSONNEL BENEFITS AND PRIVILEGES, DAYS AND 
HOURS OF WORK AND OFFICIAL RECORDS 
Title I -Personnel Benefits and Privileges 
Chapter 1. Health and Other Services 
SEC. 140. 
Policy. - The health, welfare, safety and security of every 
personnel in the civil service system shall be the concern of the government. To 
this end, a comprehensive occupational heaIth program including medical, 
dental and other health services shall be established, maintained, and made 
accessible for all personnel in the civil service system. Each department or 
agency shall make provisions out of their existing budgets for personnel health, 
welfare, medical and counseling services and leave benefits and promote and 
develop occupational safety, sports and recreation programs and similar 
services. 
S~c.141. 
Safe$ and Accident Prevention. - Each department or 
agency shall develop and maintain a continuing occupational safety and accident 
prevention program for its personnel. 
SEC. 142. 
Personnel Counseling. - Each department or agency shall 
provide personnel counseling services, including pre-retirement counseling. 
SEC. 143. 
Personnel Recreation. - Each department or agency shall 
provide facilities for sports, recreational and culturaI activities and shall 
encourage voluntary personnel participation. 
Chapter 2. Leave Benefits 
SEC. 144. 
Entitlenzeitt to Leave Privileges. - Appointive personnel of 
the government, whether permanent, temporary, contractual or casual as well as 
elective officers, who render the required number of office hours shall be entitled 
to an annual fifteen (15)day vacation and fifteen (15)-day sick leave with full pay 
exclusive of Saturdays, Sundays, and public holidays. 
SEC. 145. 
Leave of Absence of Part-time Personnel. - Public officers 
and employees rendering service on a part-time basis are entitled to vacation and 
sick leave benefits proportionate to the number of hours they served. 
SEC. 146. 
Leave of Absence of Personnel on Rotation Basis. - Public 
officers and employees on rotation basis shall be entitled to vacation and sick 
leave corresponding to the length of service they rendered. 


SEC. 147. 
Forced2Mandato y Vacation Leave. - All appointive and 
elective public officers and employees of the government with ten (10) days or 
more vacation leave credits shall be required to go on vacation leave whether 
continuous or intermittent for a minimum of five (5) working days annually. 
SEC. 148. 
Accumulation and Commutation of Leave. - Vacation and 
sick leave shall be cumulative and commutative. Except for personnel covered 
by special laws, commutation of leave credits shall be exclusive of Saturdays, 
Sundays and holidays. 
Public officers and employees whose off-days do not fall on a Saturday or 
a Sunday shall have their leaves of absence computed exclusive of their off-days. 
SEC. 149. 
Rehabilitation Leave. 
- 
Qualified public officers and 
employees are entitled to rehabilitation leave for illnesses and/or injuries which 
are job-related or which resulted from or was aggravated by their working 
environment. Such leave, which should not exceed six (6) months, shall be with 
full pay and benefits and shall not be charged against accumulated vacation or 
sick leave credits of the personnel concerned. 
The cost of initial medical 
expenses such as emergency/paramedic services and initial ambulance or 
transport services shall be borne by the agency of the public officer and 
employee concerned. 
Substantive and long term medical expenses for 
therapeutic and. rehabilitation purposes shall be borne by the Philippine Health 
Insurance Corporation; the EmpIoyee Compensation Commission (ECC) and the 
Government Service Insurance System (GSIS) as the case may be and whenever 
applicable. 
S~c.150. 
Teachers' Leave. 
- 
Other than those designated for 
continuous duty and those covered by special charters, schoolteachers in 
government elementary and secondary schools shall be entitled to vacation pay. 
They shall be entitled to service credits for services rendered during the vacation 
period, including Saturdays, Sundays, and holidays, in accordance with the rules 
and regulations prescribed by the Commission. 
Teachers shall also be entitled to annual seven (7) days sick leave, which 
shall be non-cumulative and non-commutative. 
SEC. 151. 
Leave of Elective Ofliceus. - All elective officers shall be 
entitled to leave credits granted to appointive officers and the cumuIation and 
commutation of the money value thereof. 
SEC. 152. 
Leave Credits of Public Officers and Employees Covered by 
Special Leave Laws. - The leave credits of the following personnel are covered 
by special laws: 
(a) 
Justices of 
the Supreme Court, Court of 
Appeals and 
Sandiganba yan; 
(b) 
Judges of 
Regional Trial Courts, Municipal Trial Courts, 
Metropolitan Trial Courts, Court of Tax Appeals and Shari'a Circuit 
Court; and Shari'a District Court; 


(c) 
The Chairperson and Commissioners of 
the Constitutional 
Commissions; 
Filipino personnel in the Foreign Service; and 
Other personnel covered by special laws. 
(d) 
(e) 
SEC. 153. 
Maternity Leave. - Women in the government service, of 
whatever civil and employment status and regardless of length of service shall, 
in addition to the vacation and sick leave granted them, be entitled to maternity 
leave of sixty (60) calendar days for normal delivery and seventy-eight (78) 
calendar days for delivery by caesarean section for the first four deliveries or 
miscarriages. 
S~c.154. Paternity Leave. - A married man in the government 
service shall be entitled to paternity leave of seven (7) working days for the first 
four (4) deliveries or miscarriages of his legitimate spouse with whom he is 
cohabiting. 
The paternity leave shall be non-cumulative and non-commutative. 
SEC. 155. 
Adoption Leave. - Public officers and employees who legally 
adopt a child below seven (7) years of age as of the date the child is placed with them 
shall be entitled to adoption leave in the manner herein provided 
(a) 
Married individuals 
who are both in government shall be 
entitled to thirty (30) calendar days for the adoptive mother and 
seven (7) calendar days for the adoptive father. 
Solo parents of whatever gender or civil status shall be entitled to thirty 
(30) calendar days. 
(b) 
Availment of adoption ieave shall commence from the date the child is placed 
with the adoptive parents, which shall not be earlier than the date of the decree of 
adoption. Adoption leave shall be non-commutative and non-cumulative. 
S~C.156. 
Parental Leave for Solo Parents. - In addition to leave 
privileges under existing laws, parental leave of not more than seven (7) working 
days every year until the child reaches the age of eighteen (18) years shall be 
granted to public officers and employees who are solo parents and have 
rendered service of at Ieast one (1) year. 
Parental leave shall be non-commutative and non-cumulative. 
SEC. 157. 
Special Leaves - Government public officers and employees, 
except those covered by special leave laws, are entitled to special leaves, to mark 
personal milestones and/or attend to filial and domestic responsibilities, not exceeding 
an aggregate of three (3) days in accordance with guidelines to be set by this 
Commission. 
Special leaves shall be non-commutative and non-cumulative. 


