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FOURTEENTH CONGRESS OF THE 
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8@ 
k*g, :~~~~ 
Second Regular Session 
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REPUBLIC OF THE PHILIPPINES ) 
SENATE 
PI;Xt'LANA'KOHY NVIK 
Presidential Decree 807 or the Civil Service Decree of the Philippines created three levels in our 
civil service system. These are: the first level, which includes the clerical, trades, crafts band 
custodial service positions for non-professional or sub-professional work requiring less than four 
years of coiiegiae smciies; tine second ievei, which inciudes fie professionai, technicai ana 
scientific positions requiring at least four years of college WQdC up to Division Chief level; and 
the third level, which mainly covers positions in the career executive service, the entry to which 
is currently prescribed by the Career Executive Service Board or CESB. 
Those who belong in the third level of the civil service system occupy positions in the executive 
and managerial services. They enjoy security of tenure, mobility, and classification based on 
ranks. These positions have significant roles in the bureaucracy as they have a direct hand both 
in tine formuiarion ana impiementation ofgovernment poiicies tiius it is important tinat we enact a 
system that would set up career development and professionalize the career executive service. 
This bill seeks to systematize appointments and promotions in the government by providing for a 
systematizea career rank progression in the bureaucracy. ir ais0 seeks to create a Career 
Executive System Board (CESB) that will issue rules, standards and procedures in the 
recruitment, selection, assignment to positions, classification, compensation, mobility, 
performance management, tour of duty, rewards and incentives and training of the career 
execudve ofiicers (CEG). 
This bill seeks to promote the concept of merit and fitness over that of trust and confidence. It is 
hoped that thm the passage of this bill, the practice of appointing people to career executive 
positions in the government even if that person is not eligible will be averted. 
In view of the foregoing, immediate passage of this bill is earnestly sought 
I 
.A, 
\Ai\p?'OhIO " S O i 6 Y  F. TRILLANES IV 
Senator 
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.( . ,:,~!$ 
- 1  
FOURTEENTH CONGRESS OF THE 
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CJt: ’ nk SECRETA*<Y 
SENATE 
9 MRY -6 u10:21 
REPUBLIC OF THE PEILlPFmES ) 
SmconcP Regn+ar Session 
s. NO. - 
AN ACT 
ESTABLISHING THE CAREER EXECUTIVE SYSTEM 
ARTICLE i 
GENERAL PROVISIONS 
SECTEON 1. S b r t  Tigie. - This ACE shli be h w n  as the ‘’Career Executive System 
Act of 2009”. 
SZ&. 2. Declaratim @&&cy. 
- it is the poiicy of the State under Articie M, 
B. Section 
3 of the 1987 Philippine Constitution to establish a career service and to provide the public sector 
with a well-selected and development-oriented corps of publjc managers who possess the 
necessargi expertise and responsive ie&rship that +Kil serve as a stabilizing force, an instrument 
for change, a vanguard of professionalism and careerism in the civil service, and a critical link 
between the government and the people. Towards this end, the State hereby calls for an effective, 
efficient and responsibie administration of the executkdmanagerial class within the third lwei 
of the career service that will maintain continuity and stability in the bureaucracy. 
SBC. 3. Coverage: - This Act shali cover the executive/managed ciass of the third 
level which constitutes the Career Executive System. 
SZC. 4. &j%&iwt 
ef Tern. -As used in this Act, the foiiowing terms 
shall be construed as follows: 
(a) “Third Level” refers to the highest level in the career service of the Civil Service 
System under the I987 Flilippine Constitution which includes positions in the 
executive and managerial class, and the positions in the highly technical and specialized 
class such as the foreign service, the scientific, technical, artistic and academic fields, in 
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all branches, subdivisions, instrumentalities and agencies of the government including 
government-owned or controlled corporations with original charters. The third level 
covers aii positions higher than cnief of ciivision basea on &e position ciassification 
system of the Department of Budget and Management and the Civil Service 
Commission, or based on such other systems as may be applicable across the executive, 
iegisiative and judiciai brancnes, inciuaing constitutionai oiiices. 
