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9 
THIRTEENTH CONGRESS OF THE 
) 
REPUBLIC OF THE PHILIPPINES 
1 
First Regular Session 
) 
S E N A T E  
S. B. NO. 1045 
Introduced by Senator JINGGOY EJERCITO ESTRADA 
EXPLANATORY NOTE 
The proposed Civil Service Code of the Philippines has been deliberated 
upon during the 12‘h Congress of the Philippines and it took the form of 
Committee Report No. 48. Unfortunately, with the myriad challenges that our 
legislators faced during the last Congress it was not enacted into law. 
This bill sets out the constitutional framework within which all civil servants 
work and the values they are expected to uphold. 
This bill seeks to address the deeply-rooted problems besetting the public 
service, among which are: graft and corruption; red tape; violations of employee 
rights, specifically the right to security of tenure and the right to due process of 
law; violations of the merit and fitness principle; inadequate employee benefits 
and privileges; organization ineffectiveness and unnecessary delays in the 
delivery of services. 
This humble Representation now respectfully assumes the burden of 
pushing for this long-awaited piece of proposed legislation in the halls of the 
Senate with the end in view of seeing during this lifetime the revival of patriotism 
and nationalist ideals through an efficient and professionalized civil service. 
Sound governance and the effective delivery of public service is 
dependent on a sound and effective civil service corps. In view of the foregoing, 
passage of this proposed measure is earnestly sought. 
JERCITO ESTRADA 


h 
- ., 
THIRTEENTH CONGRESS OF THE 
) 
REPUBLIC OF THE PHILIPPINES 
First Regular Session 
1 
S E N A T E  
S. B. NO.f_[!?f 
Introduced by SENATOR JINGGOY EJERCITO ESTRADA 
AN ACT 
ESTABLISHING A CIVIL SERVICE CODE OF THE PHILIPPINES AND FOR OTHER 
PURPOSES 
Be it enacted by fhe Senate and House of Representatives of the Republic of the 
Philippines in Congress assembled: 
BOOK 1. GENERAL PRINCIPLES 
Title I - Policies on Civil Service System 
Chapter 1. Declaration of Policy 
SECTION 1. Short Title. - This Act shall be known as the “Civil Service Code of 
the Philippines.” 
SECTION 2. Declarafion of Policy. - 
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. 
The state shall provide the enabling environment that will promote its 
integrity, independence, productivity and excellence. 
It is the policy of the State to promote the Constitutional mandate that: 
(I) 
(2) 
Appointments in the civil service system shall be made only Qn the 
principle of merit and fitness; 
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-d i sci p I ina ry causes; 
The Civil Service Commission, being the central personnel agency 
of the government, shall administer the civil service system and 
(5) 


E 
provide policies and guidelines on the recruitment and selection, 
utilization, training and discipline of public officers and employees; 
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 of agencies of the 
government delegating to their regional off ices or other similar 
units, powers and functions. 
(6) 
Chapter 2. Definition of Terms 
SECTION 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 follows: 
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 authority 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 authority of an individual 
who is to exercise the function& of the position. 
Career €xecufive Service (CES) refers to the strong, stable, competent, 
well-trained and highly motivated corps of career public managers that will 
provide effective supporl to national development. 
C€SB refers to the Career Executive Service Board. 
Career Executive Service Officer (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 service, in all 
branches, agencies, subdivisions and instrumentalities of government 
including government-owned and controlled corporations with original 
characters or created under special laws, local government units, and 
state universities and colleges. 
Civil service eligible 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 service system 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 


(9) 
charters or created under special laws, local government units, state 
universities and colleges. 
Class refers to all 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. 
Department 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. 
Employee organization refers to any employee organization, union, 
association, federation, confederation, society or alliance duly registered 
in accordance with the provisions of this Code. 
Examination 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. 
Grievance procedure refers to the mechanisms of resolving employee 
grievances and complaints. 
Highly technical 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. 
Job orders 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 employees in 
the service are governed by comparative merit and achievement. 


Chapter 3. 
Personnel acfion refers to any movement of personnel in the civil service 
system. 
Policy-defermining posifion 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 responsibilities 
to be performed by an individual either on full-time or part-time basis. 
Primarily confidenfial 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 officers 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 standards 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-and-file refers to employees occupying positions in the first and 
second levels. 
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 
Solo 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. 
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. 
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) 
Exercise the authority attendant to their positions; 
Enjoy leave, welfare, retirement and other benefits and services; 
Self-organization or to form and join unions, associations, federations, 
confederations or societies for purposes not contrary to law; 