SEC. 158. 
Study Leave and Sabbatical Leave. 
- 
Qualified public 
officers and employees may be granted study and sabbatical leave, subject to the 
rules and regulations promulgated by the Commission. 
SEC. 159. 
Commutation and Monetization of Leave Credits. 
- 
Accumulated leave credits can either be commuted or monetized subject to the 
rules and regulations prescribed by the Commission. 
S~c.160. 
E@ect of Reemployment on Commuted Leave. - Public 
officers and einpIoyees whose leave credits have been commuted following their 
separation kom the service and were thereafter reemployed may refund the 
money equivalent of the unspent portion of the commuted leave credits. In all 
cases, leave credits start from zero balance. 
S~c.161. 
Transfer of Leave Credits of Appointive Personnel and 
Elective Officers. - When appointive public officers and empIoyees transfer 
from one entity to another, they can have their accumuIated vacation and/or sick 
leave credits commuted or transferred to their new office. 
The second option can only be exercised by the personnel concerned when 
there are no gaps in their service. However, a gap of not more than one (1) 
month may be allowed provided same is not due to the fault of the personnel 
concerned. 
The abovementioned options of commutation or transfer of accumulated 
leave credits can also be availed of by an elective officer assuming another 
elective post. However, these options are not applicable to the transfer of Anned 
Forces of the Philippines (AFP) uniformed personnel to civilian positions. 
SEC. 162. 
Prescriptive Period for Tyansfer of Leave Credits. - The 
option to transfer accumulated leave credits can be exercised within one (1) year 
only from the effective date of transfer of the appointive personnel to their new 
office, or to the assumption of the elective officers in their new post. 
SEC. 163. 
Leave Without Pay. - In no case shall leave without pay be 
granted in excess of one (1) year or if the public officer or employee concerned 
still has leave credits with pay. 
SEC. 164. 
TevtninalLeave. - Terminal leave refers to the total 
accumulated leave credits of personnel, the money value of which shall be based 
not necessarily on the latest salary rate but on the highest salary rate received at 
any time during the period of employment in the government service. 


Chapter 3. Retirement Benefits 
SEC. 165. 
Payment of Retirement Benefits on the Day of Retirement. - 
All personnel are entiff ed to receive their retirement benefits provided for under 
existing laws on the day of their retirement. The last agency-employer shall 
ensure that all the retirement documents are in order six (6) months prior to the 
retirement of the said personnel. All concerned agencies of the government shall 
render assistance in this regard. 
All public officers and employees with pending administrative, 
disciplinary cases who were eventually exonerated or cleared therefrom shall be 
entitled to payment of retirement benefits immediately a day after the 
promulgation of the decision. 
SEC. 166. 
Rate ofInterestfor Delay in Payment. - Should the retiree, 
through no fault of his/her own, fail to receive the benefits on the day of 
retirement, the same shall earn interest at the prevailing legal rate. 
The xetirement benefits of those who were eventually exonerated or 
cleared from administrative, disciplinary cases shall likewise earn interest at the 
prevailing legal rate computed from the date of retirement to the date of 
promulgation of the decision. 
SEC. 167. 
Liahilify for Delay. - Agencies or their personnel who 
caused the delay in the retiree's receipt of retirement benefits shall upon 
complaint of the retiree or the successor in interests, be liable for the payment of 
the interest mentioned in the immediately preceding Section. This is without 
prejudice to the filing of administrative and criminal cases against the personnel 
responsible for the said deiay. 
Complaints against delays in the release of retirement benefits shall be 
filed with the Commission within one (1) year from the date of retirement. 
The Commission shall promulgate rules and mechanisms to enforce this 
provision. 
Title I1 - Official Records and Work Days and Hours 
Chapter 1. Personnel Records Information System 
SEC. 168. 
Policy. - A government-wide personnel records system 
shall be established, administered and maintained by the Commission. 
Each department or agency through its human resource management 
office, shall establish, manage and maintain personnel records and statistics of all 
its personnel. 
SEC. 169. 
Records of Employment. - The Commission shall keep and 
maintain official records of all elective and appointive personnel regardless of 


their employment status. The Commission shall likewise maintain statistics on 
their employment, accession and separation. 
Chapter 2. Work Days and Hours 
SEC. 170. 
Observance of Work Days and Hours. - It shall be the duty of 
each head of agency to require all personnel to strictly observe the prescribed office 
hours and to wear identification cards, nameplates or the like bearing clearly and legibly 
their respective names and positions when dealing directly with the public in the 
performance of their respective duties or whenever they are within the premises of the 
office. 
When the head of agency allows government personnel to leave the office 
during office hours and not for official business or official time, the same shall be 
reflected in their time records and charged to their vacation leave credits. 
S E C . ~ ~ .  Daily Record of Attendance. - Each head of department or 
agency shall require a daily record of attendance of all personnel including those serving 
in the field or on board a vessel, to be kept on the proper form and, whenever possible, 
registered on the bundy clock or any mechanical, electrical, or electronic device. 
Service ”in the field” or “on board a vessel” shall refer to service rendered 
outside the office which is the usual place of work. 
SEC. 172. 
Recording of Attendance by Senior Public officers. - Agency 
heads, third ievel positions shall record times of arrival at and times of departure from 
official worhhtions. Absences from office shall likewise be properly recorded in the 
agency. 
SEC. 173. 
Liabilities. - Falsification or irregularities in the keeping of time 
records will render the personnel concerned administratively liable without prejudice to 
criminal prosecution as the circumstances warrant. 
SEC. 174.. 
Forty Hour Workweek Requirement. - 
Personnel of all 
departments and agencies except those covered by special laws shall render not less 
than forty (40) hours of work a week, exclusive of time for lunch. As a general rule, such 
hours shall be from eight (8) 0’ clock in the morning to twelve (12) o‘clock noon and 
from one (1) o’clock to five (5) o‘clock in the afternoon, all days except Saturdays, 
Sundays, and holidays. However, in the interest of the service, heads of agencies, 
particularly those with frontline services, shall adopt measures to ensure that 
continuous service is available even during the 1200 noon to 1:OO pm. period. 
In the exigency of the service, or when necessary by the nature of the work of a 
particular agency, the rescheduling or shifting of work schedule of a particular agency 
for a number of working days less than the required five (5) days may be allowed by the 
head of agency provided that government personnel render a total of forty (40) hours a 
week and provided further that the public is assured of continuous delivery of service 
from eight (8) in the morning to five (5) in the afternoon for the duration of the entire 
workweek. 
SEC. 175. 
Flexible Working Hours. - 
Flexible working hours shall be 
enforced subject to the discretion of the head of agency. In no case shall the weekly 
working hours be reduced in the event the agency adopts the flexi-time schedule. In the 