(b) “Career Executive System (CES)” refers to the system of professionalization and 
career development of the executive and managerial component of the third level in the 
career service. 
(c) “Career Executive System Board (CESB)” refers to the policy making body 
responsible for the development, maintenance and administration of the Career 
Executive System. 
(d) “Career Executive Officer (CEO)” refers to a Career Executive Officer-Eligible who 
is conferred a CES rank and appointed to a position covered by the CES. 
(ej ‘:Career Executive OEcer-Eiigibie (CEO-Kj’ refers to a person wno passed tine 
qualifying examination process set by the Board through the Civil Service Commission 
but has not yet been appointed to a position in the CES. 
(ij ”ilanic:’ refers to the index of ciassification of Career Executive Officers to which a 
Career Executive Officer-Eligible may be appointed by the Civil Service Commission 
in accordance with the requirements prescribed by the Board. 
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ARTICLE II 
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CAREER EXECUTIVE SYSTEM 
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SEC. 5. The Career Ejcecutive System (CES). - The Career Executive System shall 
cover all executive and managerial positions in the third level in the executive, legislative and 
juaiciai brancnes, inciuaing constiturionai offices ana such otiner equivaient positions as may be 
(g) %iobiiityy” refers to the movement ofa Career Executive OEcer from one position to 
another without reduction in rank or salary. 
(h) “Highly Technical/Specialized Class” refers to the class of positions requiring 
technicai shiiis or training in the superior degree invoiving nigniy speciaiized duties 
and requiring extended training and experience as to render impracticable the giving of 
a competitive examination. 
(ij ”Executiveinianageriai Ciass” refers ro the ciass of positions above cnief of division 
primarily charged with the implementation of policies and the routine operations of an 
office. 
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identified by the Board. Entry and advancement in the CES shall be governed by the principles 
of merit and fitness and other requirements as may be prescribed by the Board through the Civil 
Service Commission. ine Career Executive Sysxein shaii 'be essentiaiiy characterized by tne 
principles of merit and fitness, security of tenure and mobility. 
SEC. 6. Career Executive System lioara (CESBj. - A Career Executive System Board, 
hereinafter referred to as the Board, under the administrative supervision of the Civil Service 
Commission (CSC), hereinafter referred to as the Commission, is hereby created. It shall be 
composed oftne chairperson of tine Commission as the Board's ex oyjicro chairperson; ana three 
(3) ex oficio members namely: the Secretary of the Department of Budget and Management or 
hisher permanent representative not lower than an undersecretary; the President of the 
Deveiopment Acaciemy of the P'niiippines and tine Dean of tine Hationai Coiiege of lrubiic 
Administration and Governance of the University of the Philippines. The Board shall also 
include three (3) members to be appointed by the Chairperson for a term of three (3) years 
nameiy: a representanve of tine nationwide association of career executive officers, a 
representative of the nationwide association of personnel managers in the private sector, both of 
whom shall be nominated by their respective associations, and one (1) representative from the 
ranks of retired Career Executive fimcers wno is famiiiar witin the principies ana metinocis of 
personnel administration. The members of the Board shall be provided with per diems and 
allowances as may be determined by the Commission. 
SEC. 7. Powers and Functions of the Board. - The Board shall be the policy making 
body of the Career Executive System. It shall promulgate rules, standards and procedures in the 
recruitment, seiecrion, assignment to positions, ciassiiication, compensation, mobiiity, 
performance management, tour of duty, rewards and incentives, and training and career 
development of Career Executive Officers and Career Executive Officer-Eligibles. 
SEC. 8. Office of the Career Executive and Specialized Systems (OCESS). - The Office 
of the Career Executive and Specialized Systems (OCESS), which shall be an office under the 
Commission, snaii serve as the CESE secretariat with its own ahinistratiye ana financiai 
component. It shall be responsible for the implementation of the policies, rules, regulations, 
decisions, directives and instructions pertaining to the third level of the career service. An 
assistant commissioner of tne Commission shaii head tine fiCESS ana shaii be assisted by a 
Director IV, both of whom shall be Career Executive Officers, and shall be appointed by the 
chairperson of the Commission upon recommendation by the Board. 