(e) 
For rank-and-file employees of accredited organizations to collectively 
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 
(f) 
Enjoy such other rights provided by law. 
SEC. 5. 
Obligations. - Public officers and employees in the civil service 
system shall: 
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; 
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 levels of service. 
Title II - Scope of the Civil Service System 
Chapter I. 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 Administration of the Civii 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. 8. Categories offositjon. - 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 (c) security of tenure which is also based 
on performance, mechanics of which shall be formulated by the Commission. 
SEC. I O .  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, Qther 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; 
(4) Uniformed and commissioned personnel of the Philippine National 
Police; 
(c) 
Permanent laborer, whether skilled, semi-skilled, or unskilled. 
SEC. 11. 
CIasses of 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; 
(b) 
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 
(c) 
Third Level - includes the highest-level positions in the career service as 
determined in the Position Classification and Compensation System. 
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. 
previous qualification in the lower level. 
Entrance to a higher level does not require 
SEC. 12. 
The Non-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 test utilized for the career service; (b) tenure which is limited to a period 
specified by law; (c) tenure which is coterminous with that of the appointing authority or 
subject to hisher pleasure or which is limited to the duration of a specific project for 
which purpose of employment was made; and (d) the primarily confidential nature of 
the position. 
SEC. 13. Positions lncluded in the Non-Career Service. - The non-career 
service shall include the following: 
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 cohfidential 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; 
Those whose positions may be declared as personal and primarily 
confidential by the Commission; and 
Emergency, casual and seasonal personnel. 
Title 111 - 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 15. 
Qualifications of fhe 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 Office - The Chairperson and Commissioners shall be 
appointed by the President subject to confirmation by the Cornmission 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. 
Compensation - 
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 
hidher 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 pfeadings 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 department 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 it is not limited to, the provision of personnel and 
security, the use of buildings and facilities, as well as the transportation of 
examination materials. 
Grant civil service eligibility to qualified applicants based on civil service 
examinations results, performance, training, education, qualifications and 
other similar standards, subject to the guidelines it may prescribe; 
Prescribe all forms for civil service examinations, appointments, reports 
and such other forms as may be required by law and the rules and 
regulations of the Commission; 
Declare, when appropriate, positions in the civil service system as 
primarily confidential, highly technical or policy-determining; 
Formulate, administer and evaluate programs relative to the recruitment 
and selection, development and retention of qualified and competent work 
force in the public service, including administration, development and 
evaluation of training, scholarship and retirement programs; 
Resolve administrative cases and other civil matters brought before it 
directly or on appeal, including disciplinary matters, contested 
appointments or personnel actions. The decisions, orders or ruling of the 
Commission may be brought by the aggrieved party to the Supreme Court 
only on certiorari; 
Issue subpoena ad testificandum (process directing the attendance of 
witness) andlor subpoena duces tecum (process directing the production 
of documentary evidence); 
Deputize public officers and employees of the Commission and of other 
departments and agencies to investigate and hear cases and to submit 
their findings and recommendations to the Commission; 
In the exercise of its quasi-judicial functions, punish for contempt, direct 
and indirect, public officers, employees and other persons for refusal or 
failure to comply with the decisions, orders, rulings or processes and 
proceedings of the Commission; 
Delegate any power or function of the Commission to its regional or field 
offices. 
Review decisions and actions of its offices; 
Enforce and execute its decisions, orders and rulings, and for this urpose, 
deputize any national or local law-enforcement agency or instrumentality 
of the government which shall act under the direct and immediate 
supervision of the Commission; 
Act on all appointments and other personnel matters in the civil sewice 
system; 


Inspect and audit the personnel actions and programs of the departments, 
agencies, bureaus, offices and instrumentalities of government, state 
universities and colleges, government-owned and controlled corporations 
with original charters or created under special laws, local government 
units; 
Prescribe rules and polices on employee organizations and regulate 
employee-management relations including the settlement of disputes; 
Prescribe and enforce rules and regulations to promote and ensure safe, 
healthy and proper working conditions for employees; 
Formulate 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 
Exercise all powers and perform the functions properly belonging to a 
central personnel agency. 
20. Duties and Responsibilities of the Chairperson and the 
Commisioners. - 
(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. 
(b) 
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 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; 
(4) 
Submit the annual budget of the Commission to Congress for its 
approval; 
(5) Transmit to the President, rules and regulations adopted by the 
Commission which require presidential attention including annual 
and other periodic reports; 
(6) 
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 
(7) 
Perform such other functions as may be prescribed by law. 


Chapter 2. Organization and Structure 
SEC. 21. 
following offices: 
Offices in the Cornmission. - The Commission shall have the 
Office of the Assistant Commissioners; 
Commission Secretariat; 
Office for Legal Affairs; 
Examination, Recruitment, and Placement Office; 
Personnel Policies and Standards Office; 
Human Resource Development Office; 
The Civil Service Institute; 
Personnel Relations Office; 
Public Assistance and Information Office; 
Personnel Records Management Office; 
Office for Planning; 
Office for Financial and Assets Management; 
Office for Personnel Management; 
Regional Offices/Field Offices; and 
Internal Audit Service. 
SEC. 22. 
The Office 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 
(COMSEC) shall take charge of programming and coordinating regular and special 
meetings of the Commission. Its functions includes efficient information management 
and maintenance of all records, decisions, policies, pronouncements and issuances of 
the Commission. 
COMSEC 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 Office 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. 
The €xaminafion, Placement and Recruifmenf 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 civil service eligibles. 
SEC. 26. 
The Personnel Policies and Standards Office. - 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 develop 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 and 
compensation system. 
SEC.27. 
The Human Resource Development Office. - 
The Human 
Resource Development Off ice (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 shall also be responsible for the 
innovation and modeling of best-practiced development interventions to enhance 
capacities and reinforce service values of public servants. 
SEC. 28. 
The Civil Service lnsfifufe. - 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 
including 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 Assisfance and lnformafion Office. - 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 well 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. 