adoption of flexi-time, core working hours shall be prescribed taking into consideration 
the needs of the service. 
SEC. 176. 
Non-regular Working Hours. - A work schedule that deviates 
from that which is provided in Section 175 hereof or that which extends well into the 
night may aho be dowed upan the discretion of the head of office, the need of the 
service, or the health and welfare of the personnel concerned; Provided, that the forty 
(40)-hour workweek exclusive of meal time, will not be reduced. 
SEC. 177. 
Flexible Working Place. Public officers and employees may be 
allowed to work away from their official work stations subject to the discretion of the 
head of agency and the nature of the functions of their positions. The Commission shall 
issue the rules and regulations to govern the adoption of a flexi-work place. In no case 
shall the adoption thereof affect the avaiIability and the accessibility of government 
services. 
SEC.178. 
Persons in the Teaching Service. - All persons in the 
teaching service, primary and secondary levels, are covered by the forty (40)- 
hour work-week requirement and shall render not more than six (6) hours of 
teaching load every school day. 
SEC.179. 
Performance of Duties in Excess of Forty Hours of Those in 
Special Occupational Groups. - When the nature of duties to be performed or the 
interest of the public service so requires, the head of department or agency may require 
any or all of the personnel to work in excess of the forty (40) hours, on Saturdays, 
Sundays and public holidays, with either additional compensation or compensatory 
time/days-off; or the accumulation of leave credits. 
SEC. 180. 
Compensation for Authorized Work Beyond Forty Hours. 
- 
When the interest of public service so requires, the daily hours of work for personnel 
may be extended by the head of the agency concerned, which extension shall be fixed in 
accordance with the nature of the work. Provided, that work in excess of forty (40) 
hours a week must be properly compensated by payment of overtime whenever funds 
are available for the purpose or through the grant of compensatory time or day/s-off or 
through the accumulation of leave credits. 
SEC. 181. 
Compensatory Time or Day/s 08. 
- Grant of compensatory time 
or day/s off shall be allowed for overtime services rendered subject to the rules to be 
promulgated by the Commission. 


BOOK &To DISCIPLINE 
Title 1 - Administrative Discipline 
Chapter 1. General Provisions 
SEC. 182. 
Disciplinary Action. - No public officer or employee in the 
civil service system shall be disciplined, suspended or removed from office 
except for cause as provided for by law and after due process. 
The following shall be grounds for disciplinary action: 
Conduct prejudicial to the best interest of the service; 
Discourtesy in the course of official duties; 
Disgraceful or immoral conduct; 
Dishonesty; 
Drunkenness; 
Engaging directIy or indirectly in partisan political activities by one 
holding a non-political office; 
Engaging in or supporting acts of insurrection, rebellion, sedition, 
and other crimes against public order as defined in Title Three, 
Book Two of the Revised Penal Code and commission of crimes 
against national security and the law of nations as defined in Title 
One, Book Two, Chapters One, Two, and Three of the Revised 
Penal Code; 
Engaging in prohibited activities under Section 139 of this Code; 
Falsification of official documents; 
Final conviction of a crime involving moral turpitude; 
Gambling prohibited by law; 
Illegal strike; 
Inefficiency and incompetence in the performance of official duties; 
Insubordination; 
Neglect of duty; 
Nepotism; 
Oppression; 
Pursuit of private business, vocation or profession in violation of 
civil service law, rules and regulations; 
Refusal to perform official duty or unjust refusal to render overtime 
service; 
Sexual Harassment; 
Tardiness; 
Unauthorized absences; 
Unauthorized use of government resources or properties; 
Unfair public sector labor and management practice; 
Unjustifiable delays in the payment of employee benefits; 
Violation of reasonable office rules and regulations; and 
All other grounds for disciplinary action provided or may be 
provided for by law. 


Chapter 2. Disciplinary Jurisdiction 
SEC. 183. 
Original Jurisdiction. - The heads of departments, agencies, 
bureaus and instrumentalities of the national government, constitutionaI offices, 
the proper disciplining authority of state universities and colleges, government- 
owned and -controlled corporations with original charters or created under 
special laws, and local government units. 
They shall also retain original jurisdiction over public officers and 
employees who are already separated from the service but who, while still in the 
service committed an offense. 
S~c.184. 
Orighal Jurisdiction of the Commission. 
- 
The 
Commission shall have exclusive administrative disciplinary jurisdiction over its 
public officers and employees. It shall have concurrent original disciplinary 
jurisdiction over public officers and employees of the departments, agencies, 
bureaus, state universities and colleges, government-owned and -controlled 
corporations with original charters or created under special laws, local 
government units. 
The Coinmission may, motu proprio, initiate the investigation and filing of 
administrative charges against public officers and employees who violate the 
provisions of this Code and other pertinent civil service laws, rules and 
regulations. 
For this purpose, the Commission shall conduct fact-finding 
investigations and require through the issuance of subpoena duces tecum and 
similar processes the production of government records necessary to resolve the 
case. 
SEC. 185. 
Original Jurisdiction of Bureau or Department-wide, 
Regional Office Head. - The heads of bureaus or department-wide regional 
offices shall have disciplinary jurisdiction over offenses committed by their 
subordinate public officers and employees. 
Chapter 3. Procedures in Disciplinary Cases 
SEC. 186. 
Commencenient of Administrative Proceedings and Answer. 
(a) 
Administrative proceedings may be commenced motu proprio 
against a subordinate public officer or employee by the proper 
disciplining authority or head of department or agency or upon a 
sworn written complaint of any other person. The complaint shall 
be accompanied by sworn statements covering the charges and 
those of the witnesses together with documentary evidence, if any. 
(b) 
On the basis of the sworn written complaint and supporting papers 
filed by any other person, the disciplining authority shall require 
the person compIained of to explain why no administrative case 
should be filed. If the disciplining authority does not find a prima 