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ARTICLE III 
POLICIES AND STANDARDS IN THE CAmER EXECUTIVE SYSTEM 
SEC. 9. MembershQ in the Career Executive System - A CEO-Eligible who is 
assigned to a position in the Career Executive System shall be given the entry rank as CEO by 
tine Commission upon recommenciation by the Board. Tiis process compietes hisiher 
membership in the Career Executive System. 
siiE;c. iu. Seczwip of Tenure. - ti Career Executive Officer shaii enjoy security of tenure 
in the Career Executive System and shall not be suspended nor dismissed except for cause and 
after due process. 
SEC. 11. Compensation. - A CEO shall be compensated according to rank and shall be 
provided with an attractive salary, fringe benefit and reasonable allowances. A CEO occupying a 
position in tine Career Executive System shaii enjoy an addea premium based on hisher rank. in 
case a CEO occupies a position whose salary grade is higher than that of hisher rank, he/she 
shall receive the difference between the salary grade of hidher position and hisher rank while 
assignea to tine position. The Board, in coordination witin tine Commission ana tbe ijepamnent of 
Budget and Management (DBM), shall develop and periodically review a compensation plan for 
Career Executive Officers. The employing agency shall provide the funds to pay the salary, 
kinge benefits ana aiiowances of a ~fiu. 
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SEC. 12. Rank System in the Career Executive System - A Career Executive Officer 
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(CESj si& 
bc: dassiikd awudiug iu I& 
wiU& shii bc: ~ : S ~ ~ U U S I I G ~  
aid deicnniriai by iiit: 
Commission upon recommendation by the Board. Rank classification shall be based on proven 
competence, qualifications such as appropriate academic and professional background, broad 
ieveis of responsibiiity ana otiner reievant consiaerations. 
SEC. 13. Appointment to Rank. - Only a CEO-Eligible, assigned to a position in the 
C a i t ~  
Emwiivc: Sysiaii, shii bc: appkied iu rack by iiic: Curiuciissiuic u p n  ic;r;uinrcmcdniiuii 
by the Board. The issuance of rank shall be done by the chairperson of the Commission. 
MX. i4. Promotion in Bank - 'Tie Boara shaii recommena to the Commission the 
criteria which shall be the basis for promotion in rank. The criteria to be established shall 
include, but shall not be limited to, performance, qualifications and proven competence. 
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SEC. 15. MobZliW in the Career hkecutive System - A Career Executive Officer may be 
assigned to any position in the Career Executive System without diminution in rank and salary. 
I nere snaii be a tour of duty of three (YJ years for each CEO during which period neisne snaii 
not be transferred to another office or position without hidher consent, In filing a vacancy, the 
head of agency shall choose from those who have been granted rank or eligibility. The 
Commission, tiiougn the Board, snaii provide im-ormation on vacancies, an updated iist of 
available qualified persons who may be assigned, and such other mechanisms to assist the head 
of agency in the selection. 
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SEC. 16. Assignment to Positions in the Career Executive System - Career Executive 
Officer-Eligibles shall be given priority in assignments to vacant positions in the Career 
Executive System. in exceptionai cases, a nonXEO-Eiigiiuie may be assigned to a position in tine 
Career Executive System on a temporary status: Provided, that hehhe shall be replaced once a 
CEO-Eligible becomes available. Those who are in Salary Standardization Law (SSL)-exempt 
agencies snaii aiso be required to 'be LEGEiigibies prior to ineir assignments to positions in tine 
Career Executive System. All career undersecretaries and assistant secretaries and other officials 
of similar rank shall come from the CEO-Eligibles. The assigning authority shall choose from a 
iist of at ieast tiiee (3j eiigibies wno are quaiifiea, avaiiabie and wiiiing to be assigned to said 
vacant position. The number of career undersecretaries and assistant secretaries and other 
officials of similar rank shall conform to the number set by law. The Commission shall establish 
a mechanism to ensure tinat assignments to positions in tine Career Executive System conform to 
the standards prescribed under this Act. 