4 
SEC 31. 
The Personnel Records Management Office. - The Personnel 
Records Management Off ice (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 be responsible for the management of incoming and outgoing 
communications of the Commission. 
SEC. 32. 
The Office for Planning. - The Office for Planning (OP) shall be 
responsible for the formulation, implementation and monitoring of the long-term 
Strategic Plans 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 Managemenf. 
- 
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/Fie/d 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 off ices and agencies regarding personnel administration such 
as but not limited to examination an placement, career development, appointments, 
filinglresolution of legal cases, audit, and other functions delegated by the Commission. 
SEC. 36. 
The Infernal 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. 39. 
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 Secretariat. 
It shall 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 CESB. 
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. 
Confernment of Appropriate Rank in the CES. - Conferment of 
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 mechanism for the Career Executive Service. 
SEC. 45. 
Compensation. - 
Members of the CES shall be compensated 
according to rank in accordance with the CES compensation plan and shall be provided 
with attractive salaries, 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 hislher rank and shall be granted a higher premium as hidher rank increases. 
However, in case a CESO occupies a CES position not appropriate to hidher 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. 
Mobi/ity - 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 shall institutionalize systems for the promotion of core values in the 
CES, career development of its members, including 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. 51. 
Career Undersecretary and Assistant Secretary. - At least fifty 
percent (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 I - On Employment 
Chapter I. 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 combination 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 Commission. 
The Commissiqn shall administer competitive examinations for all levels in the 
career service and graht corresponding civil service eligibilities to passers of the same. 
The Commission shall conduct civil service examinations as often as the 
exigency of the servicb requires. Civil service special examinations may be conducted 
upon request of a particular department or agency, .subject to rules and regulations 
promulgated by the Cdmmission. 
I 
SEC. 54. 
Q' alificafions of Applicants to Civil Service Examinations. - 
Admission to civil serv P 
ce examinations shall be limited to citizens of the Philippines who 
satisfactdrily meet the kequirements prescribed by the Commission. 
R a ting of Examination Papers and Civil Service Eligibility. - 
Unless otherwise prescribed by the Commission, 
every examinee who obtains a 
general rating of at lea$t eighty (80) percent shall be granted civil service eligibility. 
SEC. 55. 
SEC. 56. 
Simultaneous Release of earninafion Results. - 
The results 
of an examination h$d in various locations on the same date shall be released 
simultaneously. 
I 
SEC. 57. 
Regisfers 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 examinations, shall automatically be considered civil service 
eligibles. Their eligibilities shall be effective upon the release of the examination results 
or the date of the registration, as the case may be, by the Supreme Court or the 
Professional Regulation Commission. 
SEC. 59. 
Effectivity and lmprescriptibilify of Civil Service Eligibility. - 
Eligibilities resulting from civil sewice, 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 Resulfs. - 
The 
Commission shall have the authority to invalidate civil service examination results based 
on statistical improbability and other forms of irregularity as determined by the 
Commission. 


;’ 
, 
, 
SEC. 61. 
Responsibilities in fhe 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 the 
administration of the examinations. 
SEC. 62. 
Printing, 
Storage, 
Transportation and 
Disfribution 
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. 
Selection Process. - Each department or agency shall evolve its 
own selection in accordance with the 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. 
Requisifes 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. 
Qualifications 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. 
Effectivify of Appoinfment. - An appointment shall take effect 
immediately upon its issuance by the appointing authority. If the appointee has 
assumed the duties of the position, helshe 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 
cancel led. 
If the appointee is not allowed to assume office by the appointing authority in 
spite of the Comission ‘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 later 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 Plan - 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 €/igibi/ity. - Appropriate civil service 
eligibility 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 eligible, even in 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. 7'4. 
Qualification Standards - Qualifications 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 program. 
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 be: 
Permanent - 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. 
Temporary - 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 (I) 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 shall recall the temporary' 
appointment and appoint the qualified civil service eligible. 
Substitute - an appointment issued to a person who has all 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 (I) 
month, on a scholarship grant, on secondment, out on official 
business, or is unable to perform the duties for at least a month. 
Coterminous - an appointment issued to a person whose entrance and 
continuity in the service is: (I) 
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. 


c 
(e) 
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 hidher own responsibility with minimum direction 
and supervision from the hiring agency. No contractual appointments 
corresponding to plantilla positions shall be issued. 
(f) 
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 (1 2) 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. 
(9) 
Provisional - 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 OrdersKontract of Services and Consulfancy 
- 
The 
appointing authority may enter into service contracts such as job orderslcontract 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, Consulfancy 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 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 hislher performance and conduct. 


Notice of such adjustment or movement shall be submitted to the 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 (I) 
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 minimum period of one year; 
otherwise, the consent of the public officer or employee concerned shall 
be necessary. Detail shall (lot 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 hidher 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 (I) 
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. 
(d) 
Secondment - 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 pay 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. 


(e) 
Designation - is the imposition of additional duti 
public officer or employee which is temporary 
allowed only for a maximum of one (1) year. Thl 
the public officer or employee to be designated s 
Promotion and Selection Board (PSB) proceedins 
rank public officers or employees shall be desig 
position; Provided further, that there are no qut 
officers or employees in the agency who are willi 
who can be appointed to the position. 
The employee designated shall be entitle( 
to the position but shall continue to receive the 
which he/she holds an appointment. 
SEC. 89. 
Change of Status. - When a temporary F 
acquires the appropriate eligibility or becomes fully qualified 
he/she is appointed, the status of such appointment shall be cf 
permanent without issuing another appointment. However, 
reflected in the records of the Commission upon the no 
concerned. 
Title II - Disputes Regarding Appointments and Other 
s to be performed by a 
n nature and shall be 
choice of who shall be 
all pass through regular 
,; Provided, that next-in- 
ated to the next higher 
fied next-in-rank public 
g and actually available 
to the benefits accruing 
;alary of the position to 
iblic officer or employee 
o the position to which 
inged from temporary to 
such change shall be 
'ication by the agency 
'ersonnel Actions 
Chapter 1. Contests on Appointments and Other Non-Disciplinary Cases 
SEC. 90. 
Who May Contest An Appoinment. - 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 the law. 
SEC. 91. 
Adjudication of Contests on Appointments and Other 
Personnel Actions. - All other cases on non-disciplinary actions shall be adjudicated 
initially by the appointing authority, as prescribed by the Commission. 
SEC. 92. 
Appeals on Contests of Appointmenfs, Personnel Actions, and 
Non-Disciplinary Cases. - The decisions of heads of agencies on contests of 
appointments, personnel actions and non-disciplinary cases are appealable to the 
Commission. 
TITLE 111 - 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 rnanagement in the civil service system. 
SEC. 94. 
Resfionsibility 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 regulation an policies. 
Employee unions and organizations shall be consulted and represented in the 
development and implementation 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 regulations promulgated 
by the Commission. 
SEC. 95. 
Council of Human Resource Management OfZcers. - 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 Posifions in LGUs. - The position of HRMO shall be 
immediately 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 withih 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. 
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. 
SEC. 100. 
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. 


I 
Y 
, 
SEC. 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; I 
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 Audif Reporfs. - The Commission shall regularly 
submit its personnel audit reports to the units concerned, heads of departments, Office 
of the President and the Legislature. 
BOOK 111. HUMAN RESOURCE MANAGEMENT 
Title I - Human Resource Development 
Chapter 1. Policy on Human Resource Development 
SEC. 104. 
Policy. - 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 rewards 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. I 
06. 
Commission’s Responsibilities for Training and Developmenf. 
- 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. 
Responsibilifies for Local and Foreign Scholarships. - The 
Commission shall have the resposibility to administer service-wide local and foreign 
scholarship programs. It shall ‘also develop policies, standards, procedurals 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. 
lnfer-Agency Scholarship Commiftee. - 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 Responsibilifies for Training and Developmenf. - Each 
department or agency shall be responsible for the development, implementation 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. I 
I O .  
Technical Assistance Consultative Services. - The Commission 
shall provide technical assistance and consultative services to all departments and 
agencies in the development, administration and evaluation 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. I 11. 
Performance Appraisal System. - 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. 11 2. 
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, commendation 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 II - 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 relations 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 responsible. 
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. 
I 
However, uniformed personnel of the Philippine National Police (PNP), Bureau of 
Fire Protection (BFP) and Bureau of Jail Management 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 or 
confidential in nature cannot form or join employee organizations for purposes of 
collective negotiations. 


SEC. 118. 
Protection of the 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 Organization - 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 Organizafion. - 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. 
Accredifatioh of Employee 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. 
Collective 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 agreement shall be registered with the Commission. 
Chapter 3. Settlement of Disputes 
SEC 123. 
Definifion of ferms. - 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 disputels 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 
fined and binding on the contending parties. 
2. 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. 
B. 
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. 
C. 
Mediation - refers to the process which by 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 proposaVs for the settlement of dispute. 
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) day's 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) 
(b) 
(c) 
(d) 
(e) 
(f) 
Chairperson, Civil Service Commission - Chairperson; 
Secretary, Department of Labor and Employment - Vice Chairperson 
Secretary, Department of finance - Member; 
Secretary of Justice - Member; 
Secretary, Department of Budget and Management - Member; and 
One (I 
) employee representative each from the National Government 
Agencies (NGAs), the Government-owned and Controlled Corporations 
(GOCCs), the Local Government Units (LGUs), 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 


' *  i 
supervision, to enforce and execute its decisions, orders, and rulings. 
The PSLMC shall implement and administer the provisions of this Chapter. For 
this purpose, the PSLMC shall promulgate the necessary 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 Negotations and Agreement; and 
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 propriol, 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 on 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 helshe 
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 unfdir 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; 
(b) 
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; 
(c) 
Refusing to collectively negotiate on good faith with management; 
(d) 
Violating any of the provisions of the Collective Negotiation Agreement; 
and 
(e) 
Other analogous acts as may be determined by the PSLMC. 
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 public 
sector labor and management practice shall be held administratively liable and shall be 
imposed a fine of not less than P10,000.00, 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 Preliminary lnjuncfion 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 employee-management 
dispute, if not restrained or performed immediately, 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 IawFuI 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 P1,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. 


i 
SEC. 130. 
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Decisions of the PSLMC are final and 
executory unless a motion for reconsideration is filed by the aggrieved party within 
fifteen (1 5) 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 
SEC. 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 Strike. - Rank and file employees of the agency where the 
accredited employee organization belongs may join the strike subject to the provisions 
of this code. Employees will join the strike not be entitled to to payment of salary for the 
period that they are on strike. 
SEC. 133. Government Employees Who are Prohibited to Strike. - The 
following are not allowed to strike due to exigency in public service, public safety and 
national interest: 
(a) Defense and security services including officers and employees belonging to 
the Armed Forces of the Phlippines (AFP), police, fire protection, jail 
management and thbse engaged in the custody of prisoners and detainees; 
(b) Medical and allied services including doctors, nurses, medical therapists and 
medics; 
(c) Public utility services such as power and water supply, transportation, air 
traffic controllers, radar and radio controllers, lighthouse keepers and harbor 
pilots, and 
(d) Other analogous services to be determined by the Commission taking into 
consideration public service and national interest. 
SEC. 134. Grounds for Strike. - 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; 
(b) Mismanagement or abuse of the management of the agency; and 
(c) Graft and corruption. 


SEC. q35. Nofice ofDirpuQe. - 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 of dispute must he in accordance “with the requirements and procedures as 
maybe 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 fhe 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 Sfrike 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 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 results of 
the strike vote and notice to strike, copy furnish the head of agency at least thirty (30) 
days before the date of 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 Acfions by the PSLMC. - When a dispute has been 
referred to the PSLMC, it shall exert all I efforts to settle the saime through various 
modes of dispute settlement in order to 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 andlor 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 Activifies - 
(a) 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. 
(b) 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. 
(c) 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. 
(d) 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 PSLMC. 
(e) No employee organization may go on strike without ensuring and 
maintaining an effective skeletal force. 


L 
BOOK IV. PERSONNEL BENEFITS AND PRIVILEGES, DAYS AND HOURS OF 
WORK AND OFFICIAL RECORDS 
Tilte I - Personnel Benefits and Privileges 
Chapter I. 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 health program including medical, dental and other health 
services shall be established, maintained, and made acessible for all personnel in the 
civil service systerm.. 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. 
SEC. 141. Safety 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 Counselling - Each department or agency shall provide 
personnel counseling services, including preretirement counseling. 
SEC. 143. Personnel Recreation - Each department or agency shall provide 
facilities for sports, recreational and cultural activities and shall encourage voluntary 
personnel participation. 
Chapter 2. Leave Benefits 
SEC. 144. Enfiflemenf to Leave Privileges. - Appointive personnel of the 
government, whether permanent, temporary, contractual or casual as well as elective 
officers, who render 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 
Saturday, Sundays, and public officials. 
SEC. 145. Leave of Absence of Pad-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 1 ength of service they rendered. 
SEC. 147. ForceMandafory Vacation Leave. - AI 1 appointive and elective 
public officers and employees of the government with ten (IO) 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 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 Employee Compensation Commission (ECC) and the Government Service 
Insurance System (GSIS) as the case may be and whenever applicable. 
SEC. 150. Teacher's Leave. - Other than those designated for continuous 
duty and those covered by special charters and those covered by special charters, 
school teachers 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, an holidays, in accordance with the 
rules and regulations prescribed by the Commission. 
SEC. 151. Leave of Elective Officers. - All elective officers shall be entitled to 
leave credits granted to appointed officers and the cummulation 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 arc covered by 
special laws: 
(a) Justices of the Supreme Court, Court of Appeals and Sandiganbayan; 
(b) Judges of Regional Trial Courts, Municipal Trial Courts, Metropolitan Trial 
Courts, Courts of Tax Appeals, and Sharia Circuit Credit Court; and Sharia 
District Court; 
(c) The Chairperson and Commissioners of the Constitutional Commissions; 
(d) Filipino personnel in the Foreign Service; and 
1 
(e) Other personnel covered by special laws. 
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, 
SEC. 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 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 the adoptive mother and seven (7) calendar days for the 
adoptive father. 
(b) Solo parents of whatever gender shall be entitled to thirty (30) calendar 
days, 
Availment of adoption leave 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 shall1 be non-commutative and non-cumulative. 
SEC. 156. Parental Leave for Solo Parents. - In adition 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 (1 8) years shall be granted to public officers 
and employees who arc solo parents and have rendered service of least one.(l) year, 
Parental leave shall be non-commutative and non-comulative, 
SEC. 157. Special Leaves - Government public officers and employees, except 
those covered by special leave laws, areentitled to special leaves, to mark personal 
milestones and/or attend to filial (I nd domestic responsibilities, not exceeding an 
aggregate of three (3) days in accordance with to be set by this Commission, 
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. Commufafion and Monetization of Leave Credits. - Accumulated 
leave credits can either be commuted or monetized subject to the rules and regulations 
prescribed by the Commission. 
. 
SEC.160. Epfecf of Reempjoyment on Cornmufed Leave. Public officers and 
employees whose leave credits have been commuted following their separation from 
the service nd where thereafter reemployed may refund the money equivalent of the 
unspent portion of the commuted leave credits. In %If cases, leave credits start from 
zero balance. 
SEC. 161. Transfer of Leave Credits of Appointed Personnel and Elective 
Officers - When appointive public officers and employees transfer from one entity to 
another, they can have their accumulated vacation and/or sick leave credits commuted 
or transferred to their new office. 
The second option can only be exercised bv 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 by an elective officer assuming another elective post. 
However, these options are not applicable to the transfer of Armed Forces of the 
Philippines (AFP) uniformed personnel to civilian positions. 


V 
SEC. 162. Prescriptive Period for Transfer of Leave Credits. - The option to 
transfer accumulated leave credits can be exercised within one (I) 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 employe concerned still has leave 
credits with pay. 
SEC. 164. Terminal Leave. - 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 entitled 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 of Merest for Delay in Payment - Should the retiree, through 
no fault of hidher own, fail to receive the benefits on the day of retirement, the same 
shall earn interest at the prevailing rate. 
The retirement 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. Liability for Deky. - 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 delay. 
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 lil - Official Records and Work Days and Hours 
Chapter 1. Personnel Records Information System 
SEC. 168. Policy. - A government records system shall be established, 
administered and maintained bv 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 Employmenf. - The Commision shall keep and maintan 
official records of all elective and appointive personnel regardless of their employment 
status. 
The Commision 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 dut:y 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 whendealing 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 officicial business or official time, the same' shall be reflected in their time 
records and charged to their vacation leave credits. 
SEC. 171. Dai/y Record of Attendance. - In 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 Affendance by Senior Public Officers. - Agency 
heads, third level positions shall record times of arrival at and times of departure from 
official workstations. Absences from office shall likewise be properly recorded in the 
agency. 
SEC. 173. Liabi/Mes. - 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. Four 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 (I) 
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 aopt measures to ensure that continuous service is 
available even during the 1 :2:00 noon to 1 :00 p.rn. 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 less than thc required five (5) days may be allowed by the head 
of agency provided that the 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. [n 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 
which is provided in Section 175 hereof or that which extends well into the night may 
also be allowed upon 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 substations 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 availability and the accessibility of government 
services. 
SEC. 178. Persons in the Teaching Service. - All persons in the teilching 
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 s 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 forty (40) hours, on Saturdays, Sundays 
and public holidays, with either additional compensation or compensatory time day-off; 
or the accumulation of !eave 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 of Day/s Off - Grant of compensatory time or 
days/ off shall be allowed for overtime services rendered subject to the rules to be 
promulgated by the Commission. 


i 
BOOK v. BlSClPLlNE 
Title I - 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 law and after due process. 
The following shall be grounds for disciplinary action: 
(a) Conduct prejudicial to the best interest of the service; 
(b) Discourtesy in the course of official duties; 
(c) Disgraceful or immoral conduct; 
(d) Dishonesty; 
(e) Drunkenness; 
(f) Engaging directly or indirectly in partisan political activities by one holding a 
non-political office; 
(9) 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, Cook Two, Chapters One, 
Two, and Three of the Revised Penal Code; 
(h) Engaging in prohibited activities under Section 139 of this Code; 
(i) Falsification of official documents; 
(j) Final conviction of crime involving moral turpitude; 
(k) Gambling prohibited by law; 
(I) 
Illegal strike; 
(m) Inefficiency and incompetence in the performance of offcial duties; 
(n) lnsubordina ti on; 
(0) Neglect of duty; 
(p) Nepotism; 
(9) Oppression; 
(r) Pursuit of private business, vocation or profession in violation of civil service 
service rules and regulations; 
(s) Refusal to perform official duty, or unjust refusal to render overtime service; 


(t) Sexual Harasment; 
(u) Tardiness; 
(v) Unauthorized absences; 
(w) Unauthorized use of government resources or properties; 
(x) Unfair public sector labor and management practice; 
(y) Unjustifiable delays in the pa:yment of employee benefits; 
(z) Violation of reasonable office rules and regulations; and 
(aa) All other grounds for disciplinary action provided or may de provided for by 
I 
Chapter 2. Disciplinary Jurisdiction 
SEC. 
183. Original Jurisdiction. - The heads of departments, agencies, 
bureaus and instrumentalities of the national government, constitutional off ices, the 
proper disciplining authority of state universities and colleges, government-owned and - 
controlled corporations with original charter or created under special laws, and local 
government units, 
They shall also retain original jurisdiction over public officers and employees who 
already separated from the service but who, while still in the service 
committed an offense. 
SEC. 184. Original 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 pub!ic officers 
and employees of the departments, agencies, bureus, state universities ana' colleges, 
government-owned and -controlled corporations with original charters or created under 
special laws, local government units. 
The Commission may, motu proprio, initate 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. 1 85. Original Jurisdiction 
Bureau of 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. Procedqres in Disciplinary Cases 
SEC. 186. Commencement 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 accomplished 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 paper filed by any 
other person, the disciplining authority shill! require the person complained 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 
department or agency, the formal charges should be issued only after the 
disciplining authority finds a prima facie case in accordance 
with the 
provisions of this Code. 
SEC. 187. Issuance of a Formal Charge. - 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 settlements covering his/her 
defense and those of witnesses together with the supporting documentary evidence, if 
any. The respondent shall be allowed at least 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 hidher right to counsel and to indicate whether or not 
helshe elects a formal investigation. In cases when the respondent submits a request 
for clarification, a bill of particulars or a motion to dismiss which arc obviously designed 
to delay the administrative proceedings, the same shall be considered. as answer. 
SEC. 188. Formal Investigation. - 
(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 atttendance of witnesses by subpoena ad fesfifcandum 
and the production of documentary evidence through the compulsory process 
of subpoent subpoena duces tecum. 
(c) Even if the respondent docs 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. 
(d) The formal investigation shall be commenced not earlier than five (5) days 
not later than ten (10) days from receipt of the respondent's answer. The 
investigation shall be conducted to ascertain the truth without strictly 
adhering to technical rules applicable to judicial proceedings. Hearings shall 
be continuously held and the investigation terminated, if possible, within ten 
(IO) days from its commencement, especially for grave offences, unless the 
period is extended by the disciplining authority in meritorious cases, 
(e) The direct evidence for the complainant and the respondent shall consist of 
the sworn statements and documents submitted in support of the complaint 
or answver, as the cae may be, without prejudice to the presentation of 
additional evidence deemed necessary but was unavailable at the time of 


P 
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 the authority the report of investigation within ten (IO) 
days from the termination of thc 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 Land 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 vvould warrant removal from office and 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. L ifiing 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 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 
SEC. 193. When to 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 disciplinary 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. Service of Decision. - 
(a) A copy of the decision shall be served on the complaint and the respondent 
through their respective counsel, if any, within five (5) days from its 
promulgation. 
(c) Disciplining authorities shal I furnish their superiors with a copy of the 
decision within five (5) days from the date of its promulgation. 
SEC. 196. Finality of Decision. -. 
(a) 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 


i 
heads of 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. 
(b) 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 or a 
fine of not more than thirty (30) working days' pay. 
(c) The decision in a disciplinary case becomes final upon expiration of the 
period within which to file a motion for reconsideration and no such motion is 
filed. 
SEC. 197. Execution of Decision - 
(a) 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 appeall. 
(b) Decisions of the disciplining authority in disciplinary cases shall be 
immediately executory unless a motion for reconsideration is seasonably 
filed, in which case the execution of the decisions shall he held in abeyance 
pending resolution of the motion, 
(c) The filing and pendency of petition for cefiorari 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. Penalfies That May Be lmposed. - Heads of departments and 
agencies and other disciplining authorities may impose the penalty of reprimand or 
censure, fine in amount not exceeding six (6) months' salary, suspension without pay 
for not more than one (I) 
year, demotion in rank or pay, or dismissal from the service. 
SEC. 199. Imposition of Penalties - 
(a) In meting out punishment, the same politics 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 from any liabiilty, mitigate or aggravate the offense. 
(b) In the imposition of the proper penalties, the adminstrative offenses or 
causes for disciplinary action mentioned in this Code shall be categorized 
into light, less grave, and grave. 
(c) 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. 
SEC. 200, - Effect of Adminisfrafive Penalfies - The penalty of dismissal shall 
result in the separation of the respondent from the service. Dismissal shall carry with it 
the cancellaltion 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 and 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 gralvity 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 respondent without prejudice to civil 
action that maybe instituted bv the government except when the proceedings have been 
concluded and the cases ready for decision, or when the administrative case involves 
misappropritl tion 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. 
SEC. 202. Effecf of Exoneration and Ofher Penalfies. - Upon exoneration, the 
the respondent shall be restored to hidher former position without loss of seniority and 
other rights or to a comparable or equivalent position in case of reorganization. He/She 
shall also be entitled to payment of back salaries and other benefits for a period not 
exceeding five (5) years including the period of hislher 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 ilnd the date of tqe resolution on the motion for reconsideration, if 
any, together with the grounds for appeal and the arguments in support thereof, 
SEC. 204. Where io 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 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 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 property. 
Only one (I) 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 to Lack of Due Process. - If the case on 
appeal with the Commission is reminded 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. 
Tqe disciplining authority shall render its decision within fifteen (1 5) 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 deciare the respondent exonerated of the charge. If the respondent is under 
preventive suspension, heishe 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. 


8 
Title 111 - Prohibitions 
Chapter I. 
Limitation on Appointments 
SEC. 210. Appointment of Elective Officers. - Except as provided for in Ihe 
Constitution, no elective officer shall be eligible for appointment or designation in 
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 could engaged in any political 
activity shall not be eligible for re-employment in the government during the six month 
period foil owing such election. 
SEC. 213. Prohibition Against Holding Another Office ore Employment. , - 
Unless otherwise allowed by law or by the primary functions of the position, no 
appointive officer shall hold any other ofice or employment in the government or any 
subdivision, agency or instrumentality thereof, state. universities and coll eges, 
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) A vacancy occurred during the prohibited period; 
(b) 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; 
(c) The 
appointment has gone through the usual1 requirements like publication, 
regular screening by the Personnel Selection Board and concurrence by the 
Sanggunian, as the case may be. 
All appointments issued before 3he 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 posiition within said period shall make the 
appointment ineffective, 


. 
SEC. 21 5. Prohibition Against Appointments by an Outgoing Appointing 
Aufhorify. - 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 hidher 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 prohi bition shall1 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. Ecclcesiastic, - 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. 
SEC. 219. Nepofism. - The act of issuing an appointment in the national, or in 
any branch or instrumentality thereof, or in state universities and colleges, governrnent- 
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 
consaguinity or affinity to the appointing or recommending authority, the chief of bureau 
or office, or of the person exercising immediate supervision over himlher, is hereby 
prohibited. 
The following positions are exempt from the operation of the law andnd 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. 'Professor'ial 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 nonprofessorialhon-academic 
positions shall not be cowered by this exemption. 


+ 
The restrictions mentioned in this Section shall not be applicil ble 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. Political Activity. - Civil servants may become members of political 
parties, express their views on current political problems or issues, and support the 
candidates o 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 compensatjon, 
unless specifically authorized by law, nor aocept 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. 
I t  
SEC. 223. DetailorReassignment. - Except when the exigencies of the service 
require, no public officer or employee of the government shal I 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 and/or 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 agencylofficeAoca1 government unit which hislher unit 
is assigned or designated to oversee within one 0) year after termination of such 
assignment or designation. 


c 
BOOM Mi. MECELLANEOUS PROVISIONS 
Title I - Termination of Employment 
Chapter 1. Modes of Termination 
SEC. 226. Modes of Termination - The following are modes of terminating 
(a) Resignation - A public officer or employee shhll be considered separated 
from service effective on the date of acceptadce of the resignation by the 
employment in the government; 
I 
I 
I 
i 
officer authorized to do so. 
(b) Candidacy - An appointive public officer or 
separated from the service on the date of 
ployee shall be ipso facto 
the certificate of candidacy 
for an elective position. 
(c) Death - Upon proof of death, the public1 officer or employee shall 
automatically be recorded as separated from thd service. 
(d) Permanent Disability - In case of permanent digability which shall render the 
public officer or employee incapable of performing the official duties, the 
department of agency head may terminate such1 public officer or employee. 
I 
(e) Expiration of Period of Employment - The s&vices of a public officer or 
employee appointed for a fixed period, or fori a specific project or whose 
appointment is coterminous with the appointing officer sh,lll be terminated 
upon the expiration of the period of employmen(, completion of the project, or 
at the end of the term of the appointing offiper, unless otherwise earlier 
validly separated. 
i 
I 
I 
(f) 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, w'ithout valid reasons, and food other grounds under existing 
rules, shall be dropped from the service in ac$ordance with the regulations 
promulgated by the Commission. 
I 
i 
1 
(9) Conviction - The services of the public 
(h) Retirement -Any public officer or employee 1y ho reaches the compulsory 
and employee shall be 
of a crime where 
or temporary 
considered terminated upon conviction by 
the penalty carries with it the accessory 
absolute or special disqualification to hold 
I 
retirement age and meets the service requiremient shall be retired under the 
provisions of the Retirement Law, unless hidher services is extended by the 
Commission in accordance with its rules and rdgulations. Optional retirement 
pursuant to law likewise terminates official relat 
(i) Expiration of Temporary Appointment - The 
employee with temporary appointment 
of a public officer or 
be terminated 
upon the expiration of the appointment. 
(j) Diaspproval of Appointment - The services of a public officer or employee is 
considered termination upon tlle final disapproval of the appointment by the 
Commission. 


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 II - Fees and Authority to Administer Oaths 
Chapter 1. Fees 
SEC. 228. Authority 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 arc 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. 
SEC. 229. Who May Administer Oaihs. - 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 111 - Fiscal Autonomy and Use of Appropriations and Income 
Chapter I. 
Fiscal Autonomy 
SEC. 230. Fiscal Autonomy. - The Commission shall enjoy fiscal atonomy. 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 
regularly released. 
The Commission shall have the flexibility to utilize its appropriations, and its 
income, for operating and capita] expenses, acquisition, supplies,repairs and 
maintenance of office equipment and facilities subject to provisions of law. 
Chapter 2. Authority to Use Appropriations and Income 
SEC. 231. Authorify 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 actually released for 
any official purpose at its discretion. 


The Cornmission 
fees, cost for services it 
further authorized to directly use its income derived from 
ay assess and levy, and such other proceeds generated in 
Title IV - Transitory Provisions 
I 
the ‘performance of its functions for its operating expenses, for personnel and 
organizati nal developm nt as well as acquisition, repair and maintenance of office 
equipmen P , facilities and upplies. 
Chapter 1. Funding 
out the provisions of this Code 
r in the absence or insufficiency 
cluded in the annual General 
e operating expenses of the 
ther emoluments of its public 
Chapter 2. Final Provisions 
ntral, regional and field offices and for its projects and 
ng of such expenditures. 
officers and employ 
activities, subject to 
es. - All Commission public officers and employees 
e of the provisions of this Code shall be absorbed in 
s of the Commission with no diminution of status, 
rank and salary. 
SEC. 234. Lia 
service system in will 
be personally liable for 
lawful. The disbursing 
amount from the salary 
of Appointing Aufhorify. - No person employed in the civil 
lation of this Code shall be entitled to receive pay from the 
ty responsible for such unlawful employment shall 
ay the that would have accrued had the employment been 
c officers shall make payment to the employees of such 
public officers so liable. 
ing Public officers. - Except as may otherwise 
I for a. treasurer or other fiscal public officer or 
ntributions or payment of obligations other than 
SEC. 236. Vesfe 
ts. - Except as otherwise provided in this. Code, rights 
Service Law, rules and regulations 
shall be respected. 
akes any appointment or employs 
Code or the rules and regulations 
or intentional misrepresentation of 
; or whoever violates, refuses or 
r of the Commission, shall upon 
conviction, be punished by a finemot exceeding Ten Thousand Pesos (P10,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. 
any person in willful vi0 
The same penalty of fine or imprisonment or both as provided above and 
permanent disqualification from holding public office shall be imposed upon tiny 
appointing authority who willfully violates any of the provisions of this Code including 
failure to abide by the rules promulgated by the Commission or to implement a 
Com mission reap poin trnen t order. 


A 
I 
c 
SEC. 238. Aufhorify fo lssue 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 j987, Executive Order No. 180 and Book V, Title I, 
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. Separabilify. - 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. 
Mecfivify. -This Code, shall take effect thirty (30) days following 
its public&ion in the Official Gazette or in a national newspaper of general circulation in 
the Philippines. 
Approved,