Facie case, the complaint shall be dismissed; otherwise, a formal 
charge shall be issued in accordance with the provisions of this 
Code. 
The respondent shall be furnished with copies of the 
complaint, sworn statements and other documents submitted. 
(c) 
In administrative proceedings initiated by the disciplining 
authority or head of a department or agency, the formal charge 
shall be issued only after the disciplining authority finds a prima 
facie case in accordance with the provisions of this Code. 
SEC. 187. 
Issuance ofa Fomal Ckarge, - The formal charge shall state 
the specifications of the offense and shall require the respondent to submit an 
answer in writing and under oath together with supporting sworn statements 
covering his/her defense and those of witnesses together with the documentary 
evidence, if any. The respondent shall be allowed at least seventy-two (72) hours 
but not more than five (5) days from receipt of the formal charge to submit an 
answer and the affidavits of the witnesses, if any, and shall be informed of 
hisjher right to counsel and to indicate whether or not he/she elects a formal 
investigation. In cases when the respondent submits a request for clarification, a 
bill of particulars or a motion to dismiss which are obviously designed to delay 
the administrative proceedings, the same shall be considered as answer. 
SEC. 188. 
Fomalhvestigafion. - 
(a) If the respondent has elected a formal investigation, the disciplining 
authority or the duly authorized representative shall conduct the 
formal investigation with a notice issued within five (5) days from 
receipt of the answer. 
(b) Complainant and respondent may avail themselves of the services of 
counsel and may require the attendance of witnesses by subpoena ad 
tesfificandurn and the production of documentary evidence through the 
compulsory process of subpoena duces tecum. 
Even if the respondent does not request a formal investigation, 
such investigation shall be conducted when, on the basis of the 
allegations in the complaint and the answer of the respondent, 
including supporting documents, the merits of the case cannot be 
decided judiciously without conducting such investigation. 
The formal investigation shall be commenced not earlier than five 
(5) days nor later than ten (10) days from receipt of the respondent's 
answer. The investigation shall be conducted to ascertain the tmth 
without strictly adhering to technical rules applicable to judicial 
proceedings. 
Hearings shall be continuously held and the 
investigation terminated, if possible, within ten (10) days from its 
commencement, especially for grave offenses, unless the period is 
extended by the disciplining authority in meritorious cases. 
The direct evidence for the complainant and the respondent shall 
consist of the sworn statements and documents submitted in 
support of the complaint or answer, as the case may be, without 
prejudice to the presentation of additional evidence deemed 


necessary but was unavailable at the time of the filing of the 
complaint or answer, upon which cross-examination by the 
respondent and the complainant, respectively, shall be based. 
SEC. 189. 
Report of Investigation and Record of Case. - The hearing 
officer shall submit to the disciplining authority the report of investigation 
within ten (10) days from the termination of the investigation. The report shall 
contain the findings and recommendations together with the complete record of 
the case which shall be properly and securely bound, all pages numbered 
consecutively, and with a table of contents. 
SEC. 190. 
Decision. - The proper disciplining authority shall render a 
decision within the period and in the form and content as provided for in this 
Code. 
SEC. 191. 
Preventive Suspension. - Notwithstanding any provision of 
law to the contrary, the proper disciplining authority may preventively suspend 
a respondent formally charged with dishonesty, oppression, grave misconduct, 
gross neglect in the performance of duty, if there are reasons to believe that 
respondent is guilty of the charges which would warrant removal from office 
and that there is a great probability that the continuance in office of the 
respondent could influence the witnesses or pose a threat to the safety and 
integrity of the records and other evidence. In no case shall preventive 
suspension exceed ninety (90) days or last for the duration of the investigation, 
whichever is shorter. 
SEC. 192. 
Lifting of Preventive Suspension Pending Administrative 
Investigation. - When the administrative case against the respondent under 
preventive suspension is not decided by the disciplining authority within the 
period of ninety (90) days after the date of suspension, the respondent shall be 
automatically reinstated in the service; Provided, that when the delay in the 
disposition of the case is due to the fault, negligence or petition of the 
respondent, the period of delay shall not be included in computing the period of 
suspension herein provided. 
Chapter 4. Decision 
S~c.193. 
When fo Render Decision. - 
The proper disciplining 
authority exercising original jurisdiction and those exercising appellate 
jurisdiction shall render their decisions within sixty (60) days from the date of the 
submission of the case for decision. 
SEC. 194. 
Form and Content of Decision. - The decision, properly 
designated as such and under the signature of the proper disciplining authority, 
shall contain the charge, the name of the respondent, the position and office of 
the respondent, a brief statement of the material and relevant facts, findings, 
offense committed and the penalty imposed. 


SEC. 195. 
Sentice of Decision. - 
(a) 
A copy of the decision shall be served on the complainant and the 
respondent through their respective counsel, if any, within five (5) 
days from its promulgation. 
Disciplining authorities shall furnish their superiors with a copy of 
the decision within five (5) days from the date of its promulgation. 
(b) 
SEC. 196. 
Final{$ of Decision. - 
Without prejudice to the power of review by the Commission, and 
its powers to decide cases on appeal as provided for in this Code, 
the decisions of the heads d departments, agencies, and 
instrumentalities of the National Government and the disciplining 
authority of state universities and colleges, government-owned and 
-controlled corporations with original charters or created under 
special laws, and local government units, shall be final and 
executory, if the penalty imposed is suspension of not more than 
thirty (30) working days or a fine of not more than thirty (30) 
working days' pay. 
Without prejudice to the power of review by the Commission and 
its powers to decide cases on appeal provided for in this Code, the 
decision of the head of the bureau or department-wide regional 
office shall be final and executory, if the penalty imposed is 
suspension of not more than thirty (30) working days or a fine of 
not more than thirty (30) working days' pay. 
The decision in a disciplinary case becomes final upon expiration of 
the period within which to file a motion f w  reconsideration and no 
such motion is fiIed. 
SEC. 197. 
Executioiz of Decision. - 
The decisions of heads of agencies and other disciplining 
authorities shall be immediately executory upon receipt of a copy 
thereof by the parties concerned, even pending appeal. 
Decisions of the disciplining authority in disciplinary cases shall be 
immediately executory unless a motion for reconsideration is 
seasonabIy filed, in which case the execution of the decisions shall 
be held in abeyance pending resolution of the motion. 
The filing and pendency of a petition for certiorari 
with the 
Supreme Court 
shall not stop the immediate execution of the 
decision of the Commission, unless the Court issues a restraining 
order or a writ of 
preliminary injunction. For this purpose, no 
other Courts can issue a temporary restraining order or a writ of 
preliminary injunction against the Commission. 


Chapter 5. Administrative Penalties 
SEC. 198. 
Penalties That May Be Imposed. - Heads of departments 
and agencies and other disciplining authorities may impose the penalty of 
reprimand or censure, fine in an amount not exceeding six (6) months' salary, 
suspension without pay for not more than one (1) year, demotion in rank or pay, 
or dismissal from the service. 
SEC. 199. 
Imposition of Penalties. - 
In meting out punishment, the same penalties shall be imposed for 
similar offenses and only one (I) penalty shall be imposed in each 
case. In the imposition of these penalties, the disciplining authority 
shall take into consideration the circumstances which may either 
exonerate the respondent from any liability, mitigate or aggravate 
the offense. 
In the imposition of the proper penalties, the administrative 
offenses or causes for disciplinary action mentioned in this Code 
shall be categorized into light, less grave, and grave. 
The Commission shall promulgate rules and regulations on the 
classification of administrative offenses into light, less grave and 
grave and shall prescribe the corresponding principal and 
accessory penalties, such as cancellation of eligibility, forfeiture of 
retirement benefits, disqualification for employment, reinstatement 
or re-employment, disqualification for promotion and bar from any 
civil service examination. 
S~c.200. 
Effect of Administrative Penalties. 
- 
The penalty of 
dismissal shall result in the separation of the respondent from the service. 
Dismissal shall carry with it the cancellation of civil service eligibilities, forfeiture 
of retirement benefits, and disqualification from employment in the government 
whether appointive or elective and disqualification to run for any public office 
even if the case is pending on appeal. 
Although decisions imposing the penalty of dismissal are immediately 
executory, no permanent appointment pending appeal shall be issued to replace 
the dismissed employee. In the interest of the service, however, designation may 
be resorted to until the case is resolved with finality. 
The penalties of demotion, suspension and fine shall disqualify the 
respondent from receiving certain benefits or from promotion for a period based 
on the gravity of the penalty imposed in accordance with the rules prescribed by 
the Commission. 
SEC. 201. 
Effect of Death on Pending Cases. - Pending disciplinary 
cases shall be deemed terminated upon the death of the respondent without 


prejudice to civil action that may be instituted by the government except when 
the proceedings have been concluded and the case is ready for decision, or when 
the administrative case involves misappropriation of public funds and property 
or other grave offenses. The same shall be decided for the sole purpose of 
determining whether the heirs of the respondent are entitled to monetary 
benefits arising out of his employment. 
S~c.202. 
Effect of Exoneration and Other Penalties. 
- 
Upon 
exoneration, the respondent shall be restored to hisher former position without 
loss of seniority and other rights or to a comparable or equivalent position in case 
of reorganization. H&he shall also be entitled to payment of back salaries and 
other benefits for a period not exceeding five (5) years including the period of 
his/her preventive suspension. 
Chapter 6. Administrative Remedies 
SEC. 203. 
Appeal. - An appeal may be filed with the proper authority 
within fifteen (15) days from receipt of the decision, together with a notice of 
appeal to the disciplining authority who rendered the decision. It shall state the 
appellant's date of receipt of the decision and the date of the resolution on the 
motion for reconsideration, if any, together with the grounds for appeal and the 
arguments in support thereof. 
S~c.204. 
Where To Appeal. - The appellant may appeal to the 
following: 
(a) In case of decisions rendered by heads of departments, agencies, state 
universities and colleges, provinces, cities and municipalities and 
instrumentalities of the national government and the disciplining 
authority of government-owned or -controlled corporations with 
original charters, where the penalty imposed is suspension of more 
than thirty (30) working days or a fine equivalent to more than thirty 
(30) working days' salary, the appeal shall be brought before the 
Commission; and 
(b)In case of decisions of the head of bureaus or department-wide 
regional offices, the appeal shall initially be made to the department 
secretary and then to the Commission if the penalty imposed is 
suspension of more than thirty (30) working days or fine equivalent to 
more than thirty (30) working days' salary. 
SEC. 205. 
Motion for Reconsideration. - A motion for reconsideration 
may be filed during the period for filing an appeal on the following grounds: 
(a) Newly discovered evidence which could materially affect the decision 
rendered; 
(b) The decision is not supported by the evidence on record; or 


(c) Errors of law or irregularities have been committed prejudicial to the 
interest of either party. 
Only one (1) motion for reconsideration shall be entertained, which shall 
be resolved within thirty (30) days from receipt. A motion for reconsideration 
shall suspend the running of the period of appeal. 
SEC. 206. 
Remand of Cases Due t o  Lack of Due Process. - If the case 
on appeal with the Commission is remanded to the proper disciplining authority 
for further investigation due to lack of due process, the said disciplining 
authority shall finish the investigation within three (3) calendar months from the 
date of receipt of the records from the Commission, unless the investigation is 
delayed due to the fault, negligence or petition of the respondent, or an extension 
is granted by the Commission in meritorious cases. The period of delay shall 
not be included in the computation of the prescribed period. 
The disciplining authority shall render its decision within fifteen (15) days 
from the termination of the investigation. If at the end of said period, the 
disciplining authority fails to decide the case, the Commission shall vacate and 
set aside the appealed decision and declare the respondent exonerated of the 
charge. If the respondent is under preventive suspension, he/she shall be 
immediately reinstated and shall be entitled to back salaries and other benefits. 
SEC. 207. 
Petition for Review. - 
The Commission may review 
decisions rendered by its regional offices and other disciplining authorities 
dismissing a complaint for lack of a prima facie case, subject to rules and 
regulations the Commission may prescribe. 
SEC. 208. 
Penalties for Contempt. - In case of refusal or failure to 
comply with its decisions, orders, rulings or processes and proceedings, the 
Commission may impose a penalty of fine of not less than P1,OOO.OO per day until 
compliance, or suspension from office without pay for a period of not more than 
thirty (30) days, or both as the circumstances may warrant. 
SEC. 209. 
Removal of Administrative Penalties or Disabilities. - 
Upon recommendation of the Commission, the President may commute or 
remove administrative penalties or disabilities imposed upon public officers or 
employees in disciplinary cases, subject to such terms and conditions as he/she 
may impose in the interest of the service. 
Title I1 - Prohibitions 
Chapter 1. Limitation on Appointments 
SEC. 210. 
Appoinfmenf of Elective Oflcet's. - Except as provided for 
in the Constitution, no elective officer shall be eligible for appointment or 
designation in any capacity to any public office or position during his/her 
tenure. 


SEC. 211. 
Candidate Who Lost in an Election. - No candidate who 
lost in any election shall, within one (1) year after such election, be appointed in 
any capacity to any office in the government or any state university and college, 
government-owned and -controlled corporations with original charters or 
created under special laws, and local government units. 
Neither can they be 
hired within the same period as consultants or under contracts of services/job 
orders in said entities. 
SEC. 212. 
Resignation Before Election. - A person who resigned from 
the service within three (3) months before any election and engaged in any 
political activity shall not be eiigible for re-employment in the government 
during the six (6)month period following such election. 
SEC. 213. 
Prohibition 
Against 
Holding 
Another 
Office 
or 
Employment. - Unless otherwise allowed by law or by the primary functions of 
the position, no appointive officer shall hold any other office or employment in 
the government or any subdivision, agency or instrumentality thereof, state 
universities and colleges, government-owned and -controlled corporations with 
original charters or created under special laws, and local government units. 
SEC. 214. 
Prohibition During Election Period. - No appointment, 
whether original, transfer, reemployment, reappointment, renewal, promotion 
and demotion, regardless of status, except in the case of reinstatement, shall be 
issued ninety (90) days before any national or local election except barangay and 
sangguniang kabataan elections and until the assumption of the newly-elected or 
reelected appointing officer. No consultancy, job order or contract of service 
shall also be entered into during the said period. 
However, in the exigency of the service and subject to the authority by the 
Commission, the appointing authority may issue appointments after the election 
and until the assumption of the newly elected or reelected appointing officer 
provided the following concur: 
(a) 
(b) 
Avacancy occurred during the prohibited period; 
There is need to fill up the vacancy immediately in order not to prejudice 
public service and/or endanger public safety; 
(c) 
The appointee is qualified; 
(d) 
The appointment has gone through the usual requirements like 
publication, regular screening by the Personnel Selection Board and 
concurrence by the Sanggunian, as the case may be. 
All appointments issued before the prohibited period shall take effect 
immediately, notwithstanding any provisions in the appointment to the contrary 
and the appointee shall assume the position within thirty (30) days from 
issuance thereof. Failure of the appointee to assume the position within said 
period shall make the appointment ineffective. 


SEC. 215. 
Prohibition Against Appointments by an Outgoing Appointing 
Aidtkodty. - 
No appointment in national agencies, state universities and colleges, 
government-owned and -controlled corporations with original charters or created under 
special laws, shall be made by any outgoing appointing authority within three (3) 
months before the end of his/her term of office or retirement. This prohibition shall 
also apply to outgoing appointing authorities who have previously manifested their 
intention to resign from office. In which case, the prohibition shall commence from the 
date of formal manifestation to resign but shall not be more than three (3) months from 
the effective date of resignation. 
However, in the exigency of the service, interim appointments may be 
issued which shall not exceed three (3) months from the time the appointing 
authority ceases to hold office. 
This prohibition shall embrace all kinds of appointments whether original, 
transfer, reemployment, reappointment, renewal, casual, contractual promotion, or 
demotion, regardless of status. 
SEC. 216. 
Supervision by Non-career personnel. - Subject to the rules 
to be promulgated by the Commission, no consultant, contractual or non-career 
personnel shall be designated to any position exercising control and supervision 
over regular and career personnel in the government. 
SEC. 217. 
Contract of Service. - A person issued a contract of service 
shall not discharge duties pertaining to a career or non-career service position. 
The agency may, however, enter into a contract of service to undertake a piece of 
work for the government for a specific period. 
SEC. 218. 
Ecclesiastic. 
- No priest, preacher, minister, or other 
religious teacher, or dignitary as such, shall be employed in the civil service 
system except when such priest, preacher, minister, or dignitary is assigned to 
the Armed Forces of the Philippines, the Philippine National Police or to any 
penal or correctional institution, or any government orphanage or leprosarium. 
S~C.219. 
Nepotism. - The act of issuing an appointment in the 
national, or in any branch or instrumentality thereof, or in state universities and 
colleges, government-owned and -controlled corporations with original charters 
or created under special laws, or local government units to a person who is 
related within the third (3rd) civil degree of consanguinity or affinity to the 
appointing or recommending authority, the chief of bureau or office, or of the 
person exercising immediate supervision over him/her, is hereby prohibited. 
The following positions are exempt from the operation of the Iaw and 
rules on nepotism: 
(a) 
Primarily confidential; 
(b) 
Highly technical 
(c) 
Policy-determining 
(d) 
Teacher and professorial staff; 
The term 'teacher' shall refer only to those actually performing classroom 
instruction in both public elementary and secondary schools. 'Professorial staff' 


shall denote members of the faculty of state universities or colleges primarily 
engaged in academic activities such as teaching in the tertiary level, research and 
curriculum development, among others. The designation of professorial staff to 
non-professorial/non-academic positions shall not be covered by this exemption. 
The restrictions mentioned in this Section shall not be applicable to a 
member of any family, who, after appointment to any position in an office or 
bureau, contracts marriage with another employee in the same office or bureau, 
or those who were affected by reorganization in which event the employment or 
retention therein of both husband and wife may be allowed. 
The prohibition shall not also apply in case of promotion if the person to 
be promoted occupies a career and next-in-rank position, or to those devolved to 
local government units or who were affected by reorganization or to any 
member of a personnel selection board. 
Chapter 2. Other Prohibitions 
SEC. 220. 
PoZitical Ach'uii-y. - Civil servants may become members of 
political parties, express their views on current political problems or issues, and 
support the candidates of their choice. However, they may neither engage in any 
electioneering nor may they use official authority to influence or coerce the 
political activity of any person or organization. 
SEC.221. 
Appointment of Military Personnel in the Civil Service 
System. - It shall be unlawful for any member of AFP in the active service to be 
appointed or designated in any capacity to any civilian position in the 
government, state universities and colleges, government-owned and -controlled 
corporations with original charters or created under special laws, and local 
government units. 
SEC.222. 
Additional or Double Compensation. - No elective or 
appointive public officer or employee shall receive additional, double, or indirect 
compensation, unless specifically authorized by law, nor accept any present, 
emolument, office, or title of any kind from any foreign government unless 
allowed by law. 
Pensions, gratuities or honoraria shall not be considered as additional, 
double or indirect compensation. 
SEC. 223. 
Detail or Reassignnient. - Except when the exigencies of the 
service require, no public officer or employee of the government shall be detailed 
or reassigned three (3) months before any local or national election. 
SEC. 224. 
Courtesy Resignation. - It shall be unlawful for any public 
officer, elective or appointive, to require public officers and employees within 
his/her jurisdiction to submit courtesy resignations for whatever reason or 
purpose. 


SEC. 225. 
Appointment andor Transfer of Officers and Employees of 
Oversight Agencies. Unless allowed by the Commission in meritorious cases, 
heads of oversight agencies and their staff are prohibited from transferring or 
being appointed to any position in the department/agency/office/local 
government unit which his/her unit is assigned or designated to oversee within 
one (1) year after termination of such assignment or designation. 


BOOK VI. MISCELLANEOUS PROVISIONS 
Title I - Termination of Employment 
Chapter 1. Modes of Termination 
SEC.226. 
Modes of Termination. - The following are modes of 
terminating employment in the government; 
Resignation - A public officer or employee shall be considered 
separated from the service effective on the date of acceptance of the 
resignation by the officer authorized to do so. 
Candidacy - An appointive public officer or employee shall be ipso 
ficto separated from the service on the date of filing of the 
certificate of candidacy for an elective position. 
Death - Upon proof of death, the public officer or employee shall 
automatically be recorded as separated from the service. 
Permanent Disability - In case of permanent disability which shall 
render the public officer or employee incapable of performing the 
official duties, the department or agency head may terminate such 
public officer or employee. 
Expiration of Period of Employment - The services of a public 
officer or employee appointed for a fixed period, or for a specific 
project or whose appointment is coterminous with the appointing 
ofcicer shall be terminated upon the expiration of the period of 
employment, completion of the project, or at the end of the term of 
the appointing officer, unless otherwise earlier validly separated. 
Dropped from the Service - A public officer or employee who goes 
on leave without proper authority or fails to return to duty after the 
expiration of the authorized leave, without valid reasons, and for 
other grounds under existing rules, shall be dropped from the 
service in accordance with the regulations promulgated by the 
Commission. 
Conviction - The services of the public officer and employee shall 
be considered terminated upon conviction by final judgment of a 
crime where the penalty carries with it the accessory penalty of 
perpetual or temporary absolute or special disqualification to hold 
public office. 
Retirement - Any public officer or employee who reaches the 
compulsory retirement age and meets the service requirement shall 
be retired under the provisions of the Retirement Law, unless 
his/her services is extended by the Commission in accordance with 
its rules and regulations. Optional retirement pursuant to law 
likewise terminates official relations. 
Expiration of Temporary Appointment - The services of a public 
officer 
or 
employee 
with 
temporary 
appointment 
shall 


automatically be terminated upon the expiration of 
the 
appointment. 
Disapproval of Appointment - The services of a public officer or 
employee is considered terminated upon the final disapproval of 
- T
m
w
 * i n d %  flW&~,%?~t 
b%@'? (&~&Si9Qprovpd annual dp~iropri~tinn~ 
1'1: 
d v  dnd reparly w.iens( 
fj) 
SEC. 
227. 
Redriction in Force. - The head of a department or agency 
may reduce its staff due to lack of work or funds or due to a change in the scope 
or nature of an agency's program, or as a result of reorganization, subject to the 
rules and regulations which the Commission shall prescribe. 
Title I1 - Fees and Authority to Administer Oaths 
Chapter 1. Fees 
SEC. 228. 
Autlrorify to Collect Fees. - The Commission may collect 
and charge fees for civil service examinations, certification of civil service ratings, 
service records, appeals in disciplinary and non-disciplinary cases, training 
courses, seminars and workshops in personnel management, and for services 
rendered on other civil service matters. For this purpose, the Commission shall 
prescribe standard and reasonable rates for such examination, certifications, 
training courses, seminars and workshops and other activities or services, the 
fees for which are not provided by law or regulation. No fees shall be collected 
in examinations given for the selection of scholars. 
Chapter 2. Authority of Public Officers to Administer Oaths, Take 
Testimony, 
and Prosecute Cases in Court. 
S~c.229. 
Who May Administer Oaths. - The Chairperson and 
Members of the Commission, public officers occupying third level positions and 
other public officers and employees of the Commission and other departments or 
agencies designated in writing by the Chairperson, may administer oaths as may 
be necessary in a transaction of an official business and take a testimony in 
connection with any authorized investigation. 
Title I11 - Fiscal Autonomy and Use of Appropriations and Income 
Chapter 1. Fiscal Autonomy 
SEC. 230. 
Fiscal Autonomy. - The Commission shall enjoy fiscal 
autonomy. It shall determine the amount of its annual budget requirements for 
its operating expenses, and capital outlays which shall be proposed to Congress 
in accordance with existing budget laws. Its approved annual appropriations 
shall be automatically and regularly released. 


automatically be terminated upon the expiration of 
the 
appointment. 
Disapproval of Appointment - The services of a public officer or 
employee is considered terminated upon the final disapproval of 
the appointment by the Commission. 
(j) 
SEC. 227. 
Reduction in Force. - The head of a department or agency 
may reduce its staff due to lack of work or funds or due to a change in the scope 
or nature of an agency's program, or as a result of reorganization, subject to the 
rules and regulations which the Commission shall prescribe. 
Title I1 - Fees and Authority to Administer Oaths 
Chapter 1. Fees 
SEC. 228. 
Autliori€y to Collect Fees. - The Commission may collect 
and charge fees for civil service examinations, certification of civil service ratings, 
service records, appeals in disciplinary and non-disciplinary cases, training 
courses, seminars and workshops in personnel management, and for services 
rendered on other civil service matters. For this purpose, the Commission shall 
prescribe standard and reasonable rates for such examination, certifications, 
training courses, seminars and workshops and other activities or services, the 
fees for which are not provided by law or regulation. No fees shall be collected 
in examinations given for the selection of scholars. 
Chapter 2. Authority of Public Officers to Administer Oaths, Take 
Testimony, 
and Prosecute Cases in Court. 
S~c.229. 
Who May Administer Oaths. - The Chairperson and 
Members of the Commission, public officers occupying third level positions and 
other public officers and employees of the Commission and other departments or 
agencies designated in writing by the Chairperson, may administer oaths as may 
be necessary in a transaction of an official business and take a testimony in 
connection with any authorized investigation. 
Title I11 - Fiscal Autonomy and Use of Appropriations and Income 
Chapter 1. Fiscal Autonomy 
SEC. 230. 
Fiscal Autonomy. - The Commission shall enjoy fiscal 
autonomy. It shall determine the amount of its annual budget requirements for 
its operating expenses, and capital outlays which shall be proposed to Congress 
in accordance with existing budget laws. Its approved annual appropriations 
shall be automatically and regularly released. 


The Commission shall have the ff exibility to utilize its appropriations, and 
its income, for operating and capital expenses, acquisition, supplies, repairs and 
maintenance of office equipment and facilities subject to provisions of law. 
Chapter 2. Authority to Use Appropriations and Income. 
S~c.231. 
Authority to Use Appropriations and Income. 
- 
The 
Commission is hereby authorized to use such sums appropriated in the annual 
appropriations act, including all balances of existing certifications, to accounts 
payable of prior years which have not yet been reverted to unappropriated 
surplus, within a period of two (2) years, as are necessary to carry out the 
provisions of this Code. The Commission is also authorized to augment any 
item in its appropriations from savings actuaIIy released for any official purpose 
at its discretion. 
The Commission is further authorized to directly use its income derived 
from fees, cost for services it may assess and levy, and such other proceeds 
generated in the performance of its functions for its operating expenses, for 
personnel and organizational development as well as acquisition, repair and 
maintenance of office equipment, facilities and supplies. 
Title IV - Transitory Provisions 
Chapter 1. Funding 
SEC. 232. 
Funding. - Funds needed to carry out the provisions of this 
Code shall be taken from funds available in the Commission or in the absence or 
insufficiency thereof, from any lump sum appropriations to be included in the 
annuaI General Appropriations Act. The appropriation shall cover the operating 
expenses of the Commission including the salaries, allowances and other 
emoluments of all its public officers and employees in its central, regional and 
field offices and for its projects and activities, subject to the accounting of such 
expenditures. 
Chapter 2. Final Provisions 
SEC. 233. 
Abolished Offices. - All Commission public officers and 
employees whose offices are abolished by virtue of the provisions of this Code 
shall be absorbed in the central, regional and field offices of the Commission 
with no diminution of status, rank and salary. 
SEC. 234. 
Liability of Appointing Authority. - No person employed 
in the civil service system in willful violation of this Code sliall be entitled to 
receive pay from the government. The appointing authority responsible for such 
unlawful employment shaU be personally liable for the pay that would have 


accrued had the employment been lawful. The disbursing public officers shall 
make payment to the employees of such amount from the salary of the public 
officers so liable. 
SEC. 235. 
Liability of Disbursing Public officers. - Except as may 
otherwise be provided by law, it shall be unlawful for a treasurer or other fiscal 
public officer or employee to deduct any amount for contributions or payment of 
obligations other than those due to the government or its instrumentalities. 
SEC. 236. 
Vested Rights. - Except as otherwise provided in this Code, 
rights vested or acquired under the provisions of the Civil Service Law, rules and 
regulations and any other Act prior to the effectivity of this Code shall be 
respected. 
SEC. 237. 
Criminal Liability. - Whoever makes any appointment or 
employs any person in willful violation of any provision of this Code or the rules 
and regulations issued thereunder; or whoever commits fraud, deceit or 
intentional misrepresentation of material facts concerning any civil service 
matter; or whoever violates, refuses or neglects to comply with any final decision 
or order of the Commission, shall, upon conviction, be punished by a fine not 
exceeding Ten Thousand Pesos (Pl0,OOO.OO) or by imprisonment of not less than 
three (3) years nor more than five (5) years or both at the discretion of the court. 
The same penalty of fine or imprisonment or both as provided above and 
permanent disqualification from holding public office shall be imposed upon any 
appointing authority who willfully violates any of the provisions of this Code 
including failure to abide by the rules promuIgated by the Commission or to 
implement a Commission reappointment order. 
SEC. 238. 
Authority to Issue Rules. 
- 
The Commission shall 
promulgate rules and regulations and set guidelines and standards to implement 
the provisions of this Code which shall become effective thirty (30) days after its 
publication in a national newspaper of general circulation. 
SEC. 239. 
Repealing Clause. - Republic Act No. 2260, Republic Act 
No. 6040, Presidential Decree No. 807, Presidential Decree No. 1, Presidential 
Decree No. 1409, Executive Order No. 135, series of 1987, Executive Order No. 
180 and Book V, Title 1, Subtitle A on the Civil Service Commission of Executive 
Order No. 292, series of 1987, and Section 2 of RA 6758 are hereby repealed. 
Section 24 of RA 6770, Sections 63, 77 and 79 of RA 7160, Section 1 of RA 8190 
and Section 21 of RA 8551, are hereby amended or modified accordingly; and all 
laws, decrees, orders, circulars, rules and regulations or any part thereof which 
are contrary to or inconsistent with any provision of this Code are hereby 
repealed or modified accordingly. 
SEC. 240. 
Supplemental Applications. - The Rules of Court shall have 
supplemental application to this Code. 


SEC.241. 
Separability. 
- 
If any provision of this Code or its 
application to any person or circumstances is declared invalid, such declaration 
shall not affect the other provisions of this Code. 
SEC. 242. 
Construction in Favor of Employees. - All doubts in the 
implementation and interpretation of the provisions of this Code including its 
implementing rules and regulations shall be resolved in favor of employees. 
SEC. 243. 
Effectivity. - This Code shall take effect thirty (30) days 
following its publication in the Official 
Gazette or in a national newspaper of 
general circulation in the Philippines. 
Approved,