SiX. i'i. iXscipiine. - Tie Commission snaii nave tine autinofity to aiscipiine occupants 
of positions in the Career Executive System: Provided, that, such authority to discipline shall be 
concurrent with the assigning authority. 
SEC. 18. Training and Career Development - The Board shall establish a continuing 
program of training and career development for CEO and CEO-Eligibles. 
SEC. 19. Performance Management - The Board shall develop a system for periodic 
evaluation of the performance of occupants of positions in the Career Executive System taking 
into account rneir accompiishments ana manageriai capabiiity. inis periodic evaiuation sysrem 
shall be the basis for the grant of incentives and awards, as well as for sanctions for poor 
performance. 
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ARTICLE IV 
MISCELLANEOUS PROVISIONS 
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SEC. 20. Transitory Provisions. - (a) Upon the effectivity of this Act, all Career 
Executive Service Officers (CESOs) who were conferred CESO ranks under Article IV, Part I11 
of the integrated Reorganization Pian under Fresiaentiai ijecree No. i, as amended, snaii, as a 
vested right, be accredited as Career Executive Officers (CEOs) under this Act and shall be 
appointed to Career Executive Officer ranks corresponding to their CESO rank. 
(iij Career Executive Service Eiigiiiies (CESEsj wno passed tne examinations given by 
the former Career Executive Service Board, and Career Service Executive Eligibles (CSEEs) 
who passed the examination given by the Civil Service Commission, and who are assigned to 
positions in tine Career Executive System at tine time of tine effectivity of this Act, snaii be 
appointed to entry rank as Career Executive Officers. 
(c) Those who possess Career Executive Service Eligibility (CESE) but who are not 
assigned positions in the Career Executive System at the time of the eEecriviv of titis Act snaii 
be accredited as Career Executive Officer-Eligibles. 
(d) Career Service Executive Eligibles (CSEEs) who have not been assigned to positions 
in the Career Executive System at tne time of the ezectivity of tinis Act snaii be required to 
undergo further screening process to qualify as Career Executive Officer-Eligibles. 
(e) The personnel, assets, funds, grants and records of the former Career Executive 
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Service Board (CESEi secretariat are nereby transfened to tine OEce of tine Career Executive 
and Specialized System (OCESS). 
(f) The chairperson of the Commission shall designate an officer-in-charge pending the 
appointment ofan assisranr commissioner to head the OCESS. 
(g) Incumbent officials and employees of the current CESB secretariat shall continue to 
exercise their respective functions, duties and responsibilities with the corresponding benefits 
ana priviieges. 
SEC. 21. Implementing Rules and Regulations. - The Board, in coordination with the 
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Zurrirrtisuiuri, siiaii prurrtuigaic iriipit:rrrt:iiiiiig tuiw arid Ieguiaiiurm as rimy 'ut: rr~~essary io 
implement the intent and purposes of this Act and which shall be published in the Oflcial 
Gazette and in two (2) newspapers of general circulation. 
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SEC. 22. Repealing Clause. - Article IV, Part 111 of the Integrated Reorganization Plan, 
as approved under Presidential Decree No. 1, as amended, is hereby repealed. All provisions of 
Executive Order No. 292, or the Revised Aciminisrrarive Code of 1987 on tine Civii Service 
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Commission, that are inconsistent with this Act are hereby repealed. All laws, rules and 
regulations or parts thereof that are inconsistent with the provisions of this Act are hereby 
repeaiea or mociifiea accorciingiy. 
SEC. 23. Separability Clause. - If any part, section or provision of this Act is held 
iiivaiid UL uriwirsiiiuiioilai, ILO uiiiu pari, swiiurr UI puviuiurr uiiaii btt aZecitxi by iiir: irivaiidiiy 
or unconstitutionality thereof. 
SKC. 24. Ejyeczivity. - This Act snaii take effect after fifteen (ijj days kom its 
publication in the Official Gazette or in a newspaper of general circulation. 
Approveci, 